Hr Consuktancy Essay Research Paper Explanation of free essay sample

Hr Consuktancy Essay, Research Paper Explanation of the theoretical construct The theoretical construct of Human resource direction is based around the scheme of originating the composing and execution of working patterns that, every bit good as being contributing to advancing the administrations concern aims, besides seeks to be after in a strategic mode for issues that may originate to impact the concern. As opposed to being an agent that reacts to internal and external alterations after the fact, this is a specifying feature that separates it from the construct of forces direction. Human resource direction can besides embrace the development and fosterage of an appropriate civilization within the administration and, ideally, illustrations of echt HRM schemes are both related to the administrations overall purposes but are besides consistently integrated with each other as portion of an overall program. The construct of integrating is the nucleus thought of HRM. For illustration, Beer and Spector ( 1985 ) comment: ? A concern endeavor has an external scheme? It besides needs an internal scheme: a scheme for how its internal forces are traveling to be developed, deployed, motivated and controlled? the internal and external schemes must be linked? . We will write a custom essay sample on Hr Consuktancy Essay Research Paper Explanation of or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In the longer term though the kernel of Human Resources Strategy is the analysis of the whole administration and its demands and range for development instead than a purely everyday twenty-four hours to twenty-four hours direction of people. Embracing the whole domain of employment issues from, the administrations demands, accomplishments required, sum of employees needed, type of contracts given etceteras, to besides, the preparation and future development of the staff squad every bit good as enlisting policies. With, consideration of these issues -always in line with a consideration of the administration objectives- a strategic program can be drawn up. This program nevertheless must besides be flexible adequate to react to external factors such as, alterations in employment jurisprudence, alterations to demographics associating to the local labor market, accomplishments deficits, plus of class, competition and, increases/reductions in demand for the administrations products/services. Human resource Management achieves these strategic purposes on a twenty-four hours to twenty-four hours footing through the execution of strategic policies related to preparation, enlisting, work patterns and subject etceteras. Analysis of issues. The company is following a major organizational tendency in establishing a theoretical account of flexibleness in its contractual agreements with its employees. Following a flexible enlisting policy can ensue in decreased employment costs, improved flexibleness and productiveness. Because Atkinsons theoretical account is so comprehensive in the scope of employees that can be fitted into it, and the work at Home Cosy distribution is so similar, it would look to me, that Home Cosy is more easy defined in relation to the permanent/temporary split, as the chief job seems to be a contractual one, sing merely a specific subdivision of its employees. While providing good for the companies? demands there are institutional jobs related with this pattern which Home Cosy seem to be enduring from. First, the impermanent or? fringe? staff, for Atkinson ( 1985 ) are normally more degage emotionally from the company than its full clip? nucleus? staff. They are less willing to follow instructions comprehensively or give the same degree of committedness and quality of work as the full clip members. For Home Cosy the easiest mention here is the degree of committedness from the bulk of the Saturday staff employed. As the supervisors in the instance survey have noted most of the pupil hindquarters of the Saturday staff? do non take their work earnestly and are hard to command? . Second, when pull offing a company that relies to a great extent on impermanent staff, peculiarly where there is a high turnover of employees, the nucleus staff are involved in the initial preparation, ongoing supervising and are besides, frequently called on to assist or rectify jobs caused by temps. Again the supervisors questioned mentioned this was a cause for concern. There can be troubles in supervising the quality and dependability of both the work produced and safety criterions when for good engaging impermanent staff. There is besides a job at Home cozy sing the monitoring of staff. There seems to be no system to efficaciously supervise the composing of or tendencies bing within, their work force. The company can neither give accurate figures saying the companies gender mix nor can they accurately analyse tendencies in hours worked because of the? deficiency of any formal company statistics? . The companies? competitory advantage though is its? velocity of bringing? . As so far it has successfully maintained its advantage through the application of this system, so evidently it is working for the concern, but does possibly incorporate elements that make it unneeded negative. The most clearly restrictive facet of keeping this advantage is that it necessitates a flexible manner of working. The company must cut the costs of production in line with demand. This has institutionalised the permanent/temporary split and caused a distinguishable difference in the intervention of lasting and impermanent staff. However, it could besides be argued that in a sense it does non keep the companies retention policies for its lasting staff, merely the impermanent 1s, who because of the nature of the companies concern can non be retained anyhow. The nature of the work is impermanent, while the company seems to hold a comparatively healthy record of staff satisfaction and keeping amongst its? nucleus? staff and supervisors. In short the companies? lasting staff seem unfastened to the economic worlds the company is faced with and, accept them every bit far as flexibleness is concerned. The company seems to be following a manner of direction more kindred to traditional forces direction instead than HRM. The company has demonstrated a deficiency of strategic be aftering sing the way of its recr uitment policies, nevertheless