A critical book review 5 to 8 page paper (approximately 250 words per Research

A critical book review 5 to 8 page (approximately 250 words per page) - Research Paper Example They are Western Eastern Orthodox, Latin American, Islamic, Japanese, Chinese, Hindu and African. Samuel P. Huntington, was foreign policy aide to President Clinton, in addition to being a political scientist at Harvard University. Whenever one country interferes in other nations affairs, the cultural factor surfaces predominantly. He clearly visualizes the growing momentum in this direction. He is specific when he writes, â€Å" In the post- Cold War world, flags count and so do other symbols of cultural identity; including crosses, crescents, and even head coverings, because culture counts, and cultural identity is what is most meaningful to most people. People are discovering new but often old identities and marching under new but often old flags which lead to wars with new but often old enemies.†(20) How to meet the increasing threat of violence arising from renewed conflicts between countries and cultures that rely on traditions on religious faith and dogma? Huntingtons thesis is provocative in the sense that he gives a go the the traditional views that world is bipolar or the collection of states. He classifies them as a set of seven or eight cultural â€Å"civilizations†. Conflict will arise on account of identity of civilizations. Thus he has divided the world, without the actual geographical division! Along with this startling innovative concept, he raises some vital issues. He categorically states that modernization is not tantamount to westernization; links economic progress with the revival of religion; ethnic nationalism scores over ideology in the post-war politics, according to him. The lack of leading "core states" hampers the growth of Latin America and the world of Islam. Huntingtons views on Islam are hardcore. He points out that Muslim countries are involved in many inter-group violence as compared to

Management and Organizational Bahaviour Essay Example for Free

Management and Organizational Bahaviour Essay Q.No.1.â€Å"The major challenge Management faces today is living in a world of turbulence and uncertainitywhere new competitions arrive daily and competitive conditions change.† Explain with an example of any one product or service in the market . Validate your answer with research findings /stastical data . What measures can be taken to meet these challenges? Ans 1.A Challenge of Change The organizations and the individuals working in the organizations have a great challenge to deal with the change. The principle of dynamism and the theory of ‘Ignore and Perish, Change and Cherish’ have come to stay and the organizations have to respond positively to the changing environment. The challenge of change demands that the organizations become more transparent and open and the employees are given more autonomy. The institutions have to more concentrate on the quality of its people than product. The wind of change is affecting the organizations all over,from north to south and from east to west. Managers must create a new organizational space where those (new) capabilities can be developed. There are three possible ways to do that. Managers can * create new organizational structures within corporate boundaries in which new processes can be developed, * spin out an independent organization from the existing organization and develop within it the new processes and values required to solve the new problem, * acquire a different organization whose processes and values closely match the requirements of the new task’ * Business Process Outsourcing is further going to gain importance and the various processes in the production are going to be narrowed down into various parts. * The experiences of mergers and acquisitions could be followed for better presence in the market. Example:Changing market scenario : Medical Devices Industry Medical device market is quite diverse which includes medical and diagnostic equipment; medical implants like heart valve and cardiac stents, pacemakers, cannulae, knee joints; and lower end plastic disposables, blood bags, IV sets, syringes etc.. Even within the same group of implants, there are diverse products which may have hardly anything in common: for examples, Intra-ocular lens and knee joints. According to one source, in 2012, the Indian medical devices and diagnostics market has been estimated to have reached Rs. 139bn ,that had potential to grow at a CAGR of 23.2 percent over the period 2009-13. It has been estimated the market will grow by an average of 15.6 row percent over the next few years, to around USD 4.8bn by 2015 . Increasing physicians awareness and increasing patients requirement to avail high quality care are amongst the driving force for such a growth rate. Figure: Indian medical devices market size and forecast (09-13) (USD mn) Source: KPMG-CII In India, there are around 700 medical device makers; however, major players remain the foreign companies. Few major players in medical devices industry include: B. Braun Medical(I)Pvt. Ltd; BL Life sciences Ltd; 8.3 Baxter India; Bayer Diagnostics India Ltd; Godrej Industries Ltd;Johnson Johnson Medical India (JJMI) Ltd; Nicholas Piramal India Ltd; Opto Circuits (I) Limited; Philips Electronics India Ltd (Medical Systems Division); Roche Diagnostics India; Siemens India Ltd; Span Diagnostics Ltd; Trivitron Medical Systems; Wipro Biomed Ltd; Wipro GE Medical Systems. Coping with the Change * To constantly train people in new technology, new business practices and new paradigms. * Synergize organizational objectives with individual aspirations * Training Managers at all levels both in behavioral field as well as technical field as people are not going to be sitting face to face but will be connected mouse to mouse. * As the consumers are becoming more aware, the organizations have to train their employees for better customer relationship management (CRM). The individuals who are able to learn new competencies quickly are going to be valued more in this fast changing environment. Fundamentally, all organizations – from the military to schools to hospitals to private enterprises – need to dramatically increase the pace of change if they are going to thrive. * The organizations have to create an atmosphere where the employees from bottom level to the top level have a positive attitude towards change. * ‘Particular attention needs to be paid to young employees. They are a company’s long term investment. The contribution they make is dependent on how quickly they commit themselves to their work, and what they do about it’ . Three things can be said about change in today’s intense competitive environment: it’s hard, it’s necessary, and most people are bound to resist it. The question for leaders, then, is what actually makes change happen? Change is sensed as one of the most dynamic activity. It is more important to think about our roles in the changing environment rather than concentrating on what makes change happen. The fashion changes, individuals change, ‘only foolish and dead never change their opinion’ – so the opinions change, demands change, needs change and so does the market, trade and business and further so does our attitude change. â€Å"executives are recognizing that their most important need is to have ma nagers who deal with change and complexity by growing and by developing their capacities.† A Note for the Future Present organizational structure of course it has changed from what it was before 10 years but in coming few years it is further going to change. ‘As far as the interface of technology and business goes, it’s easy to predict what the characteristics of the next big thing will be; transparency, egalitarianism, immediacy, convenience, and economy. Nor is it difficult to hazard a guess on where its utility will be felt most; the way we work, the way we live; the way we interact; and the way in which we address larger problems related to the environment’. The future of work and the future of business is going to be decided by the methods and approaches followed by the organizations to face the challenge of change. The way the industry has reacted to the waves of change, we can expect that there is going to be better management of people and the human factor is going to be the most important factor in the coming days. The existence of knowledge society would certainly provide better outlook and perspective for thinking but the need is to be more cautious and more judicious in decision making for deciding the future course of action Q.No.3How can a leader transform potential into reality? What type of leadership is best suited in service providing units like healthcare centers? Give reasons for your choice. Ans.3. Introduction A leader is an individual who is able to demonstrate a specific set of roles, behaviours to influence the attitudes and behaviours of others. It is usually a group phenomenon. Two specific aspects of being a leader are: 1. The individual attributes or styles needed to be an effective leader. 