Distracted Driving Essay

Recently â€Å"Texas college student Chance Bothe’s last words prior to driving his truck off a cliff were in the form of a text message: â€Å"I need to quit texting, because I could die in a car accident.† He miraculously survived, but Bothe’s story has become an ironic example of the dangers of texting while driving† (Zafar). Distracted driving has become a worldwide problem that is ending/injuring the lives of hundreds of thousands of innocent people each year. â€Å"A statistic from 2009 declares that in the United States alone 5,474 people were killed on roadways and an additional estimate of 448,000 were injured in motor vehicle crashes that were reported to have involved distracted driving† (Aldana). Distracted driving is causing many unnecessary and unintended fatalities and injuries among the drivers and passengers of motor vehicles in the world today; these incidents can be easily avoided if the education of distracted driving is conveyed to all those in possession of a license to operate motor vehicles and the laws being put in place to avoid it are followed and enforced by all. In recent years distracted driving can almost be described as a pandemic outbreak with only negative effects on the lives of many humans. Some may ask what is the exact definition of distracted driving it is as follows: â€Å"distracted driving is any activity that could divert a person’s attention away from the primary task of driving. Any type of distraction endangers the drivers, passengers, and bystanders safety† (What is Distracted Driving). Drivers are not only responsible for their own safety when operating a vehicle but also for their passengers and those in other vehicles around them on the road. When driving, the driver must maintain the three aspects of driving focused on the road these are visual, manual and cognitive (Injury Prevention & Control: Motor Vehicle Safety). Visual is the driver’s ability to see everything occurring around him or her on the road. It is known that it is the driver’s responsibility to keep his or her eyes on the road at all times to make sure there is no prevalent danger that  may occur to anyone. Manual is making sure the driver keeps one or both hands on the wheel while it is being operated; which is also common knowledge to all drivers because it is how it is taught during driver’s education and is a major part of passing the license exam. Lastly cognitive is the driver’s awareness of his or her surroundings while on the road so he or she is able to make smart decisions. One should not be thinking of anything other than the road in front of them when operating a motorized vehicle. When the topic of distracted driving comes up in conversation it is usually never a good thing, but the typical first thought of any person is texting while driving. Which is â€Å"by far the most alarming distraction while driving because it requires visual, manual, and cognitive attention from the driver,† (What is Distracted Driving) consequently meaning all three aspect which should always be focused on the road are taken away making the driver almost blind and oblivious to the road. Texting while operating a vehicle is positively the worst distraction because it has been calculated by scientists that when a driver is â€Å"sending or receiving a text message he or she takes their eyes off the road for an average of 4.6 seconds, the equivalent of this, at fifty-five miles per hour, is driving the length of a football field† (Distracted Driving 2009). Just imagine how many things could go wrong in that amount of road, especially at that speed a great deal of serious damage and possibly even death could result from just that one text message. However, there are also many other devices and actions the driver may partake in to diverge his or her attention away from the road such as â€Å" using cell phone or smart phone, eating and drinking, talking to a passenger, grooming, reading (including maps), using a navigation system, watching a video and adjusting a radio, CD player or MP3 player† (What is Distracted Driving). All these activities are common among every person while driving. Some of these activities being so common for people to do in a car, that some do not even think of them as distracting while operating a motor vehicle, especially the ones where the driver is only eating, drinking or just talking to the passenger. But when we think about it after hearing so many of these statistics we can see how many elements that are crucial to driving can be impaired by some simple multi tasking by the driver to save  some time through their day or just making naà ¯ve conversation. With today’s technology world constantly improving and becoming more popular among the world’s people, both older and younger, it comes with its negative effects of increasing the rates/statistics of distracted driving accidents. This is proven by the statistics taken by the Center of Disease Control Prevention, displayed in their document Injury Prevention & Control: Motor Vehicle Safety, which states the proportion of drivers reported to have been distracted at the time of a fatal crash has increased from seven percent in 2005 to eleven percent in 2009. Although many may not view this as a huge percent in the first place and maybe no a big increase either, but the though of how simple it is to fix this problem but many are not willing to do so. Another statistic from 2010 of a national telephone survey on driver distraction shows results of more than three quarters of drivers reported that they are willing to answer calls on all, most or some trips; yet feel unsafe when riding in vehicles in which the driver is texting (Aldana). These negative increases in statistics are surfacing the dire need to educate the public on the hard facts of distracted driving. The solution being proposed by many organizations today is to educate drivers of the dangers distracted driving poses not only to driver but also to other drivers, passengers and pedestrians. Although, with this solution comes the responsibility of the people to help spread the education they learn and also help enforce others to act on their new knowledge when operating a motor vehicle. In the two cities of Hartford, Connecticut and Syracuse, New York multi-market efforts were made in 2011 to decrease the rate of distracted drivers (Aldana). These pilot projects found dramatic declines in distracted driving, with texting dropping seventy-two percent in Hartford and thirty-two percent in Syracuse (Aldana). Since these pilot projects have shown such a great decrease in distracted driving, which also shows a decrease in motor vehicle accidents, proves effectiveness of educating drivers to be aware of the dangers of distracted driving. Now that it has proven to improve distracted drivin g rates many states are taking action against texting while driving. Also well-known figures of today’s world such as President Obama are getting involved; on September 30, 2009 he issued an executive order prohibiting federal employees from texting while driving on government business or with government equipment (Injury Prevention & Control: Motor Vehicle Safety). Also â€Å"on October 27, 2010 the Federal motor carrier Safety Administration enacted a ban that prohibits commercial vehicle drivers from texting while driving† (Injury Prevention & Control: Motor Vehicle Safety). With the help of these well known figures and the laws being put in place the hopes of decreasing distracted driving rates is slowing becoming a reality. It is seen in recent statistics that many people including average people and even ones in high federal government positions and also state governments are partaking in the challenge to help end distracted driving among all those around them. The public is beginning to be immersed in the education of distracted driving. They are being taught about all the dangers and hazards it can cause not only in one life but of all those it may affect. As of right now, nation wide there are thirty-nine states plus the District of Columbia, the Virgin Islands and Guam which have all ban texting behind the wheel; Also ten of the thirty-nine states, the District of Columbia, the Virgin Islands and Guam have even gone further by prohibiting all hand-held cell phone use while driving (Aldana). These new laws are in fact decreasing distracted driving rates, however, they are not working at their maximum potential. The new laws also need the support of the people to help enforce these laws on all those they have influence on. With the people of the world working with the newly enacted laws being put into place soon the fatality and injury rate due to distracted driving will surely decrease and no longer have to be such a stress on those who are on the road. Everyone in the world can save many lives just by simply waiting to do any one of the distracting actions at a time which it is appropriate and safe so no harm will come to the driver or anyone else on the road. Works Cited Aldana, Karen. â€Å"Blueprint for Ending Distracted Driving.† Distraction.gov. NHTSA, 07 2012. Web. 15 Oct 2012. . . â€Å"Distracted Driving 2009.† Traffic Safety Facts. Department of Transportation, n.d. Web. 15 Oct 2012. . . â€Å"Injury Prevention & Control: Motor Vehicle Safety.† CDC. Center for Disease Control and Prevention, 09 2012. Web. 15 Oct 2012. . . â€Å"What is Distracted Driving?.† Distraction.gov. NHTSA, 05 2012. Web. 15 Oct 2012. . Zafar, Aylin. â€Å"Man Texts About Needing to Stop Texting, The Drives Off a cliff.† Time. Time, 05 2012. Web. 15 Oct 2012. .

