The Burning of Unwanted Brides free essay sample

I sat in front of my computer struggling to come up with an idea for my AP Studio Art concentration. I wanted to pick a topic relevant in today’s society, while managing to stay true to myself. In addition, I wanted to avoid the ever so popular teenage angst ideas. Including, but not limited to: death, being alone in the world, and being misunderstood. Contrary to what most of adult society believes the typical high school teenager to be, I am not this generation’s Holden Caulfield (although, I do often wonder where the ducks go in the winter.) I am simply not teenage angst. Over the summer, I became interested in the topic of feminism and the study of women’s rights, and when it came time to choose a topic I decided this would be a nice place to begin my research. Almost instantly, I came across the issue of bride burning – a form of domestic violence practiced in parts of India, and its surrounding countries. We will write a custom essay sample on The Burning of Unwanted Brides or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In bride burning, it is said that the husband douses his wife with kerosene and sets her on fire, in most cases leading to her death. The husband is given the right to burn his wife if she refuses to pay the extra dowry demanded by him, or if he simply grows tired of her. I was immediately struck by the topic and delved into more research. During one particular day of research, I forced myself to type â€Å"bride burning† into the Google Images search engine, and was brought near to tears by what I found. Images of women who had barely survived the burning filled the page. Their half charred faces and terrified expression stared at me, as chills were sent down my spine. I immediately sympathized with the women in the pictures, and was overcome with the urge to hop on a plane to India and save all women affected by this tradition. Soon after, however, it struck me that flying to India was not – atleast at that time – possible, nor practical. What I saw that day had a profound impact on me, and inspired the first piece of my concentration – which focuses on the varying challenges faced by women from culture to culture. In order to finish my first piece, I commissioned the help of one of my best friends, Brittany, asking her to model for me. Brittany’s family is 100% Sri Lankan, and – having known her since kindergarten – I have grown very close to them. As I was photographing her, I began explaining the idea behind my piece and the topic of my concentration. She was very interested in my ideas and, after going home, shared my visions with her mother and grandmother. Her grandmother, whom was visiting from Sri Lanka, immediately began rattling off the names of family’s she knew had been affected by bride burning. I was lucky enough to interview her grandmother, where she discussed not only her personal accounts of bride burning, but also her experiences growing up and living in Sri Lanka. My discovery of bride burning and my disturbance at its existence led to my passion for the issue, and my interest in other areas of human rights. It changed the way I am approaching my AP Studio Art concentration, but also the way I formulate opinions on social issues and view other cultures. My time spent in art has taught me the importance of diversity and acceptance. In order to improve the conditions of women across the world, we need to learn more about their culture and be accepting of it – not try to deny them of it or change it. Art has inspired me to want to make a difference. Advanced Placement Studio Art has allowed me to work independently and encouraged me to freely explore my thoughts and ideas – an opportunity which few high school students receive. It has pushed me above and beyond my boundaries, and forced me to think beyond that of a typical high school student. I have had the opportunity to meet incredible people, and share in many incredible experiences. It has opened me up to an entire world beyond that of my suburban backyard, and has made me want something more than what is expected of me.

Robert Mondavi Corp. †Executive Summary

Robert Mondavi Corp. – Executive Summary Free Online Research Papers The purpose of this report is to provide the Executive team with a series of recommendations to minimize the impact of the current production deficit of our Chilean joint venture, Caliterra, and therefore minimize lost revenue. This report also aims to provide recommendations to put in place an infrastructure that will support the Mondavi Corporation’s strategy of growth through international expansion. Since the inception of the joint venture between the Mondavi and the Errazuriz wineries, sales have been extremely positive. The outlook for Caliterra remains positive, with sales estimated to increase 20% in the coming year, it is important due to the negative impact of poor weather conditions and a phylloxera outbreak on Mondavi’s California harvest coupled with the drought conditions in Europe. Acknowledging that we cannot rely on the opening of our new winery at La Arboleda within 10 months, below are my recommendations to minimize lost revenue while putting in place the infrastructure to take advantage of increased harvest sizes predicted by the Wine Availability Reports: ? Appoint a joint Caliterra-Mondavi project team to oversee the build of the La Arboleda winery with the project goal to complete within 10 months; ? Approve financial and contractual terms with the â€Å"lost merlot† winery for the investment and implementation of modern equipment and technology to be installed within six months; ? Organize a Mondavi based team to oversee modernization of the â€Å"lost merlot† winery and subsequent fermentation; and ? Move the less premium wine to the lost merlot† winery for production replacing the higher end Merlot. Analysis Poor quality control and the â€Å"lost merlot† are two of the underlying root causes of our involvement with Caliterra. After entering into the joint venture, we quickly discovered that the focus on cost versus quality was very different. The focus was in part due to the traditional market that Chilean wine was marketed to – locals who preferred value for money over product quality and also due to the operational and cultural differences between Mondavi and Caliterra. Quality has always been critical to Mondavi and it will continue to be, even in our Chilean operations. The analysis below is aligned with each of the recommendations. La Arboleda winery is currently scheduled for completion in 2000 based on a conservative project plan. There are a number of geographical and logistical challenges that need to be addressed in progressing with the build, namely accessibility and supply of water and utilities. In order to complete the project in a 10 month period in time for the Caliterra harvest, we need to acceleration the above geographical and logistical challenges, which will increase costs in the short term. However, the cost increase (estimated at 11% compared with the current build timeline and budget) will be more than offset by the additional production capacity it will provide in the future. La Arboleda would be able not only be able to accommodate the five million liter shortfall we currently have but also the harvest projections deliver the needs from the Wine Availability reports for the foreseeable future. To successfully complete the build we need to have the correct management team in place and to motivate workforce. The ideal management team should be a mix of Mondavi and Caliterra staff, bringing the wine growing expertise and quality control procedures of Mondavi while taking advantage of local staff to bridge the cultural and linguistic challenges. A portion of the planned additional expenditure is allocated to bonuses payable to the workforce and management team upon successful completion of the winery in 10 months. Lastly, we need to understand the benefits of using the â€Å"lost merlot† winery. There is not enough time to use or to buy a competing winery that has a successful infrastructure to manufacture wine to our quality levels. Aiding the â€Å"lost merlot† winery will initiate discussions surrounding a future reduced price for wine in exchange for modern technology and processes. All of the above will help in reducing any net cost to Mondavi over a five year period. Recommendations The ability to take advantage of the growth within the Caliterra brand and the Errazuriz wines is crucial; therefore immediate additional capacity resources need to be discovered. ? Appoint a joint Caliterra-Mondavi project team, one that understands both the culture and the quality constraints needed to succeed. The construction of the La Arboleda winery project will be aimed for completion within 10 months. When completed, La Arboleda will have all the capacity to produce all the ultra-premium product while the remaining wineries handle the lower end product and overflow. ? As a long term and contingency plan we need to agree to financial and contractual terms with the â€Å"lost merlot† winery for the provision of modern equipment and technology to be installed within six months. The improved technology includes standing a team from Mondavi to oversee the modernization of the â€Å"lost merlot† winery and subsequent fermentation process. These improvements will bring the standards to the winery up par with the Errazuriz and surrounding wineries. Additionally it will be a fail safe if the La Arboleda project slips its deadline for completion and will give us additional capacity for short term and long term growth. ? Move the less premium wine to the â€Å"lost merlot† winery for production helps our business control the quality of the higher end product by keeping in within the Errazuriz wineries walls. By avoiding these risks, the higher margin product would get the attention it needed compared to the earlier â€Å"lost merlot† example and leave the lower end product for the â€Å"lost merlot† winery, where the quality will not be as crucial immediately. Conclusion In conclusion, to minimize the impact of the current production deficit of our Chilean joint venture, we need to act immediately by moving forward with the La Arboleda project as well as aiding the â€Å"lost merlot† winery by â€Å"Mondavi-izing† it. This will give us the capacity we need and will support the Mondavi Corporation’s strategy of growth through international expansion. Following these recommendations will be set up to win for years to come! Research Papers on Robert Mondavi Corp. - Executive SummaryThe Project Managment Office SystemAnalysis of Ebay Expanding into AsiaRiordan Manufacturing Production PlanOpen Architechture a white paperIncorporating Risk and Uncertainty Factor in CapitalMarketing of Lifeboy Soap A Unilever ProductBionic Assembly System: A New Concept of SelfPETSTEL analysis of IndiaAssess the importance of Nationalism 1815-1850 EuropeLifes What Ifs

