Peace Essay :: essays research papers

China and Iran: Transition to Democracy      Throughout the course of history, there have been Communist, Socialist, Democratic governments and fascisms, however the most evenhanded type of government has been Democracy. All these various types of government have been effective sooner or later, yet in today’s world all together for the procedure of democratization to succeed, numerous elements must be good for progress to be accomplished. In this article, the democratization of China and Iran will be talked about. One has been effective where different has not risen. The procedure and variables that lead to their current results will be talked about.  â â â â The democratization of China had been a moderate procedure. China’s procedure of democratization has been long in coming, â€Å"for a long time since the Opium War, China has battled through endless convoluted ways in quest for democratization. A large number of individuals with elevated beliefs yielded for it; various them were slaughtered by the individuals who opposed democratization, however considerably more passed on because of inward conflicts.†1 These passings were not futile, they showed the individuals of China an entirely significant exercise and after the Cultural Revolution(1966 to 1969), which was a urgent period when numerous political and social changes were started, the individuals of China began to acknowledge these political changes. â€Å"The authenticity of the Communist government had been depleted. Social Revolution brought up issues to the Chinese about the authenticity of the previous socialist regime.†2      There were numerous occasions that prompted the democratization. The episode at Tiananmen Square was a significant occasion (June 1989) in twentieth century Chinese history, just as one of the reasons for the destruction of socialism in numerous nations. During this occurrence understudies walked and exhibited against the CCP. It was viewed by the world by means of TV, it denoted the start of the third time of present day Chinese international strategy. The first was coterminous with Mao Zedong’s rule, 1949-1976, and the second was coterminous with the monetary change development of 1977-1988, drove by Deng Xiaoping. Under Mao, Beijing’s international strategy was resolved for the most part by residential components. The first of these was progressive governmental issues. The most significant household change was substitution of Maoist radicalism by Dengist even minded balance and a relating shift from the power of governmental issues to that of financial matters. â€Å"Tiananmen represented the start of the finish of socialist guideline in China, added as far as possible of Marxism-Leninism universally, and influenced China’s outside relations in two different ways.

Presidential and Parliamentary Systems of Government Essay Example for Free

Presidential and Parliamentary Systems of Government Essay Presentation and Main Distinguishing Features of Both Systems: A presidential arrangement of government is one in which there is a head of government, for example the official branch, who is isolated from the lawmaking body and isn't responsible to it. For the most part, the assembly doesn't hold capacity to excuse the official. This framework can be followed back to the monarchal framework in the medieval ages which nations, for example, France, England and Scotland followed where the Crown held every official force and not the parliament. At the point when the workplace of the President of the United States was made, this arrangement of isolated forces of the official and lawmaking body was duplicated in the U.S. Constitution. Interestingly, a parliamentary framework is not the same as the above in light of the fact that its official part of government needs the immediate or circuitous sponsorship of the parliament to remain in power, which is commonly communicated through a demonstration of approval. Nonetheless, the instrument of governing rules is not quite the same as one found in a presidential republic in light of the fact that there is no particular partition of forces between the lawmaking body and the official. In parliamentary frameworks, the head of government and the head of state are particular substances, where the previous is the leader and the last is a chosen president or a genetic ruler. The U.K. follows a parliamentary type of government, where the leader and the bureau oversee utilizing their official force regularly, yet real authority is held with the head of state.[1] In recognizing presidential and parliamentary frameworks, three focuses must be thought of. To start with, in a presidential framework the head of government (the president) is chosen for a fixed term and will serve this except if there is the irregular and uncommon procedure of denunciation, while in a parliamentary framework the head of government (executive or identical) is subject to the certainty of the lawmaking body and hence can be evacuated (alongside the entire government) by a movement of no-certainty. Second, in a presidential framework the head of government (the president) is prevalently chosen, on the off chance that not truly legitimately by the voters, at that point by an appointive school famously chose explicitly for this reason, while in a parliamentary framework the head of government (leader or proportional) is chosen by the council. Third, in a presidential framework there is adequately a one-individual non-collegial official, while in a parliamentary framework the official (i.e., the bureau) is aggregate or collegial.[2] As far as concerns him, Sartori like Lijphart, makes three fundamental focuses in that ‘a political framework is presidential if, and just if, the head of state (president) I) results from famous political race, ii) during their pre-set up residency can't be released by a parliamentary vote, and iii) heads or in any case coordinates the legislatures that the individual in question appoints’. There are two qualifications among Lijphart and Sartori important here. Above all else, Lijphart alludes to the president as the head of government while Sartori alludes to the person in question as the head of state. Second and related, Sartori considers the legislature as being more extensive than the individual president. In that capacity, Sartori dismisses as too restricted the thought ‘that the head of state should likewise be the head of government’ for a looser idea that position streams starting from the president †maybe by means of a different head of government.[3] Mainwaring credits two distinctive highlights to a presidential vote based system. In the first place, the head of government is chosen freely of the assembly as in administrative decisions and post-political decision exchanges don't decide official force. In nations where the CEO is chosen by the council, not as a second elective when the famous vote doesn't deliver a reasonable champ however as the basic procedure, the framework is either parliamentary (by far most of cases) or a half and half (as in Switzerland). Post-political decision arrangements that figure out which gatherings will administer and which will head the legislature are pivotal in numerous parliamentary systems, yet they are not part of the choice procedure of CEOs in presidential frameworks. The CEO in a presidential majority rule government is normally chosen by well known vote, albeit a few nations, quite the United States, have a discretionary school as opposed to coordinate mainstream decisions. All things being equal, in the United States, the mainstream vote has a for all intents and purposes restricting impact on Electoral College votes. In other presidential frameworks, incorporating those in Argentina, Bolivia, and Chile (before 1973), the congress votes in favor of a president if there is no outright larger part in the mainstream vote. However the mainstream vote is the primary rule, and in Argentina and Chile, custom has directed that congress will choose the up-and-comer with the most famous votes. Note that it must be the head of government-not just the president-who is chosen by well known vote or a discretionary school. In Austria, Iceland, and Ireland, the president is chosen by direct famous vote however has just minor powers and is in this manner not the head of government.[4] The second distinctive component of presidential majority rule governments is that the president is chosen for a fixed timeframe. Most presidential majority rules systems take into consideration denunciation, yet this training is uncommon and doesn't considerably influence the definition in light of its phenomenal character. The president can't be compelled to leave on account of a no-certainty vote by the governing body, and therefore, the president isn't officially responsible to congress. In a parliamentary framework, conversely, the head of government is chosen by the council and in this manner relies upon the continuous certainty of the assembly to stay in office; along these lines the timespan isn't fixed.[5] Suggestions for Policy Making and Democracy: Regardless of whether a system is parliamentary or presidential majorly affects noteworthy parts of political life: how official force is shaped, connections between the authoritative and the official branches, connections between the official and the ideological groups, the idea of the ideological groups, what happens when the official loses support, and ostensibly even possibilities for stable vote based system and examples of mastery. The advocates of presidential case that presidential frameworks guarantee that such frameworks guarantee that the presidents power is a genuine one on the grounds that the president if, much of the time, chose straightforwardly by the individuals. The United States follows an alternate framework where the president is chosen by a constituent school however is as yet viewed as famously chose. Parliamentary administrators can not profess to be chosen by means of an immediate vote of the individuals. Partition of forces is another advantage which the presidential framework gives since it set up the official branch and the authoritative as two particular structures which permits each body to administer and supervise the other and forestalls maltreatment of the framework. In a parliamentary framework, the official isn't independent from the lawmaking body, decreasing the odds of analysis or examination, except if a proper judgment as a demonstration of general disapproval happens. Henceforth, in a parliamentary framework, a head administrators dishonest deeds or occasions of wrongdoing may never be found as Woodrow Wyatt (previous British Member of Parliament) said while expounding on the acclaimed Watergate embarrassments during the administration of Richard Nixon, dont think a Watergate couldnt occur here, you just wouldnt catch wind of it.[6] In a parliamentary framework, despite the fact that the choice of a demonstration of general disapproval is accessible, it is a choice turned to just in outrageous cases. It is considered very hard to impact or stop a head administrator or bureau who has just chosen to pass enactment or actualize measures. Casting a ballot against significant enactment is equivalent to a demonstration of general disapproval, as an outcome of which the legislature is changed in the wake of holding of decisions. This is an extremely dreary procedure in view of which it is an uncommon event in some parliamentary nations. England for instance has just once in a while experienced such a circumstance. In this way, it is frequently accepted that in a parliamentary framework, as a result of the absence of partition of forces, the Parliament can not really practice any genuine command over the official. Be that as it may, there can be a drawback to partition of forces. Presidential frameworks can prompt a circumstances where the President and Congress both avoid fault by passing it to the next. In the expressions of previous Treasury Secretary C. Douglas Dillon as he depicted the United States, The president accuses Congress, the Congress accuses the president, and the open stays mistook and appalled for government in Washington.[7] Woodrow Wilson concurred in his theory, Congressional Government in the United States, as he stated, †¦how is the schoolmaster, the country, to know which kid needs the whipping? . . . Force and severe responsibility for its utilization are the fundamental constituents of good government. . . . It is, in this manner, plainly an extreme deformity in our government framework that it distributes and confounds obligation as it does. The primary reason for the Convention of 1787 appears to have been to achieve this appalling misstep. The 'scholarly hypothesis of governing rules is essentially a predictable record of what our constitution producers attempted to do; and those balanced governance have demonstrated underhanded just to the degree which they have prevailing with regards to building up themselves . . . [the Framers] would be the first to concede that the main product of separating power had been to make it irresponsible.[8] Partition of Powers has blended ramifications. It can prompt gridlock, for example at the point when it gets close to difficult to pass things on the partys plan in light of the fact that the legisl

Four Main Causes of Latin American Independence essays

Four Main Causes of Latin American Independence articles Four Main Causes of Latin American Independence During colonization of the New World in the mid sixteenth century, wayfarers looked for notoriety and fortune in the wilds of Central and South America. Two nations stand out as key players in the colonization of that zone; Spain and Portugal. A few provinces were set up to mine gold and to send out the local vegetation. There are a few reasons that the Latin American provinces got autonomous. The fundamental explanation is that the provinces are so distant from Europe they require governors and later emissaries to administer them. The subsequent explanation is that after some time these nations turned out to be progressively independent. The third explanation is the rise of a class of landowners that were conceived in the states what's more, have next to zero connections to Europe. The fourth explanation depends on the race relations between the motherland and the state. African slaves were acquired and intermixed with the white landowners, making a mulatto picture of that state in the homeland. The freedom of Latin America is an aftereffect of four fundamental elements: one, good ways from the nation of origin; two, financial aspects started to unified in every province; three, another age of residents that were conceived and kicked the bucket in simply that settlement; and four, the pattern of heartfelt prejudice of European whites with the consistently developing mulatto The connection among Europe and the Latin American provinces must be thought of a similar path as a man in California and his sweetheart in New York: correspondence streams anxiously from the outset, however before long decreases to simply a stream. As the provinces developed in monetary significance, Spain and Portugal the same thought that it was difficult to keep deliver nearby frontier issues. The pioneers of the new states started their political life as governors, and after some time, were elevated to rulers. The crown was frequently disregarded by the pilgrim pioneers, particularly about local relations. ... <!

Contrast and Compare Approaches to Hrm Within Two Diverse Countries?

