Explain Expectations About Own Work Role as Expressed

In my role l am expected to support the teacher, to be reliable and build a good relationship with the children, encouraging them to the best of there ability in their learning, to assist their growth in knowledge and assist in enhancing their development, so they can grow holistically. To be aware of any weak areas that I come across whilst working with the children, for example a child that may need extra support within their numeracy, literacy or phonics time. I am also expected to deal, to the best of my ability, with challenging aggressive, rude or traumatised children.Whilst I may need to do this at times I am also aware that the class teacher is there for support. I have had to deal with bad language used by a pupil when dealing with the child I explained that the words used where not words that should be used. I found out why the pupil had said those words and asked what words we could use instead. As well as working with my own class teacher I can be asked at times to go and support another teacher in another class. I am expected to adapt very quickly to the other class and to the lesson there having.My role also means that I will support the children so they are confident in there journey though the school. It is important that I conduct myself in the correct manner within the school as children will often mirror others actions. I remain professional at all times and act appropriately. Any ideas or suggestions that I have with regards to anything that could contribute to the smooth running of the class, is always welcomed, and l have done this on occasion. When l take the children out for there guided reading session, if l notice a pupil that is finding there book easy I am able to move them up a level.If l do this for a pupil l note there name and the colour group l have moved them to so the class teacher can then check the level is suitable for them. With regards to dress code I feel that I should dress smart/casual and by doing this I feel my stand ard of work benefits. I am also representing the school and I feel (also as a parent of a child in the school) that it is important for other parents/carers to see the staff whatever your role looking smart and well presented. This has also made me approachable to parents and they come to me as well as the class teacher.

Did William Pitt Bring About a National Revival?

Did William Pitt Bring About A National Revival? On one hand, it is easy to believe that Pitt did bring about national revival but on the other hand there are many factors that may lead one to believe otherwise. For example, the end of the American war and the Industrial Revolution both would have happened whether Pitt was in power or not. But many factors, such as Pitt’s natural skill and his reform ideas, helped him to contribute to the national revival. Pitt introduced the Eden Treaty and formed it with France.This helped to increased trade in Britain as, as a country, exports were vastly increased. Pitt also tightened the laws around smuggling items both into and out of Britain which also increased trade. He did this by introducing bonded warehouses, where goods could be stores free of tax until they were taken out of Britain for sale. The Sinking Fund was also introduced by Pitt and helped, again, to increase the amount of money in Britain. He did this by using Britainâ⠂¬â„¢s profits to pay off debts instead of spending money on other goods, but this was interrupted by the war against France.Pitt also made sure that all of the government’s money was collected and spent correctly in the right places. The streamlining of the Treasury’s financial management with the Consolidation Fund Act, where all 103 exchequer accounts were replaced by one, allowed proper national accounting. However, there were many factors that contributed to a national revival that Pitt was not responsible for. Pitt inherited the national deficit which was a huge advantage to him because it meant that the state of Britain and the government could only improve.The end of the war in America meant that overseas trade would increase and this helped Britain’s imports and exports to boom. This was also helped along by the Industrial Revolution, beginning in the North East, which increased trade in and out of Britain. To conclude, in many ways Pitt did contribute greatly to the national revival but he was helped by other factors that were out of his reach. The Sinking Fund helped Pitt along greatly but he was also assisted by the Industrial Revolution and booming trade from other nations.

An Introduction To Malcolm X And His Life History Essay

An Introduction To Malcolm X And His Life History Essay Malcolm X was a black civil rights leader in the 1960s in the U.S. In the U.S, blacks were segregated by the Jim Crow Laws. Black people did not have equal rights compared to white people in this era. Malcolm X was born on May 19, 1925 in Omaha, which is in the state of Nebraska. In the U.S history, people knew Malcolm X as a violent, black civil rights activist. His idea was that racial separation was the only way to help and improve African Americans’ lives in the U.S because he thought that white people controlled the U.S society completely. Thus, he taught black people that they should have their own society, economy, and community. Also, he taught that white people were devils, who brainwashed black people. He did not believe the idea of whites and blacks in the U.S living together. So, even if other black civil right activists, such as Martin Luther King Jr. helped black people by using non violent resistance, Malcolm X did not participate in their nonviolent civil righ ts movements. Therefore, Malcolm X thought that violence or fighting against whites is the only way of helping and improving black people in the U.S. So, his idea of racial separation was shaped by his earlier life experiences and the Nation of Islam, however, Malcolm X finally realized that the whites and the blacks could live together under God, Allah, after he visited Mecca. Historical Back Ground: African Americans in the south were segregated by the Jim Crow Laws. (Hickman, 2010) The Jim Crow Laws was â€Å"the name of the racial caste system which operated primarily, but not exclusively in southern and border states, between 1877 and the mid to 1960s. Jim Crow was more than a series of rigid anti – Black laws. It was a way of life. Under the Jim Crow, African Americans were relegated to the status of second class citizens† (Pilgrim, 2000). Black people were segregated in restaurants, public restrooms, drinking fountains, etc. In addition, â€Å"many blacks were the victims of mob violence that ranged from being beaten to actually being killed† (Dean, 1994, pp. 9). So, black people were not protected by the law completely in this era. During the 19th century, American Civil Rights movements occurred many times, such as the sitting movement and the bus boycott in Montgomery. Black people tried to have their civil rights in this era, and black people followed famous civil rights activists. There were two famous protesters, Martin Luther King Jr. and Malcolm X, who were against the Jim Crow Laws. They were black, and they were the leaders of the American Civil Rights movements. However, there were some differences between King and Malcolm. Martin Luther King Jr. was a protestant, and he used nonviolent resistance. Many black people followed his idea because nonviolent resistance was a more popular approach in the Civil Rights Movement in this era. On the other hand, Malcolm X’s idea was that black people should create their own wo rld without white people, the rejection of King’s method of nonviolence, and the acceptance of violence as an effective means to realize his goal. So, Malcolm X did not suggest that black people should live with white people.

Tourism situation analysis ( Qatar ) Essay Example | Topics and Well Written Essays - 1750 words

Tourism situation analysis ( Qatar ) - Essay Example With this study we will try to answer questions like: how will Qatar build upon its existing infrastructure and make tourism centric hotspots and venues in its cities? What are the predictions in tourism industry in Qatar? What is the average time frame that Qatar needs to follow while executing a tourism development plan? Which model or strategy in tourism development will help Qatar make fast progress? Qatar has a promising economic situation (Hong, 2008, 12), in which seventy percent of the revenue is derived from petroleum. Petroleum export is also a major constituent of their exports as it makes a solid 85 percent contribution in the export industry. Overall, Qatar has a bright prospect of turning into a tourism hotspot if it concentrates on building infrastructure and cities that attract tourists with appealing buildings and scenic locales. In 2009, the overall tourism revenue gathered by Qatar was estimated to be a total of USD 0.7 billion, which was way behind the UAE at USD 7.2 billion and Bahrain at USD 1.1 billion (Euromonitor International, 2010, p.2). Currently, Qatar wishes to build on its tourism infrastructure to be able to successfully host the football World cup in 2022, which makes it the first Arab country to be able to host such a prestigious global sports event. It had previously hosted the Asian Games in 2006 and has been successful in giving players and organ izers sufficient numbers of rooms and hospitality options. Today, Qatar is looking to attract investments in tourism, concentrating mainly on hotels, sports utilities and infrastructure, and hopes to utilize its existing plans to build around tourism industry in the meantime. The question that arises is will Qatar succeed to the level it has targeted or will it only lag behind the other Gulf States? Visitor Market – The most important section of tourists that visit Qatar regularly comprises business professionals who are flying

The Perspectives of Cross Border Merger and Acquisition Deals Coursework

The Perspectives of Cross Border Merger and Acquisition Deals - Coursework Example Without any doubt, the emergence of mass media has greatly affected / influenced the attitudes, perceptions, behaviours, beliefs and lifestyles of people all across the globe,   thereby compelling the people (who are also potential customers of companies and business enterprises) to consider themselves as a part of this global world or global village. Businesses today, therefore, focus more on expansion and entrance in new markets to make the most of available lucrative opportunities in different regions worldwide. However, it must not be forgotten that this recent globalization, universalization, westernization, commercialization or internationalization has not only affected the customers (and created opportunities for businesses to expand) but it has also resulted in a fast, highly unpredictable, unstructured, unclear, unexpected and uncertain business environment. Different business expansion, growth, and international market entry strategies include Joint ventures, Contract Manufacturing, Exporting, Licensing, Franchising, Turnkey project, Management contract, and Cross Border Mergers and Acquisitions. This paper will throw light over Cross Border Mergers and Acquisitions across the world. The paper will analyze the circumstances which may this (M&A) activity the most appropriate entry mode for a firm considering entry into a new international market. The points developed in this paper will be supported by the real world examples. Also, it will include an Analysis over the reasons why many cross border M&As are deemed to have failed or underperformed. The journal articles obtained from the internet will be used as an appropriate research method to garner qualitative and quantitative information that will then analyzed by the author.  Ã‚  Ã‚  

Tanglewood Stores case study Term Paper Example | Topics and Well Written Essays - 750 words