The Intercultural Communication in the Sports and Politics Essay

The Intercultural Communication in the Sports and Politics - Essay Example The sports events like the Olympics and the World Cup though are more about sports have been used over time to engage in high levels of public diplomacy (Murray, 2013). In this case, the sporting events are useful in undertaking Intercultural Public Relations. However, even when engaging in public diplomacy, those in charge resort to using language that is acceptable to all the people from different backgrounds thus contributing to a large extent in influencing intercultural communication (Baraldi, 2015). On the other hand, using sport in changing public relations or political relations is a means through which nation brand themselves. For instance, the 2014 Olympics games in Russia were overshadowed by Vladimir Putin’s passing of anti-gay laws before the games kicked off. Putin had to respond to public and media attention. In response, the USA media portrayed how Russia was not in the same league of human rights as the rest of the world. Therefore, the Russian example shows h ow sporting events are being used as platforms for airing political differences and also at the time being crucial to influencing other societies to embrace tolerance. Nonetheless, the fight for political supremacy through sports entails engaging in intercultural communication where nations use language that is accepted by the rest of the world as a community (Allen, 2011). For instance, in the Russian scenario, the country is against homosexuality though the Olympic Games was used to encourage the country.

The May 6, 2010 Flash Crash Essay Example | Topics and Well Written Essays - 1250 words

The May 6, 2010 Flash Crash - Essay Example On the contrary, the contemporary market is characterized with higher demand as compared to the supply. Financial innovations enable changes in the financial market by introducing new ways of trading assets. One of the newest financial innovations entails trading from computer to computer through use of complex mathematical algorithms that are hard for humans to comprehend. The recent financial crisis resulted in increased unemployment, which is an indicator of the increased inefficiency of the stock market. This paper agrees with Stiglitz opinion that that Flash Crash will lead to less investment in information, which is harmful to the markets price discovery function hence the financial market. The paper will oppose the opinion that Flash Crash could be a positive feedback loop of the trading environment. Computer trading has become a common phenomenon, which has increased the speed of trading making it impossible for humans to intervene in times of occurrences such as flash crash. Additionally, the explosive trading speed results in undermined efficiency since the market becomes incapable of allocating resources efficiently. Flash Crash entail trading from computer to computer through use of pre-programmed algorithms. ... During the Flash Crash, a contract could be traded for more than 27,000 in a period of about 14 seconds (U.S. Commodity Futures Trading Commission & U.S. Securities & Exchange Commission, 2010; Stiglitz, 2012). According to the SEC report, computer generated algorithms, which are used for high frequency trading comprise more than 70% of trading in U.S. equities. On the SEC joint report on the flash crash of 6 May 2010, the American shares fell by 10% within a few minutes, which resulted in many questions regarding the credibility of nanosecond trading, which characterizes computer to computer trading. The computer based trading does not make use of price discovery but uses algorithms that makes it possible for dealers to extract information regarding expected price of securities through observing patterns of prices and trades. The dealers are thus incapable of making sound decisions. High frequency trading undermines the stability of the market. During the flash clash, high frequency trading firms started by absorbing sell pressure but eventually started forceful selling, which resulted in increased orders in the market and creation of feedback loop. Eventually, the high frequency trading firms began to buy and resell to each other e-mini contracts resulting in decreased net buying irrespective of the increased volume of e-mini contracts. Buyers using traditional trading methodologies refused to buy the extra E-minis resulting in the fall in trading funds. This was because dealers could not comprehend the transactions and feared taking risks. Therefore, computer based trading is inapplicable since there are no clear models on how it operates (Stiglitz, 2012; Mackenzie, 2006). High frequency trading resulted in liquidity crisis when automated trading systems