2. The organizational skills required to manage the process of change Keys to Effective leadership Trust and confidence in top leadership was the single most reliable predictor of employee satisfaction in an organization. Effective communication by leadership in three critical areas was the key to winning organizational trust and confidence: 1. Helping employees understand the companys overall business strategy. 2. Helping employees understand how they contribute to achieving key business objectives. 3. Sharing information with employees on both how the company is doing and how an employees own division is doing — relative to strategic business objectives. Turning potential into Reality : the Leadership challenge The leader must analyse the following issues while framing a vision of growth of organization: 1. Recognize the capabilities of the organization 2. Recognize the decisions that need to be made and the changes that must occur 3. Recognize the importance of people in achieving the vision 4. Recognize your needs in relation to the larger organization These four issues align with four phases for achieving the vision: Phase 1: Analyze your organization Phase 2: Develop your organization Phase 3: Value and develop your people Phase 4: Maintain and develop your sphere of influence Leadership Styles Leadership style is the way in which a leader accomplishes his purposes. It can have profound effects on an organization and its staff members, and can determine whether the organization is effective or not. Leadership style depends on the leaders and organizations conception of what leadership is, and on the leaders choice of leadership methods. Depending how those fit together, a leader might adopt one of a variety styles, each reflected in the way the organization operates and the way its staff members relate to one another. * Autocratic totally in control, making all decisions himself * Managerial concerned with the smooth operation, rather than the goals and effectiveness, of the organization * Democratic consulting with others, encouraging equality within the organization, but making final decisions herself * Collaborative sharing leadership, involving others in all major decisions, spreading ownership of the organization. Other viewpoints of leadership styles are: * Transactional or autocratic (Burns, 1978). This might have been called in the past the ‘top down approach’ or autocratic leadership.* Transformational/interactional (Burns, 1978). Transformational leadership is aligned to democratic forms of leadership. It is a leadership style based upon embracing change and encouraging innovation. * Renaissance or modern (Cook, 1999 Renaissance leadership requires the effective use of power, influence and the ability to network to ensure key decision makers support changes. * Connective. There are similarities between both transformational and renaissance styles (Ewens, 2002) although this type of leadership is less likely to delegate in a way that empowers the workforce. The focus is that of building collaborative structures and networks to effect change 2. Defining the task: Focus on an objective that is SMART (specific, measurable, achievable, realistic and timely). Adaptive leadership for health care sector A new kind of leadership is needed for health care. It is both figuring out why the current approaches aren’t sufficient and surfacing how the forces at play in the system allow incremental efforts or the status quo to carry the day. It takes courage to identify the tough issues and create change, even when you are uncertain about the outcome. The adaptive nature of the challenges in health care demands that people see themselves as orchestrating conflict rather than resolving it, holding the attention of others to the harder issues rather than taking the burden off of their shoulders, confronting dearly-held legacy behaviors that prevent deep change from taking root rather than tolerating them, identifying and then letting go of values and behaviors that are getting in the way, and making your own adaptations. Currently Practiced Currently Needed Rely on tradition and past approaches Launch many experiments identify emerging solutions Implement Best Practice Create â€Å"Next Practice†Overcoming Competing Commitments For people in senior authority, this type of leadership is different than what people expect You can develop these skills and apply them to a variety of adaptive challenges. Adaptation is more than surviving; it is about mobilizing people and creating environments that are more robust and resilient, environments for people to thrive. With the right focus, you can engage people in adaptive work and nurture the new DNA that will promote wellness and healing that brings your organization into the future Q.No.5. What are the indicators which tell you about the HRD climate in a healthcare centre? Ans 5. HRD stands for Human Resources Development in a business or an organization. Climate meant the atmosphere in the company, especially a supportive atmosphere that allows staff members to develop their skills for the benefit of the company. Management Indicators Ideally, HR and other management indicators are constructed from generally available data and describe constituents of organisational activity, namely inputs, processes and outputs. It is this data that managers use in monitoring and as a basis for decision making. The indicators are usually created by linking two separate pieces of data to form a ratio. The indicators literally provide an indication of the relative state of key determinants of efficiency and effectiveness in comparison to norms of organisational activity. These norms may be derived from: external comparisons with other similar organisations; internal comparisons with the previous performance of the organisation; comparisons with some pre-determined standard. Indicators of HRD Climate in Health sector Indicators can be developed to examine all the different elements of organisational performance.The four main elements of performance which require management attention are illustrated here using indicators focused on HR aspects: †¢ Inputs: this covers the resources introduced into the health system. Human resources account for the majority of health service costs and are therefore the most significant input. In making comparisons between health system units or over time it is useful to be able to look at measures such as: -relative proportions of different staff types and grades; -staff costs in relation to the total health service expenditure; numbers of staff relative to the local population. †¢ Processes: This looks at how the health service works as an organisation. In the HR dimension, process issues include organisational environment in which people work and the effect this might have on their performance, as well as more direct measures of HR efficiency with respect to the way the HR resources are used. Thus * staff turnover rates; the actual to planned staff ratio; the ratio of new staff recruited to new staff trained all give an indication of the quality of the organisational environment. * Bed occupancy rates to staff employed, on the other hand, provide a more direct relationship between HR and other resources inputs in the health care process. †¢ Outcomes: These are the products of the organisation. This is particularly difficult to measure in health service systems as there is little agreement on ways of measuring health outcomes (ie. the change in health status for a person having been in the health care system). Usually the best that can be managed are proxy measures such as overall population mortality rates to staff employed. †¢ Outputs: Outcomes are often expressed in so-called â€Å"intermediate† output measures such as the number of patients treated. This data can be more easily measured, but does not give an accurate picture of how health status is affected. Typical HR output measures could include: * the number of nurses per thousand clinic attendances; * trained nurses/ midwives per 1000 live births. Peters and Waterman (6) identify the 7Ss strategy, structure, skills, style of management, systems, staff, shared values as key interrelated factors determining the performance of an organisation. The HR elements in this (staff, skills, shared values and structure) can be expected to play a significant role in changing organisational performance. The most common words used to assess the impact of these related elements are efficiency, effectiveness and quality.