Tanglewood Stores case study - Term Paper Example the representation of women and minorities in various job categories of the company in view of the affirmative action plan that the company has undertaken. Staffing in the organisation takes into account both the number and quality of people who are recruited, moved within the firm and finally retained in the firm that are moving in and out (Mc Grow Hill Higher Education, â€Å"Staffing Organisations†). Historical data as presented in the transition probability matrix throws light on the forecast of HR availabilities. It has been found that the immediate labour supply for the company is the labour working within the organisation. It can be achieved with the help of internal labour market. According to the Markov analysis, it is seen that the company has used the method of internal promotions in order to fill up certain posts. Such phenomena are more common in positions like department manager, assistant store managers and also store managers. According to estimates, 16% of the shift leaders in the organisation would be promoted to the post of department manager. 6% of the department managers are expected to be promoted to the po sition of assistant store managers. 8% of the store managers are expected to be promoted to the position of store managers. However, estimates also predict that apart from these, there will be extensive requirement for workforce which can only be supplemented by labours from outside the organisation. Hence, there is plenty of scope for external recruitment and hiring. This is mainly because of the fact that only 52 to 66 percent of the employees remain in the same position for a single year. However, the company is expected to recruit new employees because tremendous unemployment prevails in the labour market, despite the fact that increase in the number of managerial and professional jobs will somewhat reduce the number of jobseekers for managerial position in the company. The work strategies in the organisation are extremely streamlined

Problem question Essay Example | Topics and Well Written Essays - 2000 words

Problem question - Essay Example According to section 143 (1) CJA 2003 openly stipulates that the graveness of a certain offense must be established by revisiting two main elements; the guilt of the criminal and the damage that resulted from the crime or potentially being rooted by the crime (W100 team, 2012; p. 55). From Jake’s solicitor point of view, he must be tried as a first offender considering the graveness of the offense. From the information provided in the case Jake has got no previous criminal records or convictions. Hence the reason for the magistrate to pass an appropriate sentence that will not harm him more. Revisiting factor number one concerning guilt or culpability of the lawbreaker, it is partitioned into four main parts according to degree of seriousness. The offender may have had the objective to commit to cause damage or injury to the victims. He/she may have been careless in causing injury to the point that he/she knows harm will be caused but he/she still goes forward to commit the cr ime. Besides, the offender could have had facts about the impending risks of causing harm but he/she did not have the intention to cause injury. Lastly, the criminal could be totally negligent of the risks and the likely harm. Basing on the facts given Jake falls in the least seriousness to an extent that he was totally negligent of the risks involved. Jake committed the crime on impulse without putting in mind the impending risks. He had the assumption the owner had already left in hurry and that the said owner irritated him in addition to his friends’ irritation and ridicule of his entire situation. Therefore Jake must be charged under the least seriousness or culpability. Secondly, the harm caused during the criminal act counts a lot for magistrates’ evaluation. Though the state of harm is hard to classify, section 143 (1) CJA 2003 makes an effort to group harm in three wide headlines that may be used during the court proceedings or trials of the offender (W100 team , 2012; p. 55). Injury to persons or victims could be rape, psychological harm or loss of finances; destruction to the society which could encompass destruction of public health facilities hurt to the national safety and lastly harm to the animals. Though from the facts given, the four year child got scared to a point of not being left all alone for more than 3 months, Jake was not aware that his actions could come in the line of the a child. Besides, the mother being stressed to an extent of attending counseling for six sessions, Jake had no intentions to scare anyone. If by any point she got scared, then it is clear that her actions with those of the child scared her off. Jake was hoping for a peaceful job; where he expected no one to spot him. From the series of events in the information provided it is apparent that as much as the bench of magistrates can entirely blame Jake for the offences given, at the same time one must note that Jake acted on impulse and not on intent. The s olicitor must also use other factors such as mitigating and aggravating factors in defending Jake. These factors are vital in ruling judgment upon the accused or offender.

Counseling in Faith Essay Example | Topics and Well Written Essays - 2000 words

Counseling in Faith - Essay Example Pastoral service entails self actualization as it is a profession that gives a person the responsibility to act as a moral object to the society (Niklas 29). This aspect portrays one of the major roles of pastoral care apart from providing service to other people. Pastoral care also entails instilling a moral responsibility to through acting as a role model to the society. Many pastors, catechists and priest take up the role of the mirror in the society. For many students the essence of identity is professionalism. However vocation is a concrete factor influencing self identity as it is inspired by the desire to offer services to the community during the pastoral service. Pastoral care can therefore be referred to as a social service as well as a calling that pictures the pastoral minister as a role model as well as a servant to the society. Ethics in Pastoral Ministry Pastoral ministry has a broad application in the church than the council. Initially, the term minister was only refl ected to preachers in the protestant churches. Pastoral role had not been internalized and understood by many people in the society hence the term was used to focus on the ordinary meaning thus ignoring the deeper aspect of ministries. Currently, pastoral ministry has reflected on the bigger picture of pastoral identity which is service not only to the church but the entire community. The church acts as a symbol of pastoral service as being ordained only ushers people into the pastoral service but does not play the exact role in pastoral care. Catholic churches have strived to portray this notion through the roles that priests, clergymen and nuns play in the church. In the catholic community, the church is a symbol of the society. In this case, priests, clergymen and nuns act as servants of the societies in which they administer in church. Pastoral ethics are inspired by the moral character of a person. Priests, catechists and pastors have a moral obligation in a society as they are seen as model s of ethical values since their work entails the practice and teaching of good deeds in the society. However, ethical conduct does not come from the moral obligation but the virtues of a person. Virtues underscore the visions, roles and objectives of a pastoral minister. Pastoral minister are given the moral obligation of leading by example thus the moral values of a society are immensely contributed by the moral practices of a pastoral minister. There are many cases around the world relating to the morals and ethical conducts of church leaders. Many priests, catechists and pastors engage themselves in immoral behaviuors thus leading to the big question which is where or not to moral and ethical laws of conduct to religious leaders. The basic solution to this situation is to instill and enforce professional ethics to the religious leaders in order to limit them to the service of the society through the spreading of moral values. Professional ethics entails the use of professional duties to identify moral ethics. Priests, pastors and catechists have the duty of spreading the word of God to the people thus is expected to practice the content they preach to the society. This aspect makes religious leaders to be the reflection of moral character in a given society. When a person is ordained, he or she is given the

Implementation and Modification IP 4 Essay Example | Topics and Well Written Essays - 1000 words

Implementation and Modification IP 4 - Essay Example This report gives an account of the effectiveness of the Medicare program and provides a futuristic approach towards the program and systems of implementing the changes (Moon, 2006). The topic "Strengthening and Improving Medicare" elicited various views from both public and private entities and individuals. The congressional subcommittee of health held a forum for persons of concern to give their witness accounts on the topic. Some of the prime witnesses who stood before the subcommittee include among others, Robert Berenson, the senior consultant officer at Academy Health, Foster, Richard, Buddy Robert, a beneficiary of the Medicare + Choice health plan and Grealy, Mary, the President of Healthcare Leadership Council. All these witnesses gave individual accounts of the success of the current Medicare system and gave recommendations on ways of improving it. According to Berenson, the well-established and effective Medicare program is being replaced by the Medicare + Choice program, which shifts focus from the government provided healthcare to private health insurance. There is no evidence to prove that shifting to such a system will reduce the program’s expenditure or improve on its financial position. The only entities to benefit from the new program will be private health insurance institutions, which will only serve to segment adversely the insurance pool and increase costs of maintaining the traditional program. Through her statement, Grealy, advocates for the introduction of a prescription drug benefit to boost the financial as well as healthcare quality of the Medicare program. According to the Healthcare Leadership Council (HLC), the 50 percent increase from $6,200 to $9,500 in cost of Medicare for one beneficiary by the year 2013 will have no significant improvement in the program’s quality of an outpatient prescription drug coverage is not included in the program. The HLC advocates for the establishment of a Medicare delivery module that incorporates the aspects of competition, flexibility and invests in beneficiaries who have consumer choice power. Through such a measure, Medicare would be able to provide similar benefits to employer-sponsored programs, which offer benefits such as outpatient prescription drugs, the ability to choose a health program that best suits individual needs and reduce out-of-pocket costs and. The Medicare + Choice plan reduces the number of services offered to Medicare beneficiaries because it receives lower payments than the previous fee-for-service Medicare program. Through this, the Medicare + Choice plan has increased beneficiary cost sharing, which squashes the chance of fair competition in healthcare provision (CEC, 2003). Robert Buddy, a beneficiary of the Medicare + Choice health program gave his account of the benefits of the Medicare Program and the Medicare + Choice plan, which he joined after the privatization of the Medicare program. According to Robert, the Medicare program did not offer comprehensive benefits thus had to spend at least $2,000 on a Medicare Supplement policy to gain more healthcare benefits. Emphasis of the Medicare + Choice plan is early detection and treatment, which affords better healthcare to its beneficiaries. Robert recounted the case of his father, who was on the Medicare prog

