Effect of reading culture on students performance

It is in light of this that the researcher decided to weigh and find out the impact one of the most important organization in the educational system has on the achievement of his aim ‘the library' in doing this the researcher used a student-librarian perception questionnaire to gather information. The sample consisted of 10 students who were seated in the library at the time the questionnaire was distributed and 10 librarians of Abs fauna library of Diadems College of Education. A percentages as well as T-test analysis of mean scores gotten from analysis of respondents' were computed and analyzed in tables.Findings show that there is no significant difference between students and librarians responses to the impact of reading culture on students' performance. (TCL=3. 3, t-critic=l . 73, at pScholars have proposed different definitions of reading. Item (2008) said that reading is the corner stone of learning; it is the ability to glean meaning from printed symbols. Scabbards (200 7) quoting Galilee describes reading as reasoning involving the meaningful interpretation of words, phrases and sentences requiring all types of thinking such as critical, analytical, creative, imaginative, evaluative, judgmental, and problem solving. Similarly, Babushka (1984) explained that through reading an individual over a period of suitable exposure can acquire efficiency, skill and a set of behavior sin both linguistics and psycholinguistics.Reading therefore consists of complex psycholinguistic processes of identifications, mental integration research and application of written language symbols. It serves as a link between printed symbols and meaning attached to these symbols. Thus achieving interaction between the author and the reader. Despite these assertions and government efforts in developing libraries, reading culture is still at its lowest level among Nigerian students. Poor development of libraries and paucity of reading materials and lack of adequate reading envir onments in Nigerian school system stifles the growth of reading culture.To worsen the situation, all the colleges of education in Nigeria no longer run programmer n library science (JAMB, 2007). Thus the colleges that would be a fertile ground for the training of teacher librarian no longer offer such courses. A pertinent question to this research is what is reading culture? How does the library help to develop reading culture among students especially in the higher institutions of learning, and what factors affect the library effectiveness on this pursing this course. Reading culture is the use of reading as a regular activity.It is the cultivation of an attitude and possession Of skills that make reading a pleasurable, regular and constant activity. Reading ultra is identified as the single most important determination of a student's success in education in our modern education, incomes, skills development and fulfilled employment. The importance and benefits of reading culture ca nnot be over-emphasized. It provides individual's welfare, greater academic performance of students since a student who learns to read, reads to learn, It also provides skills knowledge and right attitude that frees one from boredom or idleness.It as well widens students' general knowledge. It is therefore one of the tools for achieving qualitative education. Finally, poor eating culture among our students has brought our education to the background just as we relegated the relevance of library Purpose of Study The main purpose of this study is to investigate the impact of of libraries on the development of reading culture among students in tertiary institutions. Specifically, the study will examine the following I. How reading culture affects the academic performance of students II. Whether and how the library creates an enabling ground for the development of reading culture.Significance of the Study This study aims at finding out the impact of libraries on the development of eatin g culture among students in tertiary' institutions. Its findings therefore are to be of value to government agencies and policy makers who aims to tackle the problems of reading culture and poor academic performance among tertiary students. It will also be relevant to students who wish to develop their reading habits as well as librarians to know measures that can encourage real patronage and use of the library materials for self- development.Finally this research will improve reading culture among Nigerian students in general and in Diadems College of Education since some f the required enabling environment is already in place. Statement of hypothesis The following hypotheses were formulated to guide the study; 1 . Reading culture improves the academic performance of students 2. The library creates an enabling ground for the development of reading culture. Conceptual approach to reading culture Horny (2002), sees reading culture as reading behavior which is mainly done often becaus e it has been established.According to Nines (2002), reading culture means learning tendencies that enable student work privately. Aweigh (1 998), describe reading culture as the way and manner a student Lana his or her private reading outside teaching hours in order to master a particular subject or topic. Scabbards(2007) defined reading culture as when an individual habitually and regularly read books. According to Van (2001) reading culture is seen as an â€Å"active intervention to open up reading choices, increase readers' enjoyment and offer opportunities for people to share their experiences†.Inside (2008), described reading culture as the process of building up positive attitude among students and children over a period Of time. He added that reading culture is the kind of culture that imbibes eating and studying as the basis of growth and development. Though it is better to inculcate reading culture right from a tender age, so that it can be imbibed as growth takes p lace, it is important to emphasis that is better late than never. It is in light of this that reading culture is being taught, promoted and advocated right from a tender age of a child in every serious and more developed nation of the world.Importance of reading culture According to Knick and hussy's (2006) through reading, children knowledge base is enhanced, intellect sharpen and misconception eroded. Good authenticating helps the student in critical reflection in skills outcomes, such as selecting, analyzing critiquing and synthesizing. Fielded (2004) observed that children can get information through reading which is an essential tool is indispensable in the decision making process Of individuals and organizations van (2000). According to Gadded (2003) reading is a means of proficiency and excellence in all human endeavourers.It is through reading that mind is enriched and knowledge is acquired, Undue (1997) observed that extensive reading is the most obvious way for children to enrich their vocabulary. On the same view, Horton (1983) added that the more a student reads, the more background knowledge he acquires of other peoples way of behavior and thought. Reading is clearly essential for the development of human intellectual but also a most controversial of all subjects. It is an essential social skill and must be practiced often in order to acquire and develop good reading culture.Payoffs (1995) in her study extensively discussed pursuit and submitted that it promotes a deep awareness and build the child up emotionally and intellectually. Similarly, crasher (1993), brilliantly illustrates owe reading culture benefits students achievement. He remarked that, â€Å"children or young adults read more when they see other people reading the longer free reading is practiced, the more consistent and positive the results and that people who read more write better†. He then, submitted that reading as a leisure activity is best predicted of comprehension, v ocabulary and reading speed of students.According to Sati (2002), reading culture influences in the promotion Of ons personal development in particular and social progress in general. He added that, â€Å"Regular and systematic reading harpers the intellect, refines the emotions, alleviates taste and provides perspectives for ones living; and thereby prepares a person for an effective participation in the social, religious, culture and political life, reading fires the imagination of the person, it adds new sight to eyes and new wisdom to mind. Skunked (2007), points out that an individual who reads widely is empowered because knowledge is one of the best tools an individual can get. According to Hussy (2007), reading is the foundation upon which other academic skills are built because through reading, information can be acquired which bridges the gap between knowledge and ignorance. Tell and sneaked (2007) assert that ability to read is at the heart of self education, lifelong lea rning and that is an arty capable of transforming life and society.An individual who reads well has a means of widening mental horizons and for multiplying opportunities of success. Reading is a vital factor affecting intellectual and emotional growth. Sir Richard Steele has logically quoted, â€Å"reading is to the mind what exercise is to body'. Reading for a student is very important for the development of language skills. It also indispensable tool or achieving emotional stability, enjoying leisure hours, sharing experiences which are encountered in books, and for keeping abstract of what is happening inside the world at large.It is for this reason that students, librarians teachers, parents and all concerned with the emotional, educational and cultural development of children must help them to cultivate a healthy reading culture. Role of Libraries in Development of Reading Culture. Libraries play vital role in the worlds system of education and information storage and retrieva l. The library makes available through books, journal, alms, recordings and other media knowledge that has been accumulated for ages.

Effective and Efficient Methods of Background Investigation and Reference Checking