Complexity and contrast approaches with HRM inside two various nations? Presentation Human asset the executives (HRM) implies the exercises of the executives in the business relationship (Boxall and Purcell, 2003). The utilization of vital HRM in an association helps work with its different exercises like preparing n improvement, inspiration, enrollment, worker choice, authority, correspondence and arrive at their achievements. HRM procedure causes an association to concentrate on its small scale vital issues. It additionally assists with giving a hearty and connection between its different exercises led in a HRM office (Beardwell, 2004). This article will cover the significance of understanding HR practices of two differing nations. The investigation of similar HRM is important to assemble a scaffold between two unique societies. For instance UK there is high pace of low maintenance occupations because of a wide scope of social and financial reasons. Then again, low maintenance employments in different pieces of Europe are nearly less. To know these distinction and to simple cross culture organizations near HRM is vital. In the past 50 years with the ascent in globalization, universal human asset the executives (IHRM) has picked up ubiquity. Anyway the investigation of universal and relative HRM is viewed as a costly and tedious research (Adler, 1984; Brewster et al, 1996; Tregaskis et al, 2003). Hyman, R 1999 says that cross wide extension has made a requirement for the profound information on IHRM to maintain a strategic distance from complex business issues Models of HRM In HRM, there is no particular methodology or single approach to execute it. HRM is a style of the board which can be estimated and characterized or even looked at against a perfect model. There are two methodologies or models of HRM †delicate Model and hard Model. Hard HRM accentuate the â€Å"resource† part of HRM, Legge alludes to this as â€Å"Utilitarian Instrumentalism†. The hard HRM model spotlights on the basic combination of human asset strategies, frameworks and exercises with business technique. The hard HRM model portrays HR as factor of creation. This implies the human asset isn't the main asset equipped for transforming the creation into riches. HR are seen as uninvolved, to be given and conveyed as numbers and abilities at the correct cost, as opposed to the wellspring of innovative vitality (Legge, 1995, p. 66-67). Hard HRM model requires estimations and profound thought as required by some other part of the board. In this manner it conveys through the extreme language of business and financial matters. This accentuation on the quantitative, calculative and business-vital parts of dealing with the â€Å"headcount† has been named human resource bookkeeping (Story, 1987). The hard HRM model is firmly identified with logical administration as it treats human asset which groups a few abilities/characteristics that the firm requires. As opposed to hard HRM model, delicate HRM model spotlights on human relations instead of regarding it as product. Delicate HRM places an accentuation on â€Å"human† and is related with the human relations school of Herzberg and McGregor (Story, 1987). Legge alludes to this as â€Å"Developmental Humanism† (Legge, 1995, p. 66-67). The delicate model methodology regards representatives as esteemed resource of firm which gives the firm an upper hand over others through workers proficient abilities, duties, versatility and execution. Representatives are proactive as opposed to latent contributions to gainful procedures, equipped for advancement, deserving of trust and cooperation which is accomplished through interest (Legge, 1995, pp 66-67). The delicate Model moves employee’s creativity by expanding worker responsibility, interest and contribution. Walton (1985, p. 79) proposes that â€Å"a model that accept low worker responsibility and that is intended to create solid if not extraordinary execution basically can't coordinate the gauges of greatness set by world-class competitors† and talks about the decision that chiefs have between a system dependent on forcing control and a procedure dependent on evoking duty. (Legge, 1995) in her investigation says that â€Å"use of HRM styles like hard and delicate models in an association has consistently been debatable†. These models are fundamentally inside standardizing, or prescriptive, models of human asset the executives. Delicate HRM is related with the human relations development, the use of individual abilities (McGregor, 1960). Delicate HRM is additionally connected with the objectives of adaptability and versatility and suggests that correspondence assumes a focal job in the board (Story and Sisson 1993). Hard HRM, then again, weights on the significance of ‘strategic fit', where human asset strategies and practices are firmly connected to the vital goals of the association (outer fit), and are lucid among themselves (inside fit) ( Baird and Meshoulam,1988). In UK, firms by and large depend on numerical types of adaptability than ualitative structure. Both of these are upheld by delicate HRM models and hypotheses of adaptable specialization. Consequently UK business framework has neglected to receive best act of HRM models. Almond, 2001 says in the midst of transient weight if there is an absence of institutional lock-in to delicate HRM firms resort to the executives unilateralism. Anyway i n Russia representatives are treated as human capital and are utilized to create incomes for the association. In Russia overwhelmingly hard HRM model methodology exists. The worker resembles ware which is discovered commendable if there is a short flexibly or assumes a focal job in company’s objectives. The usage of the hard Model fluctuates from organization to organization contingent upon the counts and quantitative methodologies in a sound way. In Russia the organizations have legitimate, various leveled, bureaucratic sort of structure while in UK the organizations have participative administration draws near, group ideas, and more prominent worker association. The Russian organizations focal point of concentrate so far have been towards the specialized parts of their business †how to productively deliver an item or offer an assistance, how to build incomes and how to remain above water in the market. Anyway with the globalization of economies, a considerable lot of them have begun understanding the significance of different parts of business †Human capital administration, authoritative structure, pay, preparing, inspiration and correspondence. In Russian, associations saw HR as a consistence work, existing to round out structures and uphold rules, as opposed to a vital piece of hierarchical execution and achievement. Anyway in UK the organizations take a gander at HR the board as a key way to deal with a general development of the organization. In this article, utilizing hypotheses and writing, I will attempt to distinguish a portion of the key distinctive HR practices and arrangements in Russia when contrasted with those of western nations like UK. Remuneration, rewards, impetuses: In Russia, a large number of the little and fair size organizations have no standard pay framework. There were no efficient, fair compensation scales and motivating force structures adaptable enough to withstand times of development and change. A large portion of the Russian companies’ fundamental objective is to give full work. In contrast to UK and American organizations, Russian organizations paid rewards and motivators to their representatives independent of their presentation. Anyway motivator pay was a customary and vital piece of the Russian remuneration framework. A large portion of the rewards were partitioned similarly over the association or among individuals from a particular work gathering. Since representatives got motivators paying little mind to singular execution, they came to consider them to be as a qualification than as an award for good execution (Puffer and Shekshnia, 1996). This methodology supplemented with the Russian culture of cooperation and high vulnerability evasion. In contrast to Russian culture, UK culture is increasingly about independence and social duty. In UK HR rehearses, the remuneration framework is engaged towards employee’s execution. The executives of individual execution: In Russia the HR have an alternate methodology towards the board of Individual execution and helpful order. Russian association rehearses broadly the utilization of fines as a focal point of order frameworks. The representatives are fined for each possible infraction. Indeed a few organizations in Russia posted a rundown of standard fines to the workers as a suggestion to the outcomes of disrupting norms. As opposed to this, UK HR practice follows an uplifting feedback and compelling input strategies. The organizations in UK have a conventional exhibition examination and a criticism framework. This aides in monitoring a worker execution and intrigue and gives them successful criticism. Inspiration methods: In Russia the HR practice follows a unified arranging framework on singular inspiration. The organization through its experience attempts to spur representatives in manners which work best around then. The essential procedure of their inspiration is to give financial advantages to the workers. This makes a considerably more desire notwithstanding of employee’s dull execution. Anyway in UK, the HR rehearses concentrated on employee’s inspiration as well as to keep up a significant level. The HR in UK utilizes non-fiscal techniques to spur representatives. Some of them are work enhancement, broadly educating, and authoritative help of preparing and training. Selecting and staffing: The enlistment and staffing techniques in Russia is totally unique in relation to UK. In Russia, the HR rehearses don't lay accentuation on investing energy and cash for enrolling qualified representatives. The organizations in Russia don't spend on commercial for enlistment. The entire enrolling and staffing methods is simple. Conversely the UK HR rehearses have sorted out application and choice procedure, for example, testing, gathering and individual entomb

