Magazines play in women’s lives Essay

The woman’s magazine came into existence in the late eighteenth and early nineteenth century (Margaret Beetham, 1996 pg 6). They were generally aimed at the upper and middle class ladies, as these were the only women who had spare leisure time and the disposable income to purchase luxuries such as weekly magazines. During 1949-74 there were two extremely dominant themes in women’s magazines. First there was the overwhelming star billing given to love and marriage- and the family. Second there was the heavy emphasis placed upon the Self, and the responsibility ethic laid upon every woman to be the self staring, self finishing producer of herself (Marjorie Ferguson 1983 pg 44). It is clear from the beginning that women’s magazines promoted a picture of a ‘perfect woman’, which still exists today. One could argue the continued success of women’s magazines is due to the development of the magazine as a commodity. They have also become a crucial site for the advertising and sale of other commodities, whether nightgowns or convenience foods (Margaret Beetham 1996 pg 2). Women’s magazines play a vital role in many reader’s lives. But do they wrongly portray a perfect woman? Many women struggle to maintain a perfect home, their children and a happy marriage. One could argue women’s magazines both add to this pressure, and act as a form of advice to women unable to cope with what is expected from them according to the media and gender stereotyping. In the early years of women’s magazines the emphasis was put upon providing entertainment and practical advice. In this case the magazine fulfilled a role of a reference text, which women could refer to for recipes and other advice. The entertainment factor meant the magazines were viewed as a bit of light relief for women with busy lives. Janice Winship portrayed the role of women’s magazines in the eyes of the existing culture extremely differently. Men do not have or need magazines for ‘A Man’s World’; it is their world, out there, beyond the shelves: the culture of the workplace, of politics and public life, the world of business, property and technology, there they are all ‘boys’ together. Women have no culture and world out there other than the one which is controlled and mediated by men (Janice Winship 1987 pg 6). In this respect women’s magazines provide an insight into the ‘Woman’s world. ‘ The ‘woman’s world’ which women’s magazines represent is created precisely because it does not exist outside their pages (Janice Winship 1987 pg 7). Therefore the role which magazines play in this respect is of high importance to women. It acts as an escape into ‘their own world’ which suggests why women’s magazines have been so popular in the past and continue to be as successful today. Marjorie Ferguson argued that women’s magazines collectively comprise a social institution which serves to foster and maintain a cult of femininity (Marjorie Ferguson 1983 pg 184). She puts forward a much more positive view of women’s magazines and feels that the magazines purely identify their target market and then aim to provide their readers with ‘encouragement and entertainment to do with the business of being a woman (Marjorie Ferguson 1983 pg 184). ‘ It is clear from the above that in the past when women had little rights the role of the women’s magazines had a great importance to women. It enabled them to have a world of their own almost, a world which was not purely occupied with males. In today’s society where women have equal rights to men (supposedly! ) the role of their magazine is not nearly as important in their lives. It does continue to provide the same features although there is a world out there not purely controlled by men, therefore the role of women’s magazines is slightly less important in the day to day activities of women. One could claim it acts as light relief although the images portrayed in these magazines can lead to this portrayal of the ‘perfect woman. ‘ In today’s society, it is difficult not to examine one’s body and feel a sense of discontent if it doesn’t mirror the lanky images one sees in not only fashion magazines, but also all areas of advertising (Annie Doig 1998). Women are increasingly faced with images of ‘the perfect woman. ‘ The portrayal of women in women’s magazines all follow the same pattern, they have a well-groomed appearance and a slim body image. Media such as television, movies, and magazines are considered to be among the most influential promoters of the thin standard, given their popularity and accessibility to the people (Anne Marlowe1998). As women’s magazines have a massive influence on women’s self-concept many women quickly become dissatisfied with their body even at an early age. Ironically the ideal of feminine beauty which is being promoted is impossible for the average woman to achieve. This level of unhappiness can lead to an eating disorder in an attempt to conform with the publicised ‘norms. ‘ Between 1970 and 1990, there was an overall increased emphasis on weight loss and body shape in the content of a popular women’s magazine (Anne Marlowe 1998). This concludes that the roles of women’s magazines changed from traditional and entertaining values into portraying women as consumers and directly targeting women’s own anxieties to make money. Interestingly there is evidence to suggest that eating disorders, especially anorexia and bulimia, are most prominently seen in white women (Molloy 1998). One could claim a high proportion of women’s magazines are aimed at white females. They are not directly discriminative but you rarely see a black cover girl with features on how to cope with African hair types for example. This example outlines the impact these magazines have upon women’s self-perception. Males are also less likely to suffer with an eating disorder. This can be directly linked with the fact that male magazines are primarily concerned with leisure, pleasure and activities, in contrast as discussed women’s magazines focus on beauty, dieting and domesticity. Women are under massive pressure to conform to these unrealistic pictures of beauty. That in turn results in many women in narcissistic absorption with oneself- with ones physical appearance (‘The image of femininity in women’s magazines’ 1998).

Washington Redskins Mascot

WASHINGTON REDSKINS The Native American Mascot Controversy By Anna Yang Origin of â€Å"Redskin† The origin of the word â€Å"redskin† is debated. According to the  Oxford English Dictionary  (OED), the term â€Å"redskin† came from the reddish  skin color  of some Native Americans, as in the terms  red Indian  and  red man. The OED cites instances of its usage in English dating back to the 17th century and cites a use of  red  in reference to skin color from 1587. Multiple theories fight for prominence as to the true historical origin of the word.One theory, mentioned above, is that the term was meant as merely a physical indicator, similar to the words â€Å"white† and â€Å"black† for Caucasians and Africans, respectively. Another theory holds that it was first used by Native Americans during the 1800s as a way of distinguishing themselves from the ever-growing white population. An often mentioned third but not proven origin inv olves the bloody skins (red-skins) of Native people as â€Å"prizes,† in which they would be scalped after battle and their skins bought and sold in local towns.To date, there is no historical documentation or evidence to support this theory. Yet another theory is that the term â€Å"Red Indian† originated to describe the  Beothuk people  of Newfoundland who painted their bodies with  red ochre, and was then generalized to North American indigenous people in general. However, Smithsonian linguist Ives Goddard says the evidence to support such a claim is â€Å"unfounded† and further claims the term was first used in the 1800's. Washington Football Team: The Truth The Washington Redskins were originally known as the Newark Tornadoes and then the Boston Braves.Most accounts can agree that team owner George Preston Marshall changed the franchise name from the Boston Braves to the Boston Redskins in 1933 to recognize then coach, William â€Å"Lone Star† Dietz. Dietz, who claimed half-German, half-Sioux background, embraced what he perceived to be a Native American heritage. Marshall was a fan of his coach, Dietz, who was by most accounts a star in his day. However, one could surely debate if Marshall naming the team ‘Redskins’ in recognition of Dietz’s claimed heritage was truly an honor or not.Marshall himself had issues with race as the Redskins were the last NFL team to integrate in 1962. So, the age-old defense of the use of Redskins, regardless of the meaning behind it, goes that since the team was named in honor of â€Å"Lone Star† Dietz, and if he, being part Indian, didn’t mind, then everything is okay. But there’s the catch: Lone Star was raised as a â€Å"white man† who didn’t even become aware with his purported heritage until the latter part of his teenage years, upon hearing an argument between his adopted parents.In 2004, Linda Waggoner, a professor in American Mu lticultural Studies and Philosophy, wrote a 5-part series, â€Å"Reclaiming James One Star,† for  Indian Country Today  which investigated the validity of Dietz’s claimed Native American ancestry, bringing into light multiple false accounts from his early youth. The ultimate conclusion is that one can neither concretely confirm nor disprove that Dietz was any part Indian.But, Dietz embraced the Native American culture to the extent of dressing in full Indian regalia, including on the sidelines of some games, enrolling in Indian schools, taking a Native American wife, and becoming a well-known artist depicting life on the plains. Regardless, it seems silly that the use of Redskins hinges on whether one man may or may not have been a Native American in any way, shape, or form. Although Dietz’s true heritage has been questioned by some scholars, the Washington Redskins name and logo, which is a picture of an Indian, was officially registered in 1967.The Controv ersy In recent years, the name has become controversial, with some Native American groups and their supporters arguing that since they view the word â€Å"redskin† as an offensive racial slur that it is inappropriate for a NFL team to continue to use it, regardless of whether any offense is intended. Clarence Page of the Orlando Sentinel wrote in 1992 â€Å"[The Washington Redskins] are the only big time professional sports team whose name is an unequivocal racial slur. After all, how would we react if the team was named the Washington Negroes?Or the Washington Jews? †¦ It is more than just a racial reference, it is a racial epithet. † Many others believe that the name is a positive reference to the culture of Native Americans. Many Redskins’ fans say that it is a reference to the strength and courage of Native Americans. Some individuals who support the use of Native American mascots state that they are meant to be respectful, and to pay homage to Native A merican people. Many have made the argument that Native American mascots focus on bravery, courage and fighting skills rather than anything derogatory.Karl Swanson, vice-president of the Washington Redskins professional football team, declared in the magazine  Sports Illustrated  that his team's name â€Å"symbolizes courage, dignity, and leadership,† and that the â€Å"Redskins symbolize the greatness and strength of a grand people. † Steven Denson, director of diversity for  Southern Methodist University  and member of the  Chickasaw  nation, while not issuing a blanket endorsement, has nevertheless stated that there are acceptable ways to use Native American mascots if it is done in a respectful and tasteful manner.He states, â€Å"I believe it is acceptable if used in a way that fosters understanding and increased positive awareness of the Native-American culture. And it must also be done with the support of the Native-American community. There is a wa y to achieve a partnership that works together to achieve mutually beneficial goals. Despite vocal and legal action from Native American groups and scholars, the majority of people surveyed on the subject do not find the name offensive. Following the 1992 Super Bowl protests, the Washington Post posted a survey in which â€Å"89 percent of those surveyed said that the name should stay. In a study performed by the National Annenberg Survey, Native Americans from the 48 continental U. S. states were asked â€Å"The professional football team in Washington calls itself the Washington Redskins. As a Native American, do you find that name offensive or does it not bother you? † In response, ninety percent replied that the name is acceptable, while nine percent said that it was offensive, and one percent would not answer. Protests Soon after the name change, Native Americans started to write letters to owner Jack Kent Cooke, encouraging him to change the name.Others boycotted Redsk ins products and protested. At one protest, â€Å"Native Americans handed the fans redskin potatoes as they entered a Redskins game, suggesting that if the team will not change their name altogether, then they should at least change their mascot to the potato. Many of these events were led by  Suzan Shown Harjo  of the National Congress of American Indians (NCAI). Redskin’s owner Jack Kent Cooke responded to these pleas in an interview stating â€Å"There’s not a single, solitary jot, tittle, whit chance in the world that the Redskins will adopt a new nickname. There was a large protest at the 1992 Super Bowl between the Redskins and the Buffalo Bills. Since the game was held in Minnesota, the area's large Native American Population was able to voice their anger over the name. The American Indian Movement’s (AIM) Vernon Bellecourt was one of the main organizers and voices of the event. Before and during the game, approximately 2,000 Chippewa, Sioux, Winneb ago, and Choctaw, and other Native Americans and members of the local population protested. Some of the signs they carried read â€Å"We are not Mascots†, â€Å"Promote Sports not Racism†, and â€Å"Repeal Redskin Racism†. Legal ActionIn 1992, Susan Shown Harjo, President of the Morning Star Institute, joined forces with other prominent Native Americans as well as Dorsey ; Whitney law firm of Minneapolis and petitioned the U. S. Patent and Trademark office. They based their lawsuit on the idea that Federal Trademark law states that certain trademarks are not legal if they are â€Å"disparaging, scandalous, contemptuous, or disreputable. † The legal battle went on for seven years and in 1999, the judges canceled the federal trademarks of the Redskin name â€Å"on the grounds that the subject marks may disparage Native Americans and may bring them into contempt or disrepute. Upon the news that the Redskins had been sold, the owners appealed the decision to a district court in the District of Columbia in Pro-Football, Inc. vs. Harjo. The court reversed the decision on the grounds of insufficient evidence of disparagement. Subsequent appeals have been rejected on the basis of laches, which means that the Native Americans had pursued their rights in an untimely and delayed manner. If Harjo had won the case, the Washington Redskins would be able to keep the name and many of its federally trademarked rights, but they may have still lost out on millions of dollars’ worth of merchandise sales.