A great business relies on talented, highly skilled, and hardworking employees that continue target goals and surpass them. Hiring the best employees for a business however, is not a simple task. It requires sifting through the vast workforce and getting only the best of the best for the production results one desires. Intelligent and effective human resources management involves two practices that guarantee the people hired fit their positions to a T: background investigation and reference checking.The three most effective ways of background investigation and reference checking are mail, by telephone, and in person. In the world of human resources management today, there is no universal agreement on what the terms â€Å"background investigation† and â€Å"reference checking† mean (Barada and McLaughlin 1). The term â€Å"background check† may mean the same thing as a â€Å"background investigation,† but there are also some people who interchange the terms with each other. It may be important to distinguish between â€Å"background investigation† and â€Å"reference checking† however, to clarify the following discussion.Background investigation involves verifying the accuracy of the information provided by a job applicant through his resume or cover letter. In a way, it serves as the company’s first defense against potential fraud from job candidates. The person or group assigned the task of background investigation makes sure that a particular job applicant has not deceived the company about the details of his cover letter or resume. As an initial screening device, a background check also serves the purpose of decreasing the number of resumes and cover letters on the prospective employer’s table.Through the careful elimination of job applicants who seem to provide doubtful information on their job applications, the prospective employer can arrive at a shorter list of candidates to consider. These candidat es’ job applications are theoretically more credible than the others that have been discarded. Background investigation though, strictly speaking, is very different from reference checking. The prospective employer doesn’t evaluate a candidate’s past job performance during a background investigation.However, background investigation does involve tasks such as verification of current and former job positions, dates of employment, educational information, and professional licenses claimed, if any (Barada and McLaughlin 4). There are many ways to conduct background investigations, including by phone, through the Internet, and by hiring a background investigation firm. The simplest way would be to phone institutions mentioned by the candidate in his resume. For example, if a candidate claims that he has an MA in business management from a particular university, the investigator could phone that university and verify the information.Background investigation by phone is very effective and efficient because the investigator consumes little time and effort in confirming the details on the resume. The people concerned can also answer any questions the investigator may have regarding the candidate’s background. Another way to conduct background investigation is to use Internet resources to verify the information on the candidate’s resume and cover letter. Many schools today provide information on their websites regarding their students and programs.Some may have downloadable newsletters that the investigator could sift through to confirm the candidate’s information. The investigator may also send an e-mail to people concerned, asking them to reply when it’s most convenient to them. There are companies today who hand over the task of background checking to specialized background investigation firms. These firms help their clients to hire better employees by steering them clear of candidates who lie on their resumes. Indust ry experts estimate that thirty percent of all resumes contain falsifications or misrepresentations.Most of these are located in the education section of a resume. A background investigation firm can help their clients enhance their workplace security, reduce turnover, minimize the risk of employee theft, and provide assurance to the prospective employer’s decision regarding hiring a candidate or not (Falcone 122). Reference checking, in contrast with background investigation, is an objective assessment of an applicant’s past job performance based on information collected from the applicant’s previous employers (Barada and McLauglin 2).Prospective employers usually do reference checks during the final stages of the hiring process to assess applicants on their list of job finalists (Kleiman 163). Among the many uses of reference checking is the collection of clear testimonials that support a prospective employer’s decision to hire an applicant, and the rev elation of factors that the employer and applicant may have not discussed during the interview (Andler and Herbst 157). Reference checking has many other benefits, which will be discussed later.The three most effective ways to conduct reference checks is in person, by telephone, and by mail. Among these, the most effective way to gather information is through a face-to-face discussion with a character reference. This method has several advantages over others. First, you can verify if such a person does exist and that the character didn’t deceivingly asked a friend of his to impersonate a boss for example who he claims to be extremely proud of his work. When conducting a reference check in person, it is a good strategy to talk to the character reference first through the telephone.It may be more appropriate to do this when considering a candidate for an executive position which may have a huge impact on the company’s overall performance. The reference should be asked if he is willing to meet the human resources representative at his office for a brief conversation about his previous employer. The representative could also ask the previous employer if he is willing to talk over lunch or a cup of coffee. The important thing is not to pressure the character reference into agreeing to the meeting. He should agree wholeheartedly about the proposition.It’s also not right to deceive the character reference about the meeting. He should be clearly informed of what the meeting will be all about. During the meeting, he should not be pressured to reveal information on the candidate. It is best to have a ready list of questions to ask the character reference, so the conversation will not venture off to unnecessary topics, consuming the reference’s precious time. While face-to-face reference checks are extremely informative about the job candidate, it is very obvious that it also consumes too much time, energy, and money to execute.A human resourc e representative would have to travel from one place to another just to secure interviews from the character references. He would also have to spend the company’s money during these short conversations. It is therefore not that efficient as a means of checking character references. The most efficient method of reference checking is by telephone. The human resources representative in this case doesn’t have to go anywhere and can remain in the office while checking character references. There are many ways by which a representative can do reference checking by phone.One effective method is called the â€Å"exact-time method† (Andler and Herbst 186). In this method, the representative first calls the character reference asking him what time would be convenient for him to talk a little bit about his previous employee, for example. The representative then establishes an exact-time by which he would call the person again, and then proceeds to call him exactly at the t ime specified. According to experiments done by Andler and Herbst, the exact-time method has an interesting effect on character references.Once the representative tells a person that he’ll be calling again at a particular time, the person somehow is induced to sit all day beside the telephone waiting for the call. In their experiments, some were even annoyed because they waited for the phone to ring at the time specified. This works to the prospective employer’s advantage because interviews with character references are then easier to secure. The possibility of missing them because they’ve just had lunch or went to another place is lessened, making the reference check more efficient.References may also be pleased by the professionalism of the representative through this method since he shows that he is willing to work with their schedules (Andler and Herbst 187). The oldest way of checking references is by mail. Although the method is still being used today by n ew and old companies, it is obvious that checking references by mail is both time-consuming and ineffective as a means of gathering information. There are many difficulties associated with reference checking, including choosing the right people to do the job, dealing with the references themselves, and making sure no law is transgressed in the process.While reference checking is an essential part of the hiring process, some companies that are more administrative than results-oriented avoid reference checks by telephone or in person to cut risks (Andler and Herbst 187). This is not advisable to prospective employers because investing in the most credible candidates is an important way to secure the future of any business. Reference checking through snail mail is virtually futile. Previous employers could be expected to be slow in answering questions that the prospective employer sent them. Many of them many not answer at all.Research shows that the return rate of reference checking b y mail can be as high as fifty-six percent and as low as eighteen percent. One reason for the very low return rate is that previous employers are afraid that their employees may sue them for revealing information in written form (Andler and Herbst 187-188). When checking references by mail, it is advisable that e-mail be used rather than snail mail. This would make the character reference more comfortable with writing the information that he knows because he doesn’t have to write it on a tangible piece of paper.He’ll just type all the necessary bits of information on the e-mail and then send it back. The questionnaire should be written as to assure the character reference that they’re violating no law in the activity and that records of the prospective employee will be competently guarded. Whether by phone, by mail or in person, there are many ways to conduct reference checks. Some companies hire other agencies to do reference checks and background investigation for them. Others though, use their own human resources departments to do the job.One good strategy though is for the manager for whom the job applicant will work to call the previous employers himself. Thus, reference checking is not done through the human resources department or any other agency but directly (Rosenberg 241). It is very advantageous to conduct a reference check through the manager than the human resources department because the candidate will eventually have to answer to the manager when he gets hired, not to the human resources department. The manager will know what questions about job performance to ask the character references.A human resources representative wouldn’t have this kind of knowledge and would likely only be concerned with the legal issues the company might face in conducting the reference check (Rosenberg 241). The manager can talk to character references by phone, mail or in person, but it is most recommended that he talks to them by phone f or efficiency and more results. One problem with any kind of reference check is that the character references may want to withhold or change information regarding a candidate.Former employers are usually reluctant to reveal information, sometimes only providing the candidate’s date of employment and job title. Some of them may also want to reveal only information that’s favorable to the candidate even if it’s not true (Kleiman 164). The reason why previous employers and other character references are usually reluctant to share information on a candidate is because they fear they could be sued for defamation by the candidate.Some candidates do sue their character references, blaming them for their failure to secure a job position. It’s easy to get around this problem though, by clearly explaining to the character reference that he can defend himself against any defamation suits by only revealing information that is factual and objective. He should also onl y share the information to interested parties and not anyone outside of the transaction. The interview must also completely revolve around topics that are job-related and nothing else (Kleiman 164).While there are companies today who skip reference checking because of legal concerns and the belief that references would only reveal information favorable to the candidate, reference checking is still essential as an investment for the company’s future. Reference checking is an effective strategy to predict the future job performance and behavior of a candidate based on the testimonials of other parties that have seen his work before (Kleiman 163). There’s always a risk in hiring people, and reference checking supports a prospective employer’s decision to hire a particular candidate.Conducting a reference check makes a prospective employer feel better about the decision he made regarding hiring a candidate. Reference checks may also reveal information that has not b een revealed before during the candidate’s interview. That information may be helpful or disadvantageous to the candidate’s application, but it is ultimately the prospective employer that benefits from the supplementary information. Information like the candidate is a very good mother, very health conscious, or that she’s pleasant to work with may be revealed during a reference check.The character reference may also give some advice on where the candidate excels best. You can then consider his advice and put him in a position where he’ll likely perform in the best way possible (Andler and Herbst 157). Whatever means you choose to conduct a reference check, it is absolutely necessary to keep the conversation about the job position the candidate is applying for. Common topics addressed during a reference check include the candidate’s dates of employment, job titles he held, rate of pay, attendance, and performance evaluations.The prospective employer may also ask the reference about the candidate’s behavior, what character traits he possesses or if he has any discipline problems. It’s also important to inquire about the candidate’s ability to get along with his colleagues and his general strengths and weaknesses. The prospective employer may also inquire about the candidate’s reason for leaving if the character reference knows anything about it and is willing to share that information. Finally, he could also ask him whether he’s willing to rehire the candidate or not.In our opinion, it is not only prospective and previous employers who should be conscious of the necessity of background investigations and reference checks. All employees and job applicants should also recognize that an efficient and successful company relies on credible, talented and hardworking people to accomplish goals and targets. Instead of being too wary of background investigation and reference checks, and thinking about suing their former employers for revealing information about them, they must accept the fact that both procedures are essential to ensure the health of their industry.They must act on their own and provide only truthful information on their job applications. Background investigation and reference checking will always be essential to the performance of a company. Both of these procedures can now be more efficiently and effectively done with the use of modern resources like the Internet. While employers, both prospective and previous, may continue to confront lawsuits from employees or job applicants, it is necessary to continue the practices of background investigation and reference checking for the benefit of any industry.Without these procedures, industries will perform poorly because of the increased chance of hiring the wrong people for important positions. Whether by phone, by mail, in person, through the Internet or through a private investigation firm, it is advisable for any company to conduct background investigations and reference checks for improved performance in the future. Works Cited Ades, Leslie J. Managing Mavericks: the Art of Sales Management. Dubuqe: McGraw-Hill Professional, 2004. Adler, Lou. Hire with Your Head: Using Performance-Based Hiring to Build Great Teams. Hoboken: John Wiley and Sons, 2007.Andler, Edward C. and Herbst, Dara. The Complete Reference Checking Handbook: The Proven (and Legal) Way to Prevent Hiring Mistakes. Atlanta: AMACOM Div American Mgmt Assn, 2002. Barada, Paul William J. and McLaughlin, Michael. Reference Checking for Everyone: What You Need to Know to Protect yourself, your Business, and your Family. Dubuqe: McGraw-Hill Professional, 2004. Berman, Evan M. , et al. Human Resource Management in Public Service: Paradoxes, Processes, and Problems. Thousand Oaks: SAGE, 2005. Branham, Leigh. Keeping the People who Keep you in Business: 24 Ways to Hang On to your Most Valuable Talent.Atlanta: AMACOM Div American Mgmt A ssn, 2001. Dinteman, Walter Anthony. Zero Defect Hiring: a Quick Guide to the Most Important Decisions Managers Have to Make. Hoboken: John Wiley and Sons, 2003. Enos, Darryl D. Performance Improvement: Making it Happen, Second Edition. New York: CRC Press, 2007. Falcone, Paul. The Hiring and Firing Question and Answer Book. Atlanta: AMACOM Div American Mgmt Assn, 2001. Fischer, Robert J. and Gion Green. Introduction to Society. Saint Louis: Elsevier, 1998. Herman, Susan J. Hiring right: a practical guide. Thousand Oaks: SAGE, 1993. Kleiman, Lawrence.Human Resource Management: A Managerial Tool for Competitive Advantage Third Edition. Daryaganj: Wiley-India, 2003. Loen, Raymond O. Superior Supervision: the 10% Solution. Lanham: Lexington Books, 1994. Marshall, Don R. The Four Elements of Successful Management: Select, Direct, Evaluate, Reward. Atlanta: AMACOM Div American Mgmt Assn, 1998. Moran, Greg and Patrick Longo. Hire, Fire, and the Walking Dead: Recruiter's Guide to Hiring th e Best. El Monte: Academic Learning Company LLC, 2006. Pritchard, Christopher W. 101 Strategies for Recruiting Success: Where, When, and How to Find the Right People Every Time.Atlanta: AMACOM Div American Mgmt Assn, 2006. Rosenberg, DeAnne. A Manager’s Guide to Hiring the Best Person for Every Job. Hoboken: John Wiley & Sons, 2000. Stone, Florence M. The Manager's Question and Answer Book. Atlanta: AMACOM Div American Mgmt Assn, 2003. Voros, Sharon and Philippe De Backer. The Road to Ceo: The World's Leading Executive Recruiters Identify the Traits You Need to Make It to the Top. Cincinnati: Adams Media, 2002. Widmann, Nancy C. , et al. I Didn't See It Coming: The Only Book You'll Ever Need to Avoid Being Blindsided in Business. Hoboken: John Wiley and Sons, 2007.

Short paper Assignment Example | Topics and Well Written Essays - 750 words - 1

Short paper - Assignment Example jugation of indigent and stigmatized women is connected to gender and class correlations, that of Third World women is connected in addition to race interrelations and frequently imperialism (Ramusack 30-35). During the 19th century, as millions of Britons left for the New Worlds, grate and home were actually shifted from the centre of the empire to its very periphery. In the film Out of Africa, it explores how such demographic changes affected the means in which the British citizens both promoted and destabilized the idea of the domestic woman (Antoinette 60-97). Though the ideal of the domestic woman was surely affected by these mass shifts, in the film the explanation of her becomes constricted and unfeasible, for she must not only be a goddess, but she must in addition be English hero is ordained for a happy ending, she either get married to an English angel-wife who must be brought with him to the New World. This patter appears to support the allegedly corresponding ideologies of domesticity and imperialism. London, according to imperialist doctrine, was the virtuous epicenter of a domineering empire whose mission was to civilize the rest of the world. In the film, Karen Blixen is the angel who offers the ethical foundation of a consecrated to such scheme than English soil. Nevertheless the films reveal much ambivalence towards this domestic idyllic. She is often seen as the colonial and indigenous woman; they are also seen as foils for the English angels since there were much more interesting and gorgeous. But the domestic and imperiali st principles themselves discarded. Coming to Kenya, Karen Blixen shows that female expatriates were dreadfully required in the colonies; consequently, a woman’s responsibility was to leave England. Better still her womanly responsibility told her to stay a pure goddess beside an English hearthside. The domestic dogma, then since of its firm alliance with nationalism, appears to have been more in dispute with

Political parties Essay Example | Topics and Well Written Essays - 750 words

Political parties - Essay Example Furthermore, essay identifies how the contrasting positions are related to the political ideologies. Analysing Differences and Similarities. Political system of the US government is predominately associated with the concept of two party system .The Democrats and the Republicans are the two major political parties dominating the US political system over the last few decades. On the other hand, the minor party such as the Libertarian have limited scope and role in the political system of the US. The Democrats in the US expresses a strong belief towards the importance of the environment which could lead to a strong economy. The Democrats claim that a reliable energy which is derived from the environment is an important reason for the growth of a strong economy. The Democrats are of the view a healthy environment can lead to a healthy economy. The Democrats are dedicated to the welfare of next generation and thus are committed towards providing renewable sources of energy. The Democrats considers climate change as threat to national security and thus justifies the funding of the government in the technologies for clean environment. Moreover, the issue regarding the greenhouse gas emission is being considered by the Democrats as one of the pivotal issue for achieving the goal of clean environment (Klevans 1-12; Dunlap, â€Å"Climate-Change Views: Republican-Democratic Gaps Expand†). The Republicans is the another major political party of the US, The Republicans places less attention on the aspect of climate change. The Republicans believe that the environment safety is related to the moral obligation of the people. It is worth mentioning that the Democrats places greater importance on environment issue than the Republicans. Moreover, both the parties namely the Democrats and the Republicans used â€Å"all-of-the -above† environmental policy with few key