Frostbite Chapter 1

One I DIDN'T THINK MY DAY could get any worse until my best friend told me she might be going crazy. Again. â€Å"I†¦ what did you say?† I stood in the lobby of her dorm, leaning over one of my boots and adjusting it. Jerking my head up, I peered at her through the tangle of dark hair covering half my face. I'd fallen asleep after school and had skipped using a hairbrush in order to make it out the door on time. Lissa's platinum blond hair was smooth and perfect, of course, hanging over her shoulders like a bridal veil as she watched me with amusement. â€Å"I said that I think my pills might not be working as well anymore.† I straightened up and shook the hair out of my face. â€Å"What does that mean?† I asked. Around us, Moroi hurried past, on their way to meet friends or go to dinner. â€Å"Have you started †¦Ã¢â‚¬  I lowered my voice. â€Å"Have you started getting your powers back?† She shook her head, and I saw a small flash of regret in her eyes. â€Å"No †¦ I feel closer to the magic, but I still can't use it. Mostly what I'm noticing lately is a little of the other stuff, you know†¦I'm getting more depressed now and then. Nothing even close to what it used to be,† she added hastily, seeing my face. Before she'd gone on her pills, Lissa's moods could get so low that she cut herself. â€Å"It's just there a little more than it was.† â€Å"What about the other things you used to get? Anxiety? Delusional thinking?† Lissa laughed, not taking any of this as seriously as I was. â€Å"You sound like you've been reading psychiatry textbooks.† I actually had been reading them. â€Å"I'm just worried about you. If you think the pills aren't working anymore, we need to tell someone.† â€Å"No, no,† she said hastily. â€Å"I'm fine, really. They're still working†¦just not quite as much. I don't think we should panic yet. Especially younot today, at least.† Her change in subject worked. I'd found out an hour ago that I would be taking my Qualifier today. It was an examor rather, an interviewall novice guardians were required to pass during junior year at St. Vladimir's Academy. Since I'd been off hiding Lissa last year, I'd missed mine. Today I was being taken to a guardian somewhere off-campus who would administer the test to me. Thanks for the notice, guys. â€Å"Don't worry about me,† Lissa repeated, smiling. â€Å"I'll let you know if it gets worse.† â€Å"Okay,† I said reluctantly. Just to be safe, though, I opened my senses and allowed myself to truly feel her through our psychic bond. She had been telling the truth. She was calm and happy this morning, nothing to worry about. But, far back in her mind, I sensed a knot of dark, uneasy feelings. It wasn't consuming her or anything, but it had the same feel as the bouts of depression and anger she used to get. It was only a trickle, but I didn't like it. I didn't want it there at all. I tried pushing farther inside her to get a better feel for the emotions and suddenly had the weird experience of touching. A sickening sort of feeling seized me, and I jerked out of her head. A small shudder ran through my body. â€Å"You okay?† Lissa asked, frowning. â€Å"You look nauseous all of a sudden.† â€Å"Just†¦nervous for the test,† I lied. Hesitantly, I reached out through the bond again. The darkness had completely disappeared. No trace. Maybe there was nothing wrong with her pills after all. â€Å"I'm fine.† She pointed at a clock. â€Å"You won't be if you don't get moving soon.† â€Å"Damn it,† I swore. She was right. I gave her a quick hug. â€Å"See you later!† â€Å"Good luck!† she called. I hurried off across campus and found my mentor, Dimitri Belikov, waiting beside a Honda Pilot. How boring. I supposed I couldn't have expected us to navigate Montana mountain roads in a Porsche, but it would have been nice to have something cooler. â€Å"I know, I know,† I said, seeing his face. â€Å"Sorry I'm late.† I remembered then that I had one of the most important tests of my life coming up, and suddenly, I forgot all about Lissa and her pills possibly not working. I wanted to protect her, but that wouldn't mean much if I couldn't pass high school and actually become her guardian. Dimitri stood there, looking as gorgeous as ever. The massive, brick building cast long shadows over us, looming like some great beast in the dusky predawn light. Around us, snow was just beginning to fall. I watched the light, crystalline flakes drift gently down. Several landed and promptly melted in his dark hair. â€Å"Who else is going?† I asked. He shrugged. â€Å"Just you and me.† My mood promptly shot up past â€Å"cheerful† and went straight to â€Å"ecstatic.† Me and Dimitri. Alone. In a car. This might very well be worth a surprise test. â€Å"How far away is it?† Silently, I begged for it to be a really long drive. Like, one that would take a week. And would involve us staying overnight in luxury hotels. Maybe we'd get stranded in a snowbank, and only body heat would keep us alive. â€Å"Five hours.† â€Å"Oh.† A bit less than I'd hoped for. Still, five hours was better than nothing. It didn't rule out the snowbank possibility, either. The dim, snowy roads would have been difficult for humans to navigate, but they proved no problem for our dhampir eyes. I stared ahead, trying not to think about how Dimitri's aftershave filled the car with a clean, sharp scent that made me want to melt. Instead, I tried to focus on the Qualifier again. It wasn't the kind of thing you could study for. You either passed it or you didn't. High-up guardians visited novices during their junior year and met individually to discuss students' commitment to being guardians. I didn't know exactly what was asked, but rumors had trickled down over the years. The older guardians assessed character and dedication, and some novices had been deemed unfit to continue down the guardian path. â€Å"Don't they usually come to the Academy?† I asked Dimitri. â€Å"I mean, I'm all for the field trip, but why are we going to them?† â€Å"Actually, you're just going to a him, not a them.† A light Russian accent laced Dimitri's words, the only indication of where he'd grown up. Otherwise, I was pretty sure he spoke English better than I did. â€Å"Since this is a special case and he's doing us the favor, we're the ones making the trip.† â€Å"Who is he?† â€Å"Arthur Schoenberg.† I jerked my gaze from the road to Dimitri. â€Å"What?† I squeaked. Arthur Schoenberg was a legend. He was one of the greatest Strigoi slayers in living guardian history and used to be the head of the Guardians Councilthe group of people who assigned guardians to Moroi and made decisions for all of us. He'd eventually retired and gone back to protecting one of the royal families, the Badicas. Even retired, I knew he was still lethal. His exploits were part of my curriculum. â€Å"Wasn't†¦ wasn't there anyone else available?† I asked in a small voice. I could see Dimitri hiding a smile. â€Å"You'll be fine. Besides, if Art approves of you, that's a great recommendation to have on your record.† Art. Dimitri was on a first-name basis with one of the most badass guardians around. Of course, Dimitri was pretty badass himself, so I shouldn't have been surprised. Silence fell in the car. I bit my lip, suddenly wondering if I'd be able to meet Arthur Schoenberg's standards. My grades were good, but things like running away and getting into fights at school might cast a shadow on how serious I was about my future career. â€Å"You'll be fine,† Dimitri repeated. â€Å"The good in your record outweighs the bad.† It was like he could read my mind sometimes. I smiled a little and dared to peek at him. It was a mistake. A long, lean body, obvious even while sitting. Bottomless dark eyes. Shoulder-length brown hair tied back at his neck. That hair felt like silk. I knew because I'd run my fingers through it when Victor Dashkov had ensnared us with the lust charm. With great restraint, I forced myself to start breathing again and look away. â€Å"Thanks, Coach,† I teased, snuggling back into the seat. â€Å"I'm here to help,† he replied. His voice was light and relaxedrare for him. He was usually wound up tightly, ready for any attack. Probably he figured he was safe inside a Hondaor at least as safe as he could be around me. I wasn't the only one who had trouble ignoring the romantic tension between us. â€Å"You know what would really help?† I asked, not meeting his eyes. â€Å"Hmm?† â€Å"If you turned off this crap music and put on something that came out after the Berlin Wall went down.† Dimitri laughed. â€Å"Your worst class is history, yet somehow, you know everything about Eastern Europe.† â€Å"Hey, gotta have material for my jokes, Comrade.† Still smiling, he turned the radio dial. To a country station. â€Å"Hey! This isn't what I had in mind,† I exclaimed. I could tell he was on the verge of laughing again. â€Å"Pick. It's one or the other.† I sighed. â€Å"Go back to the 1980s stuff.† He flipped the dial, and I crossed my arms over my chest as some vaguely European-sounding band sang about how video had killed the radio star. I wished someone would kill this radio. Suddenly, five hours didn't seem as short as I'd thought. Arthur and the family he protected lived in a small town along I-90, not far from Billings. The general Moroi opinion was split on places to live. Some argued that big cities were the best since they allowed vampires to be lost in the crowds; nocturnal activities didn't raise so much attention. Other Moroi, like this family, apparently, opted for less populated towns, believing that if there were fewer people to notice you, then you were less likely to be noticed. I'd convinced Dimitri to stop for food at a twenty-four-hour diner along the way, and between that and stopping to buy gas, it was around noon when we arrived. The house was built in a rambler style, all one level with gray-stained wood siding and big bay windowstinted to block sunlight, of course. It looked new and expensive, and even out in the middle of nowhere, it was about what I'd expected for members of a royal family. I jumped down from the Pilot, my boots sinking through an inch of smooth snow and crunching on the gravel of the driveway. The day was still and silent, save for the occasional breath of wind. Dimitri and I walked up to the house, following a river rock sidewalk that cut through the front yard. I could see him sliding into his business mode, but his overall attitude was as cheery as mine. We'd both taken a kind of guilty satisfaction in the pleasant car ride. My foot slipped on the ice-covered sidewalk, and Dimitri instantly reached out to steady me. I had a weird moment of d? ¦j? ¤ vu, flashing back to the first night we'd met, back when he'd also saved me from a similar fall. Freezing temperatures or not, his hand felt warm on my arm, even through the layers of down in my parka coat. â€Å"You okay?