Minimum Efficient Scale Essay Example | Topics and Well Written Essays - 1250 words

Minimum Efficient Scale - Essay Example The MES is hardly ever a solitary output - more likely it is a range of production levels where standard cost is minimized where the firm achieves regular returns to scale. It varies from industry to industry depending on the type of the cost structure in a particular segment of the market. When the proportion of fixed to variable costs is very elevated, there is huge potential for dropping the average cost of production. The minimum efficient scale may be expressed as a variety of production standards, but its connection with the whole market size or demand will conclude how many competitors can successfully function in the market. If the minimum efficient scale is comparatively diminutive compared to total market size many companies can survive in the same space for example computer software companies. In other industries where the minimum efficient scale is quite large due to high fixed costs, only a few major players dominate the market place for example telecom and other basic materials. There is also likely to be enormous potential to take advantage of technical economies of scale. As a consequence the MES may be a high quantity of entire market demand. There may be an opportunity merely for single business to completely exploit the economies of scale obtainable in the industry. It is presumed for a natural monopoly that the long-run average cost curve falls constantly over a very great range of output. This is illustrated in the diagram below. Companies are able to exploit the market when the range of their minimum efficiency scale is high as this applies a barrier to entry. The higher the barriers to entry, the greater the ability of established firms to raise price above the long run average costs without letting the new firms enter the market this includes foreign competition too. Although production cost barriers are faced by both local and foreign companies, the foreigners face an additional barrier of tariffs levied by the government. As the manufacturers expand their scale of production, average costs decrease to minimum efficient scale that is to the optimal point. As they expand further than that, they become incompetently large, and face increasing average costs. Hence if we assume they increased too far, and finally settled at the minimum efficient scales they have oppressed all Economies of Scale, and Diseconomies of Scale, in manufacturing. Big firms can have lesser per-unit costs due to purchasing at bulk discounts example parts, indemnity, real estate, marketing, etc. and can also bound competition by buying out competitors, setting proprietary industry values. Looking at further examples, an automobile maker can buy millions of tons of steel at one point for use in forming engine blocks and store it for an indefinite period, if this will get a superior price. On the other hand, a florist can't buy millions of tons of matured flowers to put up for sale as they will shrivel before they are sold. This results in disparate interpretations of economies of scales for diverse types of companies. The size of a business may also alter over time, as industry and marketplace circumstances change. If a dealer finds a way to produce

OSHA Risk and Hazards Assignment Example | Topics and Well Written Essays - 2000 words

OSHA Risk and Hazards - Assignment Example 3) Part 29CFR Part 1910 standard 22 specifies several standards with respect to walking and slipping hazards in the workplace (Baron, 2011). Of these, 29CFR1910.22a(1) and 29CFR1910.22b(1) are the most applicable (Taylor, 2011). The reason for this is that these standards relate to the way in which designated walkways must be maintained and marked appropriately. 4) This can be accomplished by ensuring that standards are worked towards and that employees are provided with adequate training; concerning expectations of action for day to day operations. Random inspections can also help the firm to reduce the amount of risk that this particular set of hazards poses.   5) High severity level. The reason for this risk level being selected is predicated on the fact that mobility in the workplace is a function that nearly each and every employee values as a product of performing useful work. As such, any hazard to the quality of the walkways or hazards pertaining to slipping affect a large number of stakeholders. 1) Hazards regarding heat stress and strain and chemical burns relate only to specific employees within specific sectors of industrial production. As such, issues pertaining to damaged equipment, faulty inputs, lack of monitoring, failure to measure correctly, and other oversights are likely to contribute to issues relating to further hazards associated with these two previously denoted issues. 2) Those employees that find themselves working within industrial production areas or within construction arenas will be those which are most at risk. Yet, it should also be understood that there is an inherent risk for those employees/stakeholders, that work outside these zones as they could be negatively impacted by a breach of safety standards with respect to the aforementioned hazards.   3) Part 29CFR Part 1910 standard 132 specifies several standards with respect to the use of PPE (personal protective equipment) in dealing with high temperature or chemical substances.

Airborne express Case Study Example | Topics and Well Written Essays - 500 words

Airborne express - Case Study Example The company should consider acquiring technologies such as Digital Assisted Dispatch Systems (DADS) for the sake of increasing the effectiveness of their operation. Advancement in technology will also mean that they might be able to operate at lower costs. Given the fact that Federal Express has reviewed their pricing policy in the recent past, it will be in order for Airborne Express to do the same with their pricing policies. Federal Express adopted the distance based pricing which saw pricing for delivery being made on the basis of the distance to the point of delivery. Some of their customers have been inquiring about the same. However, it will be prudent for Airborne Express to come up with an offer that is even better than that that is being offered by their competitors. In addition to distance based pricing, the company might consider a pricing system that would see to it that the customers who frequently use their services are charged lower prices. This would imply that the more a customer used their services the more chances they had for paying less for the services. This will enable them to enhance customer loyalty. Another thing that the company needs to consider is taking advantage of the strike that led to the dismal performance by UPS. Given the fact that this is the time when UPS will definitely loss a number of their customers, Airborne should make sure that they are in a position to win them. One thing that the company should do is developing a good customer service that will enable them to know the areas in which their customers wish that they could improve in. This will be beneficial in reaching the expectations of the customers, thus earning their trust and loyalty. This can also lead to positive publicity which will attract new customers. Given the fact that Airborne Express does not pay any charges for landing, they should take advantage of the situation

Listeria monocytogenes Research Paper Example | Topics and Well Written Essays - 1000 words

Listeria monocytogenes - Research Paper Example The bacteria also infect animals, particularly ruminants (Low & Donachie, 1997). The name Listeria monocytogenes evolved from different names since 1926. Its former names were Erysipelothrix monocytogenes, Cornybacterium parvulum, Cornybacterium infantesipticum, Bacterium monocytogenes and Bacterium monocytogenes hominin (Uniprot Taxonomy, 2009). The genus Listeria was classified under the Cornebacteriaceae family until 1973. Molecular studies classified it as distinct and the Family Listeriaceae was created within the order Bacillales (Todar, 2009). Listeria contamination can be transmitted through animal feed, manure, mastitic cows, plant and animal products, and through bacterial biofilms. Prevalence of the pathogen in food processing plants is caused by the entry of raw meat and poultry from animals that are infected with Listeria (Dharmarha, 2008). The pathogen can cross to surfaces of floors, sinks, water, equipment, and workers. L. monocytogenes persists with time and contaminate the environment where processing wastes are disposed. Moreover, Listeria is able to survive even under low temperatures. Infected food sold to consumers can cause major outbreaks. Eating contaminated food allows the entry of L. monocytogenes into the digestive system. After ingestion, the immune system of the host is activated and targets the invading bacteria which are engulfed by phagocytes. Phagocytosis is a major response of cell-mediated immunity (CMI), which is mechanism against L. monocytogenes. CMI can be enough to prevent infection, but in cases where the immune system is compromised or weak, as in young children and the elderly, L. monocytogenes can evade the host defense system and cross the intestinal barrier (Dharmarha, 2008). L. monocytogenes is also able to cross the blood-brain barrier and the placental barrier resulting in infection of the brain (encephalitis and meningitis) and the unborn fetus

Polycyclic Aromatic Hydrocarbons (PAHs) Research Paper - 6

Polycyclic Aromatic Hydrocarbons (PAHs) - Research Paper Example Management of risks associated with exposure to PAHS depends on the levels and the duration of exposure. If an individual is exposed to acute high doses, decontamination and other supportive measures should be the basic objectives (Feng, Sun and Song, 2014). Decontamination should be carried out by washing up the individual and cleaning up the clothes. The skin of the victim should be thoroughly scrubbed with soap and water as soon as possible. The victim should also be isolated from a polluted environment to a place with clean air (Plant et al., 2012). Other supportive care such as pulmonary functional tests should be routinely carried out. X-rays to determine the level of damage to the lungs should be carried out also. For ocular contamination, the patient should be treated by irrigating the eye (Whitacre and Ware, 2008). If an individual has been exposed to low levels of PAHS for a long time, they eventually develop toxicity. For effective care, the patient should be taught about the risks associated with exposure to PAHS and how to avoid further exposure (Friis, 2008). They should be informed of the possibility of developing bronchogenic cancer and the additive effects of exposure to cigarette smoke and other related toxic agents. The parents should be made to follow-up periodic evaluations for treatment of symptoms associated with PAHS exposure. Risk communication to individuals exposed to PAHS should take into account the challenges associated with trying to maintain a balance between concern and undue alarm to the patient. This is because PAHS are complex, and hence it is impossible to predict their carcinogenicity based only on several of the components. Effective risk communication should involve a comprehensive education programme on the dangers of PAHS exposure. Medical surveillance of workers who are at the risk of exposure to PAHS should be done to inform them of the dangers of overexposure