Health care Essay Example | Topics and Well Written Essays - 500 words - 7

Health care - Essay Example Since, they deem politicians or administrators lack adequate medical experience useful in devising policies meant to upgrade medical field as necessitated (Williams & Torrens, 2008). The assuming of administrative roles by medical professionals is of great importance (Williams & Torrens, 2008). Since, they do possess adequate knowhow regarding their sector besides varied experiences, which they do posses. Therefore, while in the top, they will devise and execute policies as per their knowledge regarding various issues, which entail quick response, or undertaking (Williams & Torrens, 2008). This is contrary to the politicians or elected administrators who in most cases end up devising or implementing irrelevant policies. Since, they do not align with what may be of great essence at a particular period (Holmes, 2010). Mainly, these mistakes adversely affect service delivery thus extending to the patients and even practitioners (Williams & Torrens, 2008). The issue’s concern via the assistance of health professionals will improve medical field’s operations. Since, the field’s experts will be in a position to offer advice to politicians and ensu re certain essentials are in place. These essentials not only ease service delivery but also ensure that practitioners’ working conditions are secure (Williams & Torrens, 2008). Besides, the assuming of administrative roles by health professionals will aid in linking other related sectors effectively, which a politician could not have thought about them. For instance, suppliers, accrediting agencies besides devising policies meant to ensure suitable service delivery especially by varied health organizations (Williams & Torrens, 2008). Both the topic and issue of concern bear critical roles of ensuring HMO operations run smoothly (Williams & Torrens, 2008). This is because

Health care law Coursework Example | Topics and Well Written Essays - 500 words - 1

Health care law - Coursework Example In addition, Dr. Maxx could be accused of misrepresentation. Dr. Maxx stated that her arm would be good as new. She can argue that statement was the basis for hiring Dr. Maxx and that was the determining factor. Connie arrived at Smallville General hospital ER via the local police. They took her in because she was disheveled, urinating and defecating on herself. She was calling out to passersby â€Å"You are the devil and I am going to stick my knife in your chest.† The SBH doctor refused to treat her stating that his hospital did not accept involuntary psychiatric patients. He advised the police to take her to Metropolis Psychiatric without given proper cause. Under the law, hospitals can deny admission if they are not properly staffed or equipped for psychiatric patients. To me there could be a liability issue for SBH. However, SBH can argue that it was acting with the patient’s best interest at heart. It was beneficial for het to go the other hospital. Doctor could use that defense that upon the brief contact with the patient he evaluated her and there were no sign of an emergency that would prevent her from taking the 75 miles drive to the other hospital. Connie was admitted to MPC and was forcibly administered medication. She was released after a week to the streets of Metropolis. MPC had the right to admit her and treatment, because she was a danger to her self and others. Based on her condition when she was picked up she clearly could not provide the bare necessities for herself. They kept her against her will for 1 week. MPC could be potentially held liable because state statutes typically allow for involuntary detention of psychiatric patients for a limited period ranging from 48-72 hours. Furthermore, they can be liable too for abandonment claim. Connie’s condition will be aggravated by the discharge because she requires further medical help. But MPC can say that they acted in

Company's strategy Essay Example | Topics and Well Written Essays - 500 words

Company's strategy - Essay Example The companies argue that they are not responsible for telling consumers about disadvantages of their products because it will eventually ruin their income and business. The customers in the case study had to search the internet in order to find expected disadvantages of obesity food. The food researchers are working to find, pinpoint and solve health problems caused due to usage of fast food for number of years now (Hill, Wyatt, Reed, & Peters 2003). The court established a comment that said that the company was not at all the only source of information on the side-effects of fast food and therefore, the claim of the plaintiffs is invalid. The legal authority also added that the food chain never requested nor forced anyone into eating their stuff. The company held on to the point that they are not liable for providing information about the quality of the food. But, if one views the case from a societal angle then, the company had a duty to inform the customers about the side-effects of the products. Still, the businesses do not consider ethics as the core and composite part of the business and say that their concern is profitability and because of this reason, ethics are rated at a much lower rank. However, various stakeholders of the company view the case study in a very divergent and different way. Nevertheless, customers considered themselves as betrayed by the company.

Project Management Case Study Example | Topics and Well Written Essays - 1250 words

Project Management - Case Study Example In addition, the acquisition of the best and most competent people to manage projects ensures that the stakeholders of the organization stay up to date with the current knowledge about it as well as ensuring that they take advantage of all offers that the organization has to give, hence giving the organization a competitive edge over other’s. The hiring of competent staff ensures that an organization is able to make adjustments quickly, according to the changes in the marketing scene in the world and it does this for the purpose of assisting its stakeholders keep up to speed of things so that they do not lose any opportunities if there are any unexpected changes. Having competent people managing an organization’s projects provides a swift means through which individuals can easily be able to make connections with people and resources which they have need of in order receive the services they want from the organization. It has been stated that the acquisition of competen t managers for projects is one of the reasons why many organizations in the world today have become successful and are able to retain this success. One only has to log onto the internet to see the scale of success that many companies have been able to acquire and all of this due to competent project management that has been prevalent within them (Mauro, Plinio, Gilmar and Mamerto, 2012). It has been found that competent management is a means through which an organization can be able to ensure that it does not face any damaging scandals because of mismanagement (Baird and Riggins, 2012). While previously it was a subject which was not taken based on merit, the selection of project managers has now developed into a massive undertaking which has created the need to have competence in working on projects, because to not do so would be to doom the project or the organization to failure, like the case of Gary Allison in the Orion Shield project. As the years have progressed, project manag ement is moving from being a profession where individuals can survive without a lack of skills to one where there is plenty of opportunity for those who take a direct hand and are dedicated to it (Cruceru, 2012). When managing a project, managers have to be able to ensure that they have complete control of the project, otherwise, there is likely to be failures due to incompetence. In addition, project managers should adopt a strategy that is so well done it touches the emotions of those who witness it and as long as more people continue to the activities being done within the project, then the influence of this project is likely to be immense. It has become common knowledge that effective project management is essential and this belief has developed to such an extent that many organizations have actually come to believe that it is the solution to the diverse problems that they have been experiencing with their own projects. More organizations than ever today are making a bid to ensu re that they not only have competent managers, but also that their projects are done in the most professional way possible. The lack of professionalism has created a situation where organizations

Industry analysis Essay Example | Topics and Well Written Essays - 750 words - 2

Industry analysis - Essay Example have serious impact on the profitability, competitiveness and growth as well as the satisfaction in using the product produced by a particular service provider or industry (Willett, 2010). An industry can therefore take advantage of the purchases by customers of the complementary products even if you do not offer them yourself by establishing multiple alliances with those that do not offer them. Our industry which is the cosmetic manufacturing that includes manufacture of products such as hair products, skin care, cosmetics, deodorants, perfumes, oral care and other products including baby items may benefit from complementary industry such as the hair dressing industry. Hairdressing and the cosmetic industry are closely intertwined and aligned and each has got the effect of affecting the profitability of the other in that the demand for the cosmetics will be dependent on the hairdressing and the beauty salon services. These two industries are competitive and the competition in the large number of salons in a particular area is likely to affect the uptake of the demand for these products (Willett, 2010). Further, the competition for sales of hair and beauty products increases with the increasing number of beauty parlors, beauty stores as well as salons showing that these two industries are complementary to each other. The success of our company which is dealing in the sale of cosmetic products and our competitive strategy will therefore depend on how we relate to the hair dressing service industry. This is so due to the fact that the rate and intensity of competition in an industry is dependent on the economics of the particular industry and the fact that each differs fundamentally from the other, and therefore the collective strength of the forces of competition is distinct. Therefore, as a manufacturer dealing in cosmetics products, it is important that to find a position that helps it cope best with hose providing hair dressing services and use the competitive

Psychological Portraiture Essay Example for Free

Psychological Portraiture Essay Another distingished legacy that Halsman left behind was essentially a product of a probing psychologist in him who could treat his subjects with a deep insight and empathy and could make them reveal their characters in profound and extraordinary shades, which he eventually employed superbly in his works of photography. Also, with courteous manners, sauve witticism and stylish European accents, Halsman could establish an immediate connect with his American subjects (who, incidentally, dealt with psychology with an amused cynicism, of sorts) which greatly facilitated him to extricate the very best out of his subjects with rare aplomb and liveliness. In fact, he employed an extremely innovative technique, when he worked on a photography session with Marilyn Monroe, on an important assignment from Life. He made her stand in a corner and took around 40 –50 snapshots, as encircled by few admiring men, Monroe could put her spontaneous and effortless best as she ‘smiled, flirted, giggled and wriggled with delight† and enjoyed herself superbly, there-by, almost unknowingly, giving a large number of photo-opportunities to Halsman, who utilised the same to rare perfection. (Jones, 2001) While Halsman could craftily avoid any livid or lurid references of any â€Å"physical assests† of his character (an off-shoot of his somewhat traditional disposition? ), he was a modernist enough in his approach to employ all his subtle finery and sophistication to provoke his subjects into actually emoting the best reactions which, in effect, constituted the very staple of his subject of portraiture photography, bringing him world-wide recognition and acclaim.

The Understanding Of Knowledge Influence Human Resource Development Education Essay