Axes of Confusion

Axes of Confusion We are confused about what we want to do with our lives and thus what we should be majoring in. Currently, we are majoring in Course 21E, or Humanities and Engineering. It is a super cool joint major that allows you to combine any Engineering field and any Humanities field. It’s different from a double major because, well, it equates to the units of one major, and it achieves this by cutting requirements from both the Humanities field and the Engineering field you chose, making it really flexible. Our humanities field is CMS, or Comparative Media Studies (which is a really broad major too; we are interested in the storytelling and writing classes offered in it). And our Engineering field is Course 6, or Computer Science. We chose this major by thinking endlessly about what we want to do with our lives during freshman year. We realized that  what impacts us most (thereby what we want to contribute to), is and always has been animated cartoons and movies. A well written and beautifully animated story just hits us in the heart the way nothing else can. Another HUGE factor is that this medium has the power for real social impact, through identity representation, and that is EXTREMELY important to us. Steven Universe, in our opinions, is the epitome of the epitome of using animation to not just tell a compelling and thoughtfully crafted story, but also a very socially relevant and revolutionary one. The field of visual storytelling is really broad and encompasses mannnyyy industries, including the animation, video game, and VR/AR industry. And within these industries are loootttts of types of jobs, from purely technical to purely artistic to literally everything in between! Here is a diagram to slightly better (but definitely not comprehensively or perfectly) depict the range of possibilities. And it also shows why even with the significant narrowing down we accomplished in freshman year, we are still mostly just utterly confused about how exactly we want to contribute to this field, and hence about what we should be majoring in. We initially chose 21E to get a taste of both CMS and 6 to try to figure out where on this diagram we want to fall. But now, with a year into trying out both fields, we realized we like CMS a lot more, and course 6 stuff just kind of drains us because it is sooooooo hard and time consuming. So the biggest question we are trying to answer now is: should we stick with 21E (doing both course 6 and CMS stuff) or just drop the course 6 part of our major and switch to CMS  entirely?   The major we stick with will impact what skills we continue gaining and thus what career we can go into. And the career we envision we want will impact our choice of staying in our current major or switching majors. After 2 years at this technical tvte, we have realized that we are just not all that passionate about purely technical things. And it took coming here, a place where a lot of (not all, but a lot of) people do and love doing really technical things, to figure out that we just dont. Yes, we still really like STEM stuff (cause you can get some pretty cool results while having fun in the process! re: this post). But what drives us, and this has become evident through the animation classes we have taken at MassArt, where we are at home surrounded by people that look at a beautifully animated sequence the same way we do, is visual storytelling. So, it seems like the easy and obvious decision would be to just switch to CMS entirely, and dedicate all our efforts into trying to get a storyboarding job, or another one on the art end of the visual storytelling production pipeline. But its not that easy. We are thinking about a lot more factors, such as financial security, FOMO and more, all of which we decided to depict more clearly by graphing on a plot. This graph is looking at the short term and long term factors we are considering when thinking about whether or not we should stop doing course 6. Both axis go from 0 to 10, 0 being we should definitely not drop course 6 and 10 being we should definitely drop course 6. We thought about each factor independently, and gave each a ranking on the scale. We then graphed all four factors, grouped by short and long term, along with a point indicating the average of all the factors. Points that land in the red area indicate we should realllyyy drop course 6. Points that land in the green indicate we should reallyyy keep course 6. And in the yellow means it is unclear. With a glance at the graph, you can see why we are confused. Below, we describe our thought process while ranking each factor independently. SHORT TERM FOMO Fear of missing out. The vast majority of MIT undergraduates major in something technical. Finding and working with pset buddies, walking over to exams in huge lecture halls, supporting each other during low points, complaining about confusing topics or psets, throwing cry parties after awful exams, celebrating being done with a pset or exam. These are all things weve done over the past two years, because of the types of classes weve taken. Although we may not have consciously thought about it during the process, the nature of the classes we took really shaped how we spent a lot of our time here. So, if we switch to CMS and stop taking technical classes, well be writing essays in our room instead of doing psets in pset parties, well be in the library instead of office hours, well be reading alone instead of studying with peers. Granted, it wont be as solitary of an existence as that last sentence may make it out to be. Well be able to work on a lot more groups projects, well be able to have more discussions in our smaller sized humanities classes, well be able to know everyone in our major (since CMS is so much smaller than course 6), and also engage in dialogue and develop connections with acclaimed professors and faculty members in the department. We gave this a 4 on the scale, because while we will miss out on and oddly* miss part of that  quintessential** MIT experience, we will still have the opportunity to do other cool things. wow, was this just a long and convoluted way of saying well miss doing psets? lol Another thing associated with the fear of missing out: MIT is THE place to study STEM! And we just feel that if we do stop doing course 6 things, the thought that we did not gain enough technical skills would be buzzing in our heads, like on a daily. MIT is so special because of the wonderfully brilliant, passionate, helpful and down-to-earth people that walk its halls. As mentioned earlier, we primarily learned how to code better from TAs and LAs, all of whom are students here and most of whom are undergrads. And we dont want to leave this place regretting not learning as much as we possibly could have with and from our peers. *there have been sooooo many times over the past two years when we just never wanted to look at another pset or exam again, but still there is something satisfying about getting that stuff done, and struggling through it with peers. **everyones MIT Experience varies and there is no typical one. However, the stuff that we feel wed be missing out on (as we described^) is the stuff that the majority of MIT students do on a weekly basis, as the majority of MIT students major in something technical. Time Consumption This is the biggest thing we are considering, in terms of the short term. We have only completed two course 6 programming classes thus far: 6.00 (Intro to Computer Science and Programming) and 6.009 (Fundamentals of Programming). Both classes were very similarly structured, where each week you get assigned a new lab/pset. We approached both classes in the same way, by living in office hours and learning from TAs and LAs, because lecture for both classes was not helpful (because of a combination of not being morning people, just lacking focus, and the instructors usually going through the material too quickly, at least for us). For 6.00, we spent 15-20 hours a week in office hours, and we thought that was a lot until we took 6.009. In 6.009, 20 hours was a good week, and there were a couple that got us close to 30, and the worst one took us around 35. All this effort, and it resulted in barely passing! We both got Cs in 6.009 by the skin of our teeth, and we spent more time on this cl ass than all our other classes combined, which, while is frustrating to say the least, is something weve come to accept about MIT classes. You just have to try your best, and even if you end up with a suboptimal grade, be proud and revel in the fact that you learned so incredibly much through the struggle. Dont get wrapped up in the letter. The next class we plan to take, since its a prerequisite to the two classes we actually have our eyes on (Computer Graphics and Computational Photography), is Elements of Software Construction or the infamous 6.031 (or, 031 for short). On average (based on end of semester surveys), students spend 10.1 hours/week on 6.009, while we spent on average 20. On average (based on end of semester surveys), students spend 20 hours on 031. So, doing the math, wed most likely spend close to 40 hours on 031. HA, usually taking FOUR classes is supposed to equate to that amount of time! Besides that, continuing on the course 6 path will generally allow us much less time to take electives in other departments that really interest us (like 4, WGS, and 21W) and cross-registering at MassArt. Below are two potential courseroads, one for the minimum amount of classes we need to finish the 21E degree and the other the minimum amount of classes we need to finsih a CMS degree. With just a glance, you can see the CMS option has much more free room, especially considering that every course 6 class we do not take frees up *significant* time. potential course road for 21E degree potential courseroad for CMS degree Now, the reason we scored this a 9. We just gave you the number of hours weve spent on our computer science classes. But we didnt describe yet our mental state during those hours. Honestly, it was not great. Spending so long on a pset/lab is just mentally draining. It was especially bad when we would spend literally 2 hours just trying to understand what the question was even asking! No matter how much MIT has humbled us and no matter how much weve come to terms with Not Knowing Things, it is still demoralizing when you need to be hand held for literally every step of a problem. Wed be lying if we said there werent times that we had to leave office hours to go to the bathroom just to cry or compose ourselves from frustration. LONG TERM Financial Security   This is definitely something we are concerned about, as most people probably are. We want a career that we enjoy and find fulfilling, and so want to maximize our chances of being hirable. There is a reason that memes like this one exist. (The reason being that course 6 skills are in high demand): from MIT Memes Facebook page After our most recent and vastly unsuccessful job hunt, we realized that many companies are looking to hire specialists, those who can do one thing really well. That one thing for a lot of companies is coding or software development. Specifically, we were looking at a lot of jobs in video game companies, animation studios, and VR companies, and even many of the more artistic leaning positions (such as those in the purple region of the second graph of this post) required you to demonstrate a pretty heavy amount of programming skills or background. We definitely feel that if we were to continue on with doing course 6 classes, even if barely passing the classes will be an uphill climb, we will learn a LOT in the process. And maybe thats enough to be more hirable, and maybe that makes it worth sticking with course 6. However, there is a doubt that weve talked about a lot with each other. Even if we do stick with all these course 6 classes and even if we do get a lot better, we still just wont be good enough. And maybe thats true or maybe thats what being around so many people who are really amazing at course 6 made us believe. Regardless, that thought always leads us to thinking that it might just be better for us to stop taking course 6 classes, and to use the extra time well have to try getting an artistic job (such as things in the green region of the second graph of this post) rather than a technical one. It leads us to thinking that continuing course 6 classes would actually lower our overall chances at becoming hirable. Wed be devoting most of our time and energy into it and probably end up being mediocre, as opposed to devoting all that effort into art something that we already have more experience and passion for. In summary, we think about sticking with course 6 in two ways sometimes in an optimistic-everything-will-work-out way, and other times in a pessimistic-we-will-never-be-good-enough way. We gave this a 3, because we were in an optimistic mood while writing this post. What we want to do   This is really the core of the issue probably. We have a lot of ideas for who we want to become. We can see ourselves being storyboarders or visual development artist or animators or writers. But we can also imagine doing something more technical, in a studio whose artistic vision and ethos we trust, being equally rewarding. Wed know we are contributing to making a beautiful and useful story come to life, and that will be enough. Being indecisive doesnt help, so we scored this a 5. ~~~ Writing this blog and making these graphs definitely helped us really organize our buzzing thoughts about this subject. However, the long term factors and short term factors landed too much in the yellow region of the graph to make our decision clear enough. What we are saying is that we are still pretty confused. Our plan is to take it one semester at a time, and see where that takes us. And, of course, write about the journey here. Post Tagged #?????????? # ¿ ¿ ¿ ¿ ¿ ¿ ¿ ¿ ¿ ¿ ¿ #CMS - Comparative Media Studies #Course 21E - Humanities and Engineering #Course 6-3 - Computer Science

The Mark of Maturity in Conrads Shadow Line - Literature Essay Samples

A succession of men had sat in that chair. I became aware of that thought suddenly, vividly, as if a sort of composite soul, the soul of command, had whispered suddenly to mine of long days at sea and of anxious moments. à ¢Ã‚€ÂÅ"You, too!à ¢Ã‚€? it seemed to say, à ¢Ã‚€ÂÅ"you, too, shall taste of that peace and that unrest in a searching intimacy with your own selfà ¢Ã‚€? Deep within the tarnished ormolu frameI saw my own face propped between my hands. And I stared back at myself with the perfect detachment of distance, rather with curiosity than with any other feeling, except of some sympathy for this latest representative of whatwas a dynasty; continuous not in blood, indeed, but in its experience, in its training, in its conception of duty, and in the blessed simplicity of its traditional point of view on life. p. 52-53The narrator here, just aboard his first command, understands fully the magnitude of his position as captain. He is not merely a man responsible for the safe passage of a ship through the Eastern seas; he is the embodiment of a tradition, a representative of a long line of like men whose sole purpose was to uphold that tradition. It is only through self-reflection, a major theme of this work, that the narrator can unabashedly take his place in the dynasty. Here, the narrator quite literally reflects, in the glass of an ornate mirror. But his true self-reflection, his à ¢Ã‚€ÂÅ"searching intimacyà ¢Ã‚€? with himself is achieved through a more appropriate mirror, the sea. This continuous action alludes to the quotation from Baudelaire which begins the story: à ¢Ã‚€ÂÅ"Dà ¢Ã‚€Â™autres fois, calme plat, grand miroir de mon dsespoir.à ¢Ã‚€?It is here also, at the beginning of the story, where we are introduced to a second, albeit related, theme of the work, that of the passage from youth to maturity. Our narrator first introduces himself in an unflattering matter, admitting that, in an act of caprice, he ha d deserted a perfectly acceptable ship. He is an aimless youth, or rather, he is aimless because of his youth. As he says, à ¢Ã‚€ÂÅ"The green sickness of late youth descended on me and carried me off.à ¢Ã‚€? (5) The reason, never clearly specified, for his resignation, stems from his perception of a shadow-line in the near distance, reminding him that his youth is waning. He does not know what, exactly, he is seeking but he knows that he has yet to find it. Indeed, he regards his months aboard his late ship as a à ¢Ã‚€ÂÅ"dreary, prosaic waste of days.à ¢Ã‚€? The narrator is seeking the state of maturity that can be attained only through tribulation and reflection; and by his own great fortune and the direction of a mature but initially under appreciated elder, he is afforded the opportunity to engage in such reflection as the captain of an ill-fated vessel.It is necessary to note the new captainà ¢Ã‚€Â™s naivete when he begins his command. He firmly believ es the sea to be the à ¢Ã‚€ÂÅ"only remedy for all [his] troubles.à ¢Ã‚€? (71) On the surface, the captainà ¢Ã‚€Â™s supposition could not be further from the truth. The launching of the ship sees the onset of a fever for which the sea is no remedy. Even the prescribed antidote, quinine, in its short supply cannot alleviate the trouble. The passage is painfully slow and emotionally trying for the narrator. He holds himself entirely to blame for the shortage of quinine and, in his capacity as captain, considers himself responsible for the welfare of the ship and her crew as a whole. Though the sea cannot be held responsible for the state of the crew or the shortage of medicine, it is entirely unforgiving. The sea awakens the narrator to the reality he confront his own dilemmas, his mistakes, his bad luck, and his wavering conscience. The sea, then, in isolating the captain with his sense of guilt and duty does serve as an indirect remedy, if not for all his problem s, at least for his youthful immaturity. Because the captain must bear the burden of authority himself, he is forced to grow and mature through reflection on his condition and the steps he must take to improve it. Again, the epigraph from Baudelaire maintains its importance here. The sea is the mirror of his despair and in conquering it he conquers that misery. It is in this manner that the sea truly is the remedy for his troubles.The narrator who emerges from an excruciatingly prolonged passage is completely different from the one who capriciously opts to resign his post as mate on his previous ship. This difference can be detected in his conversation with Captain Giles, the same under-appreciated elder who had encouraged him to take his first command. The young captain cannot express his emotions after the ordeal other than to say that he feels old and, indeed, the older captain agrees, acknowledging that the narrator appears older. More important, though, is his remark tha t à ¢Ã‚€ÂÅ"a man should stand up to his bad luck, to his mistakes, to his conscience, and all that sort of thing.à ¢Ã‚€? (132) Though the narrator does not respond, he must realize that that is exactly what he has done over the past twenty-one days. It is this triumph over tribulation that earns the young captain his place among the great dynasty of past commanders. Though his literal journey is not yet complete, he has at least crossed the shadow-line.