The Meaning of Integrity Essay Example | Topics and Well Written Essays - 1000 words

The Meaning of Integrity - Essay Example In some cases, integrity has been used to refer to the work of art, a defense system, or a computerized database. When used on objects, integrity refers to the purity, intactness, and wholeness of a thing. Many different facets of integrity help people understand its different meaning. Various aspects and facets of a person’s life are attributed to integrity. In most cases, people speak of attributes such as artistic, intellectual, and professional integrity. Although the term has different facets that explore on its meaning, the most philosophical aspect of it is that it relates to the general character. Specifically, philosophers have attempted to understand what it is for an individual to demonstrate integrity throughout life. Many have tried to answer the question of what it is to be a person of integrity. In summary, the philosophers’ discourse about integrity revolves around two fundamental elements. The first element is the formal relation that an individual has to oneself and secondly, the aspect of acting morally, no matter what the environment is. A person of integrity is one that does what is right despite the pressures or challenges he finds himself into. Such an individual is not moved by emotions, but by a strong character that stands for moral purpose. One of the integration outlooks of integrity is the act of keeping self uncorrupted and self-intact. It is important to note that an individual is subject to many conflicting desires. If an individual acts towards the conflict desires, then he or she acts without integrity. Integrity requires one to destroy the sinful nature that is to fulfill human desires such as greed, corruption, and immorality just to name a few. Integrity requires one to make a sober decision between doing what is right and what is wrong. For example, one may endorse the desire to outlay and study, a desire to party or go to church, and a desire to be unfaithful or faithful. The decisions that human beings make depend so much on integrity that one possesses. A person of integrity is one that is not determined by the environment he is in, but chooses to do what is right in spite of the cost or challenge. Fully integrated people do not fall into victims of immorality, corruption, or greed. Rather, they try to do the best they can to live an appealing life. A person of integrity bases judgment on positive desires and commitments. Personal integrity demands one to stand for something. This explains why an individual chooses to do the right thing regardless of being in the midst of something or an environment that would push one to make the wrong choice. As philosophers view it, integrity is having regard on one’s role and respect over what is worth and valuable doing. It means doing the right thing at all circumstances and times regardless of whether someone is watching or not. It takes the courage for an individual to do the right thing at the right time, independently on the consequen ces. For years, many people have believed that it takes years to build integrity, but it only takes seconds to ruin and lose it. With this, it is important for one to safeguard his personal life to preserve integrity, which is costly to have. Every individual should strive to attain the reputation of integrity. At all cost, one should avoid people that ruin one’s reputation. A person should be conscious of his or her action as there are consequences that follow. Success may come and go, but integrity remains forever. Thus, as people work hard to be successful in life, they should also strive hard to attain integrity that helps one to achieve his intended goals. In workplace, integrity is a word that reflects on an employee’

Ethics and sustaibanbility Essay Example | Topics and Well Written Essays - 2250 words

Ethics and sustaibanbility - Essay Example Toyota got into a situation wherein disclosure could be damaging to both the company and to its customers. An ethical problem existed wherein a decision has to be made between what is bad and what is good. Toyota is also faced with a decision to act based on legality or efficiency of actions. The first steps in analyzing ethical issues are getting the facts to guide decisions and next are the appeal to values because the facts does not tell us what to do, but values directs us to moral issues of decisions. Documents showed that the Toyota knew of the problem with the sticky pedals in late September but did not issue a recall until late January. Why did they hide it from the public? Was it their intention to continue selling damaged vehicles and let buyers beware and face accidents? There is very little information on the internal events about the damage, who discovered it and other related details. What has been established is that Toyota knew of the damage as early as September of 2009 but made announcements only in late January in 2010. In five months time, there could have been accidents due to faulty breaks that could have been avoided. Individual groups who have important stake in the issue are customers of Toyota; the management and stockholders and the government. Some concerns that got Toyota into a mess, I believe, is the fear for outcome of decisions that would adversely affect Toyota’s operation. Those who will be affected by the first action are the Toyota customers who are facing dangers of accident due to faulty break system. Report said that there are about 2.3 million Toyota vehicles affected by the damage. In the second action, when Toyota announced to public the damage and recall of the cars, those affected are the stockholders and management. Confidence of customers on Toyota is threatened thereby there is a risk of decline of sales. Investors will also lose

Homework Essay Example | Topics and Well Written Essays - 750 words

Homework - Essay Example However, some of them might also lead to the country’s stunted economic growth. Should a government run a budget deficit? Running it would be government action. Not running it would be inaction on the part of the government. Government inactions could either be a good or bad move which could be justified in the resulting output. In other words, investment and accumulated capital, available resources, compatible institutions, technological growth, and entrepreneurship are either specific government actions or inactions that are potential sources of economic growth. 3. What factors affect productivity? Factors that would embolden productivity are economic policies. These include policies to Embolden Saving and Investment, growth through import investment, policies to control population expansion, policies to build up education level, policies to technologically innovate, policies to provide funding for research, and policies to maximize the economy’s openness to trade. 4. What are the key topics in macroeconomics? The key topics in macroeconomics are growth, business cycles, unemployment and inflation. 5. Describe fiscal, monetary, and structural policy. Fiscal policy is regarding changes in government spending or taxes, to make more active or slow down economy. Monetary policy helps influence the economy by initiating changes in the banking system’s reserves that would affect money supply and credit availability in the economy. Structural policy on the other hand focuses in general on economic productivity and growth. 6. Describe the factors that will affect demand and supply (in other words, what factors will shift the supply and demand curves). Factors such as income, prices of other goods, tastes and expectations are factors affecting demand. Those factors affecting supply are prices of inputs, technology, taxes and subsidies and expectations. Factors affecting demand are mostly those that consumers are looking forward prior to their purc hase. Factors affecting supply are in general would affect the creation of certain product or service offerings. 7. a. Explain thoroughly what the supply and demand curves represent. The supply curve is a representation of the relationship between price and quantity supplied while the demand curve represents the relationship between price and quantity demanded. Assuming everything is constant; supply curve will have the slope upward to the right. So, the quantity supplied should increase in response to the rise in price, in the absence of shift factors. Assuming other things constant, the demand curve slopes downward to the right, which means the rise of price makes the quantity demanded goes down. b. Draw a supply and demand curve for petroleum. Be sure to label all curves and axes. c. Draw the effect of a ban on petroleum imports on the graph drawn in part (b). Show the effect on price and quantity. Assuming the demand is constant, there would be a decrease of supply when there is a ban on petroleum imports. The result would be increase of price due to lack of supply as clearly stated based on the characteristic of supply curve. d. Explain the difference between demand and quantity demanded. Demand is a schedule of quantities of a good that will be bought per unit of time at diverse prices, other things cons

Thesis Essay Example for Free

Thesis Essay As technology continues to advance, computers are becoming more part of everyday life. Computers are everywhere at work, at school, and at home . Daily activities either involve the use of or depend on information from a computer. This maybe because computers are used in almost every field and profession like education and office works to perform large number of computer application . It is also the best solution for providing information and a way of communications in every individual and gives better understanding of some event s that can arouse the interest of some particular subject matter. The computerized world is a highly efficient one. The extensive records will not be a problem to a post industrialized society, likewise the unreliable and slow processing and preparing student record and enrollment summary of report. At Lord Immanuel Institute Foundation Inc. (FIILI) there are hundred students taking several year levels. The populations of the student in mentioned School are continued to grow which means also that an increase of records are handled by the Guidance Councilor. Clearly the manual system of enrollment and student record keeping are too much time consuming task. Computer can be considered as another instrument for developing a system like enrollment in every school. This can be a great help to those students, teachers and school who are handling many task from providing easier and faster access. Background of the Study LIIFI HISTORY. The Lobo International Institute Foundation, Inc. (LIIFI) was a non-profit, non-stock Foundation registered under SEC Registry NO. A2001112151, approved on August 15, 2001 it was conceived in God’s heart through the leadership of Rev. Paul K. Yoo and Dr. Elizabeth Z. Yoo despite of difficulties and trials during the period of conception. It has open evangelistic enrollment. The LIIFI started its operation June, 2002 for the school year 2002-2003 under government Permit No. 040, series of 2002, issued on June 20, 2002. On April 2, 2004, The Lobo International Institute Foundation, Inc. was finally recognized by the government under Government Recognition (R-IVA) No. 053 series of 2004 for the complete secondary course effective as of school year 2003-2004. The founders were under undue pressure to start the school in a short period of time allotted to them as there was a serious threat to land-grab the mission-owned property usually by a group who wanted to use the property for a for-profit school. During first three and a half years, the LIIFI was involved in a legal struggle for survival. Due to this strategic planning was set aside. All legal cases were settled in favor of LIIFI. â€Å"Now thanks be to God who always leads us in triumph in Christ and through us diffuse the fragrance of His knowledge in every place† (2 Corinthians 2:14). On October 18, 2011, the Office of the Regional Director of the Philippines Department of Education send a memorandum to the school with the following subject: â€Å"Private Schools Bearing â€Å"Foreign†/†International† in their Names† and mandated a name change: remove â€Å"international† but retain â€Å"foundation†. The school is in the process of changing its name to Lord Immanuel Institute Foundation, Inc. and will retain the LIIFI as an abbreviation. LIIFI VISION STATEMENT: From the LIIFI will come graduates who love God with all their heart, all their soul, all their mind, all their strength, and who will be part of the great army of the living God equipped by Him, as disciple-makers, in all areas of life to boldly extend His Kingdom with love to the end of the earth, to the end of the age, to the praise of His glory. â€Å"Then the Lord answered me and said; â€Å"Write the vision And make it plain on the tablets, That he may run who reads it. For the vision is yet for an appointed time; But at the end it will speak, and it tarries, wait for it; Because it will surely come, it will surely come, it will not tarry. † Habakkuk 2:2-3 LIIFI MISSION STATEMENT: A Christ-centered, disciple-making community empowered only by the Holy Spirit, the Lord Immanuel Institute Foundation, Inc. (LIIFI) seeks to fulfill the Great Commission through its students, staff, alumni and their families. Company’s Current Situation Computer as part of the innovation in technology manifests bigger changes in world, economies, banks and other manufacturing centers flourished due to the catching power of computers in the field of education, not all school can afford to have numbers of computer to update the school manual system, which somehow caused a lot of inaccuracy and inefficiency in the data processing records, rules and regulations, profiles, and programs. The present system of Lord Immanuel Institute Foundation Inc. is done manually such as the enrollment system and record keeping. From the time it was started to operate, they use the old system, the manual Enrollment system. Even nowadays, that they have computers, still they use it for proration of memos and letters. Purpose of the Study Today, innovations are based on computer-based technology and these are spreading globally. With the use of computer based technology, new knowledge-oriented learning styles are being prevailed to the people. Lord Immanuel Institute Foundation Inc. has been developing new effective ways on how to minimize time consume of enrolment . The purpose of this study was to design a computerized enrolment system for both Public and Private Institutions and to find out its acceptability in terms of construction design and functionality that will replace to the old manual system of Lord Immanuel Institute Foundation Inc. Objectives of the Study General Objective. To be able to develop an K-12 Enrolment System and Setioning for Elementary and High School that will be used of Lord Immanuel Institute Foundation Inc. (FIILI) and some other school that can use K-12. Specific Objective Specifically, the study aims the following: 1. To analyze the existing system by conducting a research and investigation in the institutions. 2. To be able to identify the common problems encountered in the existing system that will help in the creation and justification of the proposed one. 3. To design and develop a system that will provide the same task as to that of the existing and add thereof. 4. To show that the proposed system is technically, operationally and economically feasible for implementation. 5. To show that there is a significant difference between the existing and developed software. Hypothesis of the Study Hypothesis (Ha): There is a significant difference between the proposed and the existing system in terms of convenience, efficiency, speed and reliability in disseminating information. Scope and Limitations of the Study Scope. This study focused in getting relevant data including data of the students and computation of necessary fees, the system will able to print receipt and class list. It has an ability to save, record, and edit those data and important information about the students, teachers and school. Example: first name, last name, middle initial, section and Year level. The study covers the computerization of the activities, the enrollment system including student registration class list, principal’s report of total enrolment of students and receipt. Limitation. This study will be limited only to the boundaries of Computerized Enrolment and Permanent Record Keeping System of Lord Immanuel Institute Foundation Inc. (FIILI). The use of system is limited to principal, school librarian, faculty, school staff designated to do the work but in the side of faculty and school staff is for viewing only. And also this system cannot cover the computation of student Grades. Definition of Terms. Computer. Machine capable of the following the instruction to alter data, programmable device that can perform calculations and processing information. Database. Is a container to store your tables in. Enrollment. It is a process in which a student is being admitted to the institution. This includes the listing of information or data about the student and subject he/she will be enrolled. Information. Knowledge given or received of some fact or circumstances. Program. An algorithm that a computer can both follow directly and follow the translated version. Record. It is the collection of related field with information that usually pertains to only one subject. System. It is a group of interrelated components working together toward a common goal by accepting input and producing output in an organized transformation process. Software. It is a system utility or application program expressed in complete readable language. User. The person who uses a computer for word processing, communications, and other application. User–Friendly. A program easy to use even though an individual is not knowledgeable about the system. Visual Basic 2012 Ultimate. Scripting language or programming language that is used to design and create the system.