Cross Cultural Communication and Business Management Term Paper

Cross Cultural Communication and Business Management - Term Paper Example When manages successfully, it brings economic benefits. For organizations that send managers on foreign assignments. The cost can be high, as those managers need to adjust to their new environment. Cross-cultural effective communication is useful and worthy which can deal with conflicts that arise within multicultural. What would the ideal manager of international operations look like The ideal manager would have a "very good command of several languages and knowledge of and sympathy for several cultures" ( Hedlund 1986: 31 ). Some authors argue that these managers must become cosmopolitans, to grow beyond cultural limitations ( Harris and Moran 2000). To be "cosmopolitan", according to Webster's Third New International Dictionary, a manager must "be marked by interest in, familiarity with, or knowledge and appreciation of many parts of the world: not provincial, local, limited, or restricted by the attitudes, interests, or loyalties of a single region, section, or sphere of activity: worldwide rather than regional, parochial, or narrow." As if this were not asking enough of an international manager, Harris and Moran also distinguish between cosmopolitans and global managers. Global managers are cosmopolitans who have an additional facility for making appropriate business decisions anywhere that they operate. Given the near impossibility of either finding or developing such a manager, is it any wonder that we encounter firms of all types and classes making costly blunders in their foreign operations Business people today face an increasing range of culturally diverse situations. To ensure success in business, many organizations are using cross-cultural communication to improve their manager's cross-cultural effectiveness and enhance their communication skills. In a diverse workplace, there are many cultures collide. Many culture norms influence a manager's behavior and subsequent reactions (Gardenswartz L. and Rowe A., 2001).  