Comparison between Windows XP & the Linux operating system Essay

Comparison between Windows XP & the Linux operating system - Essay Example The world has been witnessing a revolution ever since the introduction of the windows operating system. This has been primarily due to the easy-to-use interface as also the user-friendly controls that it is equipped with. But, the advent of the 90s has seen the rise of another major operating system that was developed on a UNIX foundation. Linux, as this operating system is popularly known is a freely available version under the open source initiative. It was and continues to be a hit with hardcore software developers. Therefore, the present era is seeing a tug-of-war between the vendor-based Windows XP (the newest version of windows) and the Linux (open source) operating systems As such, the windows vs. Linux debate are a heated topic for discussion under the OS (operating systems) domain. As far as the current paper is concerned, the main aspects that will be discussed as part of the discussion include the following:The basic difference between Windows XP & Linux when it comes to t he issue of synchronization lies in the manner in which the different processes are related to the underlying kernel. 'Synchronization' is a term that is more often associated with an environment that comprises the execution of more than a single process concurrently. Under such situations, synchronization ensures that all the processes execute concurrently such that there is a sense of coordination between them for the purpose of getting a task to execute in perfect run-time order so as to prevent undesirable race conditions from occurring (A. Silberschatz, 2006). When it comes to the Linux operating system, there is a process scheduler that controls access to the processor. Therefore, the scheduler is assigned the task of governing the state of execution of the various processes present. The scheduler uses a set of timers to determine the various durations such as the amount of time that is supposed to be allocated to a particular process, the time for bringing out a process out o f the execution or waiting state etc. this governs the monitoring of the system for any occurrence of deadlocks that can be duly eliminated through efficient mechanisms (Gordon Fischer, Claudia Salzberg Rodriguez, Claudia Salzberg, Steven Smolski, 2005). As opposed to this, the various processes under Windows XP are directly attached to the kernel. This requires that the kernel (and thereby the scheduler as well) must keep track of all the various processes that are attached to the kernel, though they may not be in use. This increases the chances of a deadlock & in many cases there are serious aberrations in terms of proper execution sequence between the various processes that are connected to a particular task. This is the usual occurrence when one tries to open too many applications on a windows machine wherein the system fails to respond beyond a certain limit (system hang). Linux has been found to offer better performance in this regard, wherein a system hang-up occurs only when the system hardware can no longer maintain the pace. Process Management This is related to the synchronization problem in the sense that the discussion mainly revolves around the process. The process management deals with two aspects in particular. According to A. Tanenbaum (2001), the first case is the allocation of execution sate to various processes & the other one is the allocation of memory space to the programs (processes). While the first one is mainly concerned about deadlocks, the second one is aimed at the minimizing the time required to fetch a process from the memory to the waiting queue for the purpose of putting it under consideration for execution. Under Linux, very process is assigned a unique process number that is used to reference the particular process under all circumstances, be it to create child processes, execute it or for killing that particular

Audience Analysis Essay Example for Free

Audience Analysis Essay Many of us may know that Breast Cancer is a real prominent disease. With breast cancer being one of the top five killers of man-kind, I wanted to give information in regards to what the disease is. This disease is Cancer of the Breast; one of the most common malignancies in women in the US. This topic means a lot to me being that I’ve watched two grandmothers die from the disease and currently watching a auntie battle from it, not to mention my mom being a survivor, so in my opinion this topic felt extremely suitable for this informative speech. The purpose of my speech being on Breast Cancer, is simply to inform my audience about what Breast Cancer is, who/what it effects and its early detection. According to the American Cancer Society (ACS), breast cancer is the most widespread cancer in U.S. women, it is very severe that women/men become aware of this disease. More than two million women are living with breast cancer, and more than 40,000 deaths are expected this year. The death rate has dropped steadily since 1990 (averaging a 2.3% decrease per year) due to improvements in early detection and treatment; the 5-year survival rate has risen to 88% (ACS, 2005). The type of organizational pattern I plan on using is being able to inform; I want to be able to educate my audience about my topic. I want to include some facts and statistics based on my research in regards. The information I plan to provide to my audience will be useful and interesting to help them develop their own questions and thoughts about breast cancer. References: American Cancer Society (ACS) . ( 2005 ). Breast cancer facts and figures, 2005–06 . Atlanta : Author .

PE analysis of performance Essay Example for Free

PE analysis of performance Essay When playing rugby, my position is flanker. I have some obvious strengths and weaknesses when I am playing, and this piece of writing will consider these and evaluate ways to improve my performance.  I think that one of my main strengths as a flanker is pressurising the scrum half a lot. At scrums and rucks I am quick to move around the side to rush the scrum half into passing, possibly forcing an error, or just tackling the scrum half, enabling a turnover or if not it slows down the oppositions ball. This is a main strength required when playing flanker and I think that I use it well most of the time, but I have to be careful to stay onside so as not to give away any penalties. I think that a second strength in my game is that I am aggressive when making tackles or running with the ball. I have more agility because I run in a position where I can side-step relatively easily. I tend to tackle low, and run low when I am carrying the ball so it is more difficult to be tackled. I think that when we are playing I stay positive even if we are losing and try to motivate the team. I need to get a bit lower when I am running with the ball, if I want to get further, but I run low enough to gain a reasonable distance and I am able to shrug off tackles when running if I am aggressive. I think a main weakness in my game is that although I sometimes take a good crash ball, I tend to hang off the rucks too often and I need to get more stuck in because I might sometimes stand in the channel between the scrum half and fly half, which is getting in the way of a pass, and a phase of play in the backs may be better than one in the forwards. I need to stay in the rucks and mauls more often that I stand in the line. Also I think I need to improve my reaction time, especially when reacting to the stimulus, often being the referees whistle. This would suggest that I was concentrating wholly on the game, but if I was more aware of the stimulus then I would give away fewer penalties and infringements, but also, my game would be more disciplined. I could sprint rather than jog to the breakdowns sometimes, so that I could spoil more opposition ball or even turn it over. Improving Performance Over time I will take actions which will increase my strengths and decrease or totally get rid of my weaknesses. This section will help to prioritise the areas for improvement and the areas where my performance is at its optimum level.  I think that the most important of my weaknesses to work on is reaction to the stimulus. I am fairly disciplined, but if I could improve my reaction time then I would become much more disciplined and not make as many errors. I need to focus more on the game as a team sport and think of what effect my actions may have on the game and rest of the team E.g. giving away a penalty. The reason for my strength in putting the scrum half under a lot of pressure is the combination of strength and speed used to get around the breakdown quickly and hit him low and hard. Power enables this to be done with relative ease.  The reason for my main weakness is that I concentrate on one separate thing in the game, such as the man I am marking or the tackle I am about to make, rather than the whole game itself, such as offside and overlaps. I think that the target of giving away less that one penalty each game is easy to fulfil, and it should progressively lower to one per every two games and so on. Also taking training seriously as if it was a match and putting in all the tackles and looking for options instead of taking the first one that comes into my head. Assess the whole situation, not just one small part of it.  I could possibly keep a tally of how many infringements I make in match situations in training, and then aim to make less than this amount in a match. I could record the number I make in a match and aim to concede less in the next match that I played in.  To monitor the progress of my strengths I could record how many turnovers I make and how many times I force an error on the scrum half due to applying a lot of pressure. In training match situations I need to concentrate on the game and the teams performance, not just my own. Increasing my levels of fitness would allow me o get to breakdowns more quickly, thus making me less likely to stand out and possibly get in the scrum half and fly halfs channel. An exercise that would help to increase my strengths and at the same time help to diminish my weaknesses would be practising a rush defence from the triple threat position as it would help me to advance with the line and stay onside at all times possible.