Human resource management Essay Example for Free

Human resource management Essay Human resource management is a sequence of decisions that gives the employment relationships, these decisions leads to the success of the organization and allows the employees to reach their target. Human resource management is related with the attitudes of the people and their taste. As every company works with the people, by taking their services, it develops their skills so that they give their level best talent and giving the support so that they can continue in the organization showing their talent that is necessary for the organization to achieve their goals. This is the necessary condition for every company like: business, government, education, social and education, health departments. Human resource planning, directing , organizing of the procurement is to develop, maintain, separate the human resource to the end of the individual, organization and social objectives to be achieved. The term Human Resource Management has many forms of definitions stated by different people in different perspectives, and still there is no standard and fixed definition for it. Because it is the management of different people with varieties of needs and vast individual opinions, there is no standard or strict policy kind of rules to manage people. The Human Resource Management is nothing but managing the employees in an organization with certain policies particularly dependent on the basis of organization and the kind of business it does. 1. 4 Purpose Statement The main purpose of selecting this particular topic is that I my self very much interested in the human resource management and its concepts. Because of the interest on HRM I have read many books and articles on the human resource management and the human resource strategies I came to know that the HRM and the HRM strategies are the main aspects that are leading to the success of the organization, so this statement initiated me to conduct the research on the HRM and get more information on it and provide my new ideas and views for the future enhancements. Chapter 2 Literature Review Meaning of human resource management Human resource management is the management function that allows the human resource managers to select, train, and develop the skills of the members in the organization. In addition, human resource management is associated with the needs of the people. Human resource management is referred by the activities, functions and programs that are carried out.Core Elements of human resource management People: organization itself is the people. It works with the talent of the people. Management: human resource management has to maintain the organization, solve the problems that are present in the organization. Integration and consistency: decisions taken by the human resource management regarding the people must be integrated and consisted. Influence: decisions taken should influence the people by increasing their productivity in the market and allowing the company to get succeed. Applicability: human resource management principles and policies are applicable to human resource management and non human resource management like education, health, etc. 2. 2 Role of human resource management 2. 2. 1 Advisory role: Human resource management gives solutions to any problems that are affecting the people, personnel policies and procedures. a). Personnel policies: organizational structure, social responsibility, employee terms and conditions, rewards, career and promotion, development and industrial policies are the personnel policies. b). Personnel procedures: man power planning procedures, recruitment and selection procedures, employment and training, management and development, industrial relations are the personnel procedures. 2. 2. 2 Functional role: The personnel functions help to communicate the personnel policies. It provides the support to the manager, which will enable that the given policies are implemented. 2. 2. 3 Service role: Personnel functions are provided by the employees who will work for the all time. The services are in the hands of personnel departments. They carry out the main activities of their services and implement the policies and practices that are given above. 2. 3 Challenges of human resource management in Indian economy 2. 3. 1 Globalization Growing the business to the world wide involves the problems on the human resource management in terms of laws, practices, competitions, management styles, work ethics and more. Human resource managers have to deal with many challenges of functions, more heterogeneous functions, more involvement in employees personnel. 2. 3. 2 Corporate re-organization Reorganization relates to mergers and acquisitions, joint ventures, takeovers, internal constructions of organization. In these situations it is more difficult to imagine the circumstances that create great problems to them than reorganizing itself. It is a challenge to manage employees fears during the dynamic trends. 2. 3. 3 New organizational forms The main challenge for the human resource management comes from the changing the characters. The competitions are not between the individual forms and group firms. Major companies are running through the local suppliers and forgings. This leads to rise of the new organizational forms. 2. 3. 4 Challenging demographics of work place Changes in the work place are largely related by the dual nature. There is difference between the young blood and old age employees, working mothers, more educated and sensitive workers. These challenging work forces have their effects on human resource managers and from the human resource point of view it is a great challenge. 2. 3. 5 Changed employee expenditure With the changes in the work place the employees attitude also has to be changed. Traditional things like giving house, job security, remuneration are not interested by the employees today instead they the equality and power along with the management. Hence it is the challenge for the human resource management to redesign the profile of the workers and discover the new methods that are liked by the workers like training and supporting them for their work. 2. 3. 6 New industrial relation approach In todays world the employees union has understood that strikes and militancy are not having much importance and are unnatural. The employee union membership has fallen severely and the future labor is of dangerous. The challenge before the human resource management is to maintain the industrial relations so as control the challenges and get grip over them. 2. 3. 7 Renewed people focus Todays world and business need is the peoples approach. The structure, strategy and systems that had worked in the past have no importance in the present situation with the increasing competitions. The challenge of the human resource management is to make people continue and reasonable to the work in the organization. 2. 3. 8 Managing the managers Managers are very unique from the others, they thing that they are different class apart from the others. They command for the decision making, bossism, and operational freedom. When these things are given to them in the past they have misused their powers in removing their coworkers and the talent, hard working employees. The challenge before the human resource management is how to manage this problem. How to make them realize that they have given freedom to make the decisions and implement them but not to misuse. 2. 3. 9 Weaker society interests Other important challenge for the human resource management is to protect the interest of weaker society. The increase in the women workers, minorities and the backward communities has lead to re-examine the practices policies and values. In the name of the globalization, the productivity, quality, the needs of weaker should not be given up. It is a challenge for human resource management to see that weaker sections are not seen and their rightful jobs are not discriminated in services. 2. 3. 