Consequences Of The Digital Divide Education Essay

Consequences Of The Digital Divide Education Essay The primary concern is exclusion; social and otherwise. Each year, being digitally connected becomes ever more critical to economic, educational, and social advancement. Those without the appropriate tools (in terms of PCs and Internet connectivity) and applicable skills will become increasingly disadvantaged. As ICT becomes ever more pervasive those elements of society without access will be further disenfranchised in terms of: Fewer employment opportunities Restricted access to information and support Increasingly basic facilities such as email, consumer services, financial services, etc. Reasons behind the Digital Divide At the most basic level the digital divide arises where individuals or groups of individuals have no or inadequate access to PCs connected to the Internet. It follows that addressing this problem by providing access should be a constructive measure in terms of reducing the divide. That being said the underlying causes of the divide are in all probability more complex. Research in the USA has identified the following issues: Income differences. There are wide disparities amongst income groups. The better off are far more likely to have PCs and Internet connections than others. Those with income in excess of $75K are 20 times more likely to have Internet access than those at the lowest income level. Education. The better educated are statistically more likely to have and use connected PCs. In particular those with college degrees or higher are ten times more likely to have access. Only 6.6% of people with an elementary school education or less use the Internet. Location. Rural areas relative to cities generally experience lower levels of connectivity. Rural areas in particular lag behind cities in terms of broadband access. Age. People over the age of 50 have been less likely to use PCs and the Internet. Less than 30% of this group were connected in 2000. Those over 50 and in employment are three times more likely to have access than individuals not in employment. Single parent families. Two parent families are more than twice as likely to have Internet access than single families. Further, the oportion in respect of female-headed single families in cities is significantly lower. Disabilities. Although 25% of the able bodied have never used a PC the proportion for the disabled rises to 60%. In general the disabled are half as likely to use PCs and have Internet access. Among those with a disability, people who have impaired vision and problems with manual dexterity have even lower rates of Internet access and are less likely to use a computer regularly than people with hearing and mobility problems. This difference holds in the aggregate, as well as across age groups. Race and ethnic groups. Large gaps exist regarding Internet penetration rates among households of different races and ethnic origins. Further, large gaps remain when measured against the National average for Internet penetration. Differences in income and education do not fully account for this facet of the digital divide. Estimates of what Internet access rates for this group would be had they had income and education levels in line with the Nation as a whole show that these two factors account for approximately 50% of the differences. Additional Factors Home access To the extent that the digital divide is a function of PC and Internet access it is appropriate to question the qualitative aspects of access. Internet kiosks for example may provide cheap Internet access and whilst appropriate for certain tasks they arguably provide a less satisfactory experience for other Web activities. The real question therefore becomes whether the type of access provided lends itself to the full range of activities available to connected users. It is possible that the divide will not be bridged unless home access becomes fully available. To the extent that this is impracticable an alternative would be to provide common access points capable of providing an appropriate experience. Broadband The digital divide is not just a function of access; speed of access is also important or is likely to become so. Until recently for most users the speed of access has been limited to traditional modems. Although modem technology has increased significantly over the last ten years and is now capable of offering data throughput of up to 56K bits per second that speed is a small fraction of what is likely to be required in the next few years. Unless this factor is recognised there is a danger that the current digital divide could be reduced merely to find that it re-opens due to a vast difference in speed available to some but not all users. In short the digital divide of the (not too distant) future may be one of access speed. Closing the Gap As indicated above, measures to provide appropriate access are likely to have a beneficial impact. Indeed US data from August 2000 claims that schools, libraries, and other public access points continue to serve those groups that do not have home access. The use of those facilities however is not uniform and they are more likely to be used by some groups than other. Equally given the complex nature of the underlying problems it is unlikely that improved access will of itself provide the whole answer. With respect to the UK it would be inappropriate to assume that the same underlying factors creating the divide in North America obtain albeit that there are likely to be strong similarities. Research is necessary (if it has not already been undertaken) to identify the true causes. Once identified targeted action can be taken by addressing the detailed needs of specific groups in particular locations. If, following research, home access was found to be significant element of the divide new strategies would need to be formulated to address that requirement. For example cut-down or recycled PCs could be offered in conjunction with community based Internet access lines. The infrastructual reasons for the lact of effective ICT in less econmically developed countries is the fact that there is a lack of secondary euquipment, suitable electric power, and training. This therefore leads to people not being as experienced in the technology they are using. Also, they depend alot on Multinational Corporations meaning they have to wait for the money then just using the money straight off. Also, it is much easier to purchase as you are buying a physcial package rather than downloading the package. Also, if you dont have internet access, this will be very useful. Also, microcomputers and personal computers have become very popular in terms of ICT because of the reduction in price. Computer-aid projects havnt been so successful. Extensive under-ultilization of equipment and major computer based projects have failed. It hasnt been as successfull in the majority of countries when it should only be the minority. These projects have failed because of the lack of secondary equipment, suitable electric power and training. Also, the governments of the countries involved havnt set up any strategic buying plans so everything comes in bluk or too little software comes meaning more or less people need training. Also, there is a lack of avaiable resources to maintain the ICT. Identified computer skills that are lack are; systems analysis, programming, maintainace, consulting, operational levels from basic use to management. The lack of buisness skills which are identified as a major problem is the fact that buisness are buying software which no one is trained in. They need to plan which software to buy, and whether their staff are trained in this area of ICT. Also, the employees have a lack of skills to begin with meaning they cant use the software.