† He released his hold, to my dismay. â€Å"Yeah,† I said, casting accusing eyes at the icy sidewalk. â€Å"Haven't these people ever heard of salt?† I meant it jokingly, but Dimitri suddenly stopped walking. I instantly came to a halt too. His expression became tense and alert. He turned his head, eyes searching the broad, white plains surrounding us before settling back on the house. I wanted to ask questions, but something in his posture told me to stay silent. He studied the building for almost a full minute, looked down at the icy sidewalk, then glanced back at the driveway, covered in a sheet of snow broken only by our footprints. Cautiously, he approached the front door, and I followed. He stopped again, this time to study the door. It wasn't open, but it wasn't entirely shut either. It looked like it had been closed in haste, not sealing. Further examination showed scuffs along the door's edge, as though it had been forced at some point. The slightest nudge would open it. Dimitri lightly ran his fingers along where the door met its frame, his breath making small clouds in the air. When he touched the door's handle it jiggled a little, like it had been broken. Finally, he said quietly, â€Å"Rose, go wait in the car.† â€Å"But wh† â€Å"Go.† One wordbut one filled with power. In that single syllable I was reminded of the man I'd seen throw people around and stake a Strigoi. I backed up, walking on the snow-covered lawn rather than risk the sidewalk. Dimitri stood where he was, not moving until I'd slipped back into the car, closing the door as softly as possible. Then, with the gentlest of movements, he pushed on the barely held door and disappeared inside. Burning with curiosity, I counted to ten and then climbed out of the car. I knew better than to go in after him, but I had to know what was going on with this house. The neglected sidewalk and driveway indicated that no one had been home for a couple days, although it could also mean the Badicas simply never left the house. It was possible, I supposed, that they'd been the victims of an ordinary break-in by humans. It was also possible that something had scared them offsay, like Strigoi. I knew that possibility was what had made Dimitri's face turn so grim, but it seemed an unlikely scenario with Arthur Schoenberg on duty. Standing on the driveway, I glanced up at the sky. The light was bleak and watery, but it was there. Noon. The sun's highest point today. Strigoi couldn't be out in sunlight. I didn't need to fear them, only Dimitri's anger. I circled around the right side of the house, walking in much deeper snowalmost a foot of it. Nothing else weird about the house struck me. Icicles hung from the eaves, and the tinted windows revealed no secrets. My foot suddenly hit something, and I looked down. There, half-buried in the snow, was a silver stake. It had been driven into the ground. I picked it up and brushed off the snow, frowning. What was a stake doing out here? Silver stakes were valuable. They were a guardian's most deadly weapon, capable of killing a Strigoi with a single strike through the heart. When they were forged, four Moroi charmed them with magic from each of the four elements. I hadn't learned to use one yet, but gripping it in my hand, I suddenly felt safer as I continued my survey. A large patio door led from the back of the house to a wooden deck that probably would have been a lot of fun to hang out on in the summer. But the patio's glass had been broken, so much so that a person could easily get through the jagged hole. I crept up the deck steps, careful of the ice, knowing I was going to get in major trouble when Dimitri found out what I was doing. In spite of the cold, sweat poured down my neck. Daylight, daylight, I reminded myself. Nothing to worry about. I reached the patio and studied the dark glass. I couldn't tell what had broken it. Just inside, snow had blown in and made a small drift on pale blue carpet. I tugged on the door's handle, but it was locked. Not that that mattered with a hole that big. Careful of the sharp edges, I reached through the opening and unlocked the handle's latch from the inside. I removed my hand just as carefully and pulled open the sliding door. It hissed slightly along its tracks, a quiet sound that nonetheless seemed too loud in the eerie silence. I stepped through the doorway, standing in the patch of sunlight that had been cast inside by opening the door. My eyes adjusted from the sun to the dimness within. Wind swirled through the open patio, dancing with the curtains around me. I was in a living room. It had all the ordinary items one might expect. Couches. TV. A rocking chair. And a body. It was a woman. She lay on her back in front of the TV, her dark hair spilling on the floor around her. Her wide eyes stared upward blankly, her face paletoo pale even for a Moroi. For a moment I thought her long hair was covering her neck, too, until I realized that the darkness across her skin was blooddried blood. Her throat had been ripped out. The horrible scene was so surreal that I didn't even realize what I was seeing at first. With her posture, the woman might very well have been sleeping. Then I took in the other body: a man on his side only a couple feet away, dark blood staining the carpet around him. Another body was slumped beside the couch: small, child-size. Across the room was another. And another. There were bodies everywhere, bodies and blood. The scale of the death around me suddenly registered, and my heart began pounding. No, no. It wasn't possible. It was day. Bad things couldn't happen in daylight. A scream started to rise in my throat, suddenly halted when a gloved hand came from behind me and closed over my mouth. I started to struggle; then I smelled Dimitri's aftershave. â€Å"Why,† he asked, â€Å"don't you ever listen? You'd be dead if they were still here.† I couldn't answer, both because of the hand and my own shock. I'd seen someone die once, but I'd never seen death of this magnitude. After almost a minute, Dimitri finally removed his hand, but he stayed close behind me. I didn't want to look anymore, but I seemed unable to drag my eyes away from the scene before me. Bodies everywhere. Bodies and blood. Finally, I turned toward him. â€Å"It's daytime,† I whispered. â€Å"Bad things don't happen in the day.† I heard the desperation in my voice, a little girl's plea that someone would say this was all a bad dream. â€Å"Bad things can happen anytime,† he told me. â€Å"And this didn't happen during the day. This probably happened a couple of nights ago.† I dared a peek back at the bodies and felt my stomach twist. Two days. Two days to be dead, to have your existence snuffed outwithout anyone in the world even knowing you were gone. My eyes fell on a man's body near the room's entrance to a hallway. He was tall, too well-built to be a Moroi. Dimitri must have noticed where I looked. â€Å"Arthur Schoenberg,† he said. I stared at Arthur's bloody throat. â€Å"He's dead,† I said, as though it wasn't perfectly obvious. â€Å"How can he be dead? How could a Strigoi kill Arthur Schoenberg?† It didn't seem possible. You couldn't kill a legend. Dimitri didn't answer. Instead his hand moved down and closed around where my own hand held the stake. I flinched. â€Å"Where did you get this?† he asked. I loosened my grip and let him take the stake. â€Å"Outside. In the ground.† He held up the stake, studying its surface as it shone in the sunlight. â€Å"It broke the ward.† My mind, still stunned, took a moment to process what he'd said. Then I got it. Wards were magic rings cast by Moroi. Like the stakes, they were made using magic from all four of the elements. They required strong Moroi magic-users, often a couple for each element. The wards could block Strigoi because magic was charged with life, and the Strigoi had none. But wards faded quickly and took a lot of maintenance. Most Moroi didn't use them, but certain places kept them up. St. Vladimir's Academy was ringed with several. There had been a ward here, but it had been shattered when someone drove the stake through it. Their magic conflicted with each other; the stake had won. â€Å"Strigoi can't touch stakes,† I told him. I realized I was using a lot of can't and don't statements. It wasn't easy having your core beliefs challenged. â€Å"And no Moroi or dhampir would do it.† â€Å"A human might.† I met his eyes. â€Å"Humans don't help Strigoi† I stopped. There it was again. Don't. But I couldn't help it. The one thing we could count on in the fight against Strigoi was their limitationssunlight, ward, stake magic, etc. We used their weaknesses against them. If they had othershumanswho would help them and weren't affected by those limitations †¦ Dimitri's face was stern, still ready for anything, but the tiniest spark of sympathy flashed in his dark eyes as he watched me wage my mental battle. â€Å"This changes everything, doesn't it?† I asked. â€Å"Yeah,† he said. â€Å"It does.†