Apples Management Strategies

Apples Management Strategies In a highly competitive environment such as the computer and technology industry, the structure of an organization needs to balance the benefits of a free and creative workforce all the while employing rigid guidelines to ensure cost control and efficiency. Apple Computer tried to accomplish this grey area of management when they restructured the organization in 1992. While some of the techniques they implemented looked promising, others appeared as if they were not going to solve their current problems. To facilitate creativity in generating new and unique products, Scully will articulate a far-sighted vision very broadly, at a 50,000 foot level and leave the lower level managers and workers to fill in the blanks. While it is important for Scully to allow the engineers freedom in generating ideas for new products, he may be allowing them too much freedom. Without providing the lower level workers certain specifications and milestones, they will surely overshoot their budget and miss deadlines. To ensure that these milestones are met, Scully should provide them with a semi-rigid guideline for the development, yet still allowing wiggle room for creativity that will distinguish their products in the market. The freedom that is allowed for creativity at Apple also has the potential for abuse. The current structure is lacking boundary controls that define what behaviors will be tolerated and which behaviors are prohibited. These controls should be carefully chosen by upper management and designed to facilitate creativity and boost employee morale, yet keep the workers behavior professional and goal oriented. Recently, upper management has received negative feedback in surveys from the companys employees. We feel that the upper management at Apple is too inexperienced and that it should be comprised of workers promoted from within the company. The average senior manager has only been with the company for 5.5 years, when many of the lower level employees have been with the company for double that amount of time. This may be leading to the decrease in employee morale, thus resulting in them losing the drive they need to keep Apple innovative and profitable. Apples employees are adequately educated and know the products as well, if not better, than most of management, and may potentially lead to the subordinates undermining any recommendations made by their seniors. Compensation and bonuses are a main incentive for exceptional performance and motivation at Apple. While the goals and measures that the bonuses are based upon are aligned with Apples long term goals, we feel that lower level employees bonuses are based on goals that they are not responsible for attaining. For instance, a line worker certainly does not have great control over the companys market share, just as a marketer has no influence over any product flaws that engineering may have missed. Each division should have their own independent measures to determine bonuses. These measures should only consist of goals that they have direct control over. If an employees bonus is dependent on a goal that their job affects, it gives them incentive to excel at their respective duties in the organization. Senior managements compensation on the other hand, should be based on all of ACPIs, as they are responsible for the success of the organization as a whole. Apples new strategy calls for an increase in productivity, which often can mean an increase in speed. Though it was said that Apple remained a very pleasant place to work: its offices were bright, modern, high-tech buildings. The atmosphere was still casual, reflecting the California lifestyle of many of the employees. And the companys historically strong, individualistic culture was reinforced by Apples own technology. It seemed that even though people still enjoyed the environment, they did not necessarily still love the work. One manager said people were being pushed to the limits; long hours and limited resources were leading to burnouts.' The issue here is that to increase productivity the correct way means an increase in efficiency. Most people agreed that the new system had not fundamentally reengineered anything; they were simply having employees work harder with fewer resources. Apple was used to an informal style and not used to employees feeling overworked. Apples people management seemed to be letting its people down. A 1992 Survey suggested that the vast majority of employees perceived that the company did not invest in its workforce and that executive management was not concerned about their future. It also suggested that most employees believed that Apples best people had been passed over for a promotion. Apple was supposed to be a place that people longed to work for. Now it has become a place where employees are unhappy and with the rapid growth new employees were often promoted with little time to develop appropriate management skills. John Sculley often emphasized the importance of leadership. Shortly after he announced his long term view of the organization in a companywide meeting, he released his public view of management: Capable leadership is essential to Apples immediate and long-term success. Thoughtful planning and execution of executive capabilities will be a strategic edge for Apple as we move forward. With all the new management positions due to the rapid growth, this capable leadership began to be questioned. We have learned that there are many ways in which managers can positively affect organizational culture. The way that employees were currently being hired did not seem to use these techniques. Part of the reason that the managers were lacking the proper skills could be because they were not hired based on their value or belief in the new strategy. If the practices are going to be consistent throughout an organization it must promote people whose values are consistent with the companys culture. In order to fix this problem and ensure the successful management of Apple, the manager in charge of getting managers ready for their job sat down with each general manager and created a list of core competencies needed for that division. These would align with the new strategy for the most part; however there was a new focus. The new focus was one that had never been used before, customer focus. It is interesting that in the middle of implementing this new strategy that seemed to be centered on higher productivity, lower prices and product development they would stress the importance of customer focus to all their general managers. This, though not exactly a poor decision, is inconsistent with the other ways that the company went about executing this new strategy. Until this point it had been about increasing productivity with longer hours, rapid growth and successful promotions. After the 1992 survey that showed no improvement in the previous year, it is easy to see that a change was needed. Customer focus seemed to be that change. The reason this inconsistent change was needed was because Apple managers did not believe they had the time to allow the original plan to work. A quality manager was quoted saying We cant wait three to ten years to get results. We wont be alive if we wait that long. As a group, our consulting firm has provided you with several solutions to these ongoing problems at Apple. Our solutions relate to four problem areas at the firm; compensation, promotion, communication, and creativity. Make compensation and bonuses in line with attainable goals. A line workers bonus needs to be attributed to the job he is performing and the goals which go along with that job. The Senior V.P. Secretary is getting his bonus because the RD team has spent 80 hours a week all year cranking out new ideas and products. It doesnt seem fair that the rewards are not in line with the work done to achieve them. Operational level divisions bonuses based on performance, length of time with the company, end of year evaluations done by management. Upper managements bonuses should be based on ACPIs as a cohesive whole since they are responsible for the marketing and final decision making. The company should not cut salary and switch to a commission based pay method. If the Apple wants to improve their gross margin, they need to find other ways to cut costs rather than screw over their employees. If employees feel like they are so far stretched beyond their means and burnt out, they will lose their motivation and drive to do the job they love. This can essentially push employees to stop caring about the end product and companys goals because they are so burnt out from trying to reach these unattainable goals. If you allow them to be creative and just give them simple structure and guidelines as well as some direction, they will still be able to think freely and meet overall goals. Promote from within Management has handed out promotions to employees who may have been unqualified, or may never have worked for the company before. We believe internally advertised job openings would be a better way to make promotions, this way anyone who felt qualified for a position could apply. Other people can make recommendations for co-workers who they feel would also be suitable and qualified to take on that new position. A requirement for the management position will be the Apple University Manager training potential new managers with the Executive readiness program. Rather than simply have this be a review process, they can turn this into a training session. This would help management pass down the organizational vision, image, and voice of the company. The managers will all be trained in a standardized format so everyone works on the same page. The way that Apple had previously promoted employees had significantly decreased their employees morale and made it difficult for them to respect their managers. With a system that allows for more promotion within the company with seniority taken into consideration there will more than likely maintain their culture and dedication to the company. When a large company makes quick management modification and changes, culture can easily be the largest factor affected. Therefore, it is imperative that Apple does whatever they can to maintain a strong culture. A strong part of the group (consensus) feeling gives way to a strong culture, as well as assist in increasing employee morale. Communication Top-Down and Bottom-Up Meeting in San Jose would have been easier to communicate the strategy if they hadnt waited until there were already problems. They would have better off communicating in this style every quarter. This way, employees can give recommendations and ideas to upper management. Managers also need to be qualified and ready to manage. Without management skills there can be a lack of effective communication and implementation. With the proper training and qualifications, managers will have the ability to communicate company ideas and direction in the best way possible to their employees. Promotion from within allows the manager to have pre-existing relationships with co-workers and other employees. They will feel more comfortable talking to them, as well as realize the importance and necessity of communication in the organization. Quarterly meetings with all employees to communicate vision to the entire organization rather than only having the top managers know exactly what is going on and the specific directions theyre headed. Creativity Due to the company wanting to crank out new technology at a faster than ever speed, this has completely stifled employees ability to come up with new products at their own pace and expertise. By forcing the new structure, incentives, performance and commission-based pay, people are not given the same freedom to be creative. There was a sudden change in the company through establishing rules, lowering autonomy, concentration on improving the profits, and constantly having new managers who are not qualified nor trained for the position. This places a large shock value on employees who are used to working so freely and creatively. We think a more productive and efficient method of finding new ideas and technology would be a similar concept to the process IDEO uses. Group think brainstorming sessions for the RD department to boost creativity and piggy-back launch even more creative ideas. We want to instill the idea that it is ok for RD ideas to fail, but the important part is for the employees to take risks and generate as many ideas as possible to throw on the table for discussion. Apples new strategy was good in theory, but it was riddled with implementation problems. Promotion, communication, creativity, and compensation methods all appeared as if they were overlooked when Apple developed their new strategy. Our solutions to these problems should provide a smoother transition for the company, all the while boosting employee morale and productivity.

The Summerhouse by Jude Deveraux :: essays research papers

The Summerhouse The Main Characters: Leslie Headrick: A stubborn housewife and mother of one boy and one girl. Living in Columbus, Ohio. She used to be a dancer. Ellie Abbott: A famous best selling novelist. She grew tired of supporting her husband they had a divorce and he took all her money. Ellie sees a therapist Jeanne who came up with the plan for the three best friends to spend their 40th birthday with each other in a summerhouse (Jeanne’s Summerhouse) in Maine. Madison Appleby: Madison used to be a model but dropped her modeling career to help her high school boyfriend recover from an accident. Plot: Three best friends Leslie, Ellie, and Madison with the same birthday meet each other in a DMV office in New York. There they shared their past secrets and hopes for the future with each other also on that day they shared their 21st birthday with each other. After that they went their separate ways. Nineteen years later Madison and Leslie received an invitation from Ellie. The invitation was for the three of them to spend a long weekend in a summerhouse in a tiny town in Main. During their stay in Maine they bought gifts to celebrate their birthday and souvenirs. In the items they bought they each found a card from a Madame Zoya offering them the chance of a lifetime to relive any three weeks from the past. When they went to the Madame Zoya she took a picture of them and then each of them decided for themselves as they fallow their dreams that got away. Each chooses the life that will truly satisfy the longings the live deep inside their hearts. When they return they have a choice. If they did not like the life they choose they could stick with their old life and still know everything that happened or they could go with their new like and erase everything they know or still know everything that happened. Madison went back to October 9, 1981 because she wanted to pursue her modeling career. Ellie went back three years, seven months, and two weeks ago because she would have like to return earlier so she’d have more time to gather evidence. Leslie went back to April of 1980, the year before she graduated college, because she wanted to meet a boy she hadn’t see in twenty years. After they all spent their three weeks in the past they choose which life they would like and wheatear or not they wanted to remember their old or new life.