Hrm is more important in current economic climate business essay

Hrm is more important in current economic climate business essay The main purpose of this essay is to examine how the existing or present economic situation which led to firms trying to beat each other in business has made the role of HRM significant in achieving business success. In evaluating this statement, Armstrong (2003) sees the main role of HRM in this present economic climate as being how to carefully devise a plan of action which will be used to achieve a goal, as well as the logical way through which business organisations can manage their employees through HRM so as to achieve business success. The author of this essay observed that in this current economic climate, countries such as the United States, United Kingdom etc. are recovering from depression and inflation which led to loss of so many jobs, and increased competition in the recruitment process, thereby making it possible for HRM functions to be more important in order to achieve business success (source: Survey of Global HR Challenges, 2005). While Pendleton (2011) argued that in the face of this current economic climate, if HRM functions are not properly implemented people will be losing good jobs with better pay due to downsizing in different organisations and start taking up jobs with lesser pay because economic climate will detect salary/pay to be received by employees. McKenna and Beech (2008) emphasise that these HRM functions include; recruitment which involves the proper advertisement of job so as to attract the proper/right applicants, then comes the selection of the best candidates among all the candidates that applied for the job, and proper training of the employee is said to add value to them and the work they do so as to bring about business organisation success and on the other hand, the employees will be rewarded accordingly for their contribution to the growth of the organisation. Armstrong (2003) further indicated that the main aim of HRM is to gain business success in an organisation through the people employed in that business organisation. Som (2008) implied that HRM functions will ensure that organisations attract, retain, motivate and also develop its human resources in accordance with the organisations demand. Ulrich and Brockbank (2005) argued that HRM plays an important role in seeing that every business organisation achieves success through the proper implementation of its functions, and by applying those functions with the necessary information technology system such as the internet. Wachira (2010) suggested that HR managers ought to apply new technologies that will enable them communicate easily with other managers in the organisation so as to reduce the cost incurred during recruitment and also select the proper candidate for a particular job. Though in some developing countries, organisations may not have the technical capability to handle this t ype of recruitment and selection process and this will negatively affect such organisations (Source: CIPD survey report, 2007). It is being argued that there are challenges encountered by HR managers in the day to day management of human resources in an organisation which may result from political, environmental, economic as well as social effects, and this is said to be because of the high level of responsibility bestowed on the HR manager in this current economic situation (source: Survey of global HR challenges, 2005). Jackson and Schuler (1995) sees these as external environmental pressures which can be positive or negative, such as tax exemptions and conducive business environment used to encourage local businesses and allow them to compete favourably in business with their counterpart from other countries so as to enable them retain their existing manpower/employees through their HRM functions or political instability/uprising which discourage foreign organisations/companies from investing in a country thereby creating unemployment, affecting business success and the countrys economic growth negatively. Brewster et al (2005) also argued that in most developed countries of the world such as United Kingdom, United states etc. HRM functions will definitely be affected by political, legal, and social environmental pressure/factors either positively or negatively. This is said to be due to the fact that every business organisation operates under the framework of the law in the environment where the business is located. For example, in Libya, international companies such as British Petroleum (BP) is being affected by political and social unrest in that country, this has affected the operation of so many other companies in Libya and on the other hand reduced business success and government revenue, while Japanese car manufacturing companies in United Kingdom are all doing well and achieving business success due to the favourable political, social and legal environment they established their organisation (source: BBC news, 22/02/2011). Som (2008) argued that the positive performance of an o rganisation in this current economic situation will depend mostly on HRM functions of staff selection, training/development and incentives/compensation. Beardwell and Holden (2001) observed that before now some changes took place in the economic situation of the United Kingdom (UK) in relation to how people are being employed to work, in compliment to what is obtainable in the United States (US). This is said to be caused by economic pressure existing at that period which resulted from increase in competition, recession, and emergence of new technology, which on the other hand created employment, increased employee training and development so as to enable them master the new technology, which will improve their skill and also enable the organisation achieve business success. Though Kinnie et al (2000) argued that the inability of HR managers to properly train its employees will lead to low productivity and low customer satisfaction which will also affect business success and employee relationship with the organisation negatively. Beardwell and Holden (2001) also emphasise that increased competition tried to change the old method of H R and this made it possible for organisations to develop a new method of employment that will be employer friendly/oriented. This policy helped in directing the method of recruitment and selection so as to employ the right people needed for the organisation to arrive at its business success. Although it is also observed that this method of employment will lead to unemployment because very few people with the required skills will be employed by the organisation. Kulkarni (2008) implied that increased competition and globalisation has made it possible for most organisations to adopt uninterrupted learning and training of its employees through the human resource management department. This is said to enable the organisation to satisfy its employees and customers needs and on the other hand achieve business success. Notwithstanding the continuous learning and training adopted by most organisations, Varma (2008) argued that some organisations now concentrate more on what to gain from an employee without considering how to add value to such employee through training and development. It is then emphasised that an organisations aim should be directed towards employee and customer satisfaction through purposeful HRM strategy implementation which will result to profit maximisation as well as business success for such organisation McKenna and beach (2008) emphasized that at the beginning of the economic recession of the 1980s which changed the role of trade unions resulting to little or no strike action, made it possible for organisations to be able to change their staff with ease. This is not only said to be caused by unemployment and recession but also from the introduction of some new laws that reduced the power of trade unions by controlling strike action, which is said to have affected business success negatively because employees will not be motivated to give their best. It is being argued by Deen and Giri (2008) that employees are the biggest assets of an organisation and should be encouraged and motivated through the organisations HRM activities/functions which can provide emotional support, training and development, financial rewards etc. that will make it possible for the employees to do their work with full commitment. This is argued to result to organisations business success because the employees will feel valued and being cared for, thereby contributing positively to the organisation. McKenna and Beech (2008) also noted that the weakness in the power of trade unions is said to signal the need for less elaborate process in collective bargaining and conflict management, which also resulted in a faster way of negotiating settlement of wages. In addition to the foregoing, organisations were better positioned to make changes in work practices which resulted into an increase in productivity as well as a decrease in the number of people employed. Changes in the practice of HR were observed because of the large pool of available labour. A good example is said to be the emphasis being switched from recruitment to selection, which led to the selection of the right people for the job so as to achieve business success which will on the other hand increase unemployment because not every applicant will be selected. It is being argued by McKenna and Beech (2008) that the reduced volume of negotiations which is based on collective bargaining between labour unions and human resource specialists, including the reduction in time committed to recruitment and selection, which helped to provide HRM with the opportunities to manage employee layoff programmes and enter into negotiations so as to bring about low wage settlements, and this is said not to favour employees because of the low wage they will be receiving and it will also discourage them from giving their best to the work they do. Goel (2008) emphasise that in this current economic situation, HRM will require a cybernetic scheme of information management so as to enable an organisation gather, store, examine and disseminate information that concerns the organisations human resource management functions of recruitment and selection so as to help the organisation manage employee redundancy and negotiation programmes. Though, Goel (2008) also argu ed that without a good human resource management information system, an organisation will find it difficult to access information about its employees both old and new, as well as those seeking to work for the organisation. It is then said that an organisation will choose a HRM information system that will satisfy its information management needs if such an organisation wants to achieve business success. Davi (2008) contend that increased competition has made the role of HRM to be faced with challenges of handling management modification, managing organisational culture, dealing with leadership training and growth, measuring the strength of HRM and employee environment, designing employee engagement, dismissal as well as compensation. And to take care of these challenges, Pinnington and Edwards (2000) advised that HR managers should try and discover the main problems, analyse it and provide solutions to it through the use of HRM and performance strategies. McKenna and Beech (2008) argued that in considering organisation of reasonable size, which implies a big organisation, it is possible to find a HRM function just as one would expect to see in a finance or marketing function where specialisation of duties exists and the management team tries as much as possible to achieve organisational goal/objective. While in the smaller organisation, it is said that the level of specialisation may not prevail because the HRM function is being performed by the manager who handles HRM matters. It is observed by the author that the big organisation where specialisation exists will tend to achieve more business success than the small organisation with no specialisation. Though, it is being argued by Bhattacharya (2008) that it will be improper for human resource department of any organisation whether big or small, to assure employees of retaining them in the organisation when such employees are being seen for example by the accounts department as a lia bility. Therefore, Pendleton (2011) emphasise that the HRM department should work hand-in-hand with other departments in the organisation so as to determine employees that can be classified as asset to the organisation and retain those employees because they will help the organisation in achieving business success. According to McKenna and Beech (2008) human resource planning process is concerned with the function of matching organisational demand for quantity and quality of employees with the available supply. This demand is said to be derived from the current and forecast level of company operations, while the supply side is said to consist of human resources that is available both internally and externally. Foot and Hook (2005) observed that an organisation unmistakeably needs to be sure that they have the right staff so as to attain the needed level of competitiveness. These staff are said to be employed by the organisation through their recruitment process by assessing their internal human resource supply. This is said to involve a process through which an organisation takes into account the number of its employees as well as their duties and responsibilities, including their skills so as to enable the organisation compete favourably in order to achieve business success. McKenna and Beech (2008) argued that the internal supply consists of the exiting workforce and its potential to contribute to business success, which has been a target for systematisation in recent years. While the external supply is said to reside in the population outside the organisation and it is