Efficiency Reward Management in British Airways

Efficiency Reward Management in British Airways Competition in the airline industry has gone global and the market and industry dynamics have necessitated the need for companies to make concerted efforts streamlined towards ensuring that high quality goods and services are offered in the market at competitive prices. This has resulted in the adoption and implementation of several tools and strategies by British Airways geared towards the aforementioned goals attainment. One of the strategies that have been soundly embraced by British Airways is the effective and efficient management of human resource department in regards to the selection, recruitment and satisfaction of employees. This has been attained through an emphasis on work site wellness program within the company. These initiatives are aimed at enhance performance management within the company. Company Overview Stiff competition has pushed the airline industry to attain very high levels of service quality to their customers. British Airways has been left outside the bracket in this push to smoke away competition and remain a top provider of airline services. The market expectation levels are expected to improve with the increase in the complexity of travelers demands. British Airways has recognized that employees from its most prized assets and has attached the capacity to improve its performance on the ability to effectively and efficiently manage its of human resource department. The pivotal challenge faced by the company is its inability to become a truly transnational airline. The recent economic crunch, political uncertainties in the Middle East and managerial problems have negatively on its ability to improve on its current performance. However, despite the above challenges, Yahoo Finance (2010) illustrates that net profit for the company has improved from 72m Pounds in 2003 to $438 m in Pounds in 2007 and the earnings per share increased from 6.7 pence to 37.2 pence within the same period. Efficiency Reward Management in British Airways Reward management Chew and Teo (1991) state that a reward system expresses what an organization values and is prepared to pay for; it is governed by the need to reward the right things in order to convey the right message about what is important in terms of expected behaviors and outcomes. The importance of HRM has increased with time and the need to properly manage people is becoming a central focus within organizations today. This has precipitated competition amongst various organizations seeking to portray the best skills in peoples management. This has defined a new role for line managers whose roles in organizations have shifted from the traditional supervisory role to more advanced people resource management. To effectively take efficient steps in the recruitment and selection, employee relations, reward management, appraisal and performance reviews, line managers must receive the support of the HR specialists. The above discussions illustrate the high levels at which British Airways as gone to enhance high levels of performance through better rewards management. Reward systems within organizations are always based on how ones value to the organization. It is concerned with both financial and non-financial rewards and embraces the philosophies, strategies, policies, plans and processes used by organizations to develop and maintain reward systems. Most organizations make use of the term compensation to refer to pay or remuneration. There has been a noted problem with the term compensation in that it means rewards to the employee is only for making amends for the distasteful fact people have to work to make a living. In the analysis of Chew and Teo (1991) proposition for most people work is, in the main, a source for disutility, and they therefore require payment to compensate them for the time they devoted towards it. While this argument is true in its literal sense, it however fails to provide a complete definition of pay philosophy. This is because pay philosophy should take into consideration one competence and contribution, not just compe nsation simply because some none has worked for it. In appreciating that employee rewards takes into deep consideration of the organizations integrated policies and practices, rewards are best given according to market worth of an employee. In addition to that, the ones contribution, skills and competence should also form central measurements under which rewards systems can be based. The rewards scheme runs through the culture and philosophies of an organization and is developed within its framework with the aim of maintaining the best levels of pay, benefits, compensation and other forms of rewards. According to Carter (1988), reward system consists of financial (fixed or variable pay) and employee benefits, which together comprises the total remuneration. In addition to that, rewards system also encompasses non-financial components that include (recognition, praise, achievement, responsibility and personal growth). The non-financial components of rewards system also include performance management systems (Lafferty McMillan, 1989). The combination of the two; financial and non-financial rewards forms the total reward system. Deeper analyses of the reward systems reveal that it has five more components that include processes, practices, structures, schemes and procedures (Heskett, Sasser and Hart, (1990). The successful design, development and implementation of management decisions are very complex and at times daunting tasks for many managers especially when managing the most prizes assets of organization-employees. Usually, managers will be faced with daily problems that require the application of tools that will ensure for the successful operations irrespective of the sectors they manage such as the identification of the objectives of the organization, alternative means of achieving the stated objectives and the selection of the means that accomplish the objectives in the most efficient manner. The first process in the decision making process will entail the identification of the problem. The problem in dealing with employee rewards for the optimum benefit of the organization must enhance the ability of the organization to effectively achieve its objectives. Ideally, successful identification of the problem will encapsulate trying to delineate answers to questions such as what coul d be the causes of the problem, where this is happening, how it is happening, when it is happening, with whom it is happening, and why it is happening (MacNamara, 2008). In essence, this should be followed by an in-depth analysis of the delineation of the complexity of the problem, verification of the understanding of the problem; prioritization and understanding the role to be played towards the redress of the problem (Collins, 1987). In recognizing the fact that an organizations performance depends primarily on the quality of its management and employees, line managers appreciate the role of reward in improving the quality of management through generous rewards. British Airways knows that rewards alone cannot play the sole role of management quality improvement but this process demands with it a number of other factors for it to be fully realized. This is because, the culture, values, and management style of an organization, together with its performance management and employee development programs are equally important (Bureau of Tourism Research, 1989).ÂÂ  It is therefore true that reward management forms an integral part of quality management but cannot stand alone in an organization in ensuring quality management. Reward management is one of the central management issue British Airways top management has over the year managed excellently. Effective reward management not only motivates the employees but also depicts harmonious management style the company is applying to capture and succeed in the market. In addition, the recruitment and retention of best talents take precedence in the business. According to Debrah (2005), The reward or compensation people receive for their contribution to an organization includes monetary and non-monetary components. Remuneration does not simply compensate employees for their efforts it also has an impact on the recruitment and retention of talented people. In this regard, reward management within British management calls for brilliant strategies to ensure that it succeeds. Towards this, the company has employed a number of strategies to help successful implement this program. These strategies include controlling reward, monitoring and evaluating reward theories, managing development of reward system, devolution of line mangers for responsibility for reward system (Hollings, 1998). Controlling reward British Airways has got a good reward management control strategy. Control offers the opportunity to plan and execute reward in a more organized and logical manner which reflect the spirit and mission of the company. According to Gabriel (1988), employers and managers should pay attention to their employees and special attention to the best employees. This is done to encourage good performers, to push them to greater heights. Positive recognition for people can ensure a positive and a productive organization. The recognition of outstanding performance aims to create an understanding of what behaviors might add significant value to the organization and to promote such behaviors. Awards- monetary and non-monetary should be given based on the achievements and accomplishments of workers. Effective reward management calls for effective and strategic management to ensure that the programs not only succeed but also offer a good platform for other companies to emulate. This is an entrenched culture within British Airways aimed at ensuring employee performance improvement. In controlling the rewards, the organization benefits a lot from such an initiative. The befits that come along as a result of reward control include offer of the best opportunity for strategic planning, ensures continuity of the reward system, it is effective in the process of the reward scheme evaluation. Monitoring and evaluating reward theories The process of monitoring and evaluating reward theories demand good management practices from the line managers. In British Airways, This process is ideally inclusive of the major parties to the problem and will involve holding a brainstorming session where the possible solutions to the problem are all presented and analyzed. Bowen (1986) has advised against passing judgment on the possible solutions as presented at the earliest stage of evaluating rewards so as to provide chance for possible solutions and errors that could be omitted. The selection of the reward within British Airways considers best alternative to resolving the problem is the next stage and is essentially where the possible solutions advanced are analyzed and dissected in details. In the selection of the best alternative, the line managers within British Airways takes into considerations the approach that is likely to resolve the problem in the long run, the most realistic solutions, the resources available, time a nd the risks associated with each alternative (McNamara, 2008). Managing the developing reward system Initiating a reward program in most organizations has been easy but managing and developing the rewards comes along with many challenges. This is because reward systems must be well developed and enhanced to reduce employee conflict (Irwin, 2003). In British Airways, this involves assessing how the situation will be once the reward has been initiated and looking for possible weaknesses within the reward scheme. This process is well handled within the British Airways by a pool of highly trained line managers. Essentially, this will entail a careful consideration of the best way to implement the new reward policies and procedures, what resources are desirable in terms of people, facilities and finances, time, who will drive the process, and the person in who will be responsible for the success of the plan. It is imperative that the action plan is communicated to all the stakeholders who will be affected by the new changes within and without the organization to limit the possibility of conflict and take into consideration all the divergent views. Communication within the British Airways values the culture and takes into consideration the major drive within the Airline industry which centrally aims at providing the best competitive work environment to the employees. Devolution for line managers The success of reward schemes and projects has to a large extent relied on the interests, support and commitment of the senior management within the British Airways. This is in order to ensure that everybody in the project team and indeed the whole employees are focused and committed. Most reward schemes within organizations are sometimes conceived, funded and developed without appropriate senior management involvement or approval. Naila (2009) has for example noted that some projects go forward without the management clearly conceptualizing what the project entails. A distinction between mere approval and commitment should be clearly discerned so that the projects run smoothly. According to Kerzner (2006), most projects fail when the senior management lacks a clear understanding and a paucity of the projects perceived benefits, risks and difficulties. This is fundamental because the management plays a central role in costs appropriations and budget allocations for project activities . This means that while the projects approval may actually have been acquired, in the euphoria of getting the projects approved; some of the risks may be ignored or glossed over. Efficient project cost management especially in the field of IT should however ensure that projects approvals are not based on hype and unrealistic calculations but on a framework that encapsulates a realistic assessment of the projects. These remain the central themes within British Airways that define its culture and its reward schemes. Interviews in selection and recruitment The most frequently used selection method in most organizations and companies, with British Airways being no exception, is the interview. The company employs this selection process in selecting and recruiting personnel in the top management positions such as departmental managers. Interviews occur when a candidate responds to questions posed by a manager or some other organizational representative. In an interview, common areas in which questions are posed include education, experience and knowledge of job procedures, mental ability, personality, communication ability, social skills as well as the knowledge of current affairs. The recruitment process within British Airways as a close nit process that enasure only the best is recruited. This is ullusterated below by Guemier and Lockwood (1989). Quality Performance Measurement The capacity to understands and measure performance of an organizational policies is crucial for the success of any business. These measures should include process performance and improvements that can be seen by customers. The importance of performance measurement is important to ensure that customer service is given, to set individual team and business objectives, highlight problems and failure in the processes, provide the needed stimulus for continuous growth and provide benchmark for establishing comparisons. To effectively carry out quality performance, an organization must understand the component of quality costs. These is because the capacity to show that quality system is effective, find more efficient ways of working and get it right from the first time are fundamental in the processes. Performance measurements include four quality costs such as prevention costs, appraisal costs, internal failure costs and external failure costs. Through the application of EFQM that recognizes the fact that there are many approaches to achieving sustainable excellence, British Airways has extensively made use of this non prescriptive framework to analyze its quality performance measurements. This process has been carried out using leadership in at the fore front while enablers include people, policy and strategy partnership and resources who are subjected through a process. The results for the performance of the reward policy within British Airways are then measured by peoples results, customer results and social results. These generate key performance results that are generated through three result components. The tool that was preferred for this process was Radar Scoring Matrix that was capable of covering all aspects of results, approach, deployment, assessment and review. The five poor causes of quality include wrong application of measurement tools, poor combination of enablers for the process, poor leadership, inability to establish a measurement process and failure to engage of all employees in the process. Conclusion The world over, organizations and business enterprises are experiencing major economic crunch and environmental upheaval such as deregulated industrial regulation systems, globalization, competition and technological advancement. These economic, social and political circumstances have precipitated a complex and sophisticated of overlapping and concurrent interventions that are radically changing the existing structures, cultures and job requirements. In response to this dynamic and rapid change, managers need to approach the selection and recruitment from a strategic perspective. Recruitment and selection strategies, process and policies should be integrated within the company human resource department and the organization culture. These have been entrenched in the operational culture of British Airways. In the Airline industry, there is need to streamline the operations to embrace the dynamic changes in selection and recruitment. These changes include new strategies on selection and outsourcing. British Airways has been successful and continue to gain more ground in the world market due to its strategic planning and management. This paper has given a comprehensive and in-depth analysis of the role of the human resource department in the selection and recruitment with special reference to British Airways.

Essay --

â€Å"Vision without hard work is just dreaming. Hard work without vision is just wasting time but hard work along with vision creates wonders.† This famous saying has been the ‘Divine Force’ throughout my life, helping me to lead the way to a successful track. Right from my childhood I was captivated by the power of electronics that has been influencing human life. I always thought of its possibility and this curiosity motivated me to learn more about the functioning of the electronic devices. The all time fascinating cell phones attracted and created interest in me towards learning the possible ways of communication that takes place with the help of Satellites. The enthusiastic I was eager to know about the concept behind their functioning and in due course of time the basic questions were answered but many new complex questions started haunting me and so is the reason for me to take up Electronics as my stream during the term of under graduation. During my schooling, I had special interest towards Mathematics and Science. The first sense of my achievement came when I stood among the top two students of my school in the Secondary School Examination (10th standard). I secured 92.16 percentage (%) and scored 97 on a scale of 100 in Mathematics. My predilection for Mathematics prompted me to opt Physics, Chemistry and Math, as my major subjects in the Higher Secondary Examination (10+2) where I worked even harder and could complete it with an aggregate of 89.6 Percentage (%) . I always felt that Engineering would be the right area for me to survey, learn and understand the fundamentals of science in order to create and enhance even the petty aspects of technology and sue for its application both in practical and real purposes. So I had... ...truly shape myself into a professional to reach your standards. It is my desire rather than coincidence that I apply to your university and I believe that I would be a suitable applicant for Research work in the university since I’ve always been inclined towards practical tasks and also exhibits the everlasting quest to learn more all the time. In return, I assure that the university will find me a student, who would contribute to the excellent track record. My admission to your university will provide me to move towards my career objectives. I can perform to my best and meet the high standards set by your university. I request you kindly to consider me for any form of financial assistance, as it would be of great help to me. In an anticipation that you would consider my request so as to pursue my higher education in a well equipped and reputed University as yours.