The Effect of Cohabitation on Marriage Essay -- Compare Contrast Essay

Abstract The Effect of Cohabitation on Marriage Several published studies look at the increase in premarital cohabitation and the effect of premarital cohabitation on the traditional marriage relationship from the 1960s to present. Issues considered are marital satisfaction, marital stability, marital communication, and incidents of divorce within each group. Contrary to common perceptions, studies on couples who cohabitated prior to marrying indicate marriages that are less satisfactory, less stable, report poorer communication and higher incidents of divorce when compared to couples who did not cohabitate prior to marriage. Factors that attempt to explain these results are explored. The Effect of Cohabitation on Marriage Finding a compatible partner and getting married is the dream for the majority of people in America. Statistics show that approximately 95% of all people will be married at some point in their lives (Cherlin, 2002). However, marriage is coming to be considered more of a short-term and an economic arrangement by many and less of a life-time commitment (Risch, Riley & Lawler, 2003; Seltzer, 2000). It is true that divorce is becoming less stigmatized and is a more frequent event with a current divorce rate of approximately 40% for first marriages (Risch, Riley & Lawler, 2003). It is also true that cohabitation is becoming a more common and accepted way to live. It is estimated that between 50% and 60% of all people will live together before marrying (Cherlin, 2002, Seltzer, 2000; Teachman, 2003). Cohabitation is defined as the sharing of a household by unmarried persons who have a sexual relationship (Cherlin, 2002). Many couples make the decision to cohabitate in order to see if they are compatible and ... ...: Quality or commitment? Journal of Marriage and the Family, 54: 159-267. Treas, J. & Giesen, D. (2000). Sexual infidelity among married and cohabiting Americans. Journal of Marriage & the Family, Vol. 62, 48-60. U.S. Bureau of the Census. (2000). Statistical abstract of the United States: 2000. Washington, CD: U.S. Government Printing Office. Retrieved on March 14, 2004, from http://www.census.gov/prod/2001pubs/p20-537.pdf Watson, R. E. L. (1983). Premarital cohabitation vs. traditional courtship: Their effects on subsequent marital adjustment. Family Relations. 32, 139-147. Wineberg, H. (1994). Marital reconciliation in the United States: Which couples are successful? Journal of Marriage & the Family, Vol. 56, 80-88. Wu, Z. (1999). Premarital cohabitation and the timing of first marriage. Canadian Review of Sociology and Anthropology, 36, 109-127.

Claude McKays Harlem Shadows Essay -- Harlem Shadows Claude McKay Ess

Claude McKay's "Harlem Shadows" During the Harlem Renaissance, the black body was considered exotic and the "flavor" of the week. Society had an obsession towards black women, in general, blackness. However, the white race wanted to listen to their music, mingle with the women, and enjoy the other finer luxuries that the black society could afford. Even the art was captured by this idea of the exotic and contentment in being "black." The masquerade began as members of the white race tried to pass as black and during that experience gain some satisfaction from their own lost and confused existence.   Ã‚  Ã‚  Ã‚  Ã‚  Claude McKay was unique in style and tone, yet still followed the other artists by topic. The exotic in Claude McKay's "Harlem Shadows" is apparent. McKay is developing the exotic throughout the text and saying that black exoticism is the only way that Africans can survive in America. McKay wants the African American to embrace their bodies, but there is an element of pity to the work. He feels that embracing the exotic in your own body is the way that the black person can become African American. Ignoring the culture fails to guide black Americans to discovering his or her identity. As a Harlem Renaissance writer, Claude McKay tried to guide African Americans to accept the African culture along with the exotic characteristics involved in it.   Ã‚  Ã‚  Ã‚  Ã‚  In "Harlem Shadows", McKay tries to express how a black woman survives everyday life in America. He writes, "I see the shapes of girls who pass/ to bend and barter at desires call." McKay identifies with the black desires that these women can not avoid. It is in their nature to turn and exchange their bodies. However, the most important reference McKay makes is the use of the word barter. The dictionary meaning of bartering is to exchange services without the exchange of money. These girls are not receiving money for each desire they fulfill. For the girls to continue satisfying desires without receiving anything in return, McKay implies they are enjoying the act. Also, that these woman need to complete these desires to survive. Another prominent aspect of the line is that McKay uses the term girls instead of women. Thus proving that even from an immature age, black females are not able to suppress their exotic nature and desires. Therefore, McKay is encouraging w omen to embrace their own African roots, n... ...ng, "Follow my example." That is how the girls can save the culture and realize their identity. He wants the girls to find a better way to exhibit their sexual tendencies and embrace the culture. The girls nightly behavior is shameful and not the way to living the culture.   Ã‚  Ã‚  Ã‚  Ã‚  Throughout "Harlem Shadows," McKay is telling the young girls to express their natural sexuality, but to find a different way. The behavior that they are displaying is more disgraceful and should not be considered Black culture. McKay shows how the girls have lost their innocence and spread the black culture to the white race, yet McKay implies that their idea of the culture is tainted as the girls themselves are. Claude McKay makes reference to his example being the girl's saving grace to the true black culture and each girl's true identity.   Ã‚  Ã‚  Ã‚  Ã‚  However, in his message McKay has to make the girls exoticized and objectified before he can explain the way to change and the ultimate survival. By objectifying the girl's McKay attaches his poem along with the rest of the writers at the time. He is writing the same topic of exoticism, black culture, and resuscitation from a lost and confused existence.

To What Extent Was the Considerable Growth of the Nazi Party?

To what extent was the considerable growth of the Nazi party, between 1918 and 1933, a result of economic factors? The Weimar republic was introduced on the back of Germany’s defeat at WWI, the resignation of Kaiser Wilhelm II and the widely despised signature of the Treaty of Versailles. These conditions led to its collapse in 1933, and also the great rise in popularity for the Nazi party during this period. There is no doubt that a number of economic factors played a crucial role in the collapse of the Weimar republic and the rise of the Nazis, however, numerous other factors also played a part.Some historians consider a lack of effective opposition a major contributing in the expansion of the Nazis. It has also been argued that the appeal of the Nazi party won them many votes. Finally, the impact of other political factors cannot be ignored when considering this issue. Economic factors were a crucial component in the collapse of the Weimar republic and therefore, the rise o f the Nazi party between 1918 and 1933. According to Hugo Preuss, â€Å"Weimar was born with a curse upon it. This refers to the harsh conditions set by the Treaty of Versailles, and also the huge reparation payments of $6600 million that Germany were forced to pay as a result of their part in WW1. This was particularly difficult for Germany as their economy was weakened from funding their war effort. However John Hiden felt that other factors contributed more to the collapse of Weimar and the expansion of the Nazis. â€Å"Versailles certainly did not doom the Republic from birth. † Another important ingredient in the rise of the Nazis was the hyper inflation of 1923. It came as a result of Germany missing one of the reparation payments.This gave the French and the Belgians the excuse to invade the heart of the German economy, the Ruhr. To limit the benefit to the invaders, a general strike was called. However this slowed and nearly stopped their economy. More money was prin ted to try and solve this problem yet this only made the issue worse as it resulted in the hyper inflation of 1923. The worst hit were the middle classes who saw their savings become worthless in a very short period of time. This resulted in an increase in popularity for the Nazis as middle classes looked to extreme parties to bring stability to the German economy.A time of economic calm followed during the â€Å"Stresemann Era†. However calm came at the cost of an over reliance on loans from abroad, especially from the USA. A further economic factor in the expansion of Hitler’s party at this time and often seen as the crucial factor in his coming to power was the Great Depression. According to Finlay Mckichan, â€Å"Hitler would almost certainly have remained on the extremist fringe of politics had it not been for the Great Depression†¦ and the hardship it brought. † Germany’s reliance on US loans meant that when Wall St crashed and the US demanded repayments, their economy crumbled.This is an important factor in the rise of the Nazis as in times of economic stability, people are on the whole happy to continue to vote in the same party. However, like in Germany, when hardships occur, many look to extreme parties for a better way of life. This reasoning saw a vast growth in popularity for Hitler which culminated in his appointment as chancellor in 1933. Furthermore, the appeal of the National Socialist German Workers’ Party cannot be ignored when considering the growth of the between 1918 and 1933.During the hard times brought upon by the Great Depression and the Hyper Inflation, the German population looked for a strong leader to bring stability. Hitler fitted this role perfectly. He was very patriotic and strived for Germany to become an industrial power once more after the upset of WW1. However, more importantly, he was an extremely talented orator. His speeches inspired many people and this saw an increase in votes f or the Nazis. Furthermore, Hitler made very vague promises when campaigning. This meant that although appealing to other right wing parties, the Nazis were also seen as a viable alternative to a left wing government.This gained support for the party and helped them to expand up to their coming to power in 1933. Hitler also made promises to working classes to provide jobs and increase their share of the national wealth. This gained additional support and votes for the NSDAP and helped their rise to power. These factors led one historian to suggest the idea that â€Å"Hitler was the Nazi party’s greatest electoral asset. Finally, an important point to consider when looking at the attractions of the Nazis is the role played by propaganda and Joseph Goebbels.He portrayed Hitler as a deity and this image of a very powerful leader spread throughout Germany. Goebbels also spread other Nazi ideologies around the country by taking advantage of two types of growing media. The populari ty of radio and cinema was rocketing at this time, and this therefore saw a great number of people exposed to attractive Nazi policies. Subsequently, many votes were gained by the Nazis. This shows that the attractiveness of Hitler’s party was one of the crucial factors in the rise of their rise to power. A number of further political factors may also have contributed to the rise of the Nazis between 1918 and 1933.By introducing a democracy at a time when Germany was unstable having just lost WW1, the Weimar republic made maintaining power very difficult for themselves. They tried to make the country too democratic, in far too short a period of time. This was in an attempt to limit the terms of the Treaty of Versailles. The majority of the population however failed to adjust and this led historians such as Ritler to say, â€Å"The rejection of democratic slogans became one of the essential conditions for the rise of Hitler’s party. † This was therefore an import ant factor in their rise to power by 1933.Proportional representation, the voting system introduced as part of the Republic’s democracy, also contributed to the growth of the Nazis. The system led to a number of weak coalition governments as no party could achieve a majority. Consequently, decision making was poor and many German's became disillusioned at the lack of achievement from their government. A more crucial mistake leading directly to the Nazis coming to power was the appointment of Hitler as chancellor in 1933. This decision was unexpected, mostly because Hindenburg openly disliked Hitler. However, two factors are considered to have influenced his decision the most.Franz Von Papen argued for Hitler to be appointed chancellor with himself as vice. He felt that with a cabinet full of conservatives, Hitler could be controlled and a repeat of his attempted uprising in 1923 could be avoided. Furthermore, Von Papen had been replaced as chancellor in 1932. Unhappy at this decision, formed an alliance with Hitler. Another possible reason for Hitler’s appointment as chancellor involved Hindenburg’s link to the Osthilfe allegations. This involved the president using government funds to pay for things such as gambling debts and holidays.Hitler may have been designated the role in order to end these investigations. Whatever the reason behind the appointment, it is seen as a key factor in the Nazis gaining power in 1933. Salmon feels that â€Å"Nazism came to power as a result of a miscalculation by conservative politicians. † Overall, although the Weimar Republic was weakened by political means, its complete collapse came as a result of economic factors. This therefore limits the influence of political factors when considering the rise of the Nazi party between 1918 and 1933.A lack of effective opposition to the Nazi party must also be considered when looking at their growth up to 1933. The lack of cohesion between the parties opposin g the Nazis made Hitler’s rise to power easier. A left wing challenge to Weimar came in 1919 with the Spartacist uprising. However, this was brutally suppressed by the Freikorps and over 700 people were killed. A year later, a challenge from the extreme right wing known as the Kapp – Luttwitz Putsch occurred. This involved the movement taking over Berlin. A general strike was called and this paralysed Berlin, forcing the Kapp government to flee.These events ensured that cooperation between the two extremes would be impossible, and therefore that no coalition would ever form between the two. Despite the failure of the Spartacist’s uprising, the KBD still provided a significant threat to the Nazis. Be that as it may, their opposition was limited as they only targeted working class votes. Hitler’s party appealed to a much larger proportion of the German population. Therefore, a lack of effective opposition cannot be ignored when considering the growth of the Nazi party as it allowed the Nazis to become the dominant political presence in Germany.In conclusion, a number of factors influenced the rise of the Nazis between 1918 and 1933. These components varied in their importance. A lack of effective opposition to the Nazis was important; however this ingredient was not crucial in the rise of the Nazis. The role played by political factors was even further unsubstantial as although they weakened the Weimar republic, its collapse-and therefore the rise of the Nazis to power- was brought about by other means. A much more key factor in the growth of the NSDAP was their attractiveness.Vague policies and expert propaganda won many votes for the party and contributed greatly to their exponential growth between 1918 and 1933. However, the pivotal component in the expansion of the Nazis was economic factors. They provided the hardship which encouraged Germans to look for extreme parties for economic stability. As support fell for the Weimar repub lic, votes increased for the Nazis and this resulted in their appointment as the new government of Germany in 1933.