10 Contribution to the success of organization The main challenge of the human resource management is to make all the employees to work for the success of the company in an ethical and culturally responsible way, because the society mainly depends on the organization. 2. 4 Human resource management overview The term Human Resource Management has many forms of definitions stated by different people in different perspectives, and still there is no standard and fixed definition for it. Because it is the management of different people with varieties of needs and vast individual opinions, there is no standard or strict policy kind of rules to manage people. The Human Resource Management is nothing but managing the employees in an organization with certain policies particularly dependent on the basis of organization and the kind of business it does. Managing the people with different mentalities, different approaches they follow, different complexities in their thinking, makes the task very difficult for the management. So to continuously improve this process of managing the human resources in the organization, the institutional (e. g. universities) and specialized bodies (e. g.Chattered institute of personal and development CPID) keep busy in investigating on development of new HR related issues faced or to be faced and at the same time practices and remedies to be followed. Managing the people with different mentalities, different approaches they follow, different complexities in their thinking, makes the task very difficult for the management. So to continuously improve this process of managing the human resources in the organization, the institutional (e. g. universities) and specialized bodies (e. g.Chattered institute of personal and development CPID) keep busy in investigating on development of new HR related issues faced or to be faced and at the same time practices and remedies to be followed. 2. 5 HRM resoruces As stated by Werner felt, the word Resource in the context of an organization is defined as Any aspect that may become a strength or weakness of a given organization including substantial and visionary valuable assets of the organization. The organizational resources can be segregated into human resources, technological resources and financial resources. In these three resources of organization, philosophy and the character of human resource management is under considerable scrutiny with continuous debate on the subject. As it is dealing with managing vast varieties of individuals, there is no widely accepted definition. But below given are some of the definitions of Human Resource Management from early years specified by different people in different perspective, which can be used for capturing the glimpse of its idea in use: The main function of the Human Resource Management for an organization is to find the best possible way to utilize the abilities of the employees to the greatest possible benefit and development of the organization and at the same time make sure that employees get financial as well as personal growth and psychological rewards for their work (Graham, 1978). Storey (1995: 5) stated Human Resource Management is individual approach for the management of employees, which needs structural, cultural and skilful measures to take advantage of well capable and dedicated employee resources. 2. 6 Human resource management in the organization The department of Human Resource is treated by most of the organizations as an administrative body and its association with the strategic plans is mostly ignored. Even though HR is about the employees who are very important for any organization, the Human resource department is only included in planning of the organization, but most of the time it is not utilized actively and strategically. Even though the Human Resource is not considered as an important factor in the strategy development and is not associated with strategy of the organization, the effect and success of the Human resource is invisible. Human resource is treated as a department policing the administration properly in hiring and firing as per the letter of law. Strategic Human resource practices are more existing concepts, which is entirely different from administrative function. So organizations ignore most of the time these practices to improve the bottom line business results (Huselid, Jackson, Schuler, 1997). Strategic Human Resource management can be defined by (Huselid, Jackson, Schuler, 1997) as the design and fulfillment of a group of policy practices made by the organization for the best utilization of the human capital contributions for the achievement of the required business objectives. Human resource people often do not act as the exact business persons and become responsible for lack of credibility in gaining business, so are unable to contribute for the success of the organization and its strategies for the development. 2. 7 The importance of Human Resource being Strategic Human resource should not be involved only in the strong administrative foundation of the organization, but also come up with the successful strategy which influences the financial bottom line of the company. Human resource should take active role in planning, guiding itself to provide continuous eventually effective strategies which will be recognized by the organization for the competitive success. It should monitor at regular intervals and also evaluate the strategies being followed and strategies need to be improved, so that Human resource play active role to be recognized as the peoples department in success of the organization. This concludes that strategic approach of the company along with Human resource completely involved in every strategy implementation will ensure that the organizations business goals can be effectively achieved by the use of skilful and able employees to the maximum effect (Huselid, Jackson, Schuler, 1997). 2. 8 The consequences of Human resource not being strategic 2. 8. 1 Human Resource being too involved in administration Apart from the main function of the Human resource department being strategic effectiveness in the development of the employees, the other function is to take care of the administration of the organization, where the department spends most of the time. This administrative work involves Human resource person in handling the selection process, recruitment strategies, appraisals based on performance, plans for the compensation (Huselid, Jackson, Schuler, 1997). Human resource department should give importance to both administrative and strategic effectiveness, because the administration is the basic building blocks for the foundation and functioning of the organization and cannot be ignored. So after the basic organization is formed, the Human resource should concentrate more on the strategic development for the effective utilization of the employees skills effectively. 2. 8. 2 The poor human resource Personal competencies Due to the reason that sometimes the human resource is ineffective in tasks, incompetent and costly in maintenance, Human resource bad reputation is treated as well deserved. The change in the Human resource persons thinking and acting could bring the change expected by the senior management and they can start believing that Human resource can play active role in strategic planning and implementation of the organization. Human resource must upgrade them by learning about the business, culture of the work to influence the positive change in the organization and at the same time increase the credibility of the human resource department. Human resource should give more importance to the business competitiveness than employees personal good feelings and must also lead the organizations work culture. Human resource should be more competent supporting staff as well for the organization (Ulrich, 1997). 2. 8. 