The Disastrous Attributes of Shakespeares Macbeth :: GCSE English Literature Coursework

MacBeth - Disastrous Attributes Character or fate.   Which of these two forces (external or internal) led to the downward fall of a great military hero and worthy Thane, Macbeth, turned evil and murderous when led astray by the prophecies of three old witches.   Some people argue that Macbeth is the victim of fate, while others argue that his character decides his downfall.   The argument for fate is strongly led by the actions of others, with Lady Macbeth being the prime influence on Macbeth. While the opposition is led by Macbeth^s troubled conscience, his own internal conflict and his hamartia.   It is clearly visible that Macbeth^s own character is at fault for his tragic downfall.   It is the opinion of many, that Macbeth is a victim of fate.   These critics state that Macbeth is heavily influenced by his overpowering wife, Lady Macbeth. Macbeth decides that he cannot kill Duncan as he is his "kinsman, and his subject"(Act 1,Scene 7: 13) yet Lady Macbeth taunts him saying:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   "I have given suck, and know   Ã‚  Ã‚  Ã‚   How tender ^Ñtis to love the babe that milks me :   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   I would, while it was smiling in my face   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚   Have pluck^Ã’d my nipple from his bone less gums,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   And dash^Ã’d the brains out, had I so sworn   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚   As you have done to this"   (Act 1, Scene 7: 54-59) This graphic view of the extent to which Lady Macbeth would go to keep a promise would have been more accepted in our society than in that of Shakespeare.   In the days of Shakespeare,   women had no business arguing with their husbands and even less often was their argument or threat taken into consideration.   Men were   the "be-all" and "end-all" and this speech made by Lady Macbeth would have been of little persuasion.   The Macbeth of Shakespeare was a military man, strong in his views and opinions and was definitely a victim of his own character.   Conversely,   Macbeth was warned of his assuming downfall by his weary conscience.   On three occasions his conscience wearied him. Firstly, with the vision of the dagger before the murder of King Duncan.   Macbeth is horrified and says:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   "Is this a dagger, which I see before me,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚   The handle toward my hand?   Come, let me clutch   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   thee.   I have thee not, and yet I see thee still."   (Act   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚   2, Scene 1: 33-35) This clearly shows the way in which, subconsciously, Macbeth knows his future actions are wrong and not acting on the warning signs of his The Disastrous Attributes of Shakespeare's Macbeth :: GCSE English Literature Coursework MacBeth - Disastrous Attributes Character or fate.   Which of these two forces (external or internal) led to the downward fall of a great military hero and worthy Thane, Macbeth, turned evil and murderous when led astray by the prophecies of three old witches.   Some people argue that Macbeth is the victim of fate, while others argue that his character decides his downfall.   The argument for fate is strongly led by the actions of others, with Lady Macbeth being the prime influence on Macbeth. While the opposition is led by Macbeth^s troubled conscience, his own internal conflict and his hamartia.   It is clearly visible that Macbeth^s own character is at fault for his tragic downfall.   It is the opinion of many, that Macbeth is a victim of fate.   These critics state that Macbeth is heavily influenced by his overpowering wife, Lady Macbeth. Macbeth decides that he cannot kill Duncan as he is his "kinsman, and his subject"(Act 1,Scene 7: 13) yet Lady Macbeth taunts him saying:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   "I have given suck, and know   Ã‚  Ã‚  Ã‚   How tender ^Ñtis to love the babe that milks me :   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   I would, while it was smiling in my face   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚   Have pluck^Ã’d my nipple from his bone less gums,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   And dash^Ã’d the brains out, had I so sworn   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚   As you have done to this"   (Act 1, Scene 7: 54-59) This graphic view of the extent to which Lady Macbeth would go to keep a promise would have been more accepted in our society than in that of Shakespeare.   In the days of Shakespeare,   women had no business arguing with their husbands and even less often was their argument or threat taken into consideration.   Men were   the "be-all" and "end-all" and this speech made by Lady Macbeth would have been of little persuasion.   The Macbeth of Shakespeare was a military man, strong in his views and opinions and was definitely a victim of his own character.   Conversely,   Macbeth was warned of his assuming downfall by his weary conscience.   On three occasions his conscience wearied him. Firstly, with the vision of the dagger before the murder of King Duncan.   Macbeth is horrified and says:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   "Is this a dagger, which I see before me,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚   The handle toward my hand?   Come, let me clutch   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   thee.   I have thee not, and yet I see thee still."   (Act   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚   2, Scene 1: 33-35) This clearly shows the way in which, subconsciously, Macbeth knows his future actions are wrong and not acting on the warning signs of his

Who Moved My Cheese? Essay -- Book Reviews Spencer Johnson

Change is one of those unique subjects that can be perceived differently by any one individual. You might ask three people what their personal definition of change is and receive three different answers. Some people offer very little resistance to change, they consider it the spice of life; it prevents stagnancy and maintains excitement through diversity. Some people view change like the U.S. viewed Russia during the cold war, as an inevitable threat that we must constantly monitor and prepare for. Other people react to change like an ostrich reacts to danger. They just stick their head in a hole and pretend it doesn't exist. Change is constantly happening all the time to everyone in someway or another. Whether or not change is accepted does not alter the fact that it exists however the way you accept change can alter the way you exist. The book titled, Who Moved My Cheese?, written by Spencer Johnson, M.D. is a parable that reveals how change is dealt with differently by individuals. In this story there are four characters, two mice named Sniff and Scurry and two "little people", named Hem and Haw, who are about the size of mice but act and think much like humans. These four characters are in a maze searching for cheese. The cheese is a metaphor for the things that make you happy in life like a successful career, happy marriage, financial security, materialistic possessions etc. The maze represents where you might be looking for these things for example your company, home, or town. Change plays a key element in this parable. Change happens when the four characters run out of cheese, which was once abundant at their location in the maze. Each of the characters reacts a little differently to this change, some reactions ... ... than not people much like Haw find that their fears are of lesser threat than they have imagined them to be. Many times fear is only a self-contrived obstacle that prevents personal progress. Whether or not change is accepted does not alter the fact that it exists however the way you accept change can alter the way you exist. Hem's existence was obviously negatively affected by his inability to accept change. The mice quickly moved on to a better existence after accepting change without hesitation. Haw learned that his hesitation to acceptance of change caused him precious time without cheese. As Haw learned in the parable, accepting change, anticipating change, being aware of change and enjoying change can lead to living a happier and more prosperous life. Works Cited Johnson M.D., Spencer. Who Moved My Cheese? New York: G.P. Putman's Sons, 1998,2002

Motivation and Control: The Police Supervisor’s Dilemma

Is there a relationship between the amounts of control desired in a police organization and the ability of police officials to create a motivating environment among rank-and-file officers? If so, how is balance arrived at between these two apparently opposite concerns in police organizations? I believe that the relationship between the control which is desired and the ability to create a motivating environment. It is not a clear cut relationship and it can cause problems within the organization and for the employees. The problem with this relationship is that while the people in charge of the organization want a specified amount of control, they cannot accomplish this without some repercussions. The difficulty lies within how to gain this control without completely alienating every employee who works within the organization. The important part of the relationship is to compromise and understand that the officers have needs which must be addressed. An example of how important that these two needs are met shows in Maslow's Needs Theory. (Stojkovic, Kalinich, and Klofas, 2003). Maslow asserts that the officers have the â€Å"need to feel safe in their environment and free from and threat of attack by aggressors. † (Stojkovic, Kalinich, and Klofas, 2003). The relevance of this to the relationship in question is with Captain Frebe's new strategy to micromanage the officers. This also forces the hands of the sergeants' to take the lead as the overseer's of the micromanagement. The officers and sergeants believe that they are being attacked by an aggressive force, and therefore, their lower needs are not being met. This causes the higher needs to decrease. A balance will not be found with the current strategy that Frebe is using. It makes the officers believe that they cannot be trusted to do their jobs. While there were a number of officers who were not doing their jobs, the changes impacted those who were doing their jobs. The system is too complex. Instead of fixing the situation, it only made it worse. The employees believed that they were unable to do their jobs because they were being micromanaged. The sergeants were angry because the fact that they were being pulled away from their duties to watch the officers and write reports about the officers performance. This was a noble idea, but it was demanding an excessive solution for the situation. If Frebe had requested that the reports were written on a less frequent basis it may have been easier to deal with. For instance a compromise could have been reached if Frebe had solicited feedback before the situation became out of hand. It would have been helpful if Frebe asked the Sergeants and the officers for their input to solve this problem. How could have Captain Frebe instituted the mechanisms for officer accountability without alienating officers? What role do officers have in creating a motivating environment within police organizations? Captain Frebe‘s first mistake was to not ask for advice or for input before implementing such strict changes. The mandatory odometer readings and the quotas for tickets seemed to be an excessive change to implement. There were some officers who were not doing their jobs, but most of the officers were doing a good job. There were other methods that should have been researched before this was implemented. One method could have been the use of the reflection of their â€Å"work performance in their pay raises. With this technique the â€Å"low ratings will hit him in the wallet† (Stojkovic, Kalinich, and Klofas, 2003). Many people are motivated by money, and for those who choose not to do their job up to standard would be paid accordingly. The other option would be to use positive feedback for a job well done. The use of positive feedback can bring and officer a† personal sen se of accomplishment (Stojkovic, Kalinich, and Klofas, 2003). Officers are either going to be motivated or not motivated. â€Å"There is no such thing as motivation† (Stojkovic, Kalinich, and Klofas, 2003). A saying that comes to mind is â€Å"I can not motivate my guys, the only thing I can do is provide them the opportunities and the environment to become motivated. † While it is not only up to the officers to be motivated, they must have others around them who encourage them in their endeavors, and appreciate the hard work that they do. The main concern is that the needs are being met of the officers, and of the organization. There is a dire need of safety and security within the environment of the policing organization. With the dangerousness of the job, officers should at least have the guarantee that while they are in the station and out doing their job that they can do it in the safest manner possible. With the added stress of monitoring so many aspects such as odometer readings and quotas, it could cause any good officer to become seriously stressed out. The officers may also take part in groups such as â€Å"Quality Circle groups† (Stojkovic, Kalinich, and Klofas, 2003). These are groups which enrich the officers and their work experience. It is an organization that promotes the â€Å"well being of the workers. These are beneficial groups who meet on a regular basis with non management members to â€Å"identify, analyze, and recommend solutions to problems within the agency. † These types of groups can make the employees feel that they have a safe haven within their reach to address concerns. Is it true that you really cannot motivate persons in organizations? If this statement i s true, then is there any role for administrators and managers in the motivation of their employees? Are there unique concerns that face police supervisors that make motivation of employees difficult? If so, what are they, and how would you address them? According to the text, there is â€Å"no such thing as a motivation. † (Stojkovic, Kalinich, and Klofas, 2003). I do believe that people who are motivated are that way because they want to do their best, this is regardless of the circumstances. It would take a great deal to cause a self motivated person to become a quitter, there is room for managers and administrators within the organizations. However the managers and administrators are not there to motivate, they are there to make money, sell a product, or maintain the organization. It does not mean that they aren't concerned with the employees but the bottom line of getting the job done seems to be the priority. There are definitely concerns within the responsibilities of a police supervisor. They are ever-changing, with time, and with the type of employees. By this I mean that the supervisors may work better with some employees than others. However, in this type of position there cannot be favoritism, you must work and deal with everyone, regardless of whether or not you cannot stand them. The trick is how you approach the situation, hence, the employee. If you remain objective and fair, by removing yourself from a personal relationship with the subordinates it will be easier to see them on an equal level. I think that the biggest issue overall is getting your employees to do what you want without firing everyone and starting over! This is a huge obstacle. I have heard many times of organizations doing what is sometimes referred to as â€Å"cleaning house. † I believe that this should be a last resort tactic. I personally like to believe that most people want to do what is right, and given the right opportunity and environment they can learn how. I personally hate micromanagers, and I would most likely never use this tactic. I figure that if I have to micromanage an employee that they are causing problems, they do not know their job, or do not care about their job. The first option would be to offer the employee more training, not more of my micromanaging services. There is always the possibility that the employee is unsure about a procedure and needs extra help. I would try several techniques before I gave up. There are many ways that a situation like this could be addressed. I would pull the employee into a meeting so that he or she could discuss the issues, and possible solutions. I would do everything on my end to make sure that I addressed all the issues. I do not believe that people should be given up on. I know that there are many other situations a person in this position could be faced with. However, my solution would be to analyze the situation, ask questions, offer help or fins assistance, and take it from there. I believe that people should be treated as people, not just another number.