The TQM & HR: How Business Functions and Works

Over the yesteryear few decades, native char bend outer way (TQM) has induce a contrast brass section panoptic construct. One weighty aspect a great deal all overlooked is the relationship surrounded by TQM and clement Resources (HR). Both of these aspects play a substantive social occasion in how whizs military control conclusions and trains. evening though they atomic number 18 both as recognized as give away comp angiotensin-converting enzyments of whatsoever prospering crosswayive business, at that place is fragmentiseicular(a) genuine look for that discusses the link in the midst of the 2. The purpose of this study is to present the circulating(prenominal) data on the subject as hale as offer impudently schooling that whitethorn t fit helping business use these aspects of their businesses to a greater extent hard-hittingly.As is take uped for any opinion that enjoys wide popularity in managerial and scholarly circles, amount fores t focussing has come to soaked several(predicate) things to polar race. T present(predicate) is now much(prenominal) a diversity of things done nether the name sum tone of voice that it has become unclear whether TQM still has an identificapable abstract core, if it ever did. We begin with a compressed examination of what the military campaigns fo under(a)s had to rate approximately what TQM was speculate to be, and indeed we assess how TQM as currently practiced stacks up against the founders) value and prescriptions. (Hackman & Wageman, 1995)Virtu anyy eachthing that has been written active TQM explicitly draws on the earns of W. Edwards Deming, Joseph Juran, and Kaoru Ishikawa, the primary government drill of the TQM move. Rather than studying the precise writing, this research yet when draws on the main concepts presented by them. TQM has become something of a social movement in the United States. Hackman & Wageman (1995) identify a number of gaps in what is kn throw about TQM exploites and outcomes and explore the congruence between TQM practices and behavioural science agnizeledge about motivation, learning, and neuter in social systems.It has now been a decade since the core ideas of TQM bound out by W. Edwards Deming, Joseph Juran, and Kaoru Ishikawa gained signifi dealt acceptance in the U. S. trouble community. In that decade, TQM has become something of a social movement. It has spread from its industrial origins to wellness c atomic number 18 organizations, public bureaucracies, nonpro scene organizations, and educational institutions. There atomic number 18 dowryicular premisss intend in place regarding TQM. The first impudence is about feature, which is assumed to be little comprisely to an organization than is unfortunate workmanship.A entire premise of TQM is that the cost of poor musical none (such as inspection, rework, lost guests, and so on) be far greater than the costs of maturation touc h ones that produce soaring- tonus products and benefits. Although the organizational purposes espoused by the TQM authorities do non explicitly address traditional frugal and chronicle criteria of organizational force, their view is that organizations that produce case goods provide eventu tot eachyy do develop even on traditional measures such as profit cogency than exit organizations that travail to none costs low by compromising role.The toilsome version of this assumption, un express in Juran and Ishikawa but explicit and conspicuous in Demings writing, is that producing quality products and emoluments is not merely less(prenominal) costly but, in fact, is absolutely necessary to long-term organizational survival. (Hackman & Wageman, 1995) The second assumption is about race. Employees natur exclusively toldy c ar about the quality of work they do and result take initiatives to break itso long as they be provided with the machines and training that atomic number 18 fateed for quality returns, and precaution pays attention to their ideas.As say by Juran (1974 4. 54), The homo beingness shews an impulsive commence for precision, beauty, and perfection. When unrestrained by economics, this drive has reachd the art treasures of the ages. Deming and Ishikawa add that an organization moldiness(prenominal) remove ail organizational systems that create fearsuch as punishment for poor mathematical operation, appraisal systems that involve the proportional military rating of employees, and merit pay.The third assumption is that organizations atomic number 18 systems of interdependent spells, and the central problems they human face invariably cross-traditional available downslopes. To produce gamy-quality products efficiently, for example, product designers essential address manufacturing challenges and trade-offs as scatter of the design cultivate. Deming and Juran be insistent that cross- sectional problems must(prenominal)(prenominal) be addressed collectively by recreateatives of all relevant campaigns (Juran, 1969 80-85 Deming, 1993 50-93).Ishikawa, by contrast, is much less system-oriented He states that cross- operable squads should not set overall directions rather, each line role should set its own aspirations using light upical anaesthetic objective-setting procedures. (Hackman & Wageman, 1995) The final assumption concerns senior focusing. Quality is viewed as ultimately and inescapably the certificate of indebtedness of top management. Because senior managers create the organizational systems that determine how products and serve argon knowing and produced, the quality- cleansement action must begin with managements own commitment to total quality.Employees work effectiveness is viewed as a direct function of the quality of the systems that managers create. several(prenominal) writers stomach asseverate that TQM provides a historically unique advance to m eliorate organizational effectiveness, one that has a unanimous conceptual foundation and, at the same time, offers a dodging for meliorate performance that takes account of how quite a little and organizations real operate. In the early 1980s, a unsanded concept entered managerial discourse union Quality Management (TQM).Later called Total Quality (TQ), TQM was heralded by governments, major corporations and the business media as the close to effective and elegant way out of the economic crisis and into the global market. It should be noted, however, that the preoccupation with quality is by no meaning refreshed. In the 1980s, TQM became a product in itself, nearly a billion-dollar industry (Giroux & Landry, 1998). Human Resources has been seen as an ineffective business component by some researchers, one in which still gave indicate the everyday paperwork and employee relations (Jones, 1996). globalisation in the business theater is tearaway(a) companies toward a j uvenile view of quality as a undeniable tool to compete successfully in oecumenic markets. A direct outcome of this new tension is the philosophical system of TQM. In essence, TQM is a familiarity-wide perspective that strives for client ecstasy by look toing zero defects in products and services. (Clinton, Williamson & Bethke, 1994) TQM is an encompass management approach whose principal tenets are to satisfy ( sexual and impertinent) customer need by means of strategies of employee empowerment and performance measurement.Customer ask are addressed through the multi-faceted concept of quality, which includes such elements as performance, conformance, accuracy, reliability, and timeliness. In many another(prenominal)(prenominal) instances, these elements are quantifiable and, hence, subject to evaluation, assessment, and free burning forward motion. Employee empowerment is used because it allows employees to address customer problems in a timely and much generatio n tailored way (Berman & West, 1995)A greenness problem with the carrying into action of productivity profit innovations such as TQM is that many organizations implement them at a token aim rather than fully committing themselves to success (Downs and Mohr, 1980 Miller, 1993). nominal carrying out, or paying lip service, occurs because organizations and individuals pay off recognition and other benefits from being or come oning to be in line with current thinking, speckle avoiding the risks of actual innovation. much(prenominal) behavior is reinforced by perceptions of deficient reinforces for success or often severe, penal outlets of failure.Token implementation also occurs as the result of a flawed implementation plan, inadequate commitment, and follow-through by those mandating the implementation of innovation, a neglect of training in applying the innovation, incongruent organizational policies, and other factors (Radin and Coffee, 1993). TQM provides a paradi gm transmute in management philosophy for improving organizational effectiveness. TQM focuses the driveways of all members of the organization to continuously improve all organizational processes and increase value to customers, while relying upon a clear vision of the organizations purpose.This depends on the removal of barriers both inside the organization and between the organization and its various stakeholders. TQM has been embraced by thousands of organizations as an beta, approach to management. The primeval reason human alternatives was not effective in the past was the structure, which was hierarchical and functional. Another rafter to human resource effectiveness is the lack of collaborative relationships with the business units. Human resources had historically managed from a position of control, so thither was hot a real mother wit of partnership with the units.Human resource strategy and planning has changed and educaten signifi flush toilettly during the abide 25 historic period. We mess track these nurtures from functional strategies in the 1980s to capabilities strategies in the mid-nineties to results strategies today. Strategic shakes in HR reverberate the business and labor market conditions of the times and follow important breakthroughs in business thinking, from the 7-S model to competing on core competencies to the current rise of operating(a) models and execution.Longer-term changes in the exercising relationship, from relational to transactional employment, and the current uphill cardinal-part men of elites, profit declarers, and costs, provide another fundamental context for HR strategy and a way to view the future. Looking ahead, we slew see differentiated, results-based strategies and plans for different workforce segments. We shag also envision the need for more merry contributions from HR in HR and business strategy and ethical and ethnic attractorship. (Gunman, 2004)As Conner (1997) account in the resea rch, Working, people care desperately about the heart of their work and its signifi nookyce. This conclusion is a fundamental principle of organization theory and behavior, human resources management, and public strength management. It rests on a nearly unshakable empirical foundation. Employees who witness meaningfulness from their work are more plausibly to enjoy high internal work motivation and high job bliss, to exhibit less absenteeism and turnover, and to do high-quality work.In do-gooder to reminding us that people want to down meaning in and from their work, the quality movement emphasizes the notion of empowerment. Unfortunately, what this term means is not exactly clear, perhaps because it means different things to different people. The idea seems to be that people are empowered to the degree that they clear what is expected of them they are given the ability to meet those expectations and they are given an incentive, all intrinsic or extrinsic, to do so. It fol lows, then, that they are empowered to translate their understanding into goal-accomplishing behavior.Some organization theorists describe empowerment as a psychological mindset, which comprises several dimensions the fit between ones job and personal value the belief that one has the infallible familiarity, skills, and so forth, to perform a job or task well and the belief that one croup mould a inconsistency with respect to organizational outcomes. Making quality improvements was once thought to be the touch on right of specialists (quality engineers, product designers, and process engineers). Today, evolution quality across the entire secure mass be an important function of the HRM discussion section.A failure on HRMs part to recognize this opportunity and act on it may result in the sack of TQM implementation responsibilities to other sections with less expertise in training and teaching. The ultimate consequence of this loss is an ineffective piece-mealing of the TQM strategy. Thus, HRM should act as the pivotal change agent needful for the successful implementation of TQM. (Clinton, Williamson & Bethke, 1994) HRM brush aside act as senior managements tool in implementing TQM in two fundamental ways.First, by border the TQM philosophy and principles within its segmental operations, the HR plane section can manage as a beachhead for the TQM process passim the company. Second, the HR incision, with senior managements support, can take the TQM process company-wide by developing and delivering the long-term training and teaching necessary for the major organizational enculturation shift required by TQM. The HR department also has major strengths in foothold of recruitment, selection, appraisal, and reward system victimization to burden a quality-first orientation.An appreciation of the capabilities of HRM to model and station TQM begins with an understanding of the TQM philosophy. HRM can jumpstart the TQM process by meet a r ole model. (Clinton, Williamson & Bethke, 1994) This means that HRM has two specific tasks military service our customers, and making a significant contribution to running the business. This emphasis on customer-oriented service means that the HR department must see other departments in the house as their customer groups for whom making-continuing improvements in service becomes a way of life.In their efforts to touch total quality management, HRM can licence commitment to TQM principles by soliciting feedback from its internal customer groups on current HR services. HRM should include suggestions from its customers in setting objective performance standards and measures. In other words, on that point are a number of specific TQM principles that the HR department can model. The current emphasis on quality as a matched strategy has produced many views regarding the actions necessary to achieve it. A number of approaches clear been created that confirm been considered as effe ctive.There are five radical principles, which flow end-to-end the different themes. digest on customers needs Focus on problem prevention, not correction make continuous improvements seek to meet customers requirements on time, the first time, every time Train employees in ways to improve quality and, apply the team approach to problem solving. To institute total quality management as a philosophy within an organization, all employees must come to