Analysis Of El Greco Made Me - 1123 Words

At first while looking at the artworks it is actually not possible to figure out that the artist himself might be representing him in his piece. But after reading the notes and knowing that the artist is also a part in the image does enhances the two works of art. For the first image of The Burial of Count Orgaz by El Greco, he did not include his portrait in the artwork, Instead, he included an image of his son. On his son’s handkerchief, he wrote, â€Å"El Greco made me†. That indicates how El Greco will live on through this painting and through his son. But he is not done here yet, placed against the saint is one of the El Greco’s landscape paintings. Such portraits do enhance the artwork a lot. In the second image of Las Menians by Velazquez is different from the previous one as the artist is prominently found in this artwork. Left side of the image is dominated by the back of the artists and right side by the figures. The figures including young princess, th e king, and the Queen. The princess is all dressed up for her portrait session with Velazquez. However, in the close up picture, I can see the artist seems very bored by being there. As if he just wants to finish the portrait and leave. He has this unpleasant face that according to me does enhance the artwork and makes in more interesting. He is like the focal point of the piece to set the artwork unique beside others. One way is in El Greco’s artwork, how he includes the image of his son instead of him to refer himselfShow MoreRelatedA Picatrix Miscellany52019 Words   |  209 Pagesedition. French S. Matton, La magie arabe traditionelle, Paris, 1977 (incomplete) Latin Picatrix: The Latin Version of the Ghà ¢yat Al-Hakà ®m, ed. David Pingree (London, Warburg Institute, 1986). Spanish Abul-Casim Maslama ben Ahmad: Picatrix (El fin del sabio y el mejor de los dos medios para avanzar). Edicià ³n de Marcelino Villegas Editora Nacional. Coleccià ³n  «Biblioteca de visionarios, heterodoxos y marginados ». (Madrid, 1982). English An English translation of the first two books of Picatrix was releasedRead MoreFundamentals of Hrm263904 Words   |  1056 PagesHRM 28 PART 2 Chapter 3 Chapter 4 THE LEGAL AND ETHICAL CONTEXT OF HRM Equal Employment Opportunity 56 Employee Rights and Discipline 84 PART 3 Chapter 5 Chapter 6 Chapter 7 STAFFING THE ORGANIZATION Human Resource Planning and Job Analysis 110 Recruiting 132 Foundations of Selection 154 PART 4 Chapter 8 Chapter 9 TRAINING AND DEVELOPMENT Socializing, Orienting, and Developing Employees 182 Managing Careers 208 PART 5 Chapter 10 Chapter 11 Chapter 12 Chapter 13 MAINTAINING

A Research On Heterosexism - Free Essay Example

Sample details Pages: 2 Words: 596 Downloads: 9 Date added: 2019/06/24 Category Society Essay Level High school Tags: Sexism Essay Did you like this example? Heterosexism (Research and Thesis proposal) The topic that I would like to explore on my finale research paper is in regards of LGBT community families and the effect of existing heterosexism on those families. There are three types of heterosexism that greatly impact lives of LGBT communities and their families throughout the United States. First, is an individual heterosexism which according to Koppelman, K. L. Don’t waste time! Our writers will create an original "A Research On Heterosexism" essay for you Create order (2017). is a prejudiced attitudes and behavior against others based on the assumption that sexual orientations other than heterosexual are unnatural(p.253); Second, is an institutional heterosexism that contains established laws, customs, and practices in a society that allow systematic discrimination against people or groups who are not heterosexual Koppelman, K. L. (2017).; and last one is called a cultural heterosexism As Koppelman, K. L. (2017). states The societal promotion of negative beliefs and practices that reinforce dominant culture traits that define heterosexuality as the norm and anything else as deviant and unacceptable (p.252) It also promotes the assumption of superiority of heterosexuals over those who are not heterosexual. What fascinates me about this topic is that LGBT marriages are on the raise according to the newest polls. More than 10.4% of LGBT adults are married to a same-sex spouse, and there is an observable trend of an increase in number of same-sex marriages. According to Gallup polls (2017) About 67% of Americans voicing their approval for gay marriages but still there are people who thinks gay marriage is not right and that LGBT community should not have right to have biological or adoptive children. Another reason for which I chose this topic is a gay couple that I observe on social media. Trystan Reese is a transgender man who got married with his boyfriend Biff and they adopted two children who were in desperate need for home. Later Trystan got pregnant with their biological child and was known in media as a pregnant man. Trystan and Biff endured lots of hatred and prejudice, but it didnt stop them from being LGBT activists. My intended goal is to prove that gay marriages can be as nurturing and loving for their children as heterosexual marriages. Also, I want to teach the reader that there are no developmental or deviant changes in children who were raised by gay couples, and most importantly being raised by gay couple does not influence sexual orientation of an individual. Several myths regarding parenting in LGBT community caused misconceptions and harmful prejudices; therefore, the indented goal of this research paper is to show evidence that it is beneficial for gay marriages to have social acceptance especially when they are raising children. My thesis proposal is: Same sex marriage should be destigmatized, socially accepted in all 50 states because disapproval of its validity has negative psychological and social impact on same sex couples, their children and families. The literature for the research that I have found on ACC web library is: Jefferson, Ashley Nicole (2014) Graduate Theses and Dissertations in defense of love and same-sex parenting: rhetorical analysis of the apologia from children of same-sex couples. (2014). United States, North America. Taylor Francis Online, 2018. Assessing Prejudice Toward Two-Father Parenting and Two-Mother Parenting: The Beliefs on Same-Sex Parenting Scale. (2018). Ball, C. A. (2014). Same-Sex Marriage and Children: A Tale of History, Social Science, and Law. New York: Oxford University Press. Triger, Z. (2013). The childs worst interests: socio-legal taboos on same-sex parenting and their impact on childrens well-being. Israel Studies Review References: Koppelman, K. L. (2017). Understanding Human Differences (5th ed.). [VitalSource]. Retrieved from https://online.vitalsource.com/#/books/9780133949780/ https://news.gallup.com/poll/234866/two-three-americans-support-sex-marriage.aspx https://www.people-press.org/2017/06/26/support-for-same-sex-marriage-grows-even-among-groups-that-had-been-skeptical/

Positive Effects of Balancing Government Budget Free Essay Example, 750 words

Lecturer: presented: Introduction Prudent budgeting of our personal incomes ensures that we are able to comfortably pay our bills, meet our daily expenses and set aside savings for future investments. This ensures that we are able to live within our means thereby avoiding living in perpetual debts. Spending more than your income is irresponsible and it particularly burdens your dependants and the economy of a country. Balancing our personal budgets is therefore very important because it reflects our real financial expenditure and our total revenues. This makes it possible to control our expenses in order to ensure that areas of priority are not overlooked (Daniel, 2005, p 21). Similarly, governments should balance their budget to ensure that it operates comfortably on its revenues, within its means. Balancing Government Budget Government obtains revenue from three major sources. These are through direct taxes, borrowing, and printing money. When the government imposes taxes, funds from entrepreneurs, businessmen, personal incomes and capitalists are collected. These funds are channeled to the treasury, where politicians and policy makers control on how to spend in a given particular financial year. We will write a custom essay sample on Positive Effects of Balancing Government Budget or any topic specifically for you Only $17.96 $11.86/pageorder now The funds are allocated to ministries, from which each department is required to utilize the funds to meet its operations. This exposes the funds to manipulation, bureaucracy and misuse, resulting in recurring budgetary deficits (Spear, 2007, pp 45-50). Borrowing is the other method which government uses to meet its financial obligations. In this regard, most governments resort to external lenders, while others borrow domestically by floating government bonds to the public and domestic investors. These sources of revenue call for making sound economic judgments, in order to check inflation and subsequent increase in the cost of living. Finally, printing money is the other source of funds whereby the government injects additional currencies in the market. When the market is flooded with money, the purchasing power of the currency reduces. This overtaxes the citizens by drastically reducing the value of their incomes (White, 2006, pp 79-80). In view of these monetary dynamics, government should balance its budget to ensure that it meets its financial obligations, without overburdening the tax payers. Balancing budget enables the government to set and make realist financial judgments, which are not at the expense of the taxpayers. The current global recession has drastically reduced the level of income both at individual and national levels, as a result of job losses and shrinking of major markets. Consequently, the total revenue which the government collects has drastically reduced, while the total expenditure remains high. As a result, most economies are recording negative growth, due to decreasing revenues and the people are experiencing a host of financial challenges. In this regard, balancing government budget would be beneficial in a number of ways. Firstly, it would enable the government to control and critically analyze its spending. This will enable it to prioritize on the most important sectors, for example health, education, housing, security and welfare of workers. This would cushion these key areas from incurring budgetary deficits during periods of financial crises. This would ensure that vital public services are improved and protected at all times (Broch, 2000, pp 51-52). Secondly, balancing budget would enable the government to live within its means. This would be achieved by limiting spending through cost cutting measures on unnecessary expenditure. Savings accrued from these measures could be used in investments, such as creating jobs and improving the infrastructure. In addition, balancing budget would save tax payers substantial amounts of money. When government incurs budgetary deficit, it normally resort to borrowing in order to sustain its operations. In addition, it can increase the money in circulation by printing more currencies. This increases the levels of inflation, which raises the cost of living and doing business (Daniel, 2005, p35). Balancing the budget could ensure that the government builds on its strategic cash reserves, by encouraging fiscal policies which minimize spending and enhance savings. Simply put, balancing budgets ensures that government ministries do not overspend their allocations. Any surplus could be used to settle operating debts and hence reduce dependency on borrowing. In this regard, taxpayers are spared the agony of skyrocketing expenses and the cost of doing business decreases. This encourages savings at personal level, which increase purchasing power of consumers. Conducive investment environment is also established, which in turn create more job opportunities. In conclusion, balancing government budget just as in personal budgets encourages utilization of resources more wisely. The government owes the taxpayers an obligation to use their money on provision of goods and services, which add value to their lives. This improves the quality of life. In addition, should the unexpected happen such as the current economic crisis, well run governments would be able to provide sufficient cover to both businesses and individuals from incurring heavy loses. Personally, I think that if financial budgets and expenditure are not politicized and exposed to bureaucracy, balancing budgets would guarantee quality service delivery to the taxpayers. Bibliography 1. Broch, Schroeder. Business in Perspective: Principles of Budgeting. New York: Russell, Sage Foundation, 2000. 2. Daniel, Wilkinson. Personal Finances: How to get the Most out of Your Paycheck. London: Oxford University Press, 2005. 3. Spear, Waller. Applied Business Continuity Systems: What Does Government taxes mean to your Enterprise? South Africa Business Journal, vol 43, (2007): 45-50. 4. White, Percival. Market Analysis: Its Principles and Methods. London: McGraw- Hill Book Company Inc, 2006.