The Understanding Of Knowledge Influence Human Resource Development Education Essay The importance of interpretive sociology is renowned in this Anne Fearfulls piece of research. Clerical skill and knowledge, and the role of the clerical function within five organisations are explored using qualitative research, mainly in-depth interviews. The study also focuses on the concept of common sense in order for clerks to become efficient or effective in their work. Moreover, in her study, Fearfull concluded that the skills and knowledge of the clerks can easily play an important role with regards to the success of a particular organisation. Additionally, interpretive methodology serves to create new perceptivity in the investigation of skills and knowledge amongst the workforce. Such research aims at the discovery of more opportunities. How might the understanding of knowledge as proposed by Fearfull (2005) influence human resource development policies? Various features constitute human resource development, including training, performance management and career growth. These attributes aim at the development of the employees knowledge. Organisations should understand what knowledge is needed in order to be easily explained to their workforce. In Fearfulls research, the difference between the experienced (older) and the inexperienced (younger) clerks, is remarked. As a human resource development policy, organisations can explore the possibility of engaging more experienced employees in delivering the training programmes to the newly recruited and less experienced employees. This can take the form of job mentoring whereby new and/or less experienced employees absorb knowledge from the experienced ones in order to have greater opportunities at succeeding in their position. Research indicates that when newly employees experience mentor relationships, they are more likely to be retained and immersed more quickly into the organisations cu lture. By this type of relationship, the mentor also benefits since it provides the opportunity to re-evaluate his/her skills and knowledge and provide areas for improving them. Provide a brief example which demonstrates your understanding of the key points outlined in the article. Throughout my University life, I had been engaged in various practicum placements as part of my undergraduate course. These placements have helped me to acquire knowledge through hands-on experience, understanding theories through practice. Additionally, during my first weeks of my employment, I had been engaged in an induction programme, whereby experienced employees provided training to the new recruits, including myself. I had the opportunity to become more knowledgeable of the organisations procedures and acquire the skills needed to function effectively in my new post. Despite this, the induction programme did not aid in accelerating the process of getting to know the underlying procedures which established employees employ in the day to day running of the service. Such procedures may be viewed as becoming part of the jobs common sense reasoning, which employees acquire after a considerate amount of time in the post. This was something that I have learnt by time. But this problem had been solved by having a mentor in the first four months of my employment. I consider myself as very lucky since my mentor invested trust in my abilities and was always available when needed. This was a truly learning experience whereby knowledge and work skills have been transferred from an employee who had already lived through the same experience. Lastly, I believe that the secret of the organisations success is the total and unwavering dedication of every worker, from the lowest to the highest designations. Accomplishment is the result of a collective effort from each and every employee. Reflective statement on the use of Blackboard: This is my first time I ever used Blackboard as a means of virtual learning environment. To be honest, I have never heard of it prior commencing my studies with the University of Leicester. In fact, I even had to perform some research before writing this reflective note on the use of Blackboard. At first, I thought it was quite a complicated tool but after spending some time navigating, my views on the software have changed completely. Blackboard is a system whereby students find useful resources about different subjects (depending on the course one is reading). It offers an excellent alternative to the traditional school / University classroom-based method of learning. Students can have the opportunity of sharing their ideas on a particular subject and even posting assignments and other useful resources online. Although Blackboard might be seen from some people as a means of killing face-to-face interactions, I am quite sure that when using Blackboard, it is going to turn out as a positive experience. Lastly, by looking and analysing at what my other colleagues have posted on Blackboard, I am indirectly increasing my knowledge and level of understanding about the subject. I strongly believe that everybodys effort and input is relevant since a broad subject like Human Resources is a not a topic that entails a one-good answer. AWS Portfolio Exercise 2 Identify one key argument that Garavan makes. In no more than 500 words, summarise the main argument and critically evaluate the respective strengths and weaknesses of this argument. One of the main arguments identified by Garavan (1997) in his article Training, Development, Education and Learning: Different or the Same? is that training, development, and education should be integrated together by the concept of learning. This implies that the three components are all involved in the process of learning and complement each other to better the human potential or talent (1997: 42). Although the four concepts represent different meanings, they all can be incorporated together resulting in a more competitive and efficient organisation. From a human resource development perception, the relationship between the four may be considered as largely related, with each component facilitating the other (Garavan et al, 1995). Work and education are no longer separated as were in the previous years. A more integrated model (Garavan, 1997: 47) is needed to the process of knowledge expansion amongst employees. This process should continuously be practiced as it will enhance the effectiveness of the organisation. By training employees, both the trainees and the organisation will benefit and research has shown that trained employees have a higher retention rate in a particular organisation (Umiker, 1994). Garavan (1997) also argues that the concept of management education is an important stage in an employees career (1997: 48), entailing an opportunity to test understanding and organise knowledge in a competing environment (Association of Management of MBA/MMS Institutes, 2009). The above goes hand in hand with the concept of talent management which in my opinion is an important aspect of human resource management. It refers to the employees skills and knowledge which ultimately drive their business success. Various resources, including training opportunities, offering competitive salaries, and being able to attract and recruit qualified staff, helping employees achieve their full potential. Investing knowledge, development and education amongst employees, is a way of putting an organisation into a more competitive environment and its chances of survival are quite higher than the others organisations. This is the reason why talent management is becoming an important feature in the strategic plan of an organisation. Thus, these three integrated concepts of learning are vital in an organisation because employees are giving the chance to advance in their future and career. They all motivate employees to be more efficient and more creative so that the organisation will in return provide them with a better salary and more skills. These concepts can also provide a range of challenges to a particular organisation. Such challenges include: If training is given in a short period of time (lets say in the beginning of his/her employment), the employee can be overwhelmed with lots of information. This challenge can be overcome if organisations provide training and development opportunities throughout the employees careers and not only during the first phase of their employment. The possibility that the employee leaves the organisation to a better or more exciting workplace, after the organisation invests so hard on the development, education and training of the employee. Successful organisation depends on the level of support given at all levels and its exposure of shared knowledge and information amongst all employees (Nayab, 2010). Lastly, training, development and education increase knowledge, skills and abilities in each employee. In order to avoid having the situation of no talented employees within a particular organisation, training, education and development must work together and be more involved in the strategic plan of the organisation. The three components together act as strategic partners aiming towards the organisations success (Kustoff, 2011). Bibliography Garavan, T. N. (1997) Training, Development, Education and Learning: Different or the Same?, in CLMS (2011) MSc in Human Resource Management and Training. Reading 103. Garavan, T. N., Costine, P. and Heraty, N. (1995) Training Development in Ireland: Context, Policy and Practice. Dublin: Oak Tree Press. Kustoff, R. (n.d.) The New Learning Paradigm. Self Improvement Inc.: Morganville [Online]. Available: http://www.selfgrowth.com/articles/The_New_Learning_Paradigm.html [2011, February 9]. Nayab, N. (2010) An Overview of HR Talent Management. Bright Hub Inc.: New York [Online]. Available: http://www.brighthub.com/office/human-resources/articles/96352.aspx [2011, February 9]. Umiker, W. O. (1994) Does Training Increase Employee Retention? [Online]. Available: http://findarticles.com/p/articles/mi_m3230/is_n4_v26/ai_15410797/ [2011, February 9]. AWS Portfolio Exercise 3 In no more than 500 words, analyse the relationship between the process of learning and the role of the trainer, making specific reference to the three readings listed above. Over the years, many people have examined the way people learn. This has resulted in the formation of various theories in which different views on the learning process have been developed. The readings pertaining to this exercise entail different approaches towards the process of learning. Lave and Wenger, as cited in Guile and Youngs (1998) remark learning in a socially manner whereby knowledge is transferred amongst a group of people working together rather individually. This type of learning, known as situated learning, constitutes a multidirectional approach (rather unidirectional) whereby the apprentice (trainer) is engaged in a web of relationships amongst the other colleagues rather than with his/her trainer only. They coined the term community of practice whereby all people share their knowledge by contributing ideas and information, and by helping each other out (Smith, 2003, 2009). This contrasts with the behaviourists theory on the process of learning. As noted in Tennants reading on Behaviourism, the trainer takes all the control during the learning process, while the trainees have little or no control over the process. Their simple notion is that if a positive reinforcement follows a desired behaviour, the latter is most likely to happen again. This type of reinforcement, or rewards, motivate the learner to continue with that kind of behaviour. This will consequently increase the process of learning within individuals. Additionally, negative reinforcement will give the same results, whereby negative situations are ceased as an effect of the behaviour. Punishment will occur because a negative situation is experienced as a result of the behaviour. Therefore, unlike in the community of practices, motivation occurs only as a result of rewards rather than for a self-wish for learning (Ford, 2009). Lave and Wengers work has been built on Vygotskys zone of proximal development in which an individual performs a task under adult supervision and through the support of his peers. Therefore, learning here is seen as a symbiotic experience for both the learner and his/her tutor whilst in behaviourism, the learner determines his/her behaviour on the reinforcements provided by his/her trainer. Therefore in the behaviourists approach, the trainer models the behaviour of the trainer rather easing the learning process. Khoon and Jewson (1995), in their research paper Changing Hearts and Minds: Training Programmes for Mid-Career Workers in Singapore suggested four stages in the development of learning process / training programmes by using the learning-centred approach. The findings of their research imply that motivation did not occur within the first stage but is built gradually within the four stages. In fact, no motivation exists amongst people during the first stage (withdrawal) whereby people in an organisation do not treat training programmes as a solution to their problems and difficulties. As a result, the main task of the trainers here is that of convincing employees by changing their ideas on their perception of training. This stage will then lead to the awareness phase in which people start to recognise training as a potential source of help (Khoon and Jewson, 1995). In the second stage motivation is built and people have been convinced to attend training. Norming is the next stage that follows. Here the trainees understand the fact that learning is the only option to enhance their problem-solving skills and therefore training is now seen as a privilege rather than a punishment. The final stage implies participation whereby people participate fully in the training process without the fear of failing. It is only at this stage where the dispositional barriers are fully conquered. Furthermore, like in the community of practice, in this stage, people feel that the learning programme is relevant to them. Lastly, in both situated learning and learning-centred approach, the role of the trainer is more that of facilitating learning by providing support. This will eventually encourage trainees to participate in training programmes and take the initiative of entering into such programmes themselves. Bibliography Dunn, L. (2000) Theories of Learning. Oxford Brookes University: Oxford [Online]. Available http://www.brookes.ac.uk/services/ocsd/2_learntch/theories.html [2011, February 12] Ford, P. (2009) Behavioural Approach [Online]. Available http://paulford.com/behavioural-approach-to-learning/ [2011, February 12] Guile, D. and Young, M. (1998) Apprenticeship as a Conceptual Basis for a Social Theory of Learning, in CLMS (2011) MSc in Human Resource Management and Training. Reading 115. Khoon, H. C. and Jewson, N. (1995) Changing Hearts and Minds: Training Programmes for Mid-Career Workers in Singapore, in CLMS (2011) Msc in Human Resource Management and Training. Reading 120. Smith, M. K. (2009) Communities of Practice. Infed: London [Online]. Available http://www.infed.org/biblio/communities_of_practice.htm [2011, February 11] Standridge, M. (2002) Behaviorism [Online]. Available http://projects.coe.uga.edu/epltt/index.php?title=Behaviorism [2011, February 11] Tennant, M. (2006) Behaviourism, in CLMS (2011) MSc in Human Resource Management and Training. Reading 104. AWS Portfolio Exercise 4 Cognitive theory is more relevant to the trainer in the modern workplace than behaviourist theory. To what extent do you agree with this statement? A possible plan. Introduction Points: Both cognitive and behaviourist theories are feasible learning theories. Although many believe that the former has surpassed the latter in its dominancy, it can be argued that both theories are still valid nowadays. Throughout the essay, an overview of what constitute both theories will be provided, and then share any similarities between the two. Subsequently, this essay will provide the reader with another theory, cognitive-behaviourism, which in a nutshell, is a combination of both theories underlying a comprehensive interaction between thoughts and behaviours. The main thrust of the argument presented in this essay is that trainers in modern workplaces shall use the cognitive-behaviourist theories with regards to training of employees. Body Points: What does cognitive theory say about learning theory? Learning occurs within the mind; Trainee learns by listening, watching, touching, reading, or experiencing and then processing and remembering the information (ThinkQuest, n.d.); Provide meaning to knowledge; How people understand material. What does behaviourist theory say about learning theory? Learning is seen as the acquisition of new behaviours; Learning results from pleasant or unpleasant experiences in life (Bailey, 2011); Observable behaviours produced by a learners response to stimuli (positive and negative) (Michigan State University, n.d.); For example, if a positive reinforcement follows a desired behaviour, the latter is most likely to happen again; This type of reinforcement, or rewards, motivate the learner to continue with that kind of behaviour; This will consequently increase the process of learning within individuals. Learn to (Behaviourist) vs. Learn that (Cognitive). Are there any similarities between the two theories? Yes. In a nutshell, they both agree that: Experience impacts learning; Learning theories should be objective and based on empirical based research. Were the two theories relevant someday or another? What about today? What does literature tell about their relevancy? Can the trainer use both methods? Cognitive-Behaviourism Theory Blending both theories together entails having a persons faulty thinking and behaviours changed through education and reinforcements. Such techniques foster more adaptive ways for the trainee to cope (Grohol, 2004); Feeling based learning theories; Responses are based on continuous interactions between out feelings, thinking and behaviours. I believe that trainers can apply both theories in the modern workplace if they are implemented correctly and competently. How? Bibliography Bailey, L. (2010) Cognitive and Behavioral Learning Theories [Online]. Available http://ezinearticles.com/?Cognitive-and-Behavioral-Learning-Theoriesid=3633960 [2011, February 13]. Grohol, J. M. (2004) Types of Therapies: Theoretical Orientations and Practices of Therapists. Psych Central: Newburyport [Online]. Available http://psychcentral.com/therapy.htm [2011, February 13]. Purcell, L. (n.d.) Behaviorism: Learning Theory [Online]. Available https://www.msu.edu/~purcelll/behaviorism%20theory.htm [2011, February 13]. ThinkQuest Team (n.d.) Cognitive Processes [Online]. Available http://library.thinkquest.org/26618/en-5.5.3=cognitive%20learning.htm [2011, February 13]. AWS Portfolio Exercise 5 For each extract, please provide your view in response to the following: Evaluate the style and expression. Are there any problems with it? Does it have any particular strengths? Extract 1: In my belief, the author of this extract failed to provide the reader with the basic accounts of the key concepts of Skinners work. Instead s/he criticise Skinners work by only providing the reader with a number of limitations. This also suggests that the author did not provide an analytical discussion of Skinners theories in comparison with his/her own arguments. Citing other peoples views could have helped the author to back up his/her arguments. Also, the author used a numeric list while mentioning a number of limitations in his assignment. This style is normally used when presenting facts and not when suggesting the writers own ideas. The latter in my opinion could have easily been explained better using more detailed paragraphs on each limitation. Furthermore, the author failed to adopt a third person approach in the assignment, leaving a more judgmental approach on the issues being tackled. This also suggests that the writers expressed opinions are not analysed in a balanced manner. Besides this, the author failed to use precise academic language with over-lengthy sentences and incorrect construction of sentences. A positive strength about this extract is the use of questions, which when used rightly, are aimed to attract the attention of the readers. Extract 2: The author in this citation, is picturing the audience in an excellent manner. S/he is not assuming that the reader has a prior knowledge on the subject. In fact, arguments are well defined and issues are discussed clearly and logically. Unlike the first extract, evidence is provided in regards to the statements that the author made. The style of writing is very clear and concise with an excellent flow of discussion that amalgamates the various issues surrounding the topic. Moreover, the author avoided the use of the first person when writing sentences and therefore expressing ideas in a very balanced way. One problem that I encountered while reading this extract was the use of over-lengthy sentences and colloquial expressions. The last sentence is a case in point, where it could have been simplified by using shorter and simpler sentences. Extract 3: The author of this extract used a personal account as an introductory and explanatory statement in order to support the answer of the question. On the other hand, although there is nothing wrong with personal experiences, the author should pay extra attention in order not to become carried away and loses the point of the question. As a general rule, personal reminiscences are not appropriate in the construction of academic assignments as the focus of the question can easily be shifted. However, in my opinion, I do not see anything wrong with this unless it is within the remit of the subject in caption, and used only as a preamble in an assignment. Lastly, in the body of the assignment, the author should offer discussions based on the various relevant sources about the subject being discussed. AWS Portfolio Exercise 6 Please provide a summary of a reading of your choice from the readings in your first module. Name of article: Learning from others at work: Communities of practice and informal learning Authors: David Boud and Heather Middleton Summary: Informal learning is not normally attributed in most organisations although some efforts are now being made to take account of it. In fact, this research paper aims to investigate the way employees learn from each other at their place of work. The researcher engages him/herself in work-site interviews with various employees within a particular organisation. The questions asked sought to find suitable ways of learning strategies amongst the workgroups. Moreover, the results of this study have been compared with Lave and Wengers concept of communities of practice, which is highly linked with informal learning at work. Four different groups were interviewed in order to investigate their learning practices within their own units. The first group (teachers of floor and wall tiling) have been working together for the last ten years. The head teachers role in this group is quite notable in the learning process amongst the other teachers. Information is passed on orally during unofficial meetings and also by emphasising significant sections of different articles and passes them on to his colleagues. Furthermore, members of this group act as a learning source for each other. The second group (educational planners) deals with quite sensitive issues within the organisation and their method of learning involves the contribution of experiences and collective knowledge. Colleagues are nominated to act as the central sources for information amongst their faculties. Similar to the first group, the leader of this newly integrated group act as a source of feedback and assistance on the performance of his/her colleagues. The next group forms part of the Human Resources Department of the organisation. It consists of employees of different grades with a very strong teamwork spirit. Job learning occurs through the supervision of the junior staff by their senior personnel and again the team leader is a primary focus in dealing with the most complicated and unusual difficulties. Learning also takes place through informal gatherings and regular staff meetings. Informal learning also occurs when employees pertaining to this group are asked to act at a higher level whilst others are on leave. The last group (workplace training unit) is quite small in number and its members have a very close working relationship between each other. Again, employees learn from each other during informal meetings whereby experiences and new ideas are shared amongst each other. The experience of learning within this organisation is highly dependent on the nature of work amongst the different workgroups. Apart from this, there were some commonalities amongst various sections of the groups with the concept of communities of practice. No relationship between communities of practice and the workgroups themselves has been noted due to lack of common activities and differences of function amongst the employees. Lastly, learning from other colleagues (of the same level) is quite popular in the workgroups interviewed. This contributes to the concept of horizontal or sideways development and learning as developed by Engestrom (2001). Bibliography Boud, D. and Middleton, H. (2003) Learning from Others at Work: Communities of Practice and Informal Learning, Journal of Workplace Learning, 15(5): 194-202. Engestrà ¶m, Y. (2001) Expansive Learning at Work: Towards an Activity-Theoretical Conception, Journal of Education and Work, 14(1): 133-156. Lave, J. and Wenger, E. (1991) Situated Learning: Legitimate Peripheral Participation. Cambridge: Cambridge University Press. AWS Portfolio Exercise 7 Correct any referencing errors in the extract and bibliography. You should edit the extract, correcting the referencing errors as you go, highlighting where you have done so. Lynda Measor and Patricia Sike Measor and Sike (1992) identify the influence of gender on pupils achievement in education. They examine pupils experience of gender role stereotyping in secondary school and how the expectations placed on them contribute to their success or failure. In particular, they suggest that, à ¢Ã¢â€š ¬Ã‚ ¦schools prepare each sex for quite different styles of life, and that Girlsà ¢Ã¢â€š ¬Ã‚ ¦leave school unqualified or under-qualified for paid work in the labour market (Measor and Sike, (1992: PAGE NUMBER MISSING). They acknowledge that boys expectations of work are also affected by the roles they are expected to fulfil (Measor and Sike, 1992). Indeed, Adams (1996: PAGE NUMBER MISSING), studying the design of competencies for jobs, notes that there is also a difference in expectations of womens and mens behaviour at work, even when those men and women hold the same post (1996). Clearly then gender shapes expectations, thus affecting the outcome of education and training. However, whether gender is the dominant factor affecting learning outcomes is debatable. Research by Troyna and Hatcher (1992) and Mac an Ghaill (cited in CLMS, 2008) suggests that experience of racial and ethnic difference in schools has as strong an effect on educational outcome as gender. In one study black pupils responded to racism within education in different ways, some by rejecting the expectations placed on them and others by resisting the system but nevertheless achieving above-average results (AUTHOR/S SURNAME/S MISSING, 1988). Interestingly, both the studies on gender and those on race and ethnicity identify social class as having a fundamental effect on educational outcome. While gender and race can been seen as key barriers to achievement, the underlying mechanisms of social class create barriers to the advancement of both boys and girls of all races and ethnicities in the edu cation and training systems. For example, in Britain the remnants of a strongly divided social class system have an effect on education. CLMS summary of the work of Andy Furlong identifies factors such as, à ¢Ã¢â€š ¬Ã‚ ¦poverty, overcrowding, differences in values and attitudes towards education, teachers attitudesà ¢Ã¢â€š ¬Ã‚ ¦and the type of jobs which are available locally (1995: PAGE NUMBER MISSING), all of which influence the outcome of education. Thus, while education in Britain is supposed to offer equal opportunities to all pupils, CLMS shows that these factors are all, à ¢Ã¢â€š ¬Ã‚ ¦associated with social class (1995: PAGE NUMBER MISSING). These social barriers to learning in the classroom translate to less training later in life. Statistics from a government survey published in 1989, which identified social class by income, showed that members of Social Class 1 (skilled, non-manual occupations) were twice as likely as those in Social Class 3 (manual workers) to report receiving training in the previous three years (Training Agency, 1989). Aaron Pun, who is interested in the current technological capacity to deliver training to widespread communities via open and distance education, adds to this debate by concluding that a lack of sensitivity to cultural differences can also create barriers to learning (Pun, 1995). He gives an example of Chinese managers, whose expectations of Management Development training were not met. Self-directed and participative training styles were used in a programme supplied by a Western trainer a lack of cultural sensitivity meant that expectations of a more didactic approach were not taken into account, creating a barrier to successful training. This point is emphasised by other researchers who note that some problems in training are caused by cultural differences in learning style. In conclusion, all of the cases above show that both cultural and social differences have an effect on learning, and that these influences must be taken into account in the design of training programmes.