influenced by demographic trends, developments in education as well as competitive forces in the labour market, and this is said to be observed within the European Union (EU) where competition is common because every organisation want to achieve business success. McKenna and Beech (2008) emphasise that prior to staff recruitment, job analysis is undertaken, and this is said to involve examining the work to be undertaken by a candidate which results in the preparation of a job description, which produces a specification about the attributes a suitable candidate will need so as to perform the job. McKenna and Beech (2008) also implied that a variety of techniques such as the application form, interviews, tests and assessment centres are all available in selecting the best candidates from a pool of applications. It is mentioned that a shortlist of applicants will be produced as a first step in the selection process which will then lead to training of the applicants, and it is concerned with establishing what type of training is required and to which applicant so as to add value to the candidates and also achieve business success as the candidates work for the organisation. It is further emphasised by Kulkarni (2008) that notwithstanding the bene fits of organisations recruitment, learning and training through HRM, employees are said to be faced with tension of accomplishing business goal/objective in this current economic climate than ever before. Also employees are said to be facing the problem of having to do more work as a result of the training given to them. Although, it is said that some organisations though their HRM can take care of these problems by conducting stress management seminars and training on how to cope with tension at the workplace (Pendleton, 2011). Armstrong (2003) explained that HRM functions will bring about an integrated approach towards the development of human resource strategies or plans which will enable an organisation to achieve its goals thereby leading to success in the organisations business, but when the strategy is not properly implemented the business may collapse. Organisation strategy according to Foot and Hook (2005) are said to function with those plans of action that an organisation makes so as to take care of future occurrences and these plans are targeted at answering the basic economic question of what to do as well as how to do it. Armstrong (2003) on the other hand sees strategic HRM function as an approach used in making decisions on the intentions and plans of the organisation as it concerns the employment relationship as well as the organisations recruitment, training, development, performance management, reward and employee relations strategies, policies and practices, which if not properly implemen ted will result in business failure. According to Nachimuthu (2008) increased competition in the face of the current economic climate has made it possible for organisations that share some business strategy in common to merger together and become one organisation so as to enable them achieve more business success. Nachimuthu (2008) further implied that HR plays a vital role when organisations want to go into merger and acquisition, and the HR function is said to involve retaining some of the existing employees that will be considered as asset to the organisation through the use of HRM strategies to carry out employee assessment that will select and integrate them into the new organisation. Foot and Hook (2005) also emphasise that in order to ensure success in the business of any organisation, HRM strategy must be incorporated in all other departments of an organisation such as finance department, sales department, marketing department etc. and they must work hand-in-hand with the human resource department in the aspect of recruitment, manpower development and training so as to achieve business success. Not only is HR functions beneficial during merger and acquisition, but also it is being argued by Nachimuthu (2008) that when two organisations or more merge together, HRM will be faced with the problem of organisations cultural integration, communication between employees, appraisal and selection of managers/leaders, keeping of valuable employees as well as how to carry out compensation and welfare program in the newly formed organisation. Though, it is emphasised by Pinnington and Edwards (2000) that these problems can be taken care of or solved through a well-planned and implemented HRM strategy which will involve selection of the right employees, performance, appraisal, development and rewards. Hutchinson and Purcell (2003) noted that strategic HRM is functional through focusing on actions that differentiate a business organisation from its competitors. While on the other hand, Armstrong (2003) said that it develops a declaration of purpose which defines the means to achieve ends, and it is concerned with the long term allocation of significant company resources as well as matching those resources and capabilities to the external environment. Strategy is therefore said to serve as a perspective on the way in which critical issues or success factors can be addressed, and this strategic decisions is aimed at making a major and long-term impact on the behaviour and success of the organisation (Armstrong, 2003). According to Armstrong (2003), when considering strategic HRM, it is said to be necessary to address the extent to which human resource strategic measures should take into account the interest of all the stakeholders in an organisation, employees in general, as well as the owners and management. Storeys (2007), argued that soft strategic HRM places more emphasize on how to manage people in terms of ensuring them employment security, training, development and work benefits etc. while Hard Strategic HRM on the other hand will consider the benefit to be derived by investing in human resources in the interest of the business achieving its business success. In this situation, a well-planned soft and hard strategic HRM will guarantee business success in the sense that organisational objectives/directions, its choice of employees and how they are managed will be considered (Legge, 2005). Armstrong (2003) also emphasise that the rationale for strategic HRM is the perceived advantage of having an agreed as well as understood basis for developing approaches to people in the longer term, and this will enable an organisation achieve competitive advantage by allowing such an organisation to utilize its opportunities. On the other hand, Hamel and Prahalad (1998) argued that a firm cannot achieve competitive advantage unless the firm develop its human resource by training them so that they can learn more work techniques which they will use in working for the firm so as to beat their competitors. It is also said that one of the clear benefits that will arise from competitive advantage as a result of effective management of people is that such an advantage is hard to imitate by an organisations competitors (Pendleton, 2011). Organisations strategies, policies and practices are said to be a unique blend of processes, procedures, personalities, styles, capabilities and organisational culture, which differentiates what the business organisation supplies to its customers from those supplied by its competitors and it is said to be achieved by having human resource strategies which ensures that the firm has higher quality people than its competitors (Armstrong, 2003). Organisations challenges can be handled by redefining HRM strategies so as to sustain competitive advantage on investment in human resources, by so doing HR managers must have the core competence to deal with changes in economic situations, social effects and technology which affects the organisation by being able to discover important issues affecting the organisation and providing solutions through development and training (Source: Survey of global HR challenges, 2005). It is being emphasised by Armstrong (2003) that the aim of a resource-based approach to HRM is to improve resource capability by achieving fit between resources and opportunities as well as obtaining added value from the effective deployment of resources. Cesyniene (2008) noted that recruitment process will definitely be challenging in some fields where there is existence of dearth skills in the labour market. Armstrong (2003) also observed that in line with the intellectual capital theory used to analyse HRM, the resource-based theory of HRM emphasise that investment in people adds to their value to the firm or organisation. Therefore the author understands that when an organisation invests in its employees by training them for example, they tend to add value to the organisation by working to achieve business success for that particular organisation. More so Boxall (2011) argued that it is by hiring and developing more talented staff and by extending their skills base that an organi sation will achieve success in its business. It has been observed that a resource-based strategy for HRM is therefore concerned with the enhancement of the intellectual capital of the firm/organisation, which implies that seeing a business firm in terms of what it is capable of doing may offer a more durable basis for strategy in HRM than considering the needs which the business seeks to satisfy (Armstrong, 2003). The author of this essay tends to emphasise that a business can achieve success if it has the strategic capabilities/or plans to compete favourably with others in the same line of business not minding the present economic situation. Cesyniene (2008) argued that the deficiency in the number of qualified workers as well as increase competition will make it possible for HR managers to change from Hard to Soft HRM which will put into consideration the needs of employees so as to sustain competitive advantage. While Kamoche (2000) explained that the basis of this resource capability approach to HR strategy will be the reco gnition of the available manpower in the organisation, which is claimed that it will develop and provide a single model for strategic HRM to function better. Although Jackson and Schuler (1995) also argued that in this situation, firms will try to gain competitive advantage by using human resources through development and training in order to add value to their employees so as to match the nature of the organisations relationships with their customers and employees. According to Armstrong (2003) the key feature of strategic HRM function is the concept of fit or integration, which is also known as matching model. Malik (2009) explained that this matching model helps to bring about strategic integration in an organisation, by combining HRM strategic functions and organisations strategy together and channelling them towards the same strategic direction in order to achieve business success when they are being implemented. Legge (2005) argued that organisation strategy and strategic HRM sometimes does not seem to be appropriate to each others context. A good example can be seen in the downsizing exercise undertaken by some organisations during the last economic meltdown or recession which is not in contrast with human resource management strategy and it discouraged employees thereby bringing about poor performance of such an organisation (Pendleton, 2011). Bowen and Ostroff (2004) argued that merely having good HRM policies is unlikely to be sufficient enough to motivate employees and derive organisational performance so as to achieve business success; hence there is the need to go beyond HRM content and consider HRM process. Fey (2000) suggested that organisations ought to concentrate on HRM patterns of employee development and training at all levels of its management and employees. McKenna and Beech (2008) implied that HRM functions must have the purpose of meeting organisational objectives which will lead to enhancing service provision to its customers, quality, profitability or efficiency of its services/goods. Though, Fey (2000) also argued that there is no relationship existing between HRM Practices and organisational performance in relation to employee training and development. Therefore in this current economic climate, Hutchinson and Purcell (2003) observed that increased competition has really made the HRM functions more important to the success of business than ever before. This is said to be because of the fact that HRM now covers the activities of recruitment and employment which calls for the proper selection of those to be employed, manpower planning involving management of the available work force, employee training and management development resulting to coaching, training and guidance which add value to employees so as to support them on taking more responsibilities, organisational planning and development that helps to achieve organisation effectiveness, wage and salary administration through management and monitoring reward in the organisation and also recognising employee contribution, health and safety benefits and services which helps to maintain work-life balance by building a good working relationship between the organisation and the emplo yee, union management relations and personnel research which may result to outsourcing so as to obtain service from an outside supplier either to train its employees or work for the organisation (Hutchinson and Purcell, 2003). By taking closer look at these HRM functions, Pinnington and Edwards (2000) stressed that there has been an increase on the functions given to the HR manager unlike before, and if these functions or responsibilities are well implemented by the HR manager, there will be a tendency in which the success of the business organisation will definitely be arrived at and the business organisation will grow in all ramification. But the author observed that in a situation where these functions are being neglected, business success may not be achieved and the business will suffer.