Business Continuity and Disaster Recovery Planning - Free Samples

Workforce planning is the strategic alignment of the organization’s workforce with that of organizational needs and goals. It is a continual process where the main purpose is to ensure that all organizational, legislative and regulation objectives are achieved through the implementation of the workforce development strategy. The important ponents of workforce planning includes analyzing the strength of current workforce, identifying immediate and future needs of workforce and implementing strategic steps to fulfill unmet needs of employees. The importance and benefits of workforce planning is that the process ensures getting the right number of people with rights skills in the organization. This eventually has an impact on organizational mission, budget planning and strengthening workforce petencies[1].The main purpose of this report is to understand the important ponents of workforce planning and analyze the impact of different internal and external factors on workforce plan. The importance of contingency plan is also discussed to ove e challenges during the workforce development process. Workforce planning consists of staffing and scheduling decisions to determine the number and types of employees to be hired or dismissed in an organization. The process initiates with the development of mission, vision and business objectives of the organization and assessment of the number of workforce and skills needed to fulfill different objectives. This process of forecasting helps organization to achieve balance between supply and demands and find our better strategies for agility and value of business. The human resource professionals plays a crucial role in forecasting the type of talent needed in organization and developing recruitment strategies accordingly[2]. For example, when a new pany is going to start business, they engage in workforce planning by setting different roles required from top to bottom in an organization to a plish business objectives. In addition, already established panies engage in maintaining employment stability. This is necessary because of changes in skills mix due to technological advancement and other issues in business. For example, in the health care industry, the main deployment of health care staffs with requisite skill is critical for efficient service delivery in the area of cost, quality as well as quantity. Failure to deploy enough staffs often leads to shortage of clinical staff or oversupply. Shortage of staffs is associated with many negative ou es such as burnout and medical error, whereas oversupply leads to economic efficiencies in the health care organization[3]. Hence, human resource planning is address pitfalls and promotes efficiency in business. Leaders also play an important role in human resource planning. They are involved in making progression plan for important positions, developing skills of existing employees, mentoring them and assigning employees into different projects. Mentoring role is mainly given to senior employees to maintain and develop the talents and skills of employees. Although young graduates e to business organization with academic knowledge and zeal, they lack the skills understand specific business or corporate dynamic[4]. Hence, mentors support new employees to ove e challenges in job on a daily basis and learn new tactics to ove e certain challenges in the job. Both leadership and workforce development are an important ponent that decides the success of business organization. Training for leaders and workforce development is effective when leaders and employee develop the required petencies to achieve desired business objectives. A strong focus on training and development is also beneficial in plementing talent acquisition strategy. Well trained leaders and employees eventually support the organization to gain a petitive edge[5]. However, there are many challenges in the process of training and development process which may hamper the purpose of training. There is a need to evaluate the impact and success of training to ensure time and investment is done in the right area to get the right results. A research done on impact of training and development of employees on employee performance in the tel sector has revealed that performance of employee’s improved and proper training method also increased the satisfaction level of employees . Barriers in participation in training program is seen when employees are not aware about the benefits of training and development. In such cases, there is a need to raise awareness among workforce regarding the importance and benefits of training[6]. Recruitment and retention activities are the cornerstone of workforce planning and employment. Some of the mon recruitment strategies include conducting job analysis, identifying key petencies for different job position, developing recruitment criteria and systematic process for recruitment. With the advent of technology and the digital revolution, business environment has b e very unpredictable. In such situation, it has b e most important for top business panies to recruit the right talent who can evolve in their role due to changes in business environment. Different organizations prepare their own human resource strategy and recruitment strategy is aligned with them to source diverse human resource into the organization[7]. The main aim of recruitment strategy is to select right recruitment sources and selection of the right websites promotes dissemination of the job vacancies to desired candidates. After the recruitment process, the most tricky and challenging process is the retention of talent in organization. panies introduce bonus scheme and continual professional development initiative to ensure that human resource could be retained and most promising employees follow the path towards more responsible roles[8]. The specific process of recruitment and employee retention in specific industry can also be understood from example of specific industry. Walmart is the leading retail giant of U.S. and the HR management of Walmart manages recruitment needs using different methods suitable to different position in their organization. As it is mainly a retail business chain, certain retail specific criteria is also incorporated in the selection process. In addition, their optimal strategy for employee reten tion includes an evolving pensation program, career development and employee relations management . This ensures that not just the skills, but also the morale and motivation of employees in workplace is improved[9]. Through this strategy, Walmart is capable of maintaining adequate human resource to manage current retail operations and future global expansion. Apart from regular employees, business panies focus on developing contingent workforce to get assistance during short-term or seasonal project. The recruitment strategy for contingent workforce is to get specialized skill set and talent who can serve in the organization for a part-time basis. Although this is a new concept in workforce planning, however there is a rise in the contingent workers in both profit and non-profit sectors to provide more flexibility in the job. There are numerous benefits of a contingent workforce for business organization. Firstly, it leads to cost savings as employer’s pay only for the work and the time given by employees, they do not have to cover holiday pay, health insurance and other allowance into the employee’s salary package. It also promotes productivity in business as only those contingent workers are hired who have the necessary skills to handle specific task and no training arrangement is needed for them[10]. These workers are als o very goal driven and productive within their roles. In the context of high performance work systems, contingent workforce contributes to both numerical flexibility and access to new knowledge[11]. The strategic workforce planning of business organizations are dependent on organization’s strategic plan, external factors affecting workforce changes and demand for workforce maintenance internally. The external factors that influence workforce demographics include: Workforce demographics:   In the business organization, workforce demographics changes after older generation retires and the newer baby boomer generations enter the workforce. As the new generation is highly influence and dependent on internet and digital technology, the human resource management need to make dramatic changes in their workforce strategies. For example, earlier, panies would post job vacancies in newspaper or email to attract new talents, however digital devices and social media site is highly used by HR professionals to recruit new employees into the job. Hence, with changing workforce demographics, the process of hiring as well as types of pensation package has changed[12].   Currently, petitive organizations are creating value with digital HR as the current generation is hooked to tablet or smartphones. Partners and suppliers:   The availability of appropriate partners and suppliers also affects the demand and supply of the pany and eventually the recruiting efforts needed in business panies. The importance of demand and supply data in recruitment strategy is that it provides insights about job seekers and exact number of employees needed considering the availability of suppliers and production level[13]. Political and regulatory environment: The recruitment and retention of talent in panies is challenged by different government regulation. For example, introduction of new workplace standards by the governments creates the pressure to align the work process and workplace design according to the new law. New regulatory changes in workplace standards results in changes in all areas of HR department starting from hiring, training, pensation and employee development initiative[14]. The recruitment drive in any organization requires a lot of time as well as investment. The cost involved in recruitment may vary according to the mode of recruitment, method of advertising job vacancies and the benefits provided to workers. Hence, recruiting budget is fixed on the basis of overall revenue and plete budget in other areas of the business. Organizational structure determines the type of employee and talents needed in organization. Some panies have a divisional structure where different departments in critical for business, whereas some have a functional structure where employees with specialized skills are required. Hence, based on organizational structure and workflow process, the HR department has to change the desired candidate profile and recruitment process. Company culture is defined as the shared assumptions and norms present in work environment that reflect the beliefs of the pany. A positive culture is one where all employees was fortable and have no disagreement regarding any work related behavior. In such culture, employees and leaders share their behavior and work towards mon goal. There is sense of unity in such organizations. However, there are other organizations too in which conflict and resentment in mon due to disagreement between leaders and the employee. Hence, based on the type of culture, methods of workforce planning and employee development strategies change. Culture is mainly linked with recruitment because culture has an impact on employee attraction, selection as well as retention strategies[15]. Example, panies like Qantas have a good brand image and employers are easily attracted in such panies requiring little advertising and recruitment efforts. However, in a pany which is struggling with the work culture, it is a tedious task to attract as well as retain new talents. Considering the high flexibility and unpredictability of business organization, it has b e vital for the HR department to focus on employee retention strategy. This is necessary to retain exception employees who deliver the right performance in plex situations. Recruiting the desired candidate is a time consuming process, hence retention strategy is important to save money as well as time. After an employee leaves, the HR has to start the process of recruiting and training the new joinee again which is a loss to the organization[16]. Hence, petitive organization always put lot of efforts to retain those employees who contribute significantly to the success of the organization. Some of the effective strategies that top organizations have implemented to retain employees and minimize turnover are as follows: Training employees: The process of training reinforces sense of value in employees and their motivation and satisfaction towards work is increased. The focus on training employees to develop their capabilities, skills and knowledge optimizes employee’s potential and improve their work performance. This in turn acts as major source of petitive advantage for business organization. Most business firms incorporate training employees in their long-term workforce planning so that the workforce builds new skills and develop the confidence to cope with uncertain situations in business. Both the organization as well as the employee benefits from the training process. The employee develops the perception that the organization is willing to provide career development opportunities to them and they in turn gives their best effort to achieve key business objectives[17]. Hence, training is an important necessity for the retention of skilful workforce. Rewards and recognition: One study points out that rewards also has a positive impact on job satisfaction and employee retention levels. Different sectors struggle to balance high turnover rate and skill shortage often affects their business. This is mon in the public health sector and employee retention is a challenge because of the petition factors. Most health care organization fails to match the salary with their petitors and end up losing the skilful health care personnel. In such situation, efficient reward strategies act as a good solution for retaining the core employees of the organization. Reward system mainly in the form of salary has a good impact on leaving intention of employees and employees in such organization tend to remain longer in the organization. Rewards have a direct impact on job satisfaction level and this eventually has an impact on employee retention[18]. Hence, during workforce planning, the HR department develop strategic retention plans to retain skille d labors in workplace. Coaching and feedback: The senior employee’s role in providing coaching and feedback to new employees also ensures that they remain aligned to the goals of the pany and do not focus on taking alternative career routes. Leaders support the new employees to adapt to their careers. The coaching and feedback session also provides training and development opportunities to employees which in turn strengthens the retention goal of business firm. The supervisor’s support and formal developmental process minimize voluntary turnover rates, reduces the intention to leave, increase productivity and retain a more mitted and satisfied staffs. Career discussion along with mentoring and coaching also develop career adaptability skills in workforce[19]. Currently, business organization has to deal with many unusual events such as rise in petition, changing demand of consumers and sudden drop in sales. In such situation, it b es extremely important for petitive organizations to recover from unusual events. The need for contingency plan is seen in such situations so that business managers plan in advance to protect their resources and maintain profitability in business[20]. For example, a big retail giant like Walmart also experienced a period of downturn when their sales dropped in 2016. The main reason for this unusual event was that Walmart was facing challenges in pletely transforming their stores to the internet age. In such situation, their contingency plan was to prepare for the plete transformation of their brick and mortar store to online stores[21]. Such strategy was essential to retain back the past dominance in retail sector. In an effort to execute contingency plans too, contingent workforce acts a major source of advanta ge. These workers are hired specially to engage in specialized work. In the context of Walmart, they have engaged several IT staffs to provide online options for sale to their customers. The features of the contingency plan may differ according to different industrial context. The success of contingency planning is dependent on the risk assessment process. In case of the real need for implementing such plans, all employees are made aware about the need for implementing such plans. The time schedule for each activities and the delegation of key roles for each employees is decided to maintain smooth running of the contingency plan. This process is important in the context of workforce planning to build resilience skills. The unusual event at the Medin Corporation, a supplier of the sterilization case and accessory products for medical device markets also gives effective example of the need for contingency planning. Medin business’s was affected after the Superstorm Sandy hit New Jersey and in response to this, the pany developed a crisis contingency plan by making arrangement for grants. This helped to prevent the downtime that resulted in the disasters[22]. Sim ilar type of contingency plan is also made by petitive business organization to main their sales and profitability. In the process of strategic alignment of human resource with business objectives, the industrial relation practices also determine employee performance and engagement in work. Industry relation practices are related to the workplace climate and system of practices enabling effective work performance. Some of the effective industrial relations practices in favor of employees include developing petitive succession plan, training program and performance appraisals system for employees. Employee specific industrial relation is seen when training or safety mittee focus on addressing all grievances of employees. Trade unions and employers pay much attention to skill upgradation of workers to cope with challenges in business due to technological advancement and globalization[23]. The report summarized the importance of human resource planning for achieving business objective and maintains petitive edge in business. This is a systematic process consisting of several ponents all which together helps to get the right employees with right skills sets for the success of business. The discussion on the important aspects of workforce planning has mainly revealed that it starts with the process of assessment of skills and position needed in organization and this identification plements the process of recruitment, selection and retention of employees. Despite the development of clear visions and objectives in business organization, currently panies are struggling to retain their position in specific industrial sector due to changes in external and internal environment of business. The relevant external and internal factors affecting business and employee performance has been discussed and it mainly implies that the challenges for business leader has mainly increased d ue to the introduction of new technology and digital revolution in the world. To ove e unusual events in business, development of accurate contingency plans can provide good advantage to business and HR department should pay special emphasis on retention strategies to motivate employees to stay in the job and contribute to team success. Armstrong M, Taylor S. Armstrong's handbook of human resource management practice. Kogan Page Publishers; 2014 Apr 3. De Bruecker P, Van den Bergh J, Belià «n J, Demeulemeester E. Workforce planning incorporating skills: State of the art. European Journal of Operational Research. 2015 May 16;243(1):1-6. Lopes MA, Almeida à S, Almada-Lobo B. Handling healthcare workforce planning with care: where do we stand?. Human resources for health. 2015 May 24;13(1):38. Ladegard G, Gjerde S. Leadership coaching, leader role-efficacy, and trust in subordinates. A mixed methods study assessing leadership coaching as a leadership development tool. The Leadership Quarterly. 2014 Aug 31;25(4):631-46. Wilson JP. International human resource development: Learning, education and training for individuals and organisations. Development and Learning in Organizations. 2014 Jan 28;28(2). Khan AA, Abbasi SO, Waseem RM, Ayaz M, Ijaz M. Impact of training and development of employees on employee performance through job satisfaction: A study of tel sector of Pakistan. Business Management and Strategy. 2016 Apr 21;7(1):29-46. Cloutier O, Felusiak L, Hill C, Pemberton-Jones EJ. The importance of developing strategies for employee retention. Journal of Leadership, Accountability and Ethics. 2015 Jun 1;12(2):119. Oladapo V. The impact of talent management on retention. Journal of business studies quarterly. 2014 Mar 1;5(3):19. THOMPSON A. Walmart’s HRM: Recruitment, Selection, Employee Retention [Internet]. 2017 [cited 2 November 2017]. Available from: https://panmore /walmart-human-resource-management-recruitment-selection-employee-retention Horne MS, Williamson Jr TS, Herman A. The Contingent Workforce: Business and Legal Strategies. Law Journal Press; 2017 Feb 28. Stirpe L, Bonache J, Revilla A. Differentiating the workforce: The performance effects of using contingent labor in a context of high-performance work systems. Journal of Business Research. 2014 Jul 31;67(7):1334-41. King DB, O’rourke N, DeLongis A. Social media recruitment and online data collection: A beginner’s guide and best practices for accessing low-prevalence and hard-to-reach populations. Canadian Psychology/Psychologie canadienne. 2014 Nov;55(4):240. Armstrong M, Taylor S. Armstrong's handbook of human resource management practice. Kogan Page Publishers; 2014 Apr 3. Frynas JG, Mellahi K. Global strategic management. Oxford University Press, USA; 2015. Harper C. Organizations: Structures, processes and ou es. Routledge; 2015 Aug 13. Deery M, Jago L. Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management. 2015 Apr 13;27(3):453-72. Elnaga A, Imran A. The effect of training on employee performance. European Journal of Business and Management. 2013 Feb 28;5(4):137-47. Terera SR, Ngirande H. The impact of rewards on job satisfaction and employee retention. Mediterranean Journal of Social Sciences. 2014 Jan 5;5(1):481. Coetzee M, Stoltz E. Employees' satisfaction with retention factors: Exploring the role of career adaptability. Journal of Vocational Behavior. 2015 Aug 31;89:83-91. Sahebjamnia N, Torabi SA, Mansouri SA. Integrated business continuity and disaster recovery planning: Towards organizational resilience. European Journal of Operational Research. 2015 Apr 1;242(1):261-73. Banjo S. The end of an era at Walmart [Internet]. 2017 [cited 2 November 2017]. Available from: https://www.bloomberg /gadfly/articles/2016-03-31/walmart-s-first-ever-sales-drop-marks-new-era Contingency Planning and Workforce Training Builds Resilience [Internet]. NJMEP. 2017 [cited 2 November 2017]. Available from: https://www.njmep.org/blog/success_stories/contingency-planning-and-workforce-training-builds-resilience/ Konings J, Vanormelingen S. The impact of training on productivity and wages: firm-level evidence. Review of Economics and Statistics. 2015 May 1;97(2):485-97.