Stress :: essays research papers fc

  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   1.0 Introduction Throughout the eighties and into the nineties, work stress have continued to rise dramatically in organisations across North America. The eighties saw employees stressing out from working in a rapidly growing economy. During the nineties, beginning from the recession of 1992 till present day, employees are stressed by their own job insecurities in the face of massive downsizing and restructuring of organisations in order to be competitive on the global stage. Work stress is a very extensive topic ranging from research on the sources of stress, the effects of stress, to ways on managing and reducing stress. This report will focus first on the evidence for the harmful effects of stress at work, both mentally and physically. The last section will briefly explain why management should be concerned with rising employee stress and will describe some actions management can take to alleviate work stress. 2.0 Harmful Effects of Stress Most research studies indicate a high correlation between stress and illness. According to authorities in the United States and Great Britain, as much as 70% of patients that are treated by general practitioners are suffering from symptoms originating from stress . Everyone experiences stress, however, each person responds to stress very differently. Their response is dependent on how each person reacts to stress emotionally, mentally, and physically. There are, however, common effects of stress for most people on the physical and mental body. 2.1 Physical Effects The researcher Blyth in 1973 identified a list of diseases which have a fairly high causal relationships with stress. The World Health Organisation and consultations with the J.R. Geigy Pharmaceutical Company obtained his evidence through interviews with medical experts, review of reports. The following is a list of some of the illnesses Blyth had identified : 1. Hypertension2. Coronary thrombosis3. Hay fever and other allergies4. Migraine headaches5. Intense itching6. Asthma7. Peptic ulcers8. Constipation 9. Rheumatoid arthritis10. Colitis11. Menstrual difficulties12. Nervous dyspepsia 13. Overactive thyroid gland14. Skin disorders15. Diabetes mellitus16. Tuberculosis Research conducted by Woolfolk and Richardson in 1978 further confirmed Blyth’s list that hypertension, coronary disease, infections, and ulcers are highly related to the amount of prolonged stress an employee is subjected to. Evidence for a causal relationship between hypertension and stress was seen in a study of air traffic controllers. The work stress is enormous for this occupation due to the high responsibility for the safety of others that people is this field must bear.

Friedrich Engels Life and Beliefs :: biography Economics Society History Essays

Friedrich Engels' Life and Beliefs Revolutionaries are not necessarily born but are made. Friedrich Engels is an excellent example of this because his history and family life does not reflect his career path. Unlike Marx, he was born of a â€Å"well-to-do† authoritarian textile manufacturer on November 28, 1820 in Barmen, Germany. By the age of fifteen his parents were very concerned with his behavior. In a letter written by his father he was said to have had a â€Å"lack of character† and â€Å"other unpleasant qualities†. Friedrich was receiving substandard grades, and he was disobedient despite the strict discipline at home. His father saw promise in him despite his disobedience, but was continuously troubled by his son’s actions. These acts can be seen as a sign of his future rebellion toward society. [ii] Friedrich Engels’ biographical information is important to know because it gives the reader and understanding of what shaped Engels’ views in the Communist Manifesto . The Prussian Province in which Engels was raised was the most industrialized place in Germany at the time. This gave Engels the ability to see the growing aspect of capitalism in society. He soon noticed the conflict between the labor and management. Even in his early years he showed concern for â€Å"social injustices†.[iii] Everyday when he went to school, he passed factories where workers â€Å" ‘breathed in more smoke and out more dust than oxygen’, where children were imprisoned from the age of six, to be ‘victims of capitalist exploitation’.† [iv] He saw the poor work from morning until night and the homeless who slept in stables or on dung heaps. He watched as society escaped reality by slipping into a state of drunkenness each evening. He noticed the fierce competition among the industries creating an even more demanding atmosphere that showed no improvement in the current situation. His keen observations drove him to take actio n, especially since he was the son of a factory owner.[v] He worked as a business apprentice during the day hours, and in 1842 he eventually traveled to England to learn commerce and management. In his spare time he visited the workers’ quarters in Manchester where he saw the same exploitation of the working class as he did back in Germany. Grief stricken families lived in filth and poverty because of the controlling bourgeoisie. These experiences continued to play a large role in shaping his political views.

If Winter Comes Spring Is Not Far Behind Essay

Birds get frozen, flowers get withered, from a pebble of earth to the star of sky all get silenced. It is the time when winter jumps in. Torments, tensions, tragedies, tortures come up when west wind of winter blows. Winter is the time of sweet sorrowfulness and dangerous difficulties. However, when spring comes it brings gala days; birds fly up, and flowers get bloomed. Oh! Spring, you are a hope in calamities of life. Winter is the symbol of destruction and bareness whereas spring is the symbol of hope and fruitfulness. Around 250 thousand years ago a winter in Rome went on, in which slaves were smashed and slaughtered. Cruelity and ignorance was at peaks. At that time, a man of might and words stood like an insurmountable mountain and fought against Roman Republic for slaves. That man was Spartacus. He had almost perished the Government, but he was chopped in Third Servile War. But when he was martyred he said these words. â€Å"I will come again, not alone, but with millions.† And, yes, he came again with spring in Rome and, which perished the winter of that time. The winter of crises, problems, destruction has charged our country Pakistan. It has brought many critical and havoc circumstances which have taken lives of thousands. But hopeful spring is far behind and clouds of happiness are forecast which will bring pleasures and prosperity in Pakistan. Moulana Jalal Din Rumi says, â€Å"Don’t grieve, whatever you lose comes in another form.† So, one should push the winter out, and make outlets for spring to come in. And, coming spring will be joyous and peaceful. If winter has come, yes, spring is far behind. Winter snatches green leaves of trees, smashes colours of butterflies, slaughter blooming flowers. But, when everything is lost there hope dwells and that is the spring, which has to come anyhow after winter and that is the cycle of life.