Survey Of Cloud Computing And Healthcare - 2315 Words

Survey of Cloud Computing in Healthcare Today Arnold Payne, Jr. University of Maryland, University College Abstract The purpose of this paper is to discuss Cloud Computing, a new technology that has become an important tool in the business of healthcare. The paper will provide an overview of cloud computing and discuss the evolution of this new concept in business today. The paper will also examine the application of cloud computing in healthcare and discuss its advantages and disadvantages. Since there are many perspectives on HIPAA and HITECH acts in the healthcare community that have caused fears and concerns regarding security requirements for storing patient data remotely, the conclusion of the paper will review and discussed the†¦show more content†¦Shortly after that, In J.C.R Licklider began conceptualize the idea developing a globally accessible network of computers that would allow access of applications and data remotely throughout the world, wherever the internet existed. Of course all of this would require huge bandwidth capabilities that at that time were not available. Howe ver, this all became possible in the 1990’s when the bandwidth of the internet had evolved to be large enough to bring cloud computing to the world (history of cloud computing, 2009). Once the internet became a viable medium for cloud-based computing, companies started offering applications to the masses. In early 2000’s, Amazon developed a cloud-based tool, Amazon Mechanical Turk, which offered cloud computing, data storage and artificial intelligence. Later, in 2006, Amazon released its second generation cloud services known as Elastic Compute Cloud (EC2) that allowed individuals and organizations to rent computing space to run all their computer applications and data storage needs. With EC2, Amazon had truly brought in to the concept of cloud computing. After that computer giants like Google, Microsoft and Apple began to offer affordable, useful applications for computers and smart devices that were able to on the cloud and not by the devises. Consequently, there are tens of thousands of such cloud-based applications available. The advent of Cloud

Electronics Human Resources Management (E-Hrm) Free Essays

Introduction Electronics Human Resources Management (e-HRM) is one of the most critical tools for analyzing businesses for the next step in business strategy. Even the tiny, no more than 30 staff in an office is necessary to explore the advantage of using e-HRM to achieve higher efficiency. Many companies do not understand how much time and cost they are spending on traditional human resource management (HRM) tasks until they brainstorm and try to save their time. We will write a custom essay sample on Electronics Human Resources Management (E-Hrm) or any similar topic only for you Order Now E-HR can provides valuable potential for a wide variety of uses including employee self-service, the production of reports, the sharing of information and the administration of functions (Pass, 2002). VHR offers a network-based structure built on partnerships and typically mediated by information technology(IT) to help an organization acquire, develop and deploy intellectual capital(Lepak and Snell,1998). Therefore, e-HRM is evaluating to be its information technology(IT) field . One of the major reason why using e-HRM is that global competition is giving more and more stress on managers in United State to increase the speed and the quality of decision making. Moreover, providing more funding in information technology usually result in faster and better management decision making. ( Broderick, R. Boudreau, J. W. ,1992) More and more senior managers started to use e-HRM to improve the performance in Human Resources . Hussain, Wallace, and Cornelius (2007) discovered that the norm, irrespective of company size can be increased gradually for senior HR professionals implementing the systems of e-HRM and this had led to the HR profession providing a value-add for the company. The main objectives of this paper are to: -Understanding the Electronic Human Resource Management -Types of Electronic Human Resource Management -Theoretical Perspectives -Example of using Electronic Human Resource Management The paper is written as follows. First and foremost, we provide a understanding basic concept of e-HRM ,how it works and the uses of computers. Then we will describe the three types of e-HRM and explain the theoretical perspectives with example. Lastly, we recap the conclusion and provide suggestions for organization in the future. After reading this paper, we will see the importance of implementing electronic Human resource information systems. a. Structure of your paper 1. Present the major concepts or real world problems you want to address Understanding Electronic Human Resource Management Nowadays, the concept of e-HRM is still unclear no meter how senior mangers frequently using them. In fact, e-HRM is the (planning, implementation and) application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities. (Strohmeier, S. , 2007). The aim of e-HRM is to provide the potential improvement of services to HR department stakeholders. Apart from this, the operating and transferring of computerized HR information is also called electronic human resource management. It offers companies to reduces costs and provide more sufficient information to employees in a shorter and more efficient way. Especially in economic downturn, it becomes the key for companies to be more efficient in every section of their business. The majority of the computer applications are to manage employee personal records and payroll. A common payoff to such investments was more efficient information management. Type of Electronic Human Resource Management Three major type of e-HRM like operational, relational and transformational were revealed by Lepak and Snell (1998). Operational e-HRM is involved in supervisory function like employee personal data and payroll. Many Human Resources activities such as pay and benefits service to the Internet are rearranged by many firms in order to achieve higher efficiency (Perrine, 2001). In traditional way, the basic salary, commission, wages, and benefits were recorded and calculated by manual writing on paper at a certain time interval. However, the internet offers an instantaneous way for employees obtaining information on separating into salaries, deductions and accumulated balances. The information of Wages, other benefits and salary can be directly achieved by downloading from the payroll, benefits and compensation databases. (Ngai, E. W. T. , Law, C. C. H, Chan, S. C. H. , Wat, F. K. T. , 2008) Relational e-HRM is focused on supportive business operations. Incidentally, training, recruitment, performance management are examples of under Relational e-HRM.. In recruitment and selection, online recruiting is the trend nowadays. (Bussler and Davis, 2001; Kumar, 2003)The information of the job seekers is stored in the information system. The method of screening out of suitable candidates is no longer by human eyes, but enters the keywords for identifying the basic requirement. Moreover, performance appraisal will not only be evaluated at a period of time, but can easily be followed up online by not tracking only one databases such as supervisors, peers, customers or subordinates. (Ngai, E. W. T. , Law, C. C. H, Chan, S. C. H. , Wat, F. K. T. , 2008)One of the major reasons in using e-HRM is that the use of internet support for the function of training and development. (Kirrane,1990). It can save the time of teacher in recording the a series of lessons once and upload it on the e-Learning for the candidates to learn by themselves. Besides, the reference books can be printed out as a PDF file and uploaded it on the databases system for candidate or researcher further educations. As a results, the education materials like recruiting teachers, reserving rooms for teaching or ordering the books can be reduced gradually. Hence, it can save the cost in training section. On the other hand, it increase the efficiency and effectiveness . Transformational e-HRM is covered the area of HRM activities with a strategic character, for instances, know management, strategic re-orientation. Know management is about organizations using new method to engage the problems of innovation and competitiveness. (Swart and Kinnie, 2003). It is possible to create a change ready workforce through an integrated set of web-based tools that enables the workforce to develop in line with the company’s strategic choices or to have paper-based materials. (Huub and Tanya ,2004) Theoretical Perspectives Well defined theory can become the critical part in research and development. In this paper, we will discuss them briefly. New institutional theory (DiMaggio and Powell, 1983) provides adequate and developed possibilities to explain the connections of the context and the structure of e-HRM. Transaction cost theory(Williamson,1994) explains the structure and the connection of the economic consequences of e-HRM. In the other words, organization should consider the institutional arrangements according to the cost effectiveness. Example of using Electronic Human Resource Management In cost leadership objectives, cost reduction in different aspects such as reporting, monitoring the status of applications and transaction operation is the main concerned of many senior professionals. In order to reduce the administrative cost effectively and efficiently, computerization can exclude the layers of paper writing and decentralize administrative work. As a result, administrative standardization, accuracy and the controls will also be improved. Conclusion 2. Present the theories and models that you want to use to analyze the concepts or problems based on your real world experiences 3. Analyze the concepts or problems by using these theories and models 4. Present your conclusions Reference Pass, C. (2002),†How one company has embraced e-HR†,HR Focus,Vol. 79,pp. 1-3. Broderick, R. Boudreau, J. W. (1992) Human resource management, information technology and the competitive edge, Academy of Management Executive, 6(2), 7-17. Lepak,D. P and Snell,S. A. (1998),†Virtual HR:Strategic human resource management in the 21st century†, Human Resource Management Review,Vol. , pp. 215-34 Hussain, Z. , Wallace, J. , Cornelius, N. E. (2007). The use and impact of human resource information systems on human resource management professionals. Information Management, 44, 74-89. Strohmeier, S. (2007), Research in e-HRM: Review and implications. Human Resource Management Review, 17, 19-37. Ngai, E. W. T. , Law, C. C. H, Chan, S. C. H . , Wat, F. K. T. (2008), Importance of the Internet to Human Resource Practitioners in Hong Kong, Personnel Review, 37, 66-84. Huub and Tanya(2004)†E-HRM: Innovation or Irritation. An Explorative Empirical Study in Five Large Companies on Web-based HRM† Kirrane, D. E. (1990),†Machine learning†, Training and Development Journal,Vol. 4, pp. 24-9. Kumar, S. (2003),†Managing human capital supply chain in the internet era†, Industrial Management Data Systems, Vol. 103, pp. 227-37 Swart, J. and Kinnie, N. (2003),†Sharing knowledge-intensive firms†, Human Resource Management Journal, Vol. 13 No. 2, pp. 60-75 Williamson, O. E. (1994). Transaction costs economics and organization theory. In N. Smelser R. Swedberg (Eds. ), Handbook of Economic How to cite Electronics Human Resources Management (E-Hrm), Essay examples

Getty Museum Report Essay Research Paper Getty free essay sample

Getty Museum Report Essay, Research Paper Getty Museum study Getty Center is a topographic point to see and bask art in alone scene that features dramatic architecture, tranquil gardens, and breathtaking positions. The Getty Center is surrounded yet somewhat removed from the metropolis, arousing both urbanity and peaceable contemplation. It is located at the really high extremum of the mountain, which is perfect position of the environing country. The Getty centre is over two-hill top ridge ; stand inside the museum Entrance Hall s cylindrical space-which callback the surging rotundas of many great edifice of the yesteryear. Even thought the Getty centre is in private owned but dedicated to the ocular humanistic disciplines and the humanistic disciplines and it has a batch more to offer to its visitants, than any other museum I of all time visited though out my life-time. The Getty provides chances for people to more to the full understand, experience, value, and continue the universe # 8217 ; s artistic and cultural heritage. Getty museum trip starts at the really underside of the train station, which is built to transport visitants at the top Arrival place country, which is located environing the Green trees and country is made of Marble architecture. As we Enter into the Building the A form of metal frame is built which show Welcome to visitants. The museum it self is separated into four different subdivision which are North Pavilion, South Pavilion, East Pavilion and West Pavilion, which has its ain type of aggregation of art and sculpture from the past history. As walked in at first sight we spotted a North Pavilion, which is filled with fantastic exhibition of discoloration glass picture, which is done by creative person called of D rer, and Holbein was the learner, which worked right by side of his maestro. D rer introduced to the medium the same huge capaciousness, sculptural mold, and deepness of look that are found in his pictures and prints. Stained in Glass was a renaissance art signifier, although widely thought of mediaeval art, discoloration glass flourished during Renaissance, particularly in Germany and Switzerland. Most of the picture reveals information about Renaissance s painting epoch. They have achievements of Renaissance panel picture and printmaking, but they may non cite images of stained glass. Nevertheless, D rer, Holbein, and their southern German and Swiss coevalss designed some of the most glorious plants in the history of the medium. In the discoloration picture which were about Grecian s spiritual symbols and God and male monarchs. They are more like narrative stating images. Stain glass images has the values of the colourss which shows true position of a colour scene when visible radiation is appeared from the dorsum of the portrayal or landscape. It has Sculpture of Greek s Gods which were made of bronzy stuff, which are looking to be like made with machines but they are manus made sculptures. In this marquee they had stain glass picture, and on the 2nd floor picture was from 1500-1600, and the picture were framed with wooden frames with aureate screen on it. Few other painting on canvas and slate. In this edifice I like the picture of day-to-day life scene of genre at ( 1509 ) the creative person was Baccio Della Porta, its was painted in Italy. This image depict the position of other sides and country and its chief focal point is on heterosexual on object instead than other natural position of the portrayal. The Renaissance creative person s ability to humanise the diverse, and fulfill the natural. In the portrayal creative person is seeking to acquire viewer s attending by holding line design which leads to see to look at each image from the one point of position to another position, and this image of St. Joseph, female parent and two childs stated chief focal point from the female parent and so that unseeable line starts to pull attending from the female parent to left side kid so kid is view to another kid. From all of the picture at particular exhibition I liked the picture of ceramic from 1400-1600 abduction of Helen. Which was created by Francisco xanto Avelli. It was originated in Italy, and the median of this picture was Tin-glazed Earth ware. In this image the chief focal point is on the girl of God is being abducted in ship. South Pavilion is aggregation of place furniture of from the yesteryear, which unique design of its ain sort, which are rare to happen in the market. This edifice is contains most of the place furniture which shows how Furniture creative person were more progress, and they used to be cosmetic minded people during that period of clip. The work of art from 1770-1785 shows that neoclassic period of clip, which is more into to architecture and furniture design than more into the pictures, so comes transitional manner which relates to the unrecorded graduated table and proportional of ancient architecture. In this Building I like the most about a tabular array, which was made of piece of assorted wood and set them together by gum, which is more impressive than any other furniture. East marquee is aggregation of Gallic tapestry from 1690-1705, the development during the Rocco clip. Dutch A ; Famish picture. 1600-1675. It has aggregation of abduntant its originated in Nether land, it has portrayal of still life and painted in high grade of naturalism for delectation of merchandiser category. It besides has portrayal of landscape and genre and scene of day-to-day life. West marquee is the aggregation of the art of furniture and of old manner Daybed 1932-1835, made by Flippo Pleagib, originally is the work of art from the Italy. The Daybed combines the elements of the assorted beginnings. And the design is appears to be from Egyptian manner which really alone to all other furniture manner of painting manner of the stupa cloth. Decorated chairs, Mirrors, Pottery, and sculpture, and the statue of the Fetus and the God of love, and the statue of the goddess Venus of the birthrate, which represents the symbol of the birthrate to immature adult females. As we walked out of the West physique we came across the garden, which is portion of the work of art, as visitant is walked across it, the green shrubs are planted in the centre of the Garden. Over all the Getty museum is a topographic point to see the visualising the facet of the right significance of the creative person s point of position and larn how a art work can be narrative stating as the stating a A Picture is deserving thousand word and its is truly of import when creative person picks different type of puting or back land, and this truly demo how a creative person truly feels about the picture, and by art we are able to decrypt the yesteryear of history of the civilisation which existed in early old ages. 32e