Mowlana Jalaluddin Rumi Essay Example | Topics and Well Written Essays - 1500 words

Mowlana Jalaluddin Rumi - Essay Example Significantly, as the greatest mystic poet of Islam, Rumi recaps the hopes, frustrations, paradoxes, contradictions, etc of the modern America and the world as whole. His teachings, lifestyle, and the poetic writings, along with his popularity, confirm that there is an insatiable thirst for spiritual answers in America for the troubling questions of the modern living. "He is a symbol of unity," observes Akbar Ahmed, "and his fame tells us about the greatness of American society." (Ahmed, 19) Mowlana Jalaluddin Rumi is also greatly popular as the writer of the book Masnwi, prevalently known as the Persian Koran, and the founder of the Whirling Dervishes, the Mevlevi Sufi order. In this exploratory analysis, the focus has been laid on the life and teachings of Rumi, specifically his Sufi lifestyle and his Whirling Dervishes. Rumi is the most renowned Persian poet and mystic who has left an enduring imprint on the modern world through his life and teachings, and his Sufi life style contributed profoundly to his current reputation. It has been observed by several modern critics that there has never been another poet and Islam theologian who immensely influenced the spiritual and literary life of Islamic lands as Rumi, the poet and mystic. His influence on the modern thinkers and mystics, along with a great number of thinking population, is indubitable, and he left a significant way of living to the modern man. "Over the centuries he has inspired thinkers, poets, and mystics from the shores of the Bosphorus to the Bay of Bengal and beyond." (Yarshater, xi) Through his life and Sufi lifestyle, Mevlana inspired his followers, and the most significant characteristic of his philosophy and Islamic mysticism was that he was distinct from the ordinary Muslim teachers of the orthodox type. His life style and Sufi order was the result of his spiritual and mystic leadership which was enabled by his period which is known as one of the most spiritual periods of Islam. Rumi was born in a period which was blessed with a spiritual environment. It was a period where "in almost every corner of the Islamic world were found great saints, poets, and mystical leaders, who, in the darkness of political and economical catastrophes, guides the people towards a world which was unhurt by change, telling them the secret of suffering love, and taught that God's inscrutable will and His Love may reveal itself in affliction even better than in happiness." (Schimmel, 10) Rumi made his remarkable contribution to this spiritual environment through his teachings, Sufi lifestyle, and works, and people remember him for these contributions. Jalaleddin Rumi, one of the great spiritual masters and poetic geniuses of Islamic world as well as the entire mankind, had a great understanding of living and he founded the Mevlevi Sufi order for the followers who were attracted by his teachings. The secret of Tawhid or unity or God's Oneness, the illumination of the Koran, the conscience of faith, and the peace of Muhammad's ethics etc contributed to Rumi's infinite tolerance. The most essential characteristic of the maturity and distinct quality of Rumi's personality is that fact that he practiced all that he preached, illustrating his words through his actions. It is evident, as Hidayetoglu observes, that "Rumi cleverly exhibited with his own lifestyle, the sublime tolerance imbibed from the joy of

Integrity Essay Example | Topics and Well Written Essays - 500 words - 3

Integrity - Essay Example Finally, I saw an empty spot and felt relieved. In a hurry, I parked my car and brought it close to the car on my left hand side but I failed to notice the car on my right hand side. As I moved my car ahead, I hit the car on my right and a large sound was heard. I came out of my car and checked the damage that I had done to the other car. The car was a Ford Explorer and the impact had resulted in barely scratching it. I started wondering about the possible consequences and I felt like running away but my conscious understood that the feeling of guilt would live with me forever. Thus, I decided to take the blame for my act. I stuck a short note on the car and left for my class. When I returned to the parking lot, I faced an infuriated high school student who owned the car. The resident police officer of the school was called and we provided each other with our insurance details. I was worried about what my act would lead to, but deep down I was sure that I had done the right thing. I was taught that integrity is actually performing the right action even when one is not being noticed. My final decision of leaving the note on the Ford even when I knew that no one had seen me hit the car, displayed an act of virtue in my eyes. Thus, I do not only understand the meaning of integrity but I integrate it into my daily life happenings. Speaking for myself, the act that I did was not great but it was the right thing that was to be done to adhere by the principles of ethics and morality. When I sit and think about the incident, I understand that integrity is not only about being faithful to yourself but also about being honest with others. I saw the driver drive out of the parking lot and came to the conclusion that integrity is all about being fair in your dealings. With these beliefs, I have understood that not only has the value of integrity helped me to feel content in my life today, but it will also prove to

Is art In The 21st Century still influenced by modernism Essay

Is art In The 21st Century still influenced by modernism - Essay Example Post minimalism on the other hand, is a term that is used to mean a range of styles that are related, yet which often have very, even opposing interests. Arising almost immediately after minimalism, it also refers to tendencies such as Body art, Process art, Performance, Site-Specific art, and aspects of Conceptual art. New developments in art and design came fast in the 1960s no sooner had minimalism started evolving. Unlike minimalism, the art often combines unusual, soft and often is used in more exploited and open structures. The first picture represents a sculpture that was modeled during the modern times while the second is that of the ancient contemporary art. While the ancient sculpture is characterized by simplicity and less expression, that of modern art has a range of styles ranging from a blend of colors to complexity in structure, symbolism and full of expression. It portrays a bolder meaning of sentiment and still maintains its traditional form. The intent behind the modern sculpture is obviously to make a more objective, expressive, and non-referential work of art. The background of the two sculptures bring out a more distinct look as the in the modern one the artist has invested a lot into his art. Characterized by structural tendencies of the body and process art, the artist makes an even smoother and shinier finish in the modern sculpture as compared to that of the ancient sculpture where only the visual content is appealing. Unlike the ancient sculpture that is characterized by simplicity, the modern sculpture is more definitive, descriptive and even more appealing. Johannesson, Kerstin, and Carl Andre. "INVITED REVIEW: Life on the margin: genetic isolation and diversity loss in a peripheral marine ecosystem, the Baltic Sea." Molecular Ecology 15, no. 8 (2006): 2013-2029 Knutsen, H., P. E. Jorde, Carl Andrà ©, and N. C. H. R. Stenseth. "Fine†scaled geographical

Fiscal policy and regulation Term Paper Example | Topics and Well Written Essays - 2250 words

Fiscal policy and regulation - Term Paper Example The scope of Fiscal policy is wide and involves several government functions all of which are aimed at ensuring spending is contained and restricted to those areas cum sectors where they have the greatest and positive effect on the economy. (Creel et al pp.8) The main entities for the fiscal policy are government revenues, government expenditures and debt management. Fiscal policy is usually as a result of a well thought process mainly involving the best economic minds that a country may have who are organized as Public Service Program or Capital Improvements Program. This paper will examine the various aspects of Fiscal Policy and its use by the government to achieve its various economic milestones. (Weil pp.1) Besides these, we will look at the main proponents of the Fiscal policy and the main reasons that fail the working of the policy. At the end of this essay, the reader should be able to understand fully the workings of the Fiscal policy and its various aspects. In the end, one maybe able to give an indication of why Fiscal policy may not work as intended. It is important though to note that though the impact of economic changes are felt by certain groups in the economy such as family units especially when the government offers tax cuts, the disposable income of this family increases. (Mont pp.75) The fiscal policy is not aimed at an examination of such mild changes or impacts but is focused on the effects of changes in the government budget as a whole. Fiscal policy is usually looked one sided but a study of it reveals two types of fiscal policies which are not necessarily founded on different bases but are as a result of budget movement. These budget movements on the other hand are determined by the finances available to the government for the purpose of meeting its budgetary requirements. (Creel et al pp.32). These are either budget deficits or budgetary surplus

Coursework Essay Example | Topics and Well Written Essays - 500 words

Coursework - Essay Example A few examples of failure caused by creep in the transportation industry are outlined below. Car engines encounter very high temperatures because of the burning of the fuel inside the combustion chamber. The exhaust gases coming out of the exhaust manifold are at a temperature of 500-1000oF, varying from engine to engine whereas the materials commonly used for the exhaust manifold are nickel based alloys, chrome steel or stainless steel in most cases. Significant creep occurs at temperatures of 828 K, 760.9 K and 844.3 K whereas the melting point of these materials is 1656 K, 1523 K and 1688 K respectively (Daniels, 2010). Deformation in the exhaust manifold of the engine not only results in a decrease in the volumetric efficiency of the engine but causes the engine to cease because of overheating and in extreme cases, might contribute to the failure because of deformation of other engine components like piston cylinder heads resulting in extreme wear and complete destruction of the engine altogether. However, such a situation is effectively avoided these days by carrying out creep tests and considering this phenomenon during the design of the engine. Another example of failure due to creep is in jet engines. Turbine blades in jet air craft rotate at a very high speed subjecting them to a large centripetal force, which causes acute stresses to be produced.

Snow White Essay Example | Topics and Well Written Essays - 250 words

Snow White - Essay Example He worked continuously for two years and resulted in eighty four wonderful scenes (Watts 186). The concept artist Albert Hurter was responsible for the design of this film. Everythnig had to be approved by him prior to being used in the film. There were other artists involved as well; for instance Ferdinand Hovarth, responsible for more of the darker scenes of the film, and Gustaf Tenggren who had more of a European style to his work. The latter was more of a colour stylist and he had the responsibility of determining the kind of environment every scene was supposed to have. Besides that his artistic capabilities were put to test through designing posters and press book. Another important artist of Snow White and the Seven Dwarfs was Joe Grant, responsible for desiging the Queen’s Witch form. The Disney organisation had to make sure that the audience found the film realistic; the atmosphere, objects, backgrounds – everything was supposed to look real rather than fake. I t was to look make-believe. Therefore, the team worked hard for this and put personality in every character of the film; their style of talking, walking, the way they showed their facial characteristics, and gestured and so on. Works Cited Watts, Steven.

Ted Turner Research Paper Example | Topics and Well Written Essays - 1500 words

Ted Turner - Research Paper Example The research paper "Ted Turner" analyses the leadership qualities of Ted Turner, who is the owner of the Cable Network Channel, CNN. This includes exploring the ways in which he has established the vision in the organization and led people towards realizing that vision. The project explores the unique qualities and attributes of Turner as a leader. Particular reference is drawn in ways in which has realized an unconventional and innovative vision in the organization, his social and ethical concerns towards society, the type of structure and culture he established in the organization and his motivational techniques at the workplace. Ted Turner is a legendary example of an entrepreneurial visionary leader. This is demonstrated by the fact that he could assess and pick up a trend which people would want in the long run. This was the vision behind starting an all-news cable channel which could be accessed by people at any time of the day. CNN, besides being an immense commercial success is also a complete transformation and revolution in the way people avail news from across the globe. After the establishment of the vision, Ted worked towards implementing the vision with tenacity and will. The entrepreneurial visionary leadership of Turner gets reflected through his first purchase of channel 17, a television station in Atlanta which had a weak UHF signal. Industry experts had expected that the plan would fail even before it started. He has been particularly successful in implementing his vision in the organization and influencing his employees in believing. ... This was the vision behind starting an all news cable channel which could be accessed by people at any time of the day. CNN, besides being an immense commercial success is also a complete transformation and revolution in the way people avail news from across the globe. After establishment of the vision, Ted worked towards implementing the vision with tenacity and will. The entrepreneurial visionary leadership of Turner gets reflected through his first purchase of channel 17, a television station in Atlanta which had a weak UHF signal. Industry experts had expected that the plan would fail even before it started. However, the station emerged as a success on Turner’s application of a certain new technology which eventually revolutionised the television industry. Turner has been particularly successful in implementing his vision in the organization and influencing his employees in believing and realising that vision. Even while the Turner Broadcasting System (TBS) was spreading a cross the country, cable programs were generally regarded as producing old and low rated shows and programs. The industry was expecting for quality content and demanded high from HBO and Turner Broadcasting System. For an individual who hardly watched television programs, Ted Turner had a passion for savvy programming in his television stations. This is partly because he could perceive that which others could not, i.e. the values which lay hidden the old and worn out television movies and shows. He influenced his men and followers to believe that instead of running the shows on rental basis, he should rather own them so that he could run them frequently and as often as he wished to. Establishing this vision in the organization