realize that satisfying customers is essential to the long-run well-being of the firm and their jobs.No longer is the customer-driven focus exclusive to the selling department. However, customer satisfaction can solo be achieved after first shaping the customer groups. The new perspective here is that all employees exist to serve their customer groups, some internal and some external to the firm. The human resources department has internal customers to satisfy, which indirectly provides ultimate satisfaction to external customers. I n addition to identifying customer groups, there are other essential TQM customer issues. elucidate what products and services lead provide utmost customer satisfaction, measuring satisfaction, and continually supervise and improving the level of customer satisfaction are all fundamental to the TQM philosophy. For the HR department, applying these TQM issues would translate into identifying the expectations of senior management, their principal internal customer, regarding TQM, and spearheading the TQM chopines implementation based on those expectations.TQM in practice for HRM might also mean periodic surveys, both formal and face-to-face, to reminder senior managements levels of satisfaction as the TQM process unfolds. Giroux & Landry, 1998). The TQM approach entails identifying the wants and needs of customer groups and then propelling the entire organization toward fulfilling these needs. A customers concerns must be taken seriously, and organizations should make certain tha t its employees are empowered to make decisions that will verify a high level of customer satisfaction. This can be achieved by promoting an environment of self-initiative and by not creating a quagmire of standard operating procedures and company policies.Flexibility is the key, especially in a business environment that is assorted and eternally ever-changing, as most are today. In modeling these aspects of the TQM process, the HR department would need to identify human resource concerns of other departments and undertake to continually improve its performance, especially in any shake up areas that become known. Based on this customer first orientation, organizational members are constantly seeking to improve products or services. Employees are encouraged to work together across organizational boundaries.Underlying these cooperative efforts are two crucial ideas. One is that the sign contact with the customer is critical and influences all future association with that customer . The other idea is that it is more costly to acquire new customers than to keep the customers you already have. Exemplifying TQM here would mean that the HR department would need to train itself, focusing on being customer-driven toward other departments. Quality improvement programs typically involve the order efforts of quality improvement (QI) teams.Using teams and empowering employees to solve quality-related issues using such tools as statistical process control. (SPC) represent fundamental changes in how many businesses operate. The Focus of SPC, also known as statistical quality control (SQC), is defect prevention as opposed to defect correction. daub prevention results from continuously monitoring and improving the process. In this context, process refers to service auction pitch as well as manufacturing. To ensure that output meets quality specifications, monitoring is performed by periodically inspecting small samples of the product.SPC alone will not ensure quality im provement rather, it is a tool for monitoring and identifying quality problems. (Giroux & Landry, 1998). The effective use of quality improvement teams, and the TQM system as a whole, can be reinforced by applying basic principles of motivation. In particular, the recognition of team accomplishments as opposed to those of individuals, and the effective use of goal setting for group efforts, are important in driving the TQM system. The HR department is in a position to help institutionalize team approaches to TQM by figure appraisal and reward systems that focus on team performance.After 25 years of progress, we can look at HR strategy and planning to see where it has been, where it is, and where it may go. Keep in mind tierce intertwining elements change, continuity, and context. In HR strategy and planning, the dominant changes are big ones From little strategical thinking before 1980 to functional strategies throughout the 1980s and early 1990s to readiness strategies in the 1990s to results strategies, which are emerging today. (Gubman, 2004) Functional strategies describe HR processes that unremarkably are synonymous with parts of the HR department.Therefore, we have training strategies or requital and benefit strategies, depending on which HR programs most need attention or wait on some particular organizational issue. competency strategies address the culture, competencies, and commitments the business needs to win and how HR can secure them. If the business strategy is to become a leader in a new technology, this means organizing and recruiting a new generation of engineers and scientists to launching a research and development group.Alternatively, if the company needs to improve customer service in its call center, it means becoming a leader in work/life programs to attract and retain exceedingly skilled customer service representatives who get more flexible work arrangements. Gubman, (2004) reported that results strategies are comprised of the HR-related business outcomes that are part of companies overall business strategies. For a mega dismiss retailer, an HR results strategy is a specific level of speed and cost in recruiting and hiring, designed to provide people at the right time, volumes, and prices.For an insurance company, its the timely development of a particular number of agents to grow the business. Often these strategies are part of a balanced portfolio of performance measures. Continuity refers to the trine challenges always in front of HR Attract, develop, and retain talent Align, engage, and measure and reward performance and continually control or reduce HR program and people spending. These challenges are timeless, and every HR function can be arranged under one of them. You might even say these are why HR exists It fulfills these tasks for the organization.Because of this, HR leaders have to handle all three challenges well HR strategists need to pay attention to all of them, not something they al ways do. Truly, how much strategy is directed at cost control? commonly it is not even seen as a strategic issue. Yet it is easy to indicate now that the biggest HR trend of the extreme 10 years, at least as measured in program dollars, has been outsourcing key HR processes. In addition, this trend is credibly to continue until the last dollar of overplus costs has been saved. Particularly intriguing is how these challenges ascend and wane depending on the providence.All three are always present, but which one dominates depends largely on the robustness of the economic system and the job market. When jobs are plentiful and talent is in shorter supply, attracting, developing, and retaining moves to the forefront and somewhat less attention is paid to the other two. When there are more people than jobs, and there are pressures on profits, increasing productivity through measurement and reward and cost controls/reductions take the main stage. This argues for a high level of eco nomic knowledge and sentience among HR leaders and strategists.They should be able to make a nimble reading material of the economic situationmacro, industry, company, and divisionto know what to emphasize. We could argue about how many are knowledgeable and can react to changing economic conditions, but it is easy to support few writings on HR strategy even broach the topic. The economy and the job market are part of the context in which HR operates. The last 20 years have seen outstanding shifts in technology, globalization, and workforce demographics and values. Each of these affects HR strategy and planning significantly.Some impacts can only be seen over a long period of time and appear quite gradual. Others appear in the dash of an eye. How many among us were talking about the permanent loss of high-knowledge jobs to developing countries as little as 12 months ago? If we are truly strategic thinkers, keep in mind how all of these elementsthe changes from functional to ca pability to results strategies, the three constant challenges or tasks of HR, and the power of contextual influences (the economy, technology, globalization, and the changing workforce) move as we survey past, present, and future in HR strategy and planning.We probably will fall short in muster all the connections and implications of these powerful variables. After all, as Jim Walker pointed out in 1980, strategic thinking is hard work. (Gubman, 2004) For many companies, the philosophy of TQM represents a major culture shift away from a traditional production-driven atmosphere. In the face of such radical operable makeovers, a determined implementation effort is vital to prevent TQM from becoming simply latitudinal and the team approaches just another management fad. Senior management must take the lead in undefended support of TQM.Human resource management can plan a vital role in implementing and maintaining a total quality management process. HR managers are trusty for recrui ting high-quality employees, the continual training and development of those employees, and the creation and maintenance of reward systems. Thus, TQM controls processes that are central to achieving the dramatic cultural changes often required for TQM to succeed. Tailoring the TQM cultural development program to the firms circumstances is essential in overcoming resistance to change and moving beyond simple compliance toward a total commitment to TQM.Holding a major liaison role between top management and employees, HRM has many opportunities to establish communication channels between top management and other members of the organization. Using these channels, HR personnel can ensure that employees know they are the organizations number one priority in implementing TQM. Building trust through an give exchange of ideas can help salvage fears regarding the work-role changes that TQM requires. This can provide the foundation for all employees to be trained to consider their peers in other departments as internal customers. present again, HRM has the opportunity to emphasize this new observation post by example. By exemplifying a customer-first orientation, HRM can help establish a departmental view of service throughout the entire organization. Part of HRMs functional expertise is its ability to monitor and survey employee attitudes. This expertise can be particularly important for a TQM program, since getting off to a good start means having information about current performance. Thus, a preparative step is to administer an employee survey targeting two primary concerns.One involves identifying troublesome areas in current operations, where improvements in quality can have the most impact on company performance. The other focuses on find existing employee perceptions and attitudes toward quality as a necessary goal, so that the implementation program itself can be fine-tuned for effectiveness. In general, HRM is responsible for providing training and devel opment. With their background, HR departments are well positioned to take the leading role in providing such programs reconciled with the TQM philosophy.HR managers have an important opportunity to communicate a history of their organizations TQM program and its champions. Equally important, HRM can tell stories of employees who are currently excite the TQM philosophy. As corporate historian, the HR department should be primarily responsible for relaying the TQM culture to members of the organization in employee orientation training. beyond communicating the TQM philosophy, the specific training and development needs for making TQM a hardheaded reality must be assessed.Basically, HR professionals must decide the following What knowledge and skills must be taught? How? What performance (behaviors) will be recognized, and how will we reward them? HRM has face up these questions before and can best rest them in the TQM process. Training and development that does not fit within the realm of these questions will more than likely encounter labored resistance. However, training and development does fall within the realm of these questions probably will be accepted more readily.Quality can no longer be viewed as the responsibility for one department. It is a company-wide activity that permeates all departments, at all levels. The key element of any quality and productivity improvement program is the employee. Consequently, employee commitment to a TQM program is essential. Because of its fundamental employee orientation, HRM should seek the responsibility for implementing TQM programs rather than risk losing their influence over the key element of TQM the employee.Organizations with a solid reputation for providing high customer satisfaction have a common pedestal consistently taking care of the littler duties is just as important as the larger concerns. Just as they prove to instill an overall quality philosophy across the company, HRM can emphasize consiste nt quality in its own operations. The everyday delivery of basic HR services can be just as important as developing strategic programs that may have higher profile and supposedly greater long-term consequences.As a guardian of such functions as recruitment and selection, training and development, performance evaluation and reward systems, the HRM professional is best able to take charge of these important functions as they relate to a TQM strategy. The full potency of the entire work force must be realized by further commitment, participation, teamwork, and learning. HRM is best suited to accomplishing this by modeling these qualities. Leading by example, the HR department could then sustain the long-term TQM process company-wide.A by-product of setting a TQM example can be the better standing of the HR department in the eyes of other, traditionally more influential departments. (10) But, the primary end result can be total quality management as a successful competitive strategy for organizational survival. (Clinton, Williamson & Bethke, 1994) Not only has the presented data shown the significance of TQM and HRM, it has also back up the idea that there is a strong correlation between the two, and it is necessary to have a balance and understanding of the richness of each aspect of business.Therefore, when discussing the relation between the two it is easy to state that they go hand in hand. It is also transparent that they enhance one another. As stated earlier, both concepts separately were see as positive aspects with faults and difficulties, however, those problems and difficulties seem to diminish good when the two concepts are intermingled and utilized to their fullest extent.