King Lear and the Pursuit of Happyness free essay sample

True power is defined as self-awareness and self-control. Shakespeare portrays this idea through symbolic blindness and parallel structuring between characters. King Lear personifies the absence of personal power at the beginning of the play as he creates a â€Å"love contest† between his daughters, revealing his need for flattery to affirm his position. It is through his lack of self-awareness that he is vulnerable to manipulation and deception despite his initial authoritative power. The film acts as the opposite of â€Å"King Lear† as Chris seeks this true personal power, measured by happiness in one’s life rather than authority or wealth. This message can be seen through the meaningful line delivery of Chris’ speech to his son: â€Å"Don’t ever let somebody tell you, you can’t do something You got a dream? You gotta protect it. People can’t do something themselves, they want to tell you, you can’t do it. We will write a custom essay sample on King Lear and the Pursuit of Happyness or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page You want something? Go get it! Period! We now understand the concept of true power as not being an outward force measured by materialistic factors or authority but an inward strength, a might that resides within us. Through Shakespeare’s characters and Muccino’s protagonist, we see what truly defines the â€Å"mightiest of power† as happiness, self- awareness and self-control. We recognise that those who seek authoritative and superficial power will never obtain true power as they haven’t mastered themselves and their own lives. â€Å"He who controls others may be powerful, but he who has mastered himself is mightier still†.

Academic Argumentative Essay Samples - How to Find Them

Academic Argumentative Essay Samples - How to Find ThemIf you are looking for academic argumentative essay samples, it can be easy to find a list on the internet. If you are serious about writing an academic argumentative essay, here are some of the things you will need to know.In order to write an argumentative essay, you need to come up with an opinion about an issue. You have to be able to convert your opinion into facts. The best way to do this is by using examples and facts that you have researched to back up your opinion.Once you have a specific topic, you will need to research it to make sure you are clear on what is going on. After you have your research done, you should make sure to proofread it to make sure it flows well. This means you should highlight the points that you disagree with and check for spelling and grammar mistakes. Your editor will pick up on these and change it in the draft.When you have an idea of what you want to say in your academic argumentative essay, you will then need to use a variety of different styles and topics to support your points. There are a variety of different styles that are used to support arguments in a different paper that are used when writing an argumentative essay.One of the most common styles is the one where you write a short story about an issue in order to support your point. You might choose to add in an example that relates to the topic of your essay, or if you feel strongly about a particular point, you may be able to cite specific examples and show why they are relevant to the topic.The three different styles that you might find most useful when writing an argumentative essay are comparison, summary, and argument. Each style has its own purpose in supporting your argument. Using one or more of these methods can help you make your essay more impressive and memorable.When you are writing an academic argumentative essay, you will also need to put together an outline. An outline is the basic structure that you will use to determine what you will be doing next. The more detailed you can get, the better your paper will be.It is always a good idea to take notes during your writing session. Write down what you learn from each of the resources you read and study. This will give you a very solid foundation when you are ready to write your paper.

You Are The Registered Nurse Performing A Health Assessment On A

You Are The Registered Nurse Performing A Health Assessment On A You Are The Registered Nurse Performing A Health Assessment On A Newborn Infant. From The Functional – Coursework Example Breastfeeding and Infant Nutrition A mother who is reluctant to breastfeed is putting her baby on a number of health risks and thebaby may eventually die of malnutrition. If a mother has been found to be not breastfeeding, as a nurse, I must apply an evidence-based practice in going about this case. I must inquire from her the reasons as to why she reluctant to breastfeed. This might be her first birth and therefore, she may be very naà ¯ve with child care and nutrition. In that case, she must get some teaching on the importance of breastfeeding. The mother has to be informed that breast milk is the only food that a new born baby can digest and, contains all the nutrients needed by the baby. The milk is also helpful in boosting the immune system of the baby thus, protects it from diseases. Breastfeeding also bonds the mother with her child.Other reasons for not breastfeeding could be health related issues such as HIV and drug abuse. However, these must only be established from the m other herself. If she smokes or drinks alcohol, she must quit for the sake of the baby. If the mother has HIV, she will also be advised appropriately on how to feed the baby. If the case is extreme such that the baby cannot be breastfed, I would recommend that it be given commercial infant formula. The formula shall nourish the baby with nutrients such as fats, proteins, carbohydrates, minerals and antibodies. The baby would also be given vitamin D supplements to facilitate the development healthy bones. Meanwhile, the medical team should be working on a breastfeeding solution.ReferenceRafael, H. (2012). Infant Nutrition: Immunity. New Orleans: Goodreads.

How to Get Your CDL in Utah and Minnesota

How to Get Your CDL in Utah and Minnesota This is a guide to help you to get a CDL in Utah and Minnesota. If you want to learn about applying for a CDL in other states, check out this guide on applying for a CDL in all states of the country. UtahTo obtain a CDL in   Utah, you must:receive training with the vehicle you wish to driveobtain a medical certificateapply for your license in person at a field office of the Driver License Division of the Utah Department of Public Safety (DPS)After you have completed any preparation and training you feel you need to do before you take your tests,  you will have to take all appropriate  knowledge tests (which are written) and skills tests (which are on-the-road tests).Knowledge TestsThe knowledge tests you take will depend on the type of license and endorsements you are seek.  All applicants must take the General Knowledge test.Bus driver applicants take the Passenger Transport test.If your vehicle has air brakes, you must  take the Air Brakes test.If you drive a combination vehicle, you must take the Combination Vehicles test.If you want to haul hazardous material or waste in amounts which require placarding, you must take the Hazardous Materials testIf you want to haul liquids in bulk, you must take the Tanker testIf you want to pull double or triple trailers, you must  take the Doubles/Triples testLearner’s PermitsOnce you get a medical certificate and pass the knowledge tests, you may receive a learner’s permit. Anyone in possession of a learner’s permit can legally practice for the driving skills test in a commercial vehicle, as long as a commercial operator with the appropriate license and endorsements rides with you.Skills TestsAfter you’ve passed the knowledge tests and have practiced on the road with your learner’s permit, you can take the skills tests. During the skills tests, you drive in the type of vehicle you seek a  license for.  You will be tested in pre-trip inspection, basic vehicle control, and on-road driving.When applying for a new CDL, bring the following documents:Your current Utah driver licenseYour Social Security cardYour valid DOT medical card or â€Å"Long Form†If you took the skills test from a third-party tester, bring your Certificate of Driver CompetencyYour application form (you can fill this out at the driver license field office)Required application/testing feesMinnesotaYou must   have a CDL to operate any of the following commercial motor vehicles:A set of  vehicles in which the gross combination weight is 26,000+ pounds and the towed unit has a gross vehicle weight of 10,000+A single vehicle with a GVW of  26,000+ poundsA vehicle designed to transport 15+ people, including the driverAny size vehicle that requires hazardous materials placards (the age requirement is usually  21 to transport hazardous materials)Any size vehicle outwardly equipped and identified as a school busAfter you have completed any preparation and training you feel you need to do before you take your tests,  you will have to take all appropriate  knowledge tests (which are written) and skills tests (which are on-the-road tests).Knowledge TestsThe knowledge tests you take will depend on the type of license and endorsements you are seek.  All applicants must take the General Knowledge test.Bus driver applicants take the Passenger Transport test.If your vehicle has air brakes, you must  take the Air Brakes test.If you drive a combination vehicle, you must take the Combination Vehicles test.If you want to haul hazardous material or waste in amounts which require placarding, you must take the Hazardous Materials testIf you want to haul liquids in bulk, you must take the Tanker testIf you want to pull double or triple trailers, you must  take the Doubles/Triples testYou must be at least 18 years old, pass your knowledge tests, and have a valid Minnesota driver’s license in order to obtain a commercial learner permit (CLP). You must obt ain a a CLP and hold it for 14 days before you can  take your  CDL road tests.Skills TestsThe CDL skills test is broken into three phases: (1) the pre-trip inspection; (2) the basic control skills and (3) the road test. You must take these tests in the type of vehicle for which you wish to be licensed.

Divisions of Diet Essay Example | Topics and Well Written Essays - 1250 words

Divisions of Diet - Essay Example For underweight people, gaining weight is recommended. However, for those people that are already overweight, gaining more weight increases their risk to various diseases. When gaining weight, it is important that an individual sticks to healthy diet. Gaining weight should also be gradual until an individual achieves their ideal weight (Gabler 20). There are different types of food that might help an individual to gain weight in a healthy way. Foods such as chips, sweets, cakes, and other high calorie junk foods full of saturated fat and sugar only leads to the increase of body fat and not lean body mass. Instead of these, individuals should consume healthy foods that are highest in calories and nutrients (Gabler 22). Fats from plants are healthy and can help one to gain weight in a healthy way. These include nuts, peanuts, seeds, almond butter, hummus, seeds, peanut butter, and oils. On the other hand, animal fats equally contain fats, though these are high in cholesterol. Individuals wishing to gain weight should also drink more high-calorie juices. High calorie foods play an important role in weight gain. For instance, an individual can eat breads, including mainly dense breads, as opposed to white breads. Dense cold cereals such as granola and grape nuts, instead of flaked or puffed cereals are also a good source of high calories. Vegetables are also a good source of calories. However, one must choose starchy vegetables such as carrots, peas, potatoes, and winter squash, as opposed to watery vegetables such as zucchini, cucumbers, and green beans (UCCS Web). Gaining weight is also made possible by consuming fruits, which are high in calories. Such fruits include bananas, pineapples, apples, and pears, as well as all other dried fruits such as raisins, dried apricots, and dates. These have more calories as opposed to watery fruits such as oranges, plums, peaches,

Individual written analysis of case Essay Example | Topics and Well Written Essays - 1000 words