Project Guideline Essay Example for Free

Project Guideline Essay If you not able to submit/resubmit your synopsis as per the timeline given above than you can submit in the next session ( Ist week of July to 15th September, 2013 without any fine) Student can submit their project report with a copy of approved synopsis, Guide Resume, Acknowledgement Letter from Project Guide at (IMT-CDL Ghaziabad, Hyderabad, Kolkata Mumbai) PROJECT SYNOPSIS GUIDELINE Project synopsis provides an outline of the project work to be undertaken by the candidate. Once you have selected a suitable topic, defined the problems and outlined the manner in which the project study is to be conducted, the next step is to prepare the project synopsis. This synopsis has to be submit online at our website www.imtcdl.ac.in for approval before you begin working on project work. The synopsis will be scrutinized by the faculty in IMT-CDL, Ghaziabad to ensure that it follows the guidelines. In case you propose to collect the data through a questionnaire then the questionnaire should also accompany the synopsis. The Project Synopsis should cover the following: Title of the Project : You can select any topic related to your Major Specialization. For more information please visit website www.imtcdl.ac.in and download the â€Å"Project Guideline† Company Profile: You have to choose an organisation for your project work. This should preferably be your own or any other organisation in the vicinity. In any case, it would be one where you have access to information and opportunity to discuss your ideas and views with the executives working there. The project outline and its formulation must be freely discussed with those who are responsible for similar activities in the organisation you have selected for your project work. Statement about the problem Having taken your first step it is important that you define the problem correctly. Problem definition has to be clear in terms of nature, size and scope of the project. These have to be stated in terms which are quite tangible and specific. Objectives and scope of the study Reasons for selecting the topic have to be explained along with the applicability or usefulness of the project idea. What contribution the project can make in the selected organization or in similar situations should be identified and stated. Methodology – It is necessary to explain the criteria for selection of sample size if survey is to be undertaken. Statistical methods that would be used for the same should be mentioned. Questionnaire that would be used to undertake the project work should be prepared and sent along with the synopsis. Methods that would be used for classification and interpretation of the data should be identified and mentioned. Questionnaire :- In case you propose to collect the data through a questionnaire then the questionnaire should also accompany the synopsis. Questionnaire should be scale of four/five level. Chapterization Scheme – A brief outline of the chapters to be included in the project report should be formulated and stated sequentially. Project Guide – Project Guide selected by the student should be an expert preferably a post graduate in the relevant discipline with a minimum of five years of work experience. It is necessary to send a brief resume of the project guide signed by the guide. If the resume of project guide is not attached, your synopsis can be rejected summarily.

Philosophy of Education Essay Example for Free

Philosophy of Education Essay Introduction No doubts that the demand for English language proficiency is high as Malaysians enter the international arena. Ergo, the purpose of this paper is to discuss on one of the hottest issues that perturbs the nation – low English language proficiency among Malaysian students. In order to understand more about the issue, we sought to dig the root causes of the issue and in doing so we discovered that the teaching methods applied by teachers because of the factors are contributing to the issue as well. In other words, the factors are interrelated to the reasons why such ill teaching methods are being applied and all these are resulting in low production of good English speakers in Malaysia. First of all, low English language proficiency is the unsatisfactory ability of an individual to speak or perform in English. The overriding concern with this issue is not unreasonable as we need the language to thrive in this 21st century. On the other hand, teaching methodology refers to a set of different principles and methods that are used to instruct students in a teaching and learning environment. In the educational settings, it is rather important to induce the peak performance from the students. This simply means that, we have to conquer the deterrent (i. e. the factors of the issue), whether we modify them or we eliminate them. Like any other issues, there is no such theory as â€Å"one-size-fits-all† solution to handle it. Therefore, we, as the future English teachers want to bring forth several possible recommendations as ways to overcome this issue in hopes that these approaches can truly be implemented and make a difference in the history of English Education in  Malaysia. Issue The pressing issue with low English language proficiency among Malaysian students has been revolving in the ministry of Education. Most students had no problem coping English Language during preschool whereby they were only exposed to the alphabet and very simple words. The real problem began to exist in the elementary level when most of the students were unable to follow the lessons. Students who cannot master English basic skills in this elementary level will breed more problems during the secondary and tertiary level in schools. In primary education, students are not being placed in a very conducive English language learning environment in which they will be given bountiful opportunities to use the language (Ali, 2003). Students fail to use English on a daily basis and when they are forced to use English to communicate, they speak pejorative English which causes the flow of communication to be stymied. This is probably the main reason why students converse in their own mother tongue more often than they do in English. In the modern age of technology, students with low English language proficiency will not make the most out of the internet because most of the websites are in English. If they cannot understand English used in the websites, they will have a hard time attempting to utilize the device. Not only that, the demand of high English language proficiency is around the globe. We can survive here in Malaysia with national language (i. e. Bahasa Malaysia) and our proud dialects yet we need English Language if we want the whole world to know us. Without a good grasp of the English language, students will be deprived of many opportunities in life since English is the international language. Hence, if we want to make a difference in this situation, we will have to start with the primary education. We believe that this issue shall no longer haunt the Malaysians once the root problems have been improvised or rather, solved. Factors The issue with the low English language proficiency among Malaysian students has arisen because the educators are not aware of the manipulative factors behind this tragic scenario. In this section, we will explore these contributory factors. First of all, the number of students is crucial in determining the quality of teaching and learning process. In Malaysia, most of the schools place 30-40 students in one class. In spite of the level of English standard of each student is different, teacher attempts to teach students in the same way. Due to this large number of students in one class, the teacher often has no choice but to apply the boring method – lecture method. To a certain extent, lecture method is appropriate but if that is the only method the teacher is going to apply in class, it will result in dullness and inefficiency. In addition, the large number of students inhibits the teacher to give attention to every single student thus passive learning ensues. Another factor of impeding the students’ ability in English language is that students themselves fall short of initiative and participation in the classroom (Juhana, 2012). Students show no interest in a so-called foreign language and hence very reluctant to get involved with the teaching and learning session. They are inactive to put their own effort in seeking knowledge. For instance, when a student does not understand a certain word in an essay, he or she expects the teacher to provide the meaning. So, instead of waiting for the students to take the initiative to check on the dictionary (which takes time), teacher simply resorts to spoon-feeding method (i. e. providing every material for the students). In the end, only the teacher is learning and the students will merely passively wait on the teacher for answers. In an English class, the reason students failed to use English effectively also attributes to the Eastern philosophy whereby a teacher has the tendency to criticize students’ mistakes very harshly. It demotivates students, making them fearful of speaking the next time and in the worst scenario, students hate the subject and pass up the opportunity of learning. Teachers are impatient with the students’ slips of tongue and they consider such mistakes as a sign of failure. When the students do speak correctly, the teachers think it is how it should be done and they rarely give any words of encouragement or compliments (Hassan Jamaludin, n. d. ). This tendency indirectly renders the teacher to apply autocratic teaching style which is not helpful for English language learning. This method emphasizes on the teacher’s authoritative identity hence it is very hard for such strict-and-powerful autocratic image to smile and give compliments. Furthermore, due to the exam-oriented platform, many teachers rush through the year in order to push the students to sit for the examination (Ali, 2003). In the English classroom, many teachers have no time to concern with the understanding of students regarding to the rules of grammar, the structures of the sentences and whatnot. For example, they give students essays and require them to copy and memorize. The way to prepare the students for examination the teachers deem best is by drilling. However, such rote learning will only result in stress instead of meaningful learning experience. Eventually, the students are drilled to become competent only on papers but failed completely in daily usage of English. All these factors are equally pernicious in taking a toll on the second language performance among Malaysian students. As educators, we have to generate the strategies to overcome these factors and make the impossible possible. Solutions Previously, we have discovered many factors that indirectly cause the teacher to implement inappropriate teaching methods and so result in low English language proficiency. These factors sum up in one word: teacher-centered. This explains why the teachers are hardly implementing various innovative teaching methods. Teacher-centered method applied in today’s classroom is not effective anymore. Instead of using teacher-centered method, student-centered method which derived from the Modern and Western philosophies should be implemented. Progressivists believe that education should focus on the whole child, rather than on the context or the teacher. Hence, since the number of students is large, the schools should bring in more facilitators in a class to assist the students. This will help the facilitator pays close attention to the students. With the assistance of facilitators in a classroom, there is no reason why active learning cannot take place. For example, one leading teacher can carry out the group discussion and enable the children to experience hands-on learning. A French philosopher, Jean Paul Sartre, suggested that for youth, the existential moment arises when young people realize for the first time that choice is theirs, that they are responsible for themselves. The nature of reality for Existentialists is subjective, and it lies within the individual. They have the freedom to take charge of their own learning as  they are given the opportunity to manage their own learning process. We as teachers are responsible to facilitate the students in their learning process rather than teaching them what to do. This indirectly helps to provide opportunity for the students to take control of their own learning process. As they are interested in what they have chosen to read or learn, they will be the ones who solve the problem (e. g. meaning of a word) instead of being spoon-fed by the teachers. In this way they will be able to make progress in their lessons and participate more. Western philosophers stress on active participation on their learners but to criticize and demotivate the students is not proper in the western philosophy. Western education philosophy believes that providing compliments to the students is an important task for a teacher as it will motivate the students to strive hard. For example, compliments given to the students when they score well in their examination or did a good job in the task or assignments given by the teacher. However, teachers should not only provide compliment when they excel but also to give encouragement when they are not doing so well in the examination. For instance, during an English class, teacher distributes the test papers after the examination, it is not encouraged for the teacher to read out loud the score as it will demotivate and also embarrass the student. It is better that the teacher gives a word of encouragement so to push them to work harder next time. Furthermore, the education ministers should really abolish the exam-oriented system. Instead, the 50% coursework assessment should enter the system. Coursework can include all kinds of fun activities that require students to apply the language learned. This is to overcome the agonizing drilling method. With that, Western philosophy that emphasizes on understanding the subject matter can be very handy in this scenario. For example, the students should learn by understanding the reasons why each part of speech in grammar has different functions. In a nutshell, according to the Western philosophy, students learn by meaningful learning, they do not memorize what they have learnt but rather understand what they are learning. These philosophical resolutions are only useful provided the government, educators, teachers, parents and students and community at large give their best cooperation into making them a success. If we are serious about improvising the English language proficiency among Malaysian students, nothing can stop us, not even the factors of the failure in the first place. Conclusion In conclusion, teaching methodology contributes towards the effectiveness and success of the teaching and learning process. As what we have explored there are several factors that hinder the English Language proficiency among Malaysian students. Among those contributory factors discussed are the number of students, students’ shortfall of motivation, harsh criticism for students’ mistakes and the exam-oriented education system. All these factors are very much harmful in the process of second language acquisition (i. e. English Language). As such, we have provided remarkably appropriate strategies as the solutions to overcome this issue. They are the implementation of student-centered teaching which focuses on the students’ their ideas and opinions, providing more teachers as facilitators in class, hands on learning (Progressivism), place importance on individual choice (Existentialism), giving compliments instead of criticism (Western Philosophy), and learn through understanding rather than mere memorization (Western Philosophy). Hence, by utilizing all the four education philosophies in moderation which are Modern philosophies such as Progressivism and Existentialism, also the two Western approaches that focus on students rather than the teachers. We strongly agree with usage of the Modern Philosophies and the Western Philosophies according to the needs and suitability of class as what we have discussed. We believe that we can produce an ideal education transformation to develop individual holistically and thus enhance the English Language proficiency by applying and practicing appropriate teaching methods to encounter the troublesome factors. References Ali, M. S. (2003). English Language Teaching in Primary Schools: Policy and Implementation Concerns. IPBA E-Journal, 2-3. Hassan, A. Jamaludin, N. S. (n. d. ) Approaches Values in Two Gigantic Educational Philosophies: East and West. Retrieved on March, 22, 2013 from http://www. oerj. org/View? action=viewPaperpaper=7 Juhana, J. (2012). Psychological Factors That Hinder Students from Speaking in English Class (A Case Study in a Senior High School in South Tangerang, Banten, Indonesia). Journal of Education and Practice, Vol 3, No 12. , 103.