3 The human resource not measured in dollars As most of the people believe that Human resource is group of clerks who work more in processing benefit forms, taking care of administration paper work and tracking employees vacation days, and think that there is no strategic accountability apart from these administrative functions, the accountability of the Human resource is always being questioned (Galford, 1998). The Human resource department should play active role with full potential in creating the organization value and work with good strategies for profitable returns on the investment made by the organization (Frangos, Fitzenz, 2002). Normally, Human resource strategic play brings more business returns to the organization, but there is no proper business measure for this achievement. Mostly the human resource value is measured based on the cost savings in administrative and recruiting process of the employees. As Human resource lack the tools to measure the business value of the strategic gains for the organization, most of the industry researches reveal that 60% so the Human resource people play less role and only 40% of the people actively take part in strategy table for the development of the company. This is the conclusive reason for Human resource not being considered as an strategic asset to the organization. 2. 8. 4 The human resource not in co-ordination with other department goals. Human resource need to me more aligned with the over-all strategy of the organization to be more effective in business development of the organization. One of the Harward university survey says 80% of the Human resource departments has no planning for aligning itself with the other departments and its expenditures within the organization (Norton, 2001). Human resource need to be more interdependent and consulting body with all the departments and should take strategic approaches to align itself with entire departments and their strategies. Human resource need to support and contribute more in strategic involvement into different departments and different layers of the employees. This will improve the competitive advantage in the organization and leads to the business development. The main goal for human resource is to manage the human capital, motivate them which are one of the roles in being part of the broader organization management strategy. The human resource should be more involved with the top management and give appropriate support and align itself with the company strategy for the business development of the organization (Freedman, 2004). The overall company profits in the business depends on the Human resource involvement in the recruitment of persons with perfect match for the role, effectively encourage and motivate the employees, full contact with the top management, communicate well with the customers and co-coordinating all these departments. 2. 9 Strategic human resource management The way of doing something is the strategy. It includes t he execution of goals and set of action plans for gaining of the goal. Strategic management is a process of theorizing, executing and passing on the business plannings to achieve the companies goals. A set of managerial decisions and actions that determine the long term performance of organization is the strategic management. Environmental scanning, strategy theorizing, strategy execution, judging and control are included in this strategic management. The study of strategic management allows understanding the strengths and weakness of organization by evaluating the environmental opportunities. 2. 10 Role of human resource management in strategic management Role of strategy formulation: human resource management plays an unique role in supplying the competitive intelligence that will be helpful in strategic formulation. The human resource management can provide the details like advanced motivation plans used by the competitors the opinions given by the employees, bringing out the complaints given by the customers, information about the pending plannings etc. In strategic formulation the human resource capabilities serve as a driving force. Role of strategy implementation: human resource management gives the competition and the work force that will give the success of strategies. It is important that linkage strategy and human resource management needs the series of practice choice. The challenge is to develop the human resource practice choice that will be helpful in implanting the organization strategy and increase its competition. 2. 11 Human resource development Human resource development is the executing and increasing the physical, mental and emotional capabilities of individuals for productive work. Human resource development means to bring out the talent and the individual growth. Human resource development is a process to help the individual to gain the knowledge, improve the skills and capabilities, to performance well in the organization and increase the productivity. 2. 12 Proactive human resource strategies for future plannings and growth In todays competitive and challenging world the human resource development has to take a positive care to maintain the human relations. The human resource development has to play an important role in utilizing the all opportunities that are present to it for the development and success of the organization. Long term goals can be achieved by employing the efficient professionals who have aims to do the work. A proactive human resource development can execute the activities to get the competence and increase the productivity potential of human resource. 2. 13 Human resource planning Human resource planning is a process of having the sufficient people to do the given work at the right time having the ability to work efficiently so that the company can meet its objectives. Human resource planning is useful in giving information like estimating the number of people that are required for the work to be completed. To know how many people are required for the work is know by the human resource planning. Human resource planning plays an important role in avoiding the situations like having more or less people in the work place in future. Human resource enables the organization to go with the changing world like market, technology. Since jobs are based on intellectual skills and technical skills the human resource plannings help to prevent the storage of workers. In addition, due to the technical skills increasing the man power can decrease or increase in future. Human resource planning system Human resource planning system have the following elements for the planning.   The total organizational objectives   The business environment Giving the manpower needs   Evaluating the man power supply   Matching the man power supply demand factors 2. 14 Human resource planning process The objectives of human resource planning process are obtained from the organizational objectives like the necessity and working nature of the employees. Human resource should work on all the objectives by using all the man power that is available. In human resource planning process certain policies are to be made to make decisions like internal employing and external employing, giving the training and developing the plans, union restrictions, job improvement problems, rightsizing the organization, automation needs, continuous availability of the work force. Man power forecasting is the process which gives the information about the number of people that are required in the future. The demand forecasting has the following factors: The internal factor: The internal factor includes controlling of the budget, production levels, new products and services, organizational structure and employee separation. The external factor: The external factor includes competitive environment, economic climate, laws and regulatory bodies, technology changes, social factors. In the man power forecasting techniques the managers across all the levels depend on their own judgment. This can be bottom up or top down approach and judgment is reviewed in all departments and top management concludes on the total number of employees. Man power supply forecasting process measures the number of employees available that are present in and outside the organization after doing some of the changes like promotions, wastages, internal movement, conditions of work. 2. 