Individual written analysis of case - Essay Example In order to generate superior value for patients, Cleveland had evaluated the requirements of the patients in the first place, restructured the organisation in order to fulfil those requirements and developed information technology (IT) system (Porter and Teisberg 1-23). Critical Components of Cleveland’s Overall Strategy. According to the case provided, the three critical components of Cleveland’s overall strategy include innovation, culture and growth. Cleveland has made innovation in several areas like medical services. A few of its innovation comprise establishing world first heart transplant by implanting artificial heart and developing first computerised information registry on cardiac diagnosis among others. Furthermore, Cleveland remained much committed towards maintaining excellent team culture with outstanding administrative and interactive abilities (Porter and Teisberg 1-23). Where Cleveland Clinic Made Most Progress? Most of the progress of Cleveland was concentrated on the area of health system, organisational structure, patient satisfaction and information technology. In order to enhance the health system, Dr. Cosgrove, the CEO of the Clinic has started to rationalise the healthcare services across the system. The objective was to deliver appropriate care at the right place for each patient. As a part of rationalisation, several activities were undertaken, for example, obstetrics were shifted to community hospitals and psychiatry facilities were focused on one community area among others. Furthermore, Cleveland also improved the health system by increasing constancy and incorporation of care paths and by developing a common medical recoding system (Porter and Teisberg 1-23). Specially mentioning, the organisational structure of Cleveland has also improved considerably. In the year 2007, Dr. Cosgrove has reorganised every healthcare