Ponyo on the Cliff by the Sea: A better version of The Little Mermaid Essay

Ponyo on the Cliff by the Sea, written, directed and animated by Hayao Miyazaki, in the year 2009 was an animated movie aimed at young audiences and their parents. He took Hans Christian Andersen’s short story The Little Mermaid as a blueprint for portraying this poetic, fantastic work using adorable pictures with interesting and impressive storyline to attract audiences. I would personally consider the movie Ponyo on the Cliff by the Sea as an improved version of Andersen’s The Little Mermaid because Miyazaki had introduced a lot of new elements to make the story look more realistic and interesting by considering the current preferences of children’s. In this movie, Miyazaki has not only described the love between people and people, but he has also highlighted the relationship between creatures and people using a simple story line. Generally, I would perceive Ponyo on the Cliff by the Sea as a great animated movie because it contains various outstanding features such as simple but attractive story, visually appealing animated pictures which are far better compared to other animated movies released recently and the music in the movie is quite pleasant touching people’s soul. In the following part of the essay, I am going to describe how Miyazaki successfully captivated the audiences’ likenesses through his new movie: Ponyo on the Cliff by the Sea. There is a huge difference between the Hans Christian Andersen’s story The Little Mermaid and the Miyazaki’s movie Ponyo on the Cliff by the Sea. In the Andersen’s The Little Mermaid, there were so many children who got upset on her demise and her infatuation towards the prince. While suffering with great pain, she drank the potion and the Little Mermaid lost her tongue in exchange for her tongue, which was considered as the most beautiful part of the story, but still her sacrifice could not get the prince’s love. At last, her body turned into foam and it never existed again. According to Robinson, â€Å"the story’s agony and tragedy [actually loses] the people’s heart† (Robinson). Such a pathetic story used to break the children’s dreams. However, I would consider Hayao Miyazaki’s movie Ponyo on the Cliff by the Sea as an ameliorated story of The Little Mermaid because he slightly modified the ending of the story and introduced a lot of exciting elements to make the story more closely related with children’s preferences. Miyazaki has drawn several cute scenes about the main character girl Ponyo, such as eating noodles with her lover Sosuke and playing around with her pinky sisters. These scenes attracted the current generation of young audiences and made them fall in love into this adorable character and hence got them emotionally attached towards the movie. In addition to that, the climax of the movie was slightly changed that the Ponyo gets transformed into a little girl from a fish, so that she can be with Sosuke forever and it can be considered as one of the major difference when compared to the climax of The Little Mermaid’s. Therefore, I would personally consider the happy ending, the way of presentation and depicting characters as major elements making Ponyo on the Cliff by the Sea better than The Little Mermaid. People regard Ponyo on the Cliff by the Sea, not only as a better version of The Little Mermaid, but also consider it as a great animation movie due to its simple and attractive storyline. Although there are people who criticize that the story sounds weird, and like many of Miyazaki’s previous films, Ponyo is also written from a child’s perspective and with a child’s sense of logic (Rodriguez). Miyazaki has raised the complexity of the movie’s theme to a higher level, enabling both children and adults to think and enjoy. The audiences are provided with three ways to observe the main theme of the story, which is the love between people, families, and creatures. First the audiences could feel the love and the relationship between Ponyo and her father Fujimoto. In the story, their relationship is not so well due to the busy schedule of Fujimoto, which reduced the time spent by him to understand his daughters and vice-versa. As her mother was also busy and hardly available at home, Ponyo had very less time for interacting with her parents. Even though Fujimoto tried his best to take care of Ponyo, such as providing clean food and taking them out for sightseeing at the sea, she didn’t care much about her father’s feelings. The only thing that she wanted to do was to get away from her father. What Ponyo did was immature and completely understandable, because she was just a 5 year-old girl at that time. But I believe that Miyazaki wanted to stress the issue that there does exist children who are bound do the same thing with their parents as well, and he wanted the young audiences to understand that whatever their parents are doing is only for the love they have towards their children. Secondly, the audiences may notice how Sosuke loved his mother. Although his father used to leave him and his mother at home while going for fishing, he realized how to take good care of his mother and carry the responsibilities of the family as a whole. I do remember a scene, when Sosuke’s father called to apologize for not coming back for dinner which left Sosuke’s mother crying about that. At that time, Sosuke’s passes her a napkin, consoling her not to get sad about that. Sosuke doesn’t know the reason for her mother being upset, but his actions represent the second type of love, which indicates how the younger generation shows their love towards their parents. Finally Miyazaki wanted to express the pure love between the main characters, Ponyo and Sosuke to the audiences as the third kind of love. One of the scenes comprised of a test that Nereus had given to Sosuke. Without anybody’s help, any ship to drive, and any lights to walk in the tunnel, Sosuke builds his courage to take care of Ponyo, the one whom he loves a lot and he overcomes all the hurdles that come in his way. These scenes inspired me to think about the children of this era. It is common that children would cry and call for their parents when they encounter difficult situations; however, despite the worry about his mother’s disappearance at that moment, Sosuke tactfully handled all these challenges physically and mentally encouraging Ponyo too to be strong. Therefore, I personally think that the act of the 5 year-old boy, Sosuke should be highly appreciated because it is really not an easy task for a normal child to either handle or accomplish it. The only reason why Sosuke could do it is all because of the love he had towards Ponyo, which gave him the power to raise his courage to get through all the challenges. The factors that decide whether an animated movie was successful or not doesn’t purely depend on the storyline or content that the director wants to emphasize, but it also depends on the way the movie was filmed that embellishes the movie with eye-catchy and enthralling features. When compared with the Disney film The Little Mermaid, Ponyo on the Cliff by the Sea didn’t involve any Computer-Generated Imagery (CGI) work, which meant that the whole film was drawn by animators, and this further heightens the film’s natural characteristics. â€Å"In Miyazaki’s fertile imagination, the ordinary and magical worlds blend into each other; both are full of marvels† (Young). Young adds that Miyazaki’s movie provided softer and more realistic pictures to the audiences as all the things were hand-made. For example, I would personally consider the sea to be the most imaginative part of the movie. Miyazaki used his abundant imaginations in transforming the sea into a living character that can represent the mind of Ponyo’s father Fujimoto. One of the scenes is that, Fujimoto uses his magic to transform the sea into a living creature to chase Ponyo, but the sea couldn’t catch her and it fiercely outbursted onto the land. In addition to the much hyped imaginative scenes, Miyazaki had asked Joe Hisaishi to compose the background music for the movie. The movie became additionally attractive, as Hisaishi had used children to sing all the songs. Hence, these specialties made Ponyo on the Cliff by the Sea so special that it induced people to come and enjoy. In summary, Ponyo on the Cliff by the Sea possesses nice elements for being considered as a great animated movie. First of all, being structured similar to the traditional tale The Little Mermaid, Miyazaki’s movie is more appreciated by the audiences of this era as it had a better climax than the story and the more updated elements are provided to meet the expectations and interests of children. Secondly, the complexity of the movie initiates audiences to deeply think about how people should interpret love and relationship between people, families, or even lovers. Thirdly, with the inclusion of more animated pictures and intoxicated music, audiences felt emotionally attached to the movie, trying to feel the happiness and sadness of the characters in the movie. Even though there are people criticizing the movie, but I believe that it has already qualified as a good animation movie because Miyazaki has designed it to become approachable by both adults and children. I personally feel that people can get inspired by the love of the story, trying to practice it in the real world, and very soon the society will become more harmonious. People would become friendlier to each other, making the world a better place to live on. Works Cited Robinson, Tasha. â€Å"Ponyo. † 13 Aug. 2009. The Onion Inc. A. V. Club. 2 May 2010 . Rodriguez, Rene. â€Å"Review : Ponyo. † 14 Aug 2009. The Miami Herald. Miami Herald Media Co. 02 May 2010 . Young, Deborah. â€Å"Film Review: Ponyo on the Cliff by the Sea. † 30 Aug. 2008. The Hollywood Reporter. 2 May 2010. .