Analysis of Personnel Management and HRM Perspectives

Analysis of Personnel Management and HRM Perspectives INTRODUCTION The report has two sections; the first will focus on critically analysing the principals of Personnel Management (PM) and Human Resource Management (HRM) and the similarities and differences between them. Furthermore, John Storeys (1992), Guests (1987), Beer and Spectors (1985) points of difference will be provided and adapted to a Subway franchise. Finally, the appropriate recommendations on how the company could improve its HR procedures. The second will focus on context of Subway Franchisor Corporation which is currently the leading fast food company in the US, winning numerous awards since it was founded in 1965 by a 17 year old Fred DeLuca. It provides nutritious menu choices, flexible food options on its gourmet breads, sauces and toppings. The company also specialises in wraps, tortillas and salads as well as a variety of drinks. According to Subways official website (subway.co.uk), their mission is to supply good quality food and service, and also provide the tools and knowledge to entrepreneurs to gain competitive advantage over other fast food companies. It is important to understand Subways role as a franchisor. This report is not based on an analysis of the Subway Corporation, the franchisor, but rather on an individual Subway franchisee. 1 Personnel Management The history of PM began around the end of the 19th Century; a concept closely connected to the contradiction in relations between companies and their employees. It is believed that PM evolved through phases: Welfarist (until 1920s) Characterised by an emphasis on the provision of welfare facilities and efforts made to create the ideal factory (Cumming, 1993, pp.4-5). Personnel Administration (1930s) In the form of recruitment, basic training and record keeping (Armstrong, 1996, p.32). Development (1950s) Management of employee relations becomes the critical contingency factor of PM due to the rise in TU membership and collective bargaining. A wider range of personnel services were provided (Armstrong, 1996). A broad definition of PM is a function concerned with putting in place, the processes and procedures to make sure the organisation has the right staff at the right time so it can operate at a very basic level. Similarly, Cole (2002) describes PM as the function of management that has to deal with the recruitment, employment, training, redeployment, safety and departure of employees. 1.1 Functions of Personnel Management PM tries to maintain fair terms and conditions of employment, whilst efficiently managing day-to-day, personnel activities at the operational level. Heavily based on administrative tasks; It involves hiring and developing employees so that they become more valuable to the organisation. More specifically, the functions of PM are identified by Armstrong (1996) in Appendix 1. In broader terms, the functions include:- Conducting job analysis, recruiting and selecting and handling promotion internally. Training based on legal requirements of Health and Safety procedures, risk assessment. Remuneration: making sure the correct wage/salary is paid at the right time (Cole, 2002). Providing benefits and incentives. Appraising performance, resolving disputes in the form of grievance and discipline. Monitoring absences and sickness using techniques such as the Bradford Factor (identifies the number and patterns of absences). Redundancy: administration of and dismissal procedures (Cole, 2002, p.26) 1.2 Advantages and Disadvantages of Personnel Management Identifying people as the central function of an organisation which need controlling and allocated effectively (Bach, 2005), is the key advantage of PM as it is essential to the survival of the organisation. As previously mentioned, personnel managers can identify staffing gaps and assign the right number and type of people the organisation needs, (Armstrong, 1996, p.28). Furthermore, it is a very methodical. There are clear ideas of what has to be done in certain situations implying that there is transparency and consistency in the way individuals are treated. The advantages of PM may however also have negative implications. For example, Maslow (cited in Strage, 1992) identifies that individuals are different with different needs. The model is inflexible and standardised, dealing with each employee and every organisation in a certain way. This may not be appropriate for all employees or organisations. PM has often been described as routine and very process driven. This may be ideal for large organisations however not for smaller firms. The process is costly and time consuming to manage effectively. Finally, the culture and individual values of the workers are not considered, along with the adversarial relationship (the wanting of different things) between workers and management. 2 Shift from Personnel to HRM In the 20th Century there was a broad discussion whether or not HRM represents a fundamental change in people management or it just a phase of PM (Beardwell and Claydon, 2004). Some theorists emphasised a transformational shift from PM to HRM (Spector, 1985). Tyson and York (1993) believed that people are a businesss most important resource and that the achievement of organisational goals depends mostly on this. At the same time others believed that HRM was just a next step in PM development caused by historical and environmental factors (Bach and Sisson, 2000). It was stated that in PM, employees are seen as a variable cost, while HRM shows that they are a variable asset to the organisation. However, some theorists argued that change in name didnt bring a change in reality, therefore HRM was described as an old wine in new bottles (Armstrong, 1987) and as a wolf in sheeps clothing (Keenoy, 1990). Theorists tried to answer these questions by identifying similarities and differences between two approaches of people management. Legge (1995) identifies following similarities:- Both emphasise the importance of integration. Both linked employee development with the achievement of organisational goals. Both sought to ensure that the right people were in the right job. Both gave the responsibility of people management to line managers. 2.1 Beardwell and Claydon Model (2007) In contrast, Beer and Spector (1985), Guest (1987) and Storey (1992) compared the models and identified several points of difference which are summarised in a single model developed by Beardwell and Claydon, (2007, p.13). It examines differences between them in 5 perspectives seen in Appendix 2. 2.2 John Storeys Model (1992) Another model, underlying the previous one was made by John Storey, who identified 27 differences between PM and HRM. These points are grouped into four categories: beliefs and assumptions, strategic aspects, line management and key levers (Appendix 3). 2.2.1 Advantages Clearly identifies the differences between the two. Shows consideration to organisational culture, strategies, leadership. Identifies a two dimensional map: interventionary/non-interventionary and strategic/tactical (Armstrong, 1996, p.62) 2.2.2 Limitations Companies often combine both approaches and therefore cannot be characterised under just one. Organisations beliefs and assumptions as these are often invisible and non-tangible (Beardwell and Claydon, 2007). 3 Human Resource Management HRM presents a variety of different styles and models. Storey (1989) identifies its two types: hard and soft. Later, Michigan Business School (MBS) and Harvard University developed two different basic models, which have been very influential in the interpretation of HRM (Beardwell and Claydon, 2007): Matching model associated with a hard approach and Harvard model, in connection with soft. These two particular models underline the two main concepts: Matching model became a basis of best-fit school of Strategic Human Resource Management (SHRM), whilst Harvard models ideas contributed to best-practice approach. These will be discussed further. 3.1 Soft/Hard approach to HRM The hard approach stresses the importance of close integration of HR policies, and activities and systems of business strategy. Also, the emphasis is placed on cost-reduction strategies (Schuler and Jackson, 1987). Furthermore, it detects the strong from the weak i.e. those whose attributes and skills help the company to achieve strong strategic positioning and competitive advantage. The soft approach recognises employees as valued assets to attain competitive advantage through their commitment, high quality, adaptability, performance and their skill set. Employees are proactive through collaborations and participation. Soft and hard approaches are very contrasting especially when implementing a single approach. Soft and hard approaches show an obvious gap between what would be characterised as rhetoric and reality. 3.2 Matching Model The model is developed by MBS (Fombrun et al.,1984). It shows an interconnection between different environmental forces (political, economical, cultural), business structure and strategy and HR policies and practices. It emphasise a close relationship between the last two (Appendix 4). The model is associated with a hard version of HRM that is characterised by using HR in order to meet business objectives. Two basic assumptions form a model (Beardwell and Claydon, 2007): Effective way of people management is not universal: it depends on the particular organisation. Employees should follow the same business views as managers and the owners in order to maximise organisational performance. 3.2.1 Advantages Takes into account the influence of external factors on an organisation and its HR polices. Emphasises tight fit between HR and business strategy that leads to competitive advantage (Beardwell and Claydon, 2007, p.7). 3.2.2 Disadvantages Business level strategy and HR strategy could not be linear (Bratton and Gold, 2001). Fails to generate employee commitment (Purcell, 1995, cited in Storey). Excessive fit could be a disadvantageous to achieving goals (Boxall, 1996). 3.3 The Best-Fit Model Best-fit model belongs to contingency school of SHRM that explores the link between stages of organisational development, strategy, HRM policies and practices (Boxall and Purcell, 2000). There are several best-fit models: life-cycle model (Kochan and Barocci, 1985), competitive advantage models (Schuler and Jackson, 1987 and Miles and Snow, 1984) and configurational perspective (Marchington and Wilkinson, 2002; Delery and Doty, 1996). 3.3.1 Life-Cycle Model The model matches HR policies and practises with the stage of organisational life-cycle (Appendix 5). In the start-up phase, HR polices should be flexible and attract talented and skilled employees. The growth stage should have more formal HR procedures, efficient management and organisational development. The maturity stage is characterised by cost control, HR strategy and, finally, in the decline stage, the company shifts to rationalisation with a reduction of workforce and redundancy implications (Kochan and Barocci, 1985). 3.3.2 Competitive Advantage Model The model links HR systems and organisational strategy. Porter (1980) argued that firms could follow only three generic strategies: cost leadership, differentiation or focus strategy. Schuler and Jackson (1987) matches these with a firms HRM polices (Appendix 6). The emphasis shifts from long-term focus, coordination and broad career path under the innovation strategy to fixed job descriptions, immediate focus and continuous training under quality enhancement and to short-term focus and minimal level of training under the cost reduction strategy (Schuler and Jackson, 1987). Miles and Snow (1978) classify companies into four distinct strategic groups (defenders, prospectors, analyzers and reactors) and base their response to three major problems: entrepreneurial, engineering, and administrative. Their competitive advantage framework (Miles and Snow, 1984) links three of these strategies with firms HR practices (Appendix 7). Application of their model to the organisation increases busi ness performance. 3.3.3 Configurational Model Contingency school was criticised for its lack of sophistication, because of its attempt to relate only to one variable. Configurational model is a more complicated approach that focuses on multiple independent variables that effect HRM strategy. This approach represents non-linear synergistic effects and higher order interaction to maximise performance of the company (Delery and Doty, 1996, p.808). The model emphasises internal congruence with organisational systems such as management style, finance and culture (Paauwe, 2004) as well as their vertical integration with strategic configuration (Marchington and Wilkinson, 2002). 