15 Existing human resources Human resource facilitates the examination of the skills and abilities of employees. The employees that are working in the organization are categorized into skill inventories and managerial inventories. The skill inventories include personal data, special qualifications, salary, skills, job history, company data, capabilities, special preferences. The managerial inventories include work history, strengths, weakness, promotional potentials, personal data, career goals, number of subordinates, type of budget managed, previous management duties. Man power supply forecasting is categorized into internal and external supply. The internal supply is useful to know the following things: the level of production, working times, overtimes, leaves or absence, annual income, recruitments, promotions. The external supply is necessary for the following the reasons: new blood, new experiences, replacing the lost ones, organizational growth. Employees are selected based on the job vacancies. The selection of employees required is done on the basis of supply forecasts. For the selection process the internal and external supplies are used. Human resource professional gives the training to the employees and budget allocation is made for them. When the technology changes the existing employees are to be trained or they have to be shifted to the other departments where they can show their talent. 2. 15. 1 Managerial succession planning. Many methods are used for the managerial succession. Many of the successions involves the top management decisions and commitment. A typical succession plans have the following activities *Examination of demand for managers and professionals   Skills of existing executives   Knowing the future from the supply of external and internal factors   Individual career path planning Career counseling   Increased promotions   Performance related training and development Strategic recruitment Human resource plan should clarify the responsibilities for controlling and establishing of procedures, which will enable the achievements of plans. Succession planning Succession planning is the process of filling of the main positions in the organization by the persons. The main concentration is on the person who is taking the main position of the organization. Succession planning mainly concentrates on the vacancies that are present in the company and filling that vacancy with the appropriate one. Succession planning comes into light when an important person is retired. The employee feels happy when his talents are recognized by the organization and the vacancy is filled by him. By having the talented employee in the organization the organization can get succeeded. 2. 15. 3 Career planning Career planning is the process offered by the company to the employees to know their talents, weakness, jobs they wanted to occupy in the organization. Career planning is a sequence of professional, educational and developmental experiences that allows the individual to go the world of work. It is the sequence of positions occupied by the person. Career can also be considered as the mixtures of the changes in values, attitudes and the support given to the person as he grows. Career planning is regarded as the developmental questions of the organization. It is also concerned with the employment of the graduates, engineers, scientists etc. Career planning gives the succession plans to the employees as per the organizational needs. Career planning is based on the performance, and experience. The objectives of the career planning are building up the confidence in the individual, develop the perspective, reducing the expenses of the employee, make certain organizational effectiveness, allow the employee to reach his goals in the organization.

Legal Requirements for Child Well-Being

Legal Requirements for Child Well-Being Binnet Mastoor Q1) Current legal requirements are needed for those in order to ensure the childs wellbeing this has to be ensured in the childs from reception and other classrooms the law has been passed to ensure that the child had an providing the information so that the parents are aware. Also the law ensures training and advice for the parents in the child care settings so that they are fully aware and ready to be prepared for time off emergency that faces their way. The outcome also ensure that the child is not any risk from poverty so this means that thy are fed properly and this law is also linked with every child matters so that there are no inequalities between children and the child care provider. There legal requirements re also required by the Ofsted publications so this suggest that they must be followed. In summary the statutory framework for the early years foundation stage enables that the adult to child ratios are equalised and this enables the child to be safe and that their well-being addressed. The learning and development skills were put forward as expectations which were required by the child care provider so that the child is comfortable in this child care setting and that everything is set out for their demand. These learning developments ensure that the child has great enthusiasm to learn and build a basic relationship and this will ensure that the child care setting s mutual and that everyone is happy. There are 3 elements which need to be considered so this means the early learning goals such as basic information and misunderstand. There are basic expectations which are required such as communication and language development so that the relationship that can b e based on talking and sharing. This also enables the child speaks and listen and be able to express themselves otherwise without communication makes the relationship awkward in the childcare setting and means there is no contact. The child must also develop personal and social skills meaning that they have a nurturing confidence and form this kind off mural respect and learn to socialise with their children so that they make a friendship and that the child care setting is comfortable with one another. Furthermore they develop physical development they should be able to move and be free be able to nurture with the environment so that they are active therefore the adult must be aware off this so that they can make their relationship suitable for everyone. The child must understand the world and be aware off all the knowledges in order that they are guided in the right way. Also maths is important for a child and this can be developed such as when shopping letting children count how m uch s brought will really help develop maths skills and also describing household shapes in the childcare setting means that they can learn all the time. Also they develop literacy skills such as visiting the library is very important as it helps children gain this sense off vocabulary and can learn to talk and expand on their words. Likewise arts and design is very important so that the childs mind is creative and that they arent depressed and can be fun and imagine role play with other children in this child care environment. The statutory framework for the early years foundation stage means that the child is safe and properly guarded and as a result is not in trouble and doesnt make the child care setting difficult to be in. Q2) Respecting the child individuality means that every child is different and that you in the child care setting admit and treat others as they would like to be treated to keep this relationship between them going and make sure that things are running smoothly. Children usually imitate things from role models therefore off TV or books and therefore means that they need good role models in order to build a good preceptive and if they have good role models then it has a positive effect on them. If you experience others cultures and are educated off this then it builds bridges between the other children meaning that they will get along because everyone understand and respects one another views it has also been proven to reduce prejudice thoughts at a young age so that in