Hr Term Paper

Table of Contents: Introduction to SME Recruitment and the process involved Challenges faced by SME’s Overseas challenges Suggestions to overcome challenges What are SMEs? Small and medium enterprises (SMEs) are businesses that employ up to 250 people.No one is precisely sure how many of them there are because there are lots of companies that have limited liability status but are not trading and there are lots of businesses that are sole proprietorships that have escaped the official net of the tax man, the VAT man and the registrar of companies. We will see figures that range as high as 4. 3 million and as low as 3. 7 million, the best estimate being around 4. 0 million. Although the most usual definition of an SME is a company employing up to 250 employees, nearly all (over 99%) employ less than 50 people.In fact, three quarters of them don’t have any employees – they are sole operators. So, the emphasis really is on small rather than medium in the SME label. T he engine of economic recovery The significance of these small businesses is often overlooked. They are the ants in the ant hill rather than the more glamorous animals of the forest. And yet they make up a half of all the jobs in the UK and account for half of our GDP. Because they are small and tightly managed, decisions can be taken quickly and they are flexible in responding to changes in the temperature of the market.In the UK as in the rest of the world, SMEs are recognised as the most responsive engine of economic growth. Who are they? There are over 1,500 different classifications of SMEs. These are referred to as Standard Industrial Classifications by the Government and they are used to describe the nature of a company’s business. As might be expected, SMEs do not compete where large capital investment is required for process industries. Therefore, they do not exist in car assembly, steel making, cement manufacture and the like. They are found in profusion in the serv ice industries from vehicle servicing, hairdressing, retailing to the professions.There are manufacturers, of course, and they operate across most industries from complex electronics to traditional businesses such as metal bashing and wood turning. The SME shopping basket Every SME purchases goods and services in the pursuance of its business. They all have some basic needs such as telephones, stationery and they consume energy. Nearly all have office furniture and operate vehicles. They rent property and they buy legal and financial services. Depending on their industrial classification, they also will buy materials of one form or another.In total this adds up to over ? 1 billion of products and services per annum. Safety in numbers The most surprising thing about this huge shopping basket is that it is often ignored by marketers who have their sites on the larger corporations that appear to make easier picking. Whilst it is true that large buyers are easier to line up in the sight of a marketing rifle, they are not necessarily the most profitable. Slimma enjoyed being a main supplier to Marks & Spencer until M&S changed its buying policy and it lost the business. It not only lost the business; it went out of business.In contrast, RS Components has always seen the potential in SMEs and through its next day postal delivery service, it supplies a myriad of bits and pieces to businesses at premium prices and good margins. A simple decision making unit There are no complicated purchasing teams in SMEs. Very often it is just the boss who is tea person, book keeper, principal sales person and buyer. With all these duties, it is not feasible to agonise too deeply about the choice of a supplier. Decisions are made quickly and based on simple criteria such as the supplier is easy to buy from, it is good value, it is supported by the right kind of service etc.Once a purchase has been made, a relationship is established and very often a buying pattern is set up that wil l last for a long time. The B2B SME panel B2B wants to get to the hearts and minds (and purchasing patterns) of SME owners and has recently launched an online panel comprised of key decision makers within the SME sector. B2B has undertaken a rigorous panel recruitment programme to ensure a diverse and high calibre sample of thousands of SME decision makers throughout the UK, people who are notoriously hard to get hold of yet who buy hundreds of different services. In IndiaIn India, the Micro and Small Enterprises (MSEs) sector plays a pivotal role in the overall industrial economy of the country. It is estimated that in terms of value, the sector accounts for about 39% of the manufacturing output and around 33% of the total export of the country. Further, in recent years the MSE sector has consistently registered higher growth rate compared to the overall industrial sector. The major advantage of the sector is its employment potential at low capital cost. As per available statistics , this sector employs an estimated 31 million persons spread over 12. million enterprises and the labour intensity in the MSE sector is estimated to be almost 4 times higher than the large enterprises. In South Africa the term SMME, for Small, Medium and Micro Enterprises, is used. Elsewhere in Africa, MSME is used, for Micro, Small and Medium Enterprises. Size thresholds vary from country to country. The lack of a universal size definition makes business studies and market research more difficult. RECRUITMENT Recruitment is the process where the HR identifying the gaps to be filled, attracting the suitable person's cv's through different media ( like adds. n paper, approaching consultants, employee references, campus placements( when the requirement is huge), even u can verify active working employees in ur company through promotions/transfers) & etc. , upto receiving the cv's. selection starts from scrutining the received cv's, conducting the tests & finally ends with the HR round of interview for taking a desicion whether selected or not. Recruitment Process The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations.Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc).Short-listing and identifying the prospective employee with required chara cteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making Identify vacancy Prepare job description and person specification Advertising the vacancy Managing the response Short-listing Arrange interviews Conducting interview and decision making The recruitment process is immediately followed by the selection process i. e. the final interviews and the decision making, conveying the decision and the appointment formalities. CHALLENGES FACED BY SME’S FOR RECRUITING NEW ENTRANTSChallenge One – Find, recruit & retain high quality sales people   Organisations of all sizes and in all market sectors have a major challenge in finding and developing quality sales people. The impact of employing average or poor sales personnel can seriously hurt SMEs, as these companies rely on a smaller number of sales staff. They simply do not have the resources, systems and processes that exist within large corporations to effectively mana ge, develop or re-deploy underperforming sales people. Having high quality, reliable and consistent sales people can make our sales function and a lack of them will break it.Organisations are able to invest in Health Checks, which reviews how the sales function is performing in terms of people, processes and customers. This health check also highlights the areas within the sales function which need to be developed, which is a good starting point for SMEs looking to build or enhance their sales function. Challenge Two – Develop high quality, profitable, long-term customers The issue of quality sales people is the main cause of challenge two – Developing high quality, profitable, long-term customers.The definition of a high quality customer is one where: * To have a win-win, mutually beneficial relationship * The relationship exists at the highest possible level with the key stakeholders * They take a number of products or services from you * They see you as a key suppli er or integral to their success * They believe in your people, brand and product, they will not use a competitor * They will actively promote your people, brand and product (word of mouth advertising & referrals) Gaining high quality customers is the focus of any successful business over the longer term.Look at any industry or sector where individual key players have shown steady, sustainable, controlled growth and where they have outperformed their competitors. You will notice a number of similarities around the quality of the sales people, perception of the brand, and standard of the product or service. You will also note that in the majority of these organisations, a number of reports and statements focus on' The Customer'. What makes these organisations so special is that they have simply developed an effective sales, supply, customer management and retention system.This system runs like a well-oiled, high-performance engine, where all the cogs turn and interlink in a highly eng ineered way. In business, this is like having a successful, proven ‘How to' users-guide for all the key aspects of sales and client fulfillment. Whether we like it or not, every business has a system that covers all of these critical sales and client management areas. What is evident is that these systems don't necessarily interlink effectively.In fact, some of these systems seem to work against each other and slow down progress, creating roadblocks for sales and client management to cross. Interestingly enough, high quality sales people also have a system they use at an individual level to sell effectively. This system guides them like a missile to the target and covers all areas of attitude, skill and execution of their tasks. If an organisation wishes to overcome the two key challenges of high quality sales people and high quality customers, they need to develop an effective system that covers sales and client management.An effective selling system has a huge number of bene fits to any business – too many to list, however they can be summarised into the following: * Increase profitability per customer and per sales person * Reduce cost of sale * Reduce lead times * Increase win ratio * Improve internal communication and access to information * Increase control and focus * Improve forecasting and business planning * Improve customer relationships and retention * Reduce churn of quality people We do not need to find, recruit and retain high quality sales people, especially as they are expensive.Even small organisations can develop quality sales people themselves and realise the key benefits this brings by simply introducing a successful selling system. This means that the organisation is reliant on an effective, proven and sustainable system and not on individual sales people to perform. If the system works, then the sales people can use the system to work for them. The system will show the organisation very clearly who is performing well and who needs to be developed, and it can even show exactly where and how.To clarify the key point, however, we are not saying that you can or should employ low quality sales people and tell them what to do, and how to do it. What we are saying is that the quality of focus has changed, from finding high quality sales people who can work individually and do the numbers for you, to developing a high quality, repeatable sales system. This is not a new concept; every successful franchise is built on this very principle. If a business wants to realise these benefits, then it is undeniable that they need to have an effective sales team.It is also undeniable that they need to develop high quality customers. If your organisation needs to realise these benefits and you would like the opportunity to work with a specialist, then contact Enact Services. They have developed the ‘Complete Selling System'. This has been designed specifically to address the challenges faced by your sales team(s). Thi s system has been proven to positively impact on the sales results of SME and corporate organisations. CHALLENGE IN THE TALENT WARThe global phenomenon in talent shortage has led to a ‘talent war’ amongst organisations large and small, across all industry sectors throughout the world. This talent war is all about attracting, retaining, developing and engaging a quality workforce that plays a critical role in impacting the organisations bottom-line and growth. With such a struggle for the best talents, it is no wonder that the SMEs often lose out to the MNCs which typically invest millions of dollars in their recruitment and retention strategies.Given that SMEs may not have such ‘muscle’ to fight the talent war, nonetheless it is becoming clear to business leaders / entrepreneurs that an effective HR strategy is critical for its long-term survival. The following are some of the typical challenges faced by SMEs today: Talent Attraction Not maintaining an acti ve database of potential hires – adverts are placed each time there is a vacancy without harnessing past database effectively Not implementing comprehensive hiring channels such as referral, graduate, recruitment internal transfers etc.Lack of detailed job analysis which leads to ineffective recruitment (i. e. often it is not known what are the key criteria for hiring the personnel and key success factors on the job) Weak or no employer branding – candidates do not have a good knowledge of the overall organization OR do not have a good experience during their recruitment exercise Not able to offer higher than average starting salaries and having ‘standard’ benefits/rewards Talent Retention Lack of a comprehensive orientation programme or induction training Lack of clear career path development for individual staffLack of communication of corporate goals/vision Lack of job-rotation : often SMEs lose talents as they are not able to provide new learning oppor tunities within the organization by redesigning jobs etc. Minimum investment in training ; development. We have heard: finding and retaining top talent be it for large corporations, SMEs, associations and consultancies is fast becoming a major challenge. In many cases, the challenge has become a factor in the loss of competitive strengths, and consequent decline of market share.Some underlying reasons are well known: demographics (the â€Å"baby boomers† are beginning to retire and not being replaced by equivalent numbers of new entrants into the workforce); declining unemployment; sustained high demand for candidates with similar profiles in many sectors, such as IT and Telecom; shifts in employee attitudes to loyalty and their work/life balance. But another, less obvious factor is at play: employers' response (or non response) and in particular the adaptation of their recruitment and retention strategies to a rapidly changing labour force landscape.In fact, pragmatically, t his is perhaps the most important issue. Employers can't change demographics, but they can change the way they recruit. Until recently, most employers were in the enviable position of being able to pick and choose among a plethora of spontaneous candidacies to fill most, if not all their open positions. In those cases where â€Å"Mr. or Mrs. Right† was not at hand, word of mouth, and an advertisement would more often than not elicit a more than adequate number of qualified applicants. The biggest challenge was making the right choice!But today, employers are facing new realities. And, as in any rapidly changing environment, those who are the quickest off the mark in adapting their attitudes and strategies will reap the benefits of stronger, more stable, and more efficient human resources. The more senior and/or technical the positions, the more vital this becomes. New challenges and the need for specialised assistance With many or even most employers fishing for the same prof iles in the same pond, yesterday’s recruitment strategies are fast becoming inefficient and un (or even counter) productive.The bottom line is that most employers are rapidly (re) discovering the value and economic sense of retaining, and building long term relationships with Executive Search firms. The simple logic is that the quest for talent needs to be both broader, and deeper than ever before. Chances are the ideal candidates are not scanning the â€Å"want ads† or online recruitment websites nor talking to friends about changing jobs. They could come from a different industry (which has already faced the challenge an employer is up against today), and thus bring fresh thinking and new vision.They may bring talent that will enable an employer to embark in new, lucrative business ventures. And they need to be in a position to contribute to an employer’s strategic plan. Leading Executive Search firms will build a highly personalised strategy for each individu al recruitment taking these complex factors into account. Headhunters†¦. and headhunters Most leading headhunters accept the title with a smile†¦. they generally prefer to be known as Executive Search consultants. Perhaps to more clearly identify themselves as employer business builders (via human resources), as opposed to simple recruiters.Recruitment agencies tend to use large databases of names, rely on electronic/web technologies, and place cold-calls to potential candidates whom they might never have met before. While not eschewing these methodologies, executive recruiters use their specialised and often personal networks of contacts to attract individuals to opportunities and search for candidates for the most senior positions. In Brussels, as an example, the typical minimum annual salary for a position that an Executive Search firm is retained to fill is â‚ ¬100,000.Consultants specialise within given industries, and typically have long-lasting relationships with their clients. These relationships are key, because the recruiter knows the nuances of the internal culture within the client’s organisation, and is best prepared to offer candidates that would make a good fit. In addition, executive recruitment firms often offer guarantees for the candidates who are hired. That is, if the individual resigns, for example, within six months of the date of hire, the firm will mount a new search to find another candidate. Taking care of the detailsCompanies that decide to search for a senior candidate using a specialised recruitment firm find that they save time and resources. Following an exploratory meeting to learn more about the position and after participating in a thorough briefing session, the search consultant returns a written description of the employer, the competitive situation, the recruitment context, and the position to the client for approval. The description is a key step, and the client must share as much information as possib le in order to enable the recruiter to identify the best possible candidates.Of course discretion