Research proposal and literature review

Abstract This research proposal consists of several parts that provide a relevant direction for the development of a research project on the topic of talent management and knowledge management in contemporary organisations. The first part introduces the mentioned topic by providing adequate background details that aim at exploring the direct link between talent management and knowledge management initiatives used by companies. The second part is the literature review consisting of solid evidence obtained from management literature. The third part of the proposal includes the proposed research methodology, which is quantitative in nature, as the selected data collection method is survey. Advantages and disadvantages of this type of research methodology are clearly outlined along with the suggested model of data analysis. Part 1: Introduction and Background The present study intends to explore the close relationship between talent management and knowledge management as related to the constantly developing HR field. It is important to understand how the implementation of knowledge management activities can contribute to better functioning of modern organisations especially in terms of talent management procedures and reinforcing the potential of employees (Arthur, 2012). It can be indicated that the combination of talent management and knowledge management is beneficial for the operations present at companies (Aiman-Smith et al., 2006; Analoui, 2007). Talent management has been found useful to motivate employees to demonstrate their skills, as this would be possible through raising awareness about the importance of knowledge management. Different knowledge management concepts can be identified as directly related to talent management initiatives in organisations (Analoui, 2007). Such concepts are related to recognising the potential of k nowledge employees, presenting adequate orientation to create and share knowledge as well as demonstrate activities pertaining to the retention of solid knowledge. For that reason, the purpose of the study is to demonstrate the relationship between talent management and knowledge management. This issue has been adequately explored in the literature in an attempt to find out essential aspects pertaining to each of the two concepts (Armstrong, 2007). Yet it is expected that the present study can provide significant insights into different methods and strategies that relate to using the advantages of talent management and knowledge management in practice (Ingham, 2006). Three main research questions are identified for the present study: Research Question 1: What is the relationship between talent management and knowledge management in the context of contemporary organisations? Research Question 2: How can knowledge management contribute to extending the impact of talent management initiatives across organisations? Research Question 3: How can organisations improve the aspect of learning among employees as well as empower them? Such research questions are considered helpful and thus will be covered in the study by providing adequate answers. Specific objectives are identified for the study: To assess and enhance the impact of both talent management and knowledge management initiatives across organisations; To determine employee contribution and attitude towards the functioning of the organisation and outline of specific strategic goals; To include a series of recommendations on how the relationship between talent management and knowledge management can be enhanced to achieve optimal results Part 2: Literature ReviewIntroductionThis section of the study outlines major points related to the connection between talent management and knowledge management as outlined in the literature. The introduction of knowledge management programs is found beneficial to develop and enhance mechanisms of talent management initiatives. This in turn will result in more empowered employees who tend to be more satisfied with their job and thus more productive in the long term. A substantial part of the literature review section refers to exploring the link between talent management and knowled ge management. The emphasis is on the attitude demonstrated by employees regarding the combination of these two essential concepts of the HR field.The Link between Talent Management and Knowledge ManagementIt has been argued that talent management is mostly associated with enhancing the potential of new employees as well as recruiting and retaining existing ones. In the process of retaining employees, the focus is on the most competent and qualified workers in the organisation. Other elements emphasised by talent management include educational and training opportunities, progression planning, and organisational expansion (De Wit and Meyer, 2005). The benefits of talent management have been recognised in the literature (Aiman-Smith et al., 2006). Such an activity is subject to control by the HR department. Researchers have focused on the optimal ways that can be used to expand the skills of their employees, which would be possible through the development of relevant strategic objecti ves (Analoui, 2007). Organisations should be adequately prepared to correspond to any changes or aspects of financial performance. The contribution of talented employees should be considered in the process of organising adequate talent management and knowledge management initiatives. In addition, researchers have argued that the interrelation of knowledge management and talent management is mostly maintained for the accomplishment of particular strategic goals (Aiman-Smith et al., 2006). As a specific area in the HR field, talent management requires significant attention in order to utilise the optimal potential of employees in the workplace. On the other hand, knowledge management has been perceived as introducing regulatory mechanisms that can facilitate or motivate employees to achieve their full potential. This can be done through the creation, accumulation and application of solid knowledge mechanisms in the organisational context (Aiman-Smith et al., 2006; De Wit and Meyer, 2005). It has been identified that knowledge connection management is a specific field within the broad domain of knowledge management, as it has been considered such differentiation is important to expand the knowledge in modern organisations. The focus of employee performance has been emphasised in the literature especially in a direction of recruiting talented employees and advancing the possibilities of information technology (Evans et al., 2007). As a result, companies would be able to use and share knowledge in an efficient manner. The idea is to enhance organisational performance at all possible levels (Haesli and Boxall, 2005). The effective execution of talent management and knowledge management in organisations requires an adequately constructed process, which is related with the identification of talented employees, creating solid knowledge base, and sharing such knowledge efficiently. In addition, it is important to motivate employees to practice such knowledge in the best possible manner by demonstrating creativity and innovation. According to research, knowledge management mechanisms can be rather effective if they are combined with models of talent management and thus focused on the capabilities and structure of organisations (Green, 2000). It can be argued that knowledge management mostly relates to essential aspects of technology development and organisation, with the utmost goal to create adequate knowledge procedures across organisations. It is significant to note that successful knowledge management can be achieved if companies ensure efforts to combine these two areas of the HR field (Frank and Taylor, 2004). Knowledge management application can help organisations manage their knowledge base properly, while talent management application can reinforce the talent of employees and supervise them accordingly (Evans et al., 2007). In this context, it is important to differentiate some of the most viable knowledge management competencies to include dimensions of organisational behaviour, structure and empowerment of knowledgeable employees.Knowledge Management and Organisational CapabilitiesKnowledge management is a dynamic area of the HR field pertaining to the identification of essential capabilities and dimensions of organisational performance (Frank and Taylor, 2004; Green, 2000). The most relevant idea is to generate knowledge principles continuously, which would contribute to better functioning of organisations. The HR department is usually responsible for raising awareness regarding the importance of knowledge management and knowledge creation at all levels of the organisation (Evans et al., 2007). Therefore, it would be possible to identify knowledge management mechanisms as rather structured in nature as well as controlled by managers with the purpose to manage and control knowledge effectively. The process of accepting certain knowledge forms may be challenging, but the combination of knowledge management and talent management can significantly facilitate the performance of organisations (Evans et al., 2007). Knowledge management indicates the necessity to ensure constant reinforcement of certain HRM activities. Researchers have argued about the importance of measuring the performance of each employee especially through feedback, which has been found effective not only for the organisation but also for the professional development of employees (Frank and Taylor, 2004). In terms of performance, it has become important to implement a relevant strategy and present a strong vision; hence, companies are expected to introduce clear strategic goals for future initiatives that can combine successfully talent management and knowledge management. As a result, this would improve both the external and internal capabilities of the organisation, as shown in the literature (Green, 2000). However, short-term and past-oriented financial pointers cannot become distinctive indicators that can appraise the overall company’s performance anymore. In this context, intangible assets such as knowledge management and talent management rather than tangible financial assets are a measure of a company’s strategic value (Smart, 1999). As a result, knowledge management has emerged as a quite important branch of management in the sense of developing intangible asset monitor systems to evaluate performance indicators of the workforce as well as provide certain details about financial performance (Sewell, 2005). The intangible asset monitor is a system consisting of performance pointers that can link such intangible assets in a relevant manner. Moreover, the classification of intellectual capital has become a priority to many organisations in an attempt to enhance their internal structure and acceptance of certain criteria for employee performance, which may contribute to extensive growth (Frank and Taylor, 2004). For that reason, researchers have proposed the implementation of Benefit Cost Analysis (BCA) emerging as a strategic management parameter that includes both financial pointers and nonfinancial indicators (Green, 2000; Sewell, 2005). Such a strategic learning system is able to modify a particular business theory through the implementation of strict monitoring mechanisms. The goal is to assess an organisation’s knowledge management and talent management initiatives. At the same time, knowledge management emerges with significant objectives related to the improvement of all parameters of organisational knowledge, introduction of innovative mechanisms that support knowledge and motivation of employees (Evans et al., 2007). The combination of knowledge management and talent management activities is useful for enhancing organisations to achieve essential strategic objectives through a clearly defined path of possibilities (Redman and Wilkinson, 2006). Yet, it can be indicated that knowledge management has not significantly contributed to the actual organisational performance. Its combination with talent management activities has been found a preferable option to enhance organisational performance (Green, 2000). The cost-effective parameters of such a combination of activities should be considered as well. Researchers have indicated that the BCA can realistically measure knowledge management and talent management performance through the method of cost analysis (Nonaka, 1994). In this sense, knowledge management refers to an entire philosophy of training employees in order to enhance their collaboration and integration within the organisation. Therefore, researchers have suggested the method of knowledge management scorecard (KMSC) as a relevant way to evaluate performance through the lens of knowledge management (Evans et al., 2007).Effective Combination of Talent Management and Knowledge ManagementThe conceptualisation of the link between talent management and knowledge management is required in order to expand the potential of employees to bring greater value to the organisation. Talent management has been found important in eliciting a sufficient amount of intellectual knowledge (Nonaka, 1994). In addition, the notion of talent management clearly adheres to the principles outlined b y strategic management. It aims to strengthen the dimensions of knowledge in organisations through the identification and reinforcement of talented employees, as the leading point made in the literature is