future discrimination can be prevented. This will also make them accepting off other religion and cultures this includes also sharing their foods with them. Thus opportunity means that they are more educated meaning th at it is highly beneficial for them to know what is going on in order to succeed with them in the child care setting. Achievement says such as sport days at designed as they encourage children to participate with other children and be sociable and they must help one another so they are striving and helping one another to achieve or win this same goal. Furthermore having assess to games means that children build team work skills such as communication and helping each other meaning that their organised. Also it is important that you provide children with good routines and chance to interact in formal settings and this means that they will be more organised as they will learn what cutlery to use as a results giving them manners and doing this daily will make it part off their routine so that it will help them in the long run. Finally a very good thing is reward settings which help encourage children to respect one another some people use reward charts so that children will keep collect ing and usually they respond to tasks quicker this will ensure that they are obedient and that they follow things with almost like a routine. Q3) Consistency is very important as it s the key thing to reward the positive behaviour and to punish the unpleasant or negative behaviour. Children need to be brought up strictly from right to wrong so that they know the difference and so that they dont become confused and just act out. Children in your child care setting need to understand that everyone you do has a consequence and therefore they must control and think before they complete any action to ensure that it is right not wrong. They need to understand that a right action will make adults and other very happy and therefore the child must establish that this is the right thing to do and the unpleasant behaviour can put others at risk and therefore as a result needs to be prevented completely as it can be harmful towards others feeling. They need to ensure that positive behaviour is constant so that their relationship with the child is not at risk and that things run smoothly. Positive behaviour needs to be reinforced such as rewards so this can be carried out by giving them a treat when they do something good or praising them will flatter them and children do like this kind off attention means this good behaviour is then repeated. If you keep encouraging the child as result this negative behaviour will slowly disappear because they will see that bad behaviour causes distress in the house and that good bring rewards and therefore will being them the sense that this is the right thing they are doing. On the other hand negative behaviour is both stressing for the adults and child and can only be stopped with an unpleasant consequence such as being punished otherwise if it goes unnoticed them it can escalate to something more troubling. So for example when they are doing good behaviour may sure you pay attention because then they may feel that they ate being neglected and could therefore start being a harm to the other children as well as themselves. Make sure that you are not afraid to say no once in a while but make sure its strict but firm because if you go over the top it could cause them to be permanently scared which is something you dont want to jeopardise the relationship with the child over. Finally this can suggest that even when there being naughty it is not good to ignore but address the issue but not over the top because this aggressive tone may violate in something biggest and you dont want to break the kids confidence always remember that communication is key and the res nothing talking cant solve. Q4) Managing conflict is very important as it mean that it needs to be stable before it escalates to violence which is another level off conflict. Some say that conflict is natural way off life and that it must be experienced by everyone in their lifetime others day it can be stopped by controlling the trigger. Conflict is not often associated as a positive thing as it can mean screaming as in mentally torturing someone such as name calling however it can be physical such as hitting one another this could be by slapping or nudging which in a child care setting could cause serious conflict and justnesses within the other childrens nature and you need to make sure that the child causing this damage is controlled. To avoid anything escalating to this you need to ensure that your relationship with the child is mutual and that there is a kind off love going on for instance they trust you. To manage this conflict you need to ensure that you are fair with all the children and that you dont pick favourites because if you do it can cause this kn off unsettledness in the house and some may get jealous and act out in more off an argumentative conformity way so fairness definitely plays a huge role in ensuring that everyone is taught the same way as children may act out in time off injustice and make sure that when handling kids you dont have a favourite so that your more likely unbiased in your opinion. When it comes to people important to carry out this research which was conducted to suggest that in texas university is that gender differences between children when identifying areas off conflict. For examples girls will show their conflict side by mate ignoring one another because this sends out a strong message that something is wrong a they may bicker or argue so mostly girls verbally abuse one another to show that they are unhappy whereas with boys it is a different story they will results to violence almost immediately. There are various reasons why children act out this can be because they crave attention or sometimes because theyre selfish and dont want to share toys which can cause a divide. Finally its because sometimes they lack social skills or simply because theyve had bad role model and imitate them.

Equality of Citizens and Non-Citizens in the EU Essay -- Social Welfar

Introduction The territory of the European Union (EU) hosts roughly 500 million people. Are they all equal in their rights? Definitely not. One of legal dividing lines lies between the nationals of EU Member States (Citizen) and third-country nationals (TCNs) whose citizenship belongs to a non-EU country. Nationality therefore does matter in EU law: it confers different statuses. The paper compares the two separate legal regimes that are applicable to EU citizens and TCNs respectively. Due to the narrow scope of this essay, the analytical focus adopted here is under four major limitations. First, legal migrants coming from outside the EU constitute several different categories (for instance, economic migration, family reunion or migration of students, pupils, trainees, and volunteers) in EU law, which is even more complex because of privileged TCNs who gain their status from special arrangements between their own country and the EU, furthermore Schengen visa requirements mean additional classification along a different dimension. The essay deals only with non-privileged long-term residents (LTRs) as defined by the Council Directive 2003/109/EC concerning the status of third-country nationals who are long-term residents (LTRs Directive) . Second, both EU citizens’ and LTRs’ rights comprise several dimensions (for example, access to employment, fa mily reunification or social grants) but this study is mainly focused on their entitlements to move and reside within the territory of the EU. Third, the main concern of this paper is restrictions to the previously mentioned rights of both categories of persons. Fourth, the family members neither of Citizens nor TCNs are not part of the main body of this analysis. Subsequently, the e... ...and citizenship tests in several countries as a new way of selecting immigrants. Shift away from viewing integration as a positive social measure and towards predominantly viewing it as a repressive immigration measure can be noticed. Works Cited 1. Anton-Mathew-Morgan. In R. 2. Aust. In R. 3. Byers-Chesterman. In R. 4. Cassese. In R. 5. Crawford-Olleson. In R. 6. Evans. In R. 7. Fitzmaurice. In R. 8. Franca’s presentation. 