is paramount – privacy of the client, as well as privacy of the candidates. Building on his experience as Managing Director and Marketing Manager for L’Or? al, Howard Honick has been a senior consultant with Alexander Hughes, one of the leading recruitment firms in Europe, since 2000. â€Å"We believe every mission, every client, every candidate is unique†, says Honick. Our consultants spend whatever time is necessary to understand every aspect of the mission; we pay particular attention to soft skills, and matching client/candidate culture†.Confidentiality is of course crucial. And we only present candidates to our clients who we know could be an ideal match in terms of experience and personality, and therefore make a long-term fit. † It’s all about who you know Executive recruiters know their client’s industries and have many contacts bec ause they have worked in the sectors themselves. Anne De Greef, a senior consultant at Alexander Hughes previously worked for many years in executive positions in business development, operations, strategic planning and M;A for DHL, UPS and as COO for Fleetlogistics/Wheels.Combined with her additional management experience in the chemical and leasing industries, she is well-placed to identify potential candidates for clients in these businesses, because she knows – and has worked with – many individuals in those sectors. â€Å"This detailed knowledge of and ability to recruit high-level executives is what makes clients rely on our services. Clients realise that top-level recruitment is not an overnight process,† said De Greef. Strategic recruitment impacts the bottom-lineRecruits for top-level appointments will eventually have a role in shaping the future of a company. They will be a part of the team making strategic decisions about the organisation’s dir ection and developing and enacting its business plan. Thus, candidates must have extensive experience and the business sense to succeed in making the right decisions. â€Å"There’s a lot on the line when filling positions for our clients,† said Honick. â€Å"The positions we help fill are vital to the client company’s success, otherwise the company probably wouldn’t invest in our services. Costs for recruitment services usually are linked to the salary level of the position being filled. Firms typically charge a placement fee when the candidate they identified and recruited accepts a job. The fee can be set as a straight percentage of the salary, or negotiated as a retainer. For some companies with ongoing hiring needs, the retainer model is usually the most advantageous. Widening the gene pool Once recruitment profiles have been defined, there are several steps to finding the right candidates.One of the most important is to take a cross-sector approach. Companies must not depend only on the talent that is already employed within their sectors; to the contrary, employers must extend their search for candidates to include industries that they may never before have mined. â€Å"Our experience shows that more and more companies are taking this cross-sector approach. This is particularly true in the financial sector, where we are seeing an increasing demand for mathematicians and actuaries to manage hedge funds and private equities,† said Honick.For big and small Surveys of European executives indicate that three factors are hampering corporate expansion: increasing bureaucratic and administrative complexity (regulation, compliance issues); uncertainty, as it relates to top line growth; and the difficulty of finding the best people to grow the company. These issues hold true for small, mid-size and large organisations. Executive recruiters specialise in filling senior leadership positions, no matter what the size of the organisa tion.Perhaps for SME’s, it is even more critical to find not just â€Å"the right person† but â€Å"the best person†, since each new recruit will have a proportionally greater impact on the existing team as a whole. â€Å"In smaller companies, the quality of internal human interaction tends to have a more immediate effect on overall results,† said Honick, â€Å"Also, responsibilities in an SME can cover more than one functional area. A Finance Director will probably have admin duties, and also might oversee HR. So we would need to find a person who can positively impact all three areas. ————————————————- Recruiting ‘in-house’ is typically the first reaction of most HR directors. But for small and mid-sized companies searching to fill management positions, looking within is often not feasible. Most likely, for young and/or small bus inesses the required talent does not yet exist in-house. So for middle and senior-level hires who will have a significant impact on the top and bottom line, it’s becoming more and more common for organisations of all sizes to rely on a executive search firm to find the best talent out thereOverseas recruitment and challenges: The rules of engagement Overseas recruitment has gone mainstream. Once viewed as the last resort of vaguely treacherous corporate wage cutters, hiring foreign workers is the newest trend for small and medium businesses struggling to deal with an unprecedented skills shortage. But the popularity of overseas recruiting – and a few well publicized instances of abuse by rogue employers – has caught the Government’s attention.In April 2007 federal Immigration Minister Kevin Andrews declared his intention to â€Å"clean up the system† by introducing tighter policing and hefty new financial penalties for employers who breach migratio n laws. All this means that overseas recruitment now presents greater risks and rewards for Australian businesses than ever before. For an increasing number of SME owners, coping with the skills shortage means this is a gamble they must take if they are to find the staff their businesses need to survive. So much work, so few workersEach month, economic data confirms what SMEs are experiencing on the ground: the skills shortage is getting worse. With unemployment already at a 32-year low of 4. 4%, in May 2007 the number of new jobs ads surged 10. 3% to 251,996, a massive 40. 8% rise on a year earlier. While shortages are being felt across the board, the cupboard is particularly bare for employers in the resources, information technology, professional services and hospitality sectors. Andrew Stormon, the manager of Queensland SME Mt Isa Fleet Maintenance Services, tells a common story. We advertised for 18 months trying to find people for mechanic positions; we just found we got very few responses, and those we did get didn’t have the right skills and weren’t suitable for the job. † In a booming economy, not enough staff means lost work and lost profits. â€Å"We lost in the vicinity of $500,000 because we continually had to knock back work. We lost one of our clients worth $250,000 because we just didn’t have the people we needed to service their fleet for them,† Stormon says.It is this combination of commercial opportunity and labour shortage that is driving business to recruit from overseas in increasing numbers. Immigration Department figures show 97,430 skilled migrants came to Australia in 2005-06, up from 77,880 in 2004-05. This number is set to increase to 102,500 in 2007-08. By far the biggest increase in numbers has been in the s457 temporary skilled migration category, under which employers sponsor foreign workers with in-demand skills to work in Australia for between three months and four years.There are reported to be 105,000 foreign workers currently in Australia on s457 visas, a number that could increase significantly next year. Navigate the migration minefield Bringing a worker into Australia is not just a matter of filling out a few forms and sending a cheque for the processing fee. Although there is a lot of information available – the Federal Government and industry associations are good sources – the migration process is complex and requires knowledge of both Australian immigration rules and those of the country from which a worker is migrating.Added to that is the difficulty of finding eligible candidates for the position in the country of origin, an especially difficult and time-consuming task in countries where English is not the first language. Given the complications involved, it is no surprise recruitment and migration service providers have proliferated in recent years, encouraged by low barriers to entry and the big dollars desperate employers are prepared to pay for good staff.It generally costs about $4000 to $6000 to have an agency find an employee and bring them into Australia, although prices vary depending on where an employee comes from and how they are employed in Australia. Jo Burston, the managing director of migration services firm Job Capital, says the time-consuming nature of the process and the heavy penalties associated with breaches of migration legislation means agencies offer good value for money for many businesses. â€Å"The Department of Immigration has very strict guidelines and the penalties can be substantial, so it’s a process that allows very little room for error.Since most SMEs don’t have specialised immigration staff, hiring an agency allows them to get on with their core business,† Burston says. â€Å"Most SMEs would hire an accountant to give them tax advice, they wouldn’t just have their admin person do it, and this is really no different. † Even businesses that can afford to devote staff to recruitment tend hire professionals to help them navigate the process. Mike Smith, operations manager at IT services and integration firm Anatas, says he supplements his in-house resources by outsourcing difficult aspects of offshore recruiting process. We would just burn weeks and weeks of staff time doing it all ourselves. Even with staff working on the process it can be time-consuming just providing the information and vetting candidates. There is no way to short-cut the process, you just end up causing problems for yourself if you do,† Smith says. Traps for young players and what to do about them Contrary to popular belief, the vast majority of businesses who hire foreign workers are not motivated by the prospect of lower wages.Imported workers cannot be employed to perform cheap unskilled labour and must be paid above a legislated minimum standard annual salary of $41,850 ($57,300 for IT staff). These rules are not flexible. The desire to avoid any furthe r horror stories of foreign workers being paid a pittance or charged outrageous migration fees has caused the Government to allocate more than $80 million in this year’s budget to increasing the monitoring and investigation capacity of the Department of Immigration and Citizenship and to increase penalties for breaching migration laws.From August 17, employers can be personally fined up $13,200 or, in extreme cases, jailed for up to two years for employing a worker without the appropriate visa or referring a worker without an appropriate visa to another employer; while businesses can be fined up to $66,000 for each offending worker they employee. More severe penalties are applicable if workers are being exploited through slavery, forced labour or sexual servitude. The complexity and bureaucracy that governs the skilled migration process means planning ahead is also important.Finding an employee and bringing them to Australia generally takes three to six months, migration serv ice providers say, with even longer lead times workers with very specialised skills are sought. A more obvious problem employers of foreign staff have to deal with is culture shock. Even for people who come with all the good will in the world, the shock of finding yourself in unfamiliar territory far away from family and friends can be too much to handle.Australian Recruiting director David Young, who recruits Asian and UK workers for Australia’s mining and healthcare industries, says it is rare for foreign workers to cut short their time in Australia because of culture shock, but it does happen from time to time. â€Å"It can be for all kinds of reasons: sometimes it’s the climate, the food, often people who come here don’t realise quite how big Australia is and get a bit of a shock if they find themselves in a remote location.On the other hand, I was talking to a company the other day who brought in workers from Sweden: they were very skilled but it didn†™t work out because there was a big difference between the sense of humour of Swedes and Australians,† Young says. Small things like meeting new arrivals at the airport, help with accommodation and transport, opening a bank account and taking out medical insurance can help minimise homesickness. â€Å"We brought someone in the other day who was a great musician and we connected him up with a local band; things like that can make a huge difference,† Young says.Once these hurdles are overcome, it seems there can be real upside to taking staff from other countries into your workforce. Mt Isa Fleet Maintenance manager Andrew Stormon says after dealing with some â€Å"out-of-date† attitudes on the workshop floor towards the four skilled tradesmen he brought in from the Philippines, the new arrivals have now become an important part of the business. â€Å"These blokes have turned up and keen as hell, punctual, their English is excellent and they really get in and wo rk.And their skills are fantastic: I haven’t come across tradesmen as good as some of these blokes for many years,† Stormon says. Another advantage of bringing in workers from overseas can be loyalty. Anatas’s Mike Smith says in sectors such as IT, where highly skilled employees tend to be highly mobile, this is be a big plus. â€Å"We have found workers we bring tend to stick with us. Often they will be looking to become permanent residents in a couple of year or perhaps it’s just because we have developed with them, but we’ve found they stick with us for a bit longer than Australian staff,† Smith says.As long as Australia continues to enjoy the fruits of the China-led resources boom, economic necessity will continue to drive Australian businesses to hire skilled staff from overseas. ————————————————- The key to making overseas rec ruitment a good experience is to take advantage of the information available and obtain professional advice and assistance where necessary. By going into the process with eyes open, a business of any size can successfully navigate the migration minefield. ————————————————- ———————————————— ————————————————- SUGGESTIONS THAT CAN BE IMPLIMENTED____________________ Outsource Outsourcing non-core activities is increasingly becoming popular even for SMEs. Instead of incurring huge fixed costs in manpower to manage recruitment/ retention issues with sophisticated IT software, SMEs can reap the following benefits by outsourcing such functions to the experts in the field: Cost savings Technology (a simple HR IT software can cost from to $50,000 to $300,000) Experienced HR staff to manage recruitment/retention issuesAdministrative time (even with the HR software, lots of time goes in updating, maintaining a database etc) Focus on strategic functions By outsourcing these functions, the HR can focus on vendor management and on making sure that results are achieved. Access to world-class recruitment/retention strategies Service providers typically invest millions in the most updated systems and technology as this is their core business. Hence by outsourcing such functions, SMEs can leverage on the service providers’ world-class technology.Create employer branding The service providers function as an extended arm of the SME. Hence by running the entire hiring process (right up to orientation) effectively, a positive brand image is created for the SME. Measurement of hiring effectiveness The HR can extract useful indices such as ‘q uality of hire’, ‘cost per hire’, ‘days to fill job’, ‘candidate experience’ etc. from the service providers. This will enable the HR to focus more on strategic issues rather than administrative tasks of the hiring process. Quality of HireThis is of critical importance to any organization – whether is there a good fit between the job and person. By outsourcing the hiring to experts, it has been proven that the quality of hire will improve. This means that the new hire performing better on the job and eventually affecting the organisation’s overall operational effectiveness and profitability in a positive way. Employer branding Having mentioned outsourcing as one of the strategies in managing talents, the responsibility on employer branding still remains with the organization.Companies need to brand themselves as choiced employers just like how they brand their products and services. There are some distinct advantages of bei ng an SME which need to be communicated to job seekers and existing staff. Being small can be an asset in many instances. Having a staff strength of less than 300 makes an organization a lot more nimble, fast and flexible compared to larger MNCs which often wait for global initiatives before implementing changes in their HR policies and practices.THE FOLLOWING ARE SOME TIPS FOR SMES: Talent Attraction Employer branding – focus on key strengths such as â€Å"innovative†, â€Å"fast-growing† â€Å"regional exposure† Provide flexible and innovative benefits/rewards that cater to individual needs Measure the current hiring effectiveness – indices such as ‘cost per hire’, ‘days to fill a job’, ‘effectiveness of hiring channels’, ‘candidate experience’ are critical so that SMEs can track where there are bottlenecks and where the hiring process can be improved. Plan career path for individualsMore growth opportunities, regionalization – which is attractive to the younger workforce. Talent Retention Shift from being family-oriented to more performance-based Communicating the corporate goals, vision, direction (for a more engaged workforce) HR can afford to give personalized attention to individual’s needs in terms of benefits, rewards, career goals, training ; development needs Invest in meaningful training ; development that leads to job expansion for staff Once the SME has established themselves as a hoice employer with attractive and innovative HR policies, retention strategies and career advancement opportunities, it is only a matter of time that happy employees spread the word. There is nothing more powerful for an organization than happy staff who become their ‘ambassadors’ wherever they go! This inevitably does wonders for enhanced employer branding and attracting better talents over the years. ******************************************************* **********************BIBLIOGRAPHY http://www. eurofound. europa. eu/emcc/content/source/eu06025a. htm http://en. allexperts. com/q/Human-Resources-2866/Challenges-faced-HR-Manager-1. htm http://72. 14. 235. 132/search? q=cache:yyt4gJDUXlMJ:www. gmprecruit. com/pdf/KC/SMEchallenge. pdf+recruitment+challenges+faced+by+SMEs;hl=en;ct=clnk;cd=1;gl=in http://www. hrmguide. com/recruitmentsmanagers/+tasksfaced+SME.