Indentity Loss Essay -- essays research papers

In The Odyssey and The English Patient the main character, Odysseus and Almasy, suffer from a form of identity loss and try to regain it. They both regain their identity through the help of other people. Every person that stumbles across a piece of their past helps them regain a piece of their identity. Because he cannot remember Almasy must get help remembering his past from the people around him. One of his first memories came from the book â€Å"he brought with him through the fire- a copy of the Histories by Herodotus† (Ondaatje pg 16). Hana reads some of the notes that he had written in the book; she reads of the different winds â€Å"the ---, the secret wind of the desert, whose name was erased by a king after his son died within it. And the nafhat—a blast out of Arabia† (Ondaatje pg16-17). Before Hana had read this passage Almasy couldn’t tell her the name of the tribe that had helped him after his plane crashed. â€Å"The Bedouin were keeping me alive for a reason†(Ondaatje pg 18); Almasy was able to recall what had happened to him and who had helped him. Hana had stumbled on a passage that helped Almasy remember what had happened. Odysseus comes across a piece of his identity in a different way. He goes to the island of Kalypso and she promises him that she will make him a god. The challenge that she put on Odysseus was to go to the island of the dead. Once he was at the island of the dead Odysseus realized that he did was not dead and he wasn’t a god, this meant he was somewhere ...

Explain how an organisation could ensure its staff selection procedure promotes equal opportunities