that once these employees have been recognised, they should be retained in the long term (Sewell, 2005). The concept of talent management also refers to the affective domain of the HR department especially in terms of facilitating a proper vision for emotional intelligence. Various examples can be also found in relation to how talent management and knowledge management can be adequately combined to create the south positive impact and retain qualified and experienced employees in the long run (Sewell, 2005). It appears that there are plenty of successful companies that have demonstrated their aim to combine these two branches of management in an effective way. For instance, Igus, which is a leading manufacturer of energy systems in Germany, is a clear example of such successful organisations (Igus Official Website, 2014). The company is noted for its commitment to arranging all aspects of management in a clear and efficient way by reinforcing the potential of employees so that they can contribute to optimal organisational performance.ConclusionIt has been argued that the necessity of including both talent management and knowledge management in contemporary organisations can contribute to improved performance, productivity and adequate employer-employee relationships. The focus is on the formation and implementation of a clear HR strategy for organisations to operate in particular markets or industry sectors (Green, 2000). As illustrated in the literature review, the concept of combining talent management and knowledge management has been subject to extensive discussions among management scholars. It has been identified that both systems should be carefully considered upon the implementation of a particular organisational strategy. Scholars have focused on the necessity to direct the HR department in a proper direction by taking advantage of the strong aspects of both talent management and knowledge management (Evans et al., 2007). Yet, greater emphasis is put on exploring the effects of different knowledge management frameworks that could further lead to the accomplishment of various strategic management goals. This literature review also emphasised that the combination of talent management and knowledge management initiatives is associated with rather positive effects on employee performance and productivity as well as job motivation. The adoption of a positive attitude among employees is a clear sign of the effectiveness of the mentioned combination of management approaches. An extensive focus on the talent management and knowledge management initiative has been outlined in the research literature. Despite the usefulness of training and development programs, the mentioned initiative has been considered more important in relation to specifying long-term implications. In addition, different recommendations have been introduced of how to expand the positive effect of talent management and knowledge management activities in today’s organisations (Evans et al., 2007). The improvement of organisational control mechanisms has been extensively discussed in the literature. As a result, researchers have indicated the importance of extending employee learning and empowering them to succeed as professionals in a particular area of expertise (Green, 2000). Therefore, the presented literature review fulfilled the objective of enabling individuals to understand the complexity of the talent management and knowledge management initiative. Part 3: Research Methodology Prior to proposing the most viable research method to be used in this study, it is important to clarify that focusing on research philosophy is inseparable part of the entire research process. Quantitative research methodology is considered most appropriate to answer the presented research questions and achieve the stated objectives. In this way, the researcher needs to focus on collecting a substantial amount of numerical information that would be sufficient to explain particular research phenomena (Balnaves and Caputi, 2001). In terms of presenting a clear paradigm of research philosophy, the emphasis is on the use of positivist research philosophy, in the sense of providing an adequate explanation for human behavioural patterns from the perspective of cause and effect. The social environment has been identified as an optimal place to collect the information necessary for presenting research findings (Nonaka, 1994). Moreover, the possibility to achieve a high level of generalisabil ity of findings is a relevant way to ensure greater objectivity of the obtained information. to generalise the findings to the wider population.Advantages and Limitations of Quantitative Research MethodologyThe basic aspect underlying the specificity of quantitative method is its focus on retrieving sufficient numerical information, which would allow the researcher to conduct an in-depth statistical analysis (Balnaves and Caputi, 2001). The retrieval of quantitative data is statistically dominated and thus emerges with substantial accuracy considering that it is not open to various interpretations as in qualitative research design. One of the benefits of adopting quantitative research methodology is that it contributes to the easy collection of data, as it can be visually presented with charts and figures. Another benefit of this type of methodology is associated with the possibility to carry out a research at a large scale due to inclusion of extensive statistical details (Green, 2 000). A disadvantage of the research method selected for this study is that it may represent a rather costly option compared to qualitative research design (Vogt, 2006). A second disadvantage of quantitative research methodology relates to changing numbers as a result of specific operations and calculations, as this may have a negative impact on the overall results obtained in the study (Nonaka, 1994).Sampling ProcedureThe sampling procedure used to construct a relevant sample of participants is random sampling, which refers to selecting individuals on a random principle (Balnaves and Caputi, 2001). There is a sense of unpredictability associated with this sampling procedure, as the intention of the researcher is to ensure optimal objectivity of results. It can be stated that all people from a particular segment have the equal chance to participate in the study. The simple technique pertaining to random sampling is the availability of random number tables, which serve a notification purpose in the sense of informing the researcher to select study subjects at a particular defined period and thus participants are generated on a random principle (Vogt, 2006). However, it should be noted that the use of randomisation devices may be also considered in this study, as it has been found to produce effective results in terms of avoiding bias in research (Maxim, 1999). The application of random sampling is a proper way to produce legitimate results as well as adequate findings and implications for long-term practice. It is important to indicate that the results obtained from randomly selected participants are perceived as credible and accurate and thus such a sampling technique should be preferred in the research process (Balnaves and Caputi, 2001). However, there is a significant challenge associated with the selected sampling technique. It obviously cannot include all representatives of the general population, which may result in the formation of sampling errors. There is an aspect of uncertainty, but this usually emerges with any method and thus the researcher should be prepared to address similar concerns (Maxim, 1999). In order to accomplish the research objectives outlined in this study, the researcher considers the formation of a sample that consists of 250 senior managers employed in a UK based financial institution.ValidityThe aspect of internal validity is important in research, as it relates to evaluating whether the study can assess what it was initially outlined. In addition, validit y refers to determining whether the obtained results can be considered truthful. There is also an aspect of external validity, which is associated with achieving a high level of comprehensive research results in the sense that they find a broad application in various research settings (Vogt, 2006). Thus, it is assumed that the present study has an adequately high level of internal validity because of the lack of insufficient knowledge on the topic or improperly introduced arguments. However, it should be considered that data insufficiency may pose a significant risk to ensuring validity of data. It is important to avoid situations leading to the generation of low internal validity from research findings (Carmines and Zeller, 1980). In addition, certain instrumentation issues in relation to the data collection tool may create additional challenges in the process of ensuring internal validity. The possibility to generate invalid scores is also clear and similar situations should be apparently decreased in the organisational context. The issue of order unfairness is a concern which is also considered in the present study, as the focus is on the order of particular involvement conditions that should not be removed from the precise effect of those conditions (Carmines and Zeller, 1980). Other threats considered in the present research include particular errors in statistical analysis testing, improperly constructed correlations and the emergence of causal errors, which are most likely to appear in the data analysis process. In terms of exploring the dimensions of external validity, it is important to consider its important role in determining outcomes in quantitative research. External validity refers to drawing more general inferences in relation to the collection of data among participants. Specific time periods and settings are important in determining the study results, b ut there are problems in relation to external validity that should be adequately considered. The major problematic issue is related to survey population, which is followed by time and attempts to ensure a sufficient level of environmental validity (Balnaves and Caputi, 2001). In terms of testing survey population validity, the researcher is concerned with the idea of whether specific inferences can be obtained from a particular population segment. In case bias is demonstrated throughout the research process, it is clear that external validity is subjected to substantial threat. Furthermore, in case the sample size is considered insufficient or lacking characteristics of randomness, it may appear that the respective calculations are irrelevant. The process of achieving greater generalisation of results to the wider population may be problematic. The concept of time validity may emerge in order to demonstrate the degree to which obtained research findings can be comprehensive as related to other time periods (Carmines and Zeller, 1980). There may be certain changes occurring in the connection between variables, implying that the perceived level of time validity in this case would be rather low. The notion of environmental validity shows that the retrieved results can be comprehensive across a variety of settings. Despite the assumed high reliability and accuracy of the selected research methodology, it should be noted that achieving proper international generalisability may be a problem especially when it refers to small surveys and case studies (Carmines and Zeller, 1980). In conclusion, it can be argued that the notions of validity and reliability are more applicable to quantitative research than qualitative research. Part 4: Data Analysis The process of conducting an in-depth data analysis is fundamental to achieve the research objectives of the study. Considering that the proposed data collection tool is survey is important to implement statistical analysis, which is properly constructed. Yet, it should be considered that the researcher may provide various alternative ideas in terms of analysing the information obtained from research participants (Vogt, 2006). It is important to adhere to a properly constructed strategy of data analysis considering that extensive knowledge of working with survey data is essential throughout all stages of the data analysis process. There are different paths of analysis that can be followed by the researcher in this study, as the most important aspect is to recognise the specific audience and research objectives, and thus the implementation of an appropriate analysis tool to interpret the data would be possible (Maxim, 1999). The initial stage of data analysis is represented by Exploratory Data Analysis (EDA), which indicates that the researcher initially looks into the data set in order to determine specific categories that will be later grouped for analysis. It is a preliminary form of data analysis (Vogt, 2006), but the essential part of the process is to derive the main findings from the collected survey data. It is important to make sure at this stage that analysis files are adequately consistent with one another because the issue of data analysis inconsistencies may be quite problematic in the long term (Maxim, 1999). It is also important to mention that the survey results can be analysed with specific software applications, which are intended for similar purposes. Other basic aspects to be considered during the data analysis process include filtering, comparing and showing rules as well as using saved views of the data set. 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