9. Freestone-Salman. In R. 10. http://www.nationsencyclopedia.com/United-Nations/Law-of-the-Sea.html 11. http://www.un.org/Depts/los/convention_agreements/convention_historical_perspective.htm 12. Openheim. In R. 13. Rio Declaration 14. Sands. In R. 15. Slide on ’The nine pillars of the common heritage of mankind’. 16. Slides on ’History’ 17. Slides on ‘Climate Change’ 18. Tuerk. In R. 19. UN Charter 20. UNHCR. In R. Equality of Citizens and Non-Citizens in the EU Essay -- Social Welfar Introduction The territory of the European Union (EU) hosts roughly 500 million people. Are they all equal in their rights? Definitely not. One of legal dividing lines lies between the nationals of EU Member States (Citizen) and third-country nationals (TCNs) whose citizenship belongs to a non-EU country. Nationality therefore does matter in EU law: it confers different statuses. The paper compares the two separate legal regimes that are applicable to EU citizens and TCNs respectively. Due to the narrow scope of this essay, the analytical focus adopted here is under four major limitations. First, legal migrants coming from outside the EU constitute several different categories (for instance, economic migration, family reunion or migration of students, pupils, trainees, and volunteers) in EU law, which is even more complex because of privileged TCNs who gain their status from special arrangements between their own country and the EU, furthermore Schengen visa requirements mean additional classification along a different dimension. The essay deals only with non-privileged long-term residents (LTRs) as defined by the Council Directive 2003/109/EC concerning the status of third-country nationals who are long-term residents (LTRs Directive) . Second, both EU citizens’ and LTRs’ rights comprise several dimensions (for example, access to employment, fa mily reunification or social grants) but this study is mainly focused on their entitlements to move and reside within the territory of the EU. Third, the main concern of this paper is restrictions to the previously mentioned rights of both categories of persons. Fourth, the family members neither of Citizens nor TCNs are not part of the main body of this analysis. Subsequently, the e... ...and citizenship tests in several countries as a new way of selecting immigrants. Shift away from viewing integration as a positive social measure and towards predominantly viewing it as a repressive immigration measure can be noticed. Works Cited 1. Anton-Mathew-Morgan. In R. 2. Aust. In R. 3. Byers-Chesterman. In R. 4. Cassese. In R. 5. Crawford-Olleson. In R. 6. Evans. In R. 7. Fitzmaurice. In R. 8. Franca’s presentation. 9. Freestone-Salman. In R. 10. http://www.nationsencyclopedia.com/United-Nations/Law-of-the-Sea.html 11. http://www.un.org/Depts/los/convention_agreements/convention_historical_perspective.htm 12. Openheim. In R. 13. Rio Declaration 14. Sands. In R. 15. Slide on ’The nine pillars of the common heritage of mankind’. 16. Slides on ’History’ 17. Slides on ‘Climate Change’ 18. Tuerk. In R. 19. UN Charter 20. UNHCR. In R.

No Steroids In Baseball :: Steroids Athletes Drugs Sports Essays Papers

In baseball there has always been a steroid issue. In the years since 2005 the problem has expanded. Many more players are now using these drugs to boost their performance. I think that steroids are products that should be absolutely illegal and no player at any time should be able to use them. Steroids are drugs commonly classified as anabolic, androgenic and corticosteroids. Corticosteroids like cortisone are drugs used to control inflammation, and do not build muscle. Anabolic steroids are used by athletes to bulk up and improve their performance. Anabolic steroids are synthetic hormones that cause the body to produce muscle and prevent muscle breakdown. Some athletes take steroids hoping that it will improve their ability to run faster, hit farther, jump higher, etc. Some people are not aware that anabolic steroids are a form of a drug. In the United States, it is against the law to use these steroids without a prescription. In many sports the issue of steroids has always been huge. Recently, mainly in baseball many players have been tested for steroids, and many are results are positive. These punishments have been mere warnings and suspensions to the players. The first player to ever admit to using any type of anabolic steroid was Ken Caminiti, he admitted to using steroids after he retired in his 14th season. He said that in his 9th season in the majors was when he was first influenced to take performance-enhancing drugs. He was a 3 time All-Star, won the MVP award in ‘96, got 3 gold gloves and 1 silver slugger award. After he retired in 2001 he finally admitted to using steroids. About three years later on October 10th 2004 Caminiti died due to a drug problem because of the use of steroids and cocaine. Caminiti had said that he made tons of mistakes. One being an alcoholic and the other using cocaine, But he did not say using steroids was a mistake. After Caminiti’s death many major league players were highly influenced, and stopped using steroids. But there are 30 major leagues teams and each team has 25 players on the active roster, 40 on the regular roster. So if you multiply 30 by 25 then you get 750 baseball players just on the active roster. So even if Caminiti scared a bunch of players there is a bunch of people who still use steroids. Some of the most recent players that have been convicted are giants slugger Barry Bonds, and New York Yankees 1st baseman Jason Giambi.

Nelson Mandela :: essays research papers

Nelson Mandela's greatest pleasure, his most private moment, is watching the sun set with the music of Handel or Tchaikovsky playing. Locked up in his cell during daylight hours, deprived of music, both these simple pleasures were denied him for decades. With his fellow prisoners, concerts were organised when possible, particularly at Christmas time, where they would sing. Nelson Mandela finds music very uplifting, and takes a keen interest not only in European classical music but also in African choral music and the many talents in South African music. But one voice stands out above all - that of Paul Robeson, whom he describes as our hero. The years in jail reinforced habits that were already entrenched: the disciplined eating regime of an athlete began in the 1940s, as did the early morning exercise. Still today Nelson Mandela is up by 4.30am, irrespective of how late he has worked the previous evening. By 5am he has begun his exercise routine that lasts at least an hour. Breakfast is by 6.30, when the days newspapers are read. The day s work has begun. With a standard working day of at least 12 hours, time management is critical and Nelson Mandela is extremely impatient with unpunctuality, regarding it as insulting to those you are dealing with. When speaking of the extensive travelling he has undertaken since his release from prison, Nelson Mandela says: I was helped when preparing for my release by the biography of Pandit Nehru, who wrote of what happens when you leave jail. My daughter Zinzi says that she grew up without a father, who, when he returned, became a father of the nation. This has placed a great responsibility of my shoulders. And wherever I travel, I immediately begin to miss the familiar - the mine dumps, the colour and smell that is uniquely South African, and, above all, the people. I do not like to be away for any length of time. For me, there is no place like home. Mandela accepted the Nobel Peace Prize as an accolade to all people who have worked for peace and stood against racism. It was as much an award to his person as it was to the ANC and all South Africa s people. In particular, he regards it as a tribute to the people of Norway who stood against apartheid while many in the world were silent.