An organisation can ensure the selection equal to making sure it is non-discriminatory. This means that all staff are selected by their ability in work ethics and their resume rather than protected characteristic, such as; age, marital status, sexual orientation, race, disability, religion and etc. For example, an interviewer cannot choose a candidate based on their race. All candidate are given a fair interview procedure. This can be done by the interview panel being mixed, having pre-listed questions or having interviews at different times and an accessible location. When regarding advertisement the organisation would need to focus on making their platform is diverse in order for it to be open up to the wide audience. The advertisement should not be limited to particular cultures or language. It should be based on the candidate resume and work ethic. Therefore, it is vital that the organisation are aware of the language they are using when advertising. The organisation having mixed panel would enable an equal chance for the interviewee because the others might balance it out and focus on the skills and qualities of the interviewee. The mixed panel consists of having a diverse panel, such as; gender, culture, disability, age and ethnicity. By having a mixed gender and culture panel can ensure that the interviewee is protected from prejudice viewpoint. An example to show the effectiveness of mixed panel interview in a selection procedure would be one interviewer having a prejudice feeling towards the interviewee and hopefully, the others can balance it. Thus creating a fairer interview for the interviewee. The one-to-one interview can cause hostility and less fairness than a mixed panel because it enables the interviewer to be in control. Whilst mixed panel has a majority decision. A second interview process that the organisation would use to make sure that their staff selection procedure is equal is having pre-listed questions. Pre-set questions make sure that everyone being interviewed is asked the same questions in order to promote equality. It made sure that the interviewer cannot ask questions that discriminate against the interviewee. For example, women being asked their being asked about their marital status. A pre-listed question would make it equal and easy to judge between the interviewees because all of the candidates would be asked the same questions. Therefore, eliminating prejudice or discriminatory questions the interviewee may be asked by the interviewer. This is because pre-listed questions are already determined questions. Thus making it standardised and more equal for the interviewees because they would be all be asked the same questions and none of them would be discriminated or given special treatment. The last interview procedure is having an interview at different times and if possible for the organisation to have its inaccessible locations. Interviews should be held in a range of times. This would granted that everyone has the time to go for an interview. It is not limiting the number of interviewees. Avoiding different slots such as 3pm-4pm due to parents picking up their children from school. For the location, it is not necessary to have five different locations but the location should be clear and if possible in more than one place. Wheelchair users should be able to access the building in order to give them an equal chance of applying for the job. Thus making sure that the organisation is promoting equality in their staff selection procedure. When advertising for job applicants the organisation to make sure that there advert is not gender restricted. This means that the advert should not be seeking one gender over the other. Using one word such as ‘waitresses needed’ can imply that the applicants must only be female rather than a mixed gender. To overcome this the organisation should use unisex words to describe professions, such as; doctors, actors, teachers, bar worker and etc. By doing this the organisation would not be limiting the number of applicants because they have opened the advertisement to both genders. It is vital that an organisation is aware of the advertising platform they are using because if they were to advert in specific broadcasting which would limit those that are not familiar with it. For example, if the organisation choose to advertise in a French newspaper. This would disadvantage those that want to apply for a job that is not familiar with the newspaper. Nevertheless, the advert should not demand a person that has a mother tongue that is French. This is due to that there are people that can speak fluently in French, however, their native tongue is not of French. The advert should head in a direction that says a ‘looking for a person fluent in French. ’ This would enable people with knowledge in French to apply. In general, the organisation should be aware of the language they use when advertising and the platform in order to promote an equal opportunity for all candidates applying for the job.

No Exit by Jean-Paul Sartre Summary

No Exit by Jean-Paul Sartre Summary Life after death isnt quite what we expected. Hell is not a lake filled with lava, nor is it a torture chamber overseen by pitchfork-wielding demons. Instead, as Jean-Paul Sartres male character famously states: Hell is other people. This theme comes to life painfully for Garcin, a journalist who was killed while trying to flee the country, thus avoiding being drafted into the war effort. The play begins after Garcins death. A valet escorts him into a clean, well-lit room, very similar to that of a modest hotel suite. The audience soon learns that this is the after-life; this is the place Garcin will be spending eternity. At first, Garcin is surprised. He had expected a more traditional, nightmarish version of Hell. The valet is amused but not surprised by Garcins questions, and soon he escorts two other newcomers: Inez, a cruel-hearted lesbian, and Estelle, a heterosexual young woman who is obsessed with appearance (especially her own). As the three characters introduce themselves and ponder their situation, they begin to realize that they have been placed together for a specific purpose: punishment. The Setting The valets entrance and behavior connote that of a hotel suite. However, the cryptic exposition of the valet informs the audience that the characters we meet are no longer alive, and therefore no longer on earth. The valet only appears during the first scene, but he sets the tone of the play. He does not appear self-righteous, nor does he seem to take any pleasure in the long-term punishment in store for the three residents. Instead, the valet he seems good-natured, anxious to partner the three lost souls, and then probably move on to the next batch of new arrivals. Through the valet we learn the rules of No Exits afterlife: The lights never turn off.There is no sleep.There are no mirrors.There is a phone, but it rarely works.There are no books or other forms of entertainment.There is a knife, but no one can be physically hurt.At times, residents can view what is happening on earth. Main Characters Estelle, Inez, and Garcin are the three main characters in this work. Estelle the Child Killer: Of the three residents, Estelle exhibits the most shallow characteristics. One of the first things she desires is a mirror in order to gaze at her reflection. If she could have a mirror, she might be able to happily pass eternity fixated by her own appearance. Vanity is not the worst of Estelles crimes. She married a much older man, not out of love, but out of economic greed. Then, she had an affair with a younger, more attractive man. Worst of all, after giving birth to the younger mans child, Estelle drowned the baby in a lake. Her lover witnessed the act of infanticide, and horrified by Estelles action, he killed himself. Despite her immoral behavior, Estelle does not feel guilty. She simply wants a man to kiss her and admire her beauty. Early on in the play, Estelle realizes that Inez is attracted to her; however, Estelle physically desires men. And since Garcin is the only man in her vicinity for endless eons, Estelle seeks sexual fulfillment from him. However, Inez will always interfere, preventing Estelle from attaining her desire. Inez the Damned Woman: Inez might be the only character of the three who feels at home in Hell. Throughout her life, she accepted even embraced her evil nature. She is a devout sadist, and even though she will be prevented from attaining her desires, she seems to take some pleasure knowing that everyone else around her will join in her misery. During her lifetime, Inez seduced a married woman, Florence. The womans husband (Inezs cousin) was miserable enough to be suicidal but did not the nerve to take his own life. Inez explains that the husband was killed by a tram, making us wonder if she perhaps pushed him. However, since she is the character who feels most at home in this strange Hell, it seems that Inez would be more blatant about her crimes. She does tell her lesbian lover, Yes, my pet, we killed him between us. Yet, she might be speaking figuratively instead of literally. In either case, Florence wakes up one evening and turns on the gas stove, killing herself and the sleeping Inez. Despite her stoic facade, Inez admits that she needs others if only to engage in acts of cruelty. This characteristic implies that she receives the least amount of punishment since she will be spending eternity thwarting Estelle and Garcins attempts at salvation. Her sadistic nature might very well make her the most content among the three, even if she is never able to seduce Estelle. Garcin the Coward: Garcin is the first character to enter Hell. He gets the plays first and last line. At first, he seems surprised that his surroundings dont include hellfire and non-stop torture. He feels that if he is in solitude, left alone to put his life in order, he will be able to handle the rest of eternity. However, when Inez enters he realizes that solitude is now an impossibility. Because no one sleeps (or even blinks) he will always be in view of Inez, and subsequently Estelle as well. Being in full, contrast view is upsetting to Garcin. He has prided himself on being manly. His masochistic ways resulted in his mistreatment of his wife. He also views himself as a pacificist. However, by the middle of the play, he comes to terms with the truth. Garcin simply opposed the war because he was afraid of dying. Instead of calling for pacifism in the face of diversity (and perhaps dying because of his beliefs), Garcin attempted to flee the country and was gunned down in the process. Now, Garcins only hope of salvation (peace of mind) is to be understood by Inez, the only person in Hells waiting room who might be able to relate to him because she understands cowardice.