Cadbury Human Resources Management

Cadbury Human Resources Management Assess the fit of Cadburys approach to managing its human resources and its business strategies with reference to relevant models of SHRM. Cadburys approach to manage the human resource and business strategy in regards to the case study given can be categorized in two models: Resource based models and best fit models. According to the case study, it is assumed that resource based model was used prior to the acquisition of Adams and best fit approach were used after the acquisition done. Most traditional HRM approaches use organizational external factors to determine HR policy, resource based, instead focus on companys internal factors (e.g. strength) and develop further using the available resources. In Cadbury case, it can be seen that, using Managing for Value was launched in 1977 which focused on companys internal ability (employee understanding) to decide how the company could be more profitable. Managing for Value itself has been categorized in three parts: Accountable (individual responsibility), Adaptable (get adjust with recent trends) and Aggressive (result oriented and goal driven). And then, Result Focused is also implemented for the sake of employee development let the employee understands the business goals and the environment where Cadbury operates the business during training session. The outcome was about 90% of employees returned with a better understanding and values of Cadbury and was proud to be in a team. As such, resource based model was used based on companys abilities and resources to determine the appropriate strategic actions. Cadburys approach to resource based approach can be summarized in the following 5 steps: Cadburys is ranked 26th in FTSE and had a profit of 6% amounting  £1115 million and had appointed a HR manager in main board. But then the major weakness was to identify the potential employees and promote and motivate them to perform better. This strength-weakness analysis is used in very first step of resource based model against the competitors. Next, Cadbury identified that the employees skill must be analyzed to motivate each employee through some goals so that they can perform better (known as capability analysis). Employee motivation has been seen fruitful after the training session. The Cadbury assess their unique set of resources to stay ahead of competitors. To be a competitive leader, Cadbury brought the employees closer to the company by offering them share in 1974. Employees had invested their own money and for that reason each employee has a good reason to be motivated towards a common goal to perform better than yesterday. By offering the part of the company business, 90% of employee said they liked the share investment which has proven big returns for the company itself. This strategy fitted with the Cadburys then competitive step as no such company had offered this opportunity before. And then, to formulate the strategy into realty and to be a market leader, Cadbury took aggressive step toward acquisition of Trebor Bassett and Adams. This acquisition followed by a decentralized command of the company split into five regions which demands that Cadbury can no longer stick on old concept. As the business trends had changed, to be competitive and earn above-average returns after big acquisitions, HR has to play its roles. There came the Best-Fit model which derived from the business strategy. Cadburys step forward to best fit was hugely changed trough the acquisitions. The following are the valuation how best fit approaches fitted with Cadburys Human resource management. Recruitment and selection process had been adapted with extreme care. Both businesses had been given equal priority as both had two different cultures. Some employees had been shifted over the businesses on demand. Communications has played its role and made things easier. The managements of two different businesses had been asked what culture the company should adopt to be a market leader. This communication let the employee had their flexibility on job rather than having job imposed on them. Direct discussions with employees had been made and few standards of behaviors had been set. Cadbury identified that, rather than focusing on individual employee it could form a team for specific goals for a certain time and replace them for some other purpose at a later time. This strategy did make diversification among employees and known as Working Better Together in the case study. Cadbury introduced extensive training program with more than 50 online tools for employee to let employee work more collaboratively in a decentralized business structure. However, despite these steps, Cadbury wasnt able to bring out the best of the workforce. A more growing approach more likely a joint problem solving approach was necessary. As a result, Growing Our People had been initiated so let employee be involved in decision making process with responsibility. Employees went through side by side with managers in assessment process of companys various stages and gain their performance. Performance appraisal was essential at this stage. Cadbury had to assess what were the outcomes of the training, communication etc to determine the next possible steps towards the HRM (e.g. pay increase, promotion). It has found that, poor performed employees were not given fair chances and opportunities. Since Cadbury placed its first priority to stakeholders and only fifth priority to built reputation with staff, it took serious actions towards the poor performed employee; noted as Passion for People. Well performed employees had been give pay rise while low performed employees had been disqualified. AS a global business leader, it had no chance to retain poor performed employees. Conclusively, optimal employee commitment has been established. To let the HR strategies more employee friendly, HR professionals was appointed in every regional decision making board. Cadbury initiated sense the employee considerations in different cultures. Best fit model proved to bring success in Cadburys HR strategies up to date. While other elements have been considered over time as business grows, Cadbury is proven to be stable in human resource managements with more than 50,000 workforces globally and one of the top confectionary company around the world. Words Counted: 970 Using your own knowledge from unit 8 and the related information about managing effective change evaluate the organizations approach to change assessing its impact and the role played by SHRM techniques and processes. (20 marks) Cadbury went through many changes in the give case study. Taking consideration of strategic human resource management, Cadburys approach to assess the changes could be based on the following: Change in Employee Roles and Responsibility Cadbury went through many changes on employee roles and positioning during the case study; beginning with Andrew Gibson which didnt follow traditional HR guidelines. But since Andrews appointment was based on his aggressiveness towards the shareholders and make the company profitable, led the leadership to promote him than his seniors. Change in Strategies 5 different approaches throughout the case study had been flowed. Beginning with managing for value (increase employee understanding), result focused (employee must reach the goal), working better together (work as a team), growing our people (provide training and workshops) and passion for people (retain the talents). It should be noted that the 5 approaches had been implemented in different times. Except the working better together which failed to identify potential workforce in a cultural mix, all other approaches was seen viable and brought positive impact to Cadbury. Talent Management Talent management is a common and natural home for HR particularly where it may also need to become part of a broader culture change program. Talent management has been developed along with the approach of Passion for People where well-performed employees had been offered promotion and pay-out. In the mean time, it was found that poor performed employees had not been dealt with fairly. Change in Culture After acquisition of Trebor Bassett and Adams, it was necessary to change internal culture to let employee mix with other culture and know each culture better. Culture tells how each business goes through with its own resources. Often acquitted business needed to adapt with existing business but in Cadbury, both new and old business had been told to build a new working culture to be a winning business which is known as working better together. Change in Training and Development Employee training plays the most innovative role in employee development. Business changes every day globally. New techniques and business policies are invented regularly. To let employees stay ahead with the latest business development, Cadbury had implemented various training facility over time. During the Result-focused it was seen 5 day training had been provided to understand the business goals. It has to be changed after acquisition of another business which had been implemented in Working Better Together to let the employee works together in a team despite of cultural differences. Change in Structures Before the acquisitions, Cadbury had a centralized business structure located in UK. Every decision was made in the head quarter and then made available to all sectors. After a large acquisitions and global business expansion, centralized business was not worthy. UK officers were not able to feel the cultural differentiation and its affect on Cadburys business in USA. To grow the business further Cadbury split the business to five different regions each having own standards and culture. And now, with more than 50,000 work forces from hundreds of different cultures put Cadbury ahead as one of the top confectionary around the globe. Words Counted: 520 From your knowledge of the course how does the HR function seem to be supporting the business strategy at Cadburys? In general how can HR best support an organization going through change? (10 marks) HR function to adopt the attraction, the development, grants or is the special value these individual retention and the deployment systems process which enlightens is achieved to the organization by the high potential. Before the integration new and existing high skills staff members, will absorb the management organization to enable each one and the organization goal understanding. Indeed, HR function integration and the alignment to other organization process is a crucial successful factor. The HR expert policy and the practice possible to create the value to the organization through the integration, the analysis, the survey and the appraisal human capital; Indeed the HR domain has develops richly. In view of the fact of Cadbury, may attract without doubt it, fosters the talent, retained the staff to rise the majority organization precedence finally to be surprised. Outside it may be in a wasting assets huge process attempts to seek for the organization and the staff needs the new person only then the even more way to solve the problem now, and integrates it the work innovation creativity. Despite the development of other were not aware of the benefits of a good bottom line has been embedded. Perceived in the development of a strong embedded inside the organizations, have a higher level of total shareholder return as seen in Cadbury case supports the philosophy of many top-performing corporations, both public and private, that effective HR functions is an inherent element of a high performance and successful business culture. The single most important factor in the successful development of other embedded active sponsor of senior management. The HR functions, more and more business press reports as a more strategic approach, which aims to ensure the organization of a series of events, winning the people they need to meet the challenges of the future skills as noted at the end of Cadbury case study. Respondents planned development of the organization, ask them the organization is hoping to achieve it. The top three responses, including succession planning, to attract, retain and develop the sustainability and future growth Managers should take the following key measures to ensure that HR can best support an organization going through change. Get the right people: Proper care, but must be taken to employ the people themselves. This will be useful to the organization to recruit young people and nurture them, and not substitute for other organizations to employ. Even though the board has a member from HR department, to employ the right people in Cadbury, HR strategies should be diversified and more decentralized. Promises must be kept: Any commitment to employee must be dealt with proper care and attention. Cadbury should bear in mind that, employees are asset to the organization; thus any promise given to then (e.g. promotion, pay, assessment, dividends) must be kept even if the expected profit outcome is not achieved. Healthy working environment: Rules of the organization must be flexible enough to provide them with the freedom to fulfill their part of the mandate, they like, as long as the task of implementation. Opportunities should be provided to employees to achieve their personal goals. Talent identification: Of course talents are the precious asset any organization be proud of. During the Cadbury case study it was seen that, after merge with Adams, Cadbury were unable to identify the potential talent even though their intention was good. Talents can be anyone in any field. One good way the HR policies in Cadbury can identify the talents is to reassign the employees in different position and let them be a part of every decision making process, if possible. It is no so easy to identify a talent unless they have given a chance. Rewards and Appraisal: Employee should be provided with proper appraisal and pay assessment based on performance. Low performed employee should be given extra care and opportunity to perform better. Continuous training: Employers must provide employees with continuous learning and closed areas of work opportunities, through the management development programs and distance learning programs. Adequate relax: Rest and Recreation (RR) is a common aspect ever big organization adhere in today business. Taking consideration of human psychology, rest and recreation can refresh employee mind and soul and let them think clearly with ideas. Even companies worldwide spent thousands to let their employee be fresh (e.g. annual trip, picnic, diner party etc) so that they can be more motivated and get the message that the company appreciates their service and wished better service in coming days. Cadbury could definitely adapt this process. In case study it was seen that only training was provided for employee motivation. Cadbury shouldnt ignore that, if employees are not re-energized, they will not feel interest on any such training and workshop. Overall, HRD policies in Cadbury should be adhering to an on-going evaluation process. Well-performed employees must be given awards to be more competitive and poor performed employees should be given more spaces to work on with. Diversification is also important to ensure that gap of cultures; race and religion do not make an issue and jeopardize the organizations common goal. Words Counted: 850 Total Words Counted for Section A: 2,340 SECTION B (60 marks) Question 2 What is the value of organizations in creating a learning organization culture? How can organization work towards creating this culture through its HRD/HRM Strategies? (30 marks) Learning organizational culture is a growing trend in making more employee oriented organization. Many organizations, particularly large organizations are aware of the need to encourage learning and assume learning through work is a perfect fit (Billett, 2001). Small organization, however do not take much advantage of organizational learning due to limited organization scope and people diversity (Antonocopoulou, 2001). Recently small firms also started focus on learning in order to success over long term. Learning in the organization is a descriptive topic to conclude (Brown and McCartney, 2004). Due to different culture, organizational culture would differ asymmetrically, some organizations provide formal learning, and some adopt informal learning, some offers blended learning, some even offer e-learning (Becker and Gerhart, 1996). Whatever the policy is, the main aim remains same: to ensure the employee would be able to adapt a change as soon as it is implemented, than competitor to stay in focus (Brown, Collins, and Duguid, 1989). Culture is most famously defined as an integration of shared values and theories (Tharenou, 1997). Culture itself is a combination of internal organizational components like employee interactions, organizational functions and performance, employer attitude, organizational decision making process (Billett, 2001). These combinations defines the policies for a organization to solve normal problem as well the any unknown problems using new knowledge and scenarios are shared between multiple level employees; thus provides employee to address challenging and difficult situations (Antonocopoulou, 2001). This culture of learning organization is a continuous process of moving along with indefinite changes for a better learning environment (Maurer, Weiss, and Barbeite, 2003). Overall, the aim of a learning environment can be defined as the share of practical knowledge towards organization innovation, performance, growth (Booth, 1991). Continuing with the theme, this paper will address the valu e of learning organization culture, how organization can implement a learning environment and individual elements thats plays the role (Becker and Gerhart, 1996). Well trained employees play the first role in building of organizational learning culture (Parker, 2000). Many researchers identifies that putting employee in right place, giving time on right thing, utilize employee skills, introduce new learning method with fun is to implanted before expecting employee to do the right thing for the firm and the customer (Booth, 1991). Thus, in todays business, much concentration should be given to companys human capital strategy along with economic strategy and this has to as regularly as economic strategies are implemented to future performance (Antonocopoulou, 2001). Model of learning process is another factors included in organizational learning process (Tharenou, 1997). In traditional human resource management process, companies usually takes extensive training based learning programs which focus only on related content (Becker and Gerhart, 1996). Since business trend has been changed, so did human learning behavior and intention. Traditional learning process doesnt count how people learn and measures it success on how quickly the training is finished (Billett, 2001). Very often trainee employees dont learn much as expected and measured this policy a failure in terms of cost, mistakes and outcomes. Todays learning considers many aspects before design learning process (Booth, 1991). Employee can learn from home, learn as they work, learn in friendly consultation, learn through internet, share knowledge with worldwide employee unions etc (Brown, Collins, and Duguid, 1989). They not only tend to learn but also evaluate their learning with each oth er stay ahead. This creates a tendency to adopt as soon as there is any information out before anyone else (Brown and McCartney, 2004). Strategic Human Resource Development (SHRD) may put much focus on learning styles with four different approaches: Experiment Doing This learning approach provides a details outline of a clear picture of the job to be done within the given time. Examination is taken to check the learning accuracy and always provides feedback with questions answered. This learning process is a go-on process to run until the learning objectives are fulfilled (Antonocopoulou, 2001). The trainee people are able to choose their resources to get the job done and are keen to finish the job given (Frese and Fay, 2001). Observing Participating In this learning process, employee needs an overview of the process, and then follows a superior doing the job and then go with it ownself with a superior monitoring. Sometimes the trainee may learn for the mistakes that senior people does, take lesson from the mistakes, avoid repeated mistakes. Instant feedback is given during learning process (Becker and Gerhart, 1996). Inquiring Consulting The trainees will learn through inquiring and consulting mode to have all the information of the new ideas (why, how, when, where etc) (Wall and Wood, 2005). After understand the context of the task, employee will apply the new knowledge into their work and expect details feedback (Booth, 1991). Analyzing Patterning For an employee to learn in this way, a precise and details how-to-do guidelines must be presented in an organized and logical manner. These guidelines would be used in step by step process from start to end that is coherent to all (Eraut, 2004). To work towards creating the learning culture through HRD strategies, following points might be considered: Skill Gap Analysis Skill gap analysis used organization human resource management which critically assess the current skill of an individual, team or even an organization. Skill gap can be as simple as communication skill and can be as complex as complex decision making. Identifying skill gaps will help organization to design learning program which have significant impact on skill level and performance. Another major impact of skill gap analysis is, when the skill gap is address and monitored properly and a on-going learning culture is on the way, employee might be more engaged and motivated towards the goal which might fulfill the achievement of skill gap, as a result makes the whole job easier and eventually benefits the company (Gherardi, 2000); (Malcolm, Hodkinson, and Colley, 2003). Catalyst for Change Introduction of new management skill, leadership style, monitoring and coaching the employees during any organizational change can channel the learning process inside HRD policies. It also might provide expert motivation, consulting skills as well as on-site learning. The aim should be incorporated to achieve said results, goals and objectives and establish sustainable innovative practices in the organization. In addition, the change will let employee committed to action and to be self dependant in terms of productivity (Fuller and Unwin, 2004); (Huselid, 1995). Competitive Advantage Of course, integrated learning process and continuous implementation will let managers keep making profits and sustain the company position over the competitors. Its been long considered as one of the fundamental factor of competitive advantage in companys strategic management. Learning culture through coordinated system change, with mechanisms available for individual and organizations to access and culture to develop long term organizational capacity is already a part of Strategic Human Resource Management. To stay competitive, creation, acquisition and integration of skill aimed for the development of human capital and capabilities might be included that influence organizational better performance (Crant, 2000); (Tight, 2000). Creation of a Learning Environment Learning environment can be viewed as the spaces where the learning will take place. Learning environment contains all necessary learning equipments, from class room to meeting board, from exam hall to discussion room. Learning environment usually plays its role to apply the knowledge instantly in different teams on different purpose and view the outcomes. Often whole organization can play a mock test to assess the validity of a resolution which can be defined in HRD policies. Learning environment arrangement can have impacts on employee learning, learning outcome and finally on Learning environment performance. The HRD policies in organization let employee learn as they go through everyday work by providing both informal and formal conversation, discussion etc (Eisenhardt and Martin, 2000); (Wall and Wood, 2005). Words Counted: 1290 Question 4 To what extent can performance management systems stand alone from an organizations overall approach to developing and managing people? How can organizations integrate the performance and developmental aspects of managing people? Use case examples to illustrate your answer. (30 marks) Performance management involves training, team cooperation, dialogue, management style, attitude, shared vision, employee involvement, multi-capacity, incentives and rewards. It is used to maximize the employee performance in an organization (Neely and Bourne, 2000); (Williams, 2003). Performance Management System (PMS) provides performance reports on time and relevance to the organization helps to take swift decision. It also helps business to focus on achieving results to internal and external stakeholders (Blalock, 1999); (Bassioni, Price, and Hassan, 2004). Disadvantage of PMS are often are not designed to be well-informed about the nature and link of the processes Performance management system may not be consistent always. Today PMS may not be useful tomorrow. It has to update and change regularly (Papalexandris et al, 2005; (Meyer and Rowen, 1991); (Lawler, 2003). Several Performance Management System (PMS) are in use today like Balance Scorecard, Performance Prism etc (Kaplan and Norton, 2000); (Meyer and Rowen, 1991). Performance Management System is designed to clarify the purpose of assisting individual employee performance management and program-related training and development programs (Kaplan and Norton, 2000). Consistent with the main objective, performance management should be seen as a fully integrated system of personnel management. Personnel management, including work and business design, job descriptions, selection process, performance requirements of the induction, proof, training, effective supervision, performance feedback and suggestions (Bontis et al, 1999); (Bassioni, Price, and Hassan, 2004); (Halachmi, 2002). Traditional PMS mostly focused on theoretical and experience based approaches while modern PMS can be customized thoroughly based on organization needs. Modern business are not bound in one culture, they are fitted with hundreds of culture and environment which doesnt really rely on theoretical approaches but rather focus on business driven trends which can be updated and upgraded regularly (Neely and Bourne, 2000); (Nilsson and Kalid, 2002); (Williams, 2003); (Lawler, 2003). According to the case study given (of Cadbury), five framework analysis can explain how Cadbury integrated the PMS systems over time and what were the outcomes: Managing For Value Managing Value let employee work for companys value. Three main As has been initiated for maintain the company profitable. Accountable held individual responsible for the roles. Adaptable adjust as the business world changes and upgrade own skills and knowledge whenever available and applicable. Aggressive individual should be result and goal oriented and each goal must be achieved. However, this framework was based on older basis business style which doesnt suit with todays complex business needs (Kaplan and Norton, 2000); (Bassioni, Price, and Hassan, 2004); (Meyer and Rowen, 1991). Result Focused Result focused has brought the idea that the Cadbury holds a strong financial goals thus employee must be talented and strong too. Employees were sent to training that was linked with the goals achieved from managing for value. They were given a idea and context of business environment where Cadbury operates. This framework brought employee closer to invest inside the company. While own money is invested, every employee tends to work harder for the best of the company. Yet, this result focused approach was not enough when Cadbury went through acquisition of other companies (Bontis et al, 1999); (Nilsson and Kalid, 2002). Working Better Together This framework has been established bearing in mind that Cadburys global business. Cadbury found that employees should work collaboratively rather than individually. After the acquisition, different types of employee joined the company. There was a need to construct a framework where new comer will work with experienced as a team or group for certain purpose. This framework unfortunately didnt bring the expected outcomes due to failure of identify potential workforce and lack of motivation. Employees had been assigned to the working environment where they werent familiar with (Blalock, 1999); (Meyer and Rowen, 1991). Growing Our People This strategy is a small training program for managers to teach them how to identify and manage potential talent and ensure equal participation of every resource. Managers were set to motivate the employee about the company succession and let them make decision in certain cases. What this policy missed is deal with poor performed employee. The framework did mention to motivate every employee but didnt clearly identify how to influence poor performed employee, whether they will be left behind etc (Papalexandris et al, 2005); (Bassioni, Price, and Hassan, 2004). Passion for People Passion for people is said to be the best suited with Cadbury which looks at the mechanics of managing performance. Before this policy is established, stakeholder has been given first priority whereas deal with staff is given fifth priority. On certain point both conflicted. Thus Cadbury decided to demolish the poor working performance for the sake of stakeholders which has been a bottleneck for a long time. Cadbury decided to go for the people who work with Cadbury, but not for Cadbury. Employees has been given freedom and choice to do what is right for the job and thus each job in Cadbury now is a role of enthusiasm (Neely and Bourne, 2000); (Nilsson and Kalid, 2002); (Meyer and Rowen, 1991); (Norreklit, 2000). Performance Management System (PMS) must implement 6 common features widely considered as the succession factors for such kind of system. They are: Objective Setting It appears that the main purpose of performance management systems, the focus of its strategic objectives, is not it have been a lot of people think that management and staff to assist in achieving other objectives of the system, namely, a comprehensive evaluation and the corresponding performance development and improvement of staff (Bassioni, Price and Hassan, 2004). In the performance management system aims at one of the reasons is the apparent conflict of strategic planning business development (Kaplan and Norton, 2000) (Neely and Bourne, 2000); (Bassioni, Price, and Hassan, 2004); (Lawler, 2003). Ongoing Review of Objectives Performance management system should be designed in a way that participants are well-informed about the objectives and link of the processes. PMS objectives should be closely related to the boundary of the working environment and it must ensure objectives are changed whenever company vision, mission and scope are changed (Papalexandris et al, 2005); (Meyer and Rowen, 1991); (Williams, 2003); (Halachmi, 2002). Development of Personal Improvement Personal improvement closely related with employee training about the PMS system is considered as the most important factors