3.3.4 Advantages of Best-fit model Analyses the influence of external environmental factors on organisation and its HR practises. Emphasises congruence and coordination between internal HR practises (Delery and Doty, 1996). Matches HR system with strategic management processes (Schuler and Jackson, 1999). 3.3.5 Disadvantages of the Best-fit model Ignores unique characteristics of individual businesses that could be the main source of competitive advantage (Beardwell and Claydon, 2004, pp.48-49). Ignores employee interests. Simplicity of classical approach in describing competitive strategies. Lacks sufficient attention to dynamics (Boxall, Purcell, 2000, p.187). 3.4 Harvard Model The soft approach Harvard model described by Beer et al. (1984) provides one of the first major statements on how managers should practise SHRM (Appendix 8). The analytical framework consists of six basic components: situational factors, stakeholders interest, HRM policy choices, HR outcomes, long term consequences and a feedback loop through which outputs flow directly into the organisation and to the stakeholders. It is associated with the goals of flexibility and adaptability and implies that communication plays a central role in management (Storey and Sisson, 1993). 3.4.1 Advantages Recognises and incorporates a range of stakeholder interests (Armstrong, 2003) Recognises the importance of trade-offs. Widens the context of HRM to include employee influence, the organisation of work and the associated questions of supervisory style (Armstrong, 2003). 3.4.2 Disadvantages Fails to show corporate or business strategy as key determinant of HRM strategies and polices (Tyson, 2006). This model does not explain SHRM functions in a detailed way (Loosemore, Dainty and Lingard, 2003). 3.5 Best Practice: High Commitment Models These models are tools which are used to enhance companys overall performance in improving employee spirits, behaviours, lowering labour turnover and absenteeism. The aim is to improve productivity, encourage high levels of expertise, and enhance quality and efficiency (Claydon et al. 2004). There are two approaches: the best practice SHRM and universalism. The best practice according to Guest (1989) has four objectives: strategic integration, commitment, flexibility, and quality. These objectives mentioned are required to achieve:- High job performance, Good problem solving among employees, Flexibility Lower employee turnover Another model is Pfeffers (1994): 16 HR practices for competitive advantage through people, later changed to seven practices for building income by putting people first (Appendix 9). This type of model signifies that HR enables organisations to adapt and innovate to gain a competitive advantage. With the universal approach, the concern is with how close organisations can get to the ideal of practices, (Claydon et al. 2004) the assumption being that the closer a company gets, the better the company performs. Other best practice models vary depending on the relationship of organisational performance. This can be seen in Appendix 10. Limitations of best practice models are: difficulty in determining whether or not the HRM practices lead to enhanced organisational performance or whether it is the current financial position which leads to increases in performance. It is also very difficult to determine how organisations with tight financial control operate within highly competitive markets and how they can invest in some of the HR practices advocated in the best practice models (Storey, 1995). Other limitations include: improved performance through efficiency and its tight financial control could be associated with the hard HR policies as mentioned in Storeys 27 points of differences. According to Boxall and Purcell (2003) high commitment models tend to fudge the question of pluralists goals and interests (Boxall et al, 2003) which has also led to negative comments of how best practice models assist with the organisations overall performance. 4 Subways Approach to Human Resource Management/Personnel Management In this part we explore and critically evaluate Subways Leicester based franchisees HR practises and procedures and assess their PM and HRM characteristics. Mannys Classic Subs Limited is a typical example of Subway UK based franchisee. HR practises in this company are conducted by the HR manager and Managing Director (MD), which include planning, advertising, interviewing, recruitment and selection, disciplinary procedures, training, payment and wages review, rewards system and retention. Some fundamental HR procedures are communicated from the head office; however, the way in which they are implemented depends on the management of individual franchisees. In this particular firm HR procedures are still being developed. 4.1 Role perspective There are several top management roles such as the MD, Restaurant Managers, and Company Secretary. These are however, not clearly defined. When looking at lower roles: within the stores themselves, there is a high level of specialisation. The specific roles include: Sandwich Artist involves customer service, paperwork accuracy, cash register, equipment usage, product preparation and taking phone orders. Shift Leader involves supervision of sandwich artist, deals with customer complaints, delegating work, enforcing policies and dealing with staffing issues. Assistant manager involves hiring, training and supervising procedures, weekly inventory and paperwork, food service certification, service counter marketing (Subway Operations Manual, 2009) According to Storey (1992) and Guest (1987), characteristics of PM can be seen at the lower levels and HRM at the top levels. It can however be said that the level of standardisation is high in general. This is because strict guidelines are passed down from the corporate Franchisor to each Franchisee in relation to its operations. In addition to this, communication throughout the company is direct in reference to HR approaches. This could be associated with the size of the company and with the stage within its life cycle. This company has 46 employees and therefore classified as a small firm. In addition, Subway is in the growth stage because it was established two years ago and its market share is still growing. 4.2 Training and Development A two week training program, in the corporate headquarters, in management, book-keeping and personnel procedures, is offered to new franchisees. Plus an additional 34 hours of job training at a nearest subway (Subway Staff Handbook, 2009). In contrast, staff training is provided by the local managers or supervisors however, when training employees in first aid, they are sent in groups to St Johns Ambulance to attend a four day training course in advance first aid. Preliminary courses are also organised before sales training. This way of controlling access to courses when training staff relates directly to PM. Furthermore, the Subway Staff Handout (2009) states that employees could be sponsored to obtain relevant qualifications that may be beneficial to their development within the company. 4.3 Recruitment and Selection The recruitment processes within Subway include e-recruitment (company website), job fairs and word-of-mouth from current employees. They clearly identify what they want from candidates especially in relation to punctuality, accuracy, communication, ability to take direction and follow rules and most importantly, customer friendliness. The selection process begins once the company has received candidates applications. The HR manager identifies the key characteristics of a candidate for example, age, availability and previous work experience. On the second stage of selection, the HR manager selects appropriate candidates for a telephone interview to discuss in detail the requirements of the role. The candidates that match the companys criteria are then invited to a face-to-face interview; ultimately leading to the selection of one candidate and the signing of the contract. The company contract is simple and generic as it applies to most employees. All requirements included within this contract are clearly stated implying a personnel approach. 4.4 Employment relations Managers treat employees according to the business needs. The main focus is on company stakeholders especially customers, who they believe is the heart of their business (Kang, 2009). Internal relationships between staff are fundamental to the company. If conflicts occur, they are de-emphasised and the main role for management is to manage climate and culture. This is a reflection of the HR approach. 4.5 Monitoring and Control Subway adopts a personnel approach to monitoring its employees so that all procedures and regulations set by senior management are followed. The monitoring system used is called KADCAM which ensures every transaction is processed accordingly and any errors within the process line inform the manager that employees are not following the rules. 4.6 Pay and Rewards Wage starts at  £7 per hour for all staff apart from store managers, after a trial period. These are then reviewed annually and depend upon company results and in accordance with the HR approach; pay is also based on individual performance. Company policy also includes promotion for suitable candidates with an appropriate level of experience and essential competencies (Subway Staff Handbook, 2009). CONCLUSION The first section of the report critically analysed PM and HRM and evaluated the similarities and differences between the two approaches. It was identified that PM sees employees as a cost and the objective is to minimise this. In contrast, HRM approach argues that people are a valuable asset and its practices are aimed to increase the employees commitment. They allow for HR policies to fit company strategy and ensure the company maximises business performance. In the second part of the report Subways approach to people management is analysed using comparative frameworks by Beer and Spector (1985), Guest (1987) and Storey (1992) and identified features of both personnel and HRM approaches in Subway. RECOMMENDATIONS According to the companys life cycle which is at the growth stage, and strategy involving maximising return on investment and providing excellent customer service (Subway Staff Handbook, 2009); they have relatively appropriate HR strategies in place. However, in order for them to adapt to the changing dynamic environment, they could improve and develop some of their procedures. From speaking directly with staff at the franchise, it was identified that the employees are given a high level of empowerment. When management first implemented this, staff members were allowed to give out free upgrades but werent given appropriate instructions on procedures. It is recommended that management provides training and supervision (in the form of instruction booklets) before employees are empowered. Subway currently closely controls its staff, but it could shift from PM, monitoring approach to nurturing in order to build trust between the company and its employees. As this franchise in particular is in the development stage, some HR procedures such as rewards and promotions are not clearly identified yet. The company could improve this in order to increase enthusiasm within employees, thus leads to achievement of organisational goals. Subway already emphasises the importance of teamwork however this can always be improved and develop for example by the use of team building workshops. They could also have an additional rewards set for teamwork as opposed to just individual rewards. Finally, rate of pay is fixed as there is no difference between weekend and week pay. Separate teams are allocated to work weekends and mid-week. With a separate team just working on the busier weekends, dissatisfaction may occur. In compliance with other fast food companies within the UK, a recommendation would be to increase the hourly pay rate for the members that work on the weekends. REFERENCE LIST Armstrong, M. (1987) Human resource management: a case of the emperors new clothes?, Personnel Management, 19(8), pp.30-35 Armstrong, M. (1996) A handbook of Personnel Management Practise 6th Edition, Kogan Page Ltd, pp.27-63 Armstrong, M. (2003) Human Resource Management Practice 9th ed. 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