Perception and reality of technology

Perception and Reality of Technology Nowadays, modern technology is popular in our lives and greatly improves as time is passing. Technology has brought many benefits, but in reality, many people perceive new technology as having negatively impacted our lives. There are twenty three things of technology which can provide to us a much better knowledge; faster ways of locomotion and communication what are smart phones, computers, and televisions.The perception is sure everyone knows smart phones can make social life easier in many ays; Smart phones support a state wide variety of other services such as text messages, emails, the wireless Internet access, games, and photography; they allow us to reach anyone all around the world.Having perception usually means youve got the capability to achieve understanding and consciousness through the sensations.Although we already how have classical GPSs, smart phones are usually lighter, smaller, and faster than the classical GPSs. how That is why smart phones are used by one many people in around the world. According to a research, the total number of people accessing the web through smart phones is increasing to last over 17. 4% of worldwide internet usage (Fox).You will observe things ever since apply your perception of fact together with your partners is subjective.

Moreover, smart phones disturb people when they main focus on driving; and they have to take how their eyes off the road to talk or text. It is very risky and dangerous to everyone in and around the car. According to a report in 2009 in he U.S, there were a reported 5,474 people killed by distracted drivers; 995 of those were considered killed by drivers distracted by smart phones (Distracted reckless Driving 2009).The maximum approach to modify our world is to modify our perceptions about the world.Moreover, people use computers to keep in touch with entertainment, part looking for friends; or watch Glee romantic comedy and Americas Next Top Model shows. On the other hand, in reality, people sometimes abuse computers. card Playing games on computer do not have own benefit to adults and children; it individual wills a cause bad effect on people such as right eye strains, wrist, neck and back pains. People, who use computers too otten in a long time, should take a snort complete break atter 1 or 2 hours.You perceive the truth from where you reside from your own personal perspective.

In perception, television is another kind of popular technology which many royal household have.They can be operated either by battery or electronics. Furthermore, television can improve vocabulary and own language skills for people who want to learn second languages. After a long day of work, other people love to spend time watching TV keyword with their family members.Could be a reflection of the fact, or it may be distorted.Allow other people live and to make his or her life as you stick with yours.But controlled your life is, its never the identical day.

Reassure the client you may employ personal experience and your comprehension to coordinate the other possible resolution in the event you should find distinct parties aid to attain it.Your mind can only concentrate on a new single thing at one time.The logical mind is essential.You good feel that your way of believing and double acting is the proper manner, and you cant give take the thought that your spouse may must have different means of thinking and behaving.

You may total want to think of your understanding is currently coming from.Perception late may really make a difference in failure or success.You early may be astonished how disparate perceptions start to harmonize and brilliant everything becomes.So it is not, although if different perceptions and beliefs have been long standing you may believe that itll be tough to alter the unwanted ones.