How to Make a Thesis

How to Make a Thesis How to Make a Thesis How to Make a ThesisYou can make hundreds of attempts to formulate a thesis statement, still, fail to do it. The reason is that it is difficult to make a thesis from scratch. Developing a thesis statement is not the outburst of inspiration but rather a task that requires some time to accomplish it successfully. So, if you want to know how to make a thesis statement, you have come to the right place. In this article, you will find some tips on how to make a thesis successfully. While PhD thesis writing is not easy and you must follow specific thesis format. How to make a thesis: Tip 1. Develop your personal position on the problemReading what others think about the question you are researching may turn out to be rather useful in case you know a little about the matter. Your position may coincide with someone elses or may differ cardinally from already adopted viewpoints. The key point is that you should truly believe in what you are talking about. Do not be inclined to others point of view only because you cannot shape your own position. This will only make it more difficult for you to support it. How to make a thesis: Tip 2. Formulate your main ideaTry to make your message specific rather than vague or general. What is more, do not make it too long. One or maximum two sentences will be quite enough. Write it somewhere on a sheet of paper. This thesis is not final yet. You will come back to it as soon as your paper is completed.How to make a thesis: Tip 3. Conduct researchWhile researching the topic, some information that yo u may find in the sources may turn out much useful. They can help you in formulating and improving your thesis statement. So, make notes on the information that can be included into your thesis statement.How to make a thesis: Tip 4. Come back to your thesis and think what might be changedIt is important to keep your thesis flexible until the investigation is actually finished. If you do it, you will not have any difficulties with rewriting it later. So, after you finish researching the topic, come back to your thesis statement and think what can be changed. A thesis statement is an important element of any paper, it is the framework that every paper is based on. So, it is extremely important to know how to make a thesis correctly. Follow our guidelines and you will learn writing a research paper without any problems!

The Dresden Triptych and Marcel Duchamp Coursework

The Dresden Triptych and Marcel Duchamp - Coursework Example The paper "The Dresden Triptych and Marcel Duchamp" focuses on The Dresden Triptych and Marcel Duchamp clip for the "Shock of the new". Dix massively applied the principles of realism, a movement that greatly influenced art at the time of his existence. The images of wounded and dead soldiers indicate how the war caused a lot of sufferings to the people. These were meant to sensitize people on the dangers and brutalities of war. Indeed, the experiences of soldiers during the World War I are a clear proof that this artist was concerned about catastrophes that made life quite challenging for the society. The second clip is about an interview in which Marcel Duchamp, a France artist, was giving an insight on his painting styles. True to his arguments, Duchamp produced quite controversial artworks that elicited mixed reactions from his supporters and critics. Having keenly listened to his arguments, I would like to point out that this artist really revolutionized the painting industry. H e did not join the bandwagon of European painters who merely concentrated on the physical outlook. Instead, Duchamp went ahead to produce 3 dimensional artworks that appealed to the eye and elicited mental thinking to the viewers. This was seen in paintings like the Nude Descending a Staircase and Portrait of Chess Players. These were not ordinary paintings, but were artworks which were produced to create a sense humor and express the ideas of the futurists and cubists that the artist in which the artist strongly believed.

Freedom of Speech and a Free Government Essay Example | Topics and Well Written Essays - 500 words

Freedom of Speech and a Free Government - Essay Example One of the areas that free speech is universally held as sacred is the freedom of religion or even the freedom from religion. (Matthew D. Bunker, 2001).One of the interesting facts of life is that the Supreme Court has never decided what free speech is. The court has allowed that free speech is associated with the search for truth. Even unpopular opinions are allowed the right of free speech. Freedom of speech is very important in the development of political stances that individuals might take.   Through freedom of speech various ideas can be developed and debated in order to establish a defensible position. It has been said that the right to express ourselves and the right of others to hear us contributes to the ordinary happiness of human beings, in general. With that being said, there are things not protected by freedom of speech. One cannot obstruct the recruiting or enlistment for people to serve in the military. Libelous talk or press and false advertising are also restricte d.   In general it is not permissible to wear gang colors to school or to wear anything that promotes hatred. Also not covered by free speech are personal threats of violence made against a government worker or an educator. The First Amendment of the American Constitution is perhaps one of the best known governmental documents of all time. The government as created by the representatives would be composed of three branches. The executive would be the leader of the entire union supported by a two house legislature.