in a concern that seems to hold a widely fluctuating demand it has successfully reconciled enlisting policies with the commercial demand to use to the full, the potency ( and besides fluctuating ) resources at its disposal. The company besides does non look to confer with on a regular basis with workers although there was brotherhood audience on the debut of Performance Related Pay. Although the company appears to hold instigated a survey in the early 1990s sing future enlisting and keeping, there seems to hold been no existent analysis or be aftering ensuing from the findings of that study. The deficiency of this in concurrence with the features described above besides suggests the deficiency of any existent HR scheme. Internal and External factors that affect HRM pattern External factors are ; 1. Lack of similar alternate employment in the country. Members of staff that are overskilled seem to prefer working at Home Cosy, in portion you would presume because of the healthy wage degrees. So, although some staff members are overskilled for Home Cosy a big hindquarters would really be underskilled for the freshly developing companies in the country and some staff really prefer the simple work allied with healthy rewards. 2. Besides, supervisory staff claim to ever hold possible recruits. However the jobs the company is confronting sing impermanent staff are due to the nature of demand, non external factors such as being a high country of employment, accomplishments shortage etceteras. 3. The company may hold to reevaluate its policies in visible radiation of the European Working Time Directive and other UK employment statute law. 4. The fluctuating nature of demand and the force per unit area from its rivals besides restrict the nature of the HR scheme. Internal factors are ; 1. The company seems to be in a positive prima place in its market and can be moderately supposed to be in a place to offer significant employment in the part in the hereafter. 2. The humble, non-skilled nature of the concern restricts HRM policies in a sense as there is a limited range for development and preparation. 3. Again, the humble nature of the work and its? mill image? bounds for many staff it seems, their sense of pride in their work, workplace and the company as a whole. Decisions The company does hold a job in that its concern necessitates the usage of impermanent staff and the current tendency is for enlisting of this group to be easy increasing in trouble. However, the company has implemented applaudable policies associating to its intervention of its temps. For case, the equality with full clip staff in utilizing the houses many societal installations and the equality in wage graduated tables, the nature of the work they do, hours worked etceteras, are all positive indexs non, that the company is basically a bad employer, but more that, it is a just 1 that is constrained by the nature of its concern. However, there are some recommendations to do that would hold an consequence on the keeping of its impermanent staff. Recommendations A ) The company should implement a monitoring procedure on its commercial tendencies that would assist it possibly, explicate a longer-term scheme and proviso for enlisting. B ) The company should phase out wholly the sector of lasting Saturday staff who contribute the least towards the companies concern and redistribute those hours amongst its nucleus ( and repeating ) impermanent workers. C ) The company needs to look into the potency of cut downing its base of employees who are recruited and allow travel ( its go arounding door policy ) and set uping a committed nucleus of impermanent staff who could be offered any excess work as overtime payments. Therefore maximizing the figure of hours per twenty-four hours that the employee can work in his impermanent employment. These staff could be placed on a bank system, similar to the type of agreement between a commercial employment bureau and a full clip impermanent bureau worker. D ) As the company seems to use a important per centum of people seeking to supplement their income and adult females amongst its impermanent staff it could promote trueness to the company in the signifier of an irregular fillip strategy. To promote trueness from the impermanent workers staff could lodge portion of their rewards in a bank where at the terminal of a fixed period? involvement? is paid by the company to the addendum the value of their rewards. In the interim the company could lodge the money in a bank with high rates of involvement and add a small on top. This is similar in signifier to some of the? community nest eggs schemes? that are in operation at present and would assist people salvage for particular events. Tocopherol ) The company has little scope to alter its policies sing its illness and pension strategies and is advised to go forth them as they are. F ) The key for the company in retaining its impermanent staff is the decrease of the base of impermanent workers and concentration on bettering the batch of those staying. In order to make this it could besides look into presenting a trueness fillip, where, after the completion of a qualifying period and so following on from that other clip graduated tables, the company could offer wagess. These could be in the signifier of direct hard currency wage outs, or, wagess that may further a greater sense of community in the workplace such as outside amusement ( films, group repasts with supervisors, direction e.t.c ) , twenty-four hours trips, or short interruptions as a work squad. Wordcount ; 1,913 Atkinson, J. ( 1985 ) Flexibility: Planning for an unsure hereafter. Manpower Policy and Practice, 1 summer. Beer, M and Spector, B. ( 1985 ) Human Resources Management: A General Managers Perspective. New York, Free Press. Mabey, C and Salaman, G. ( 1995 ) Strategic Human Resource Management. Oxford, Blackwell. Warren, M and Crossman, A. ( 1996 ) Human Resource Management. London, Thames Valley University.

Using the Region Directive in VB.NET

Using the Region Directive in VB.NET When VB.NET 1.0 was introduced, one of the biggest changes was that all of Microsofts generated source code was included and available to you as a programmer in your project. The older Visual Basic versions created indecipherable p-code that you couldnt see and couldnt change. Even though the generated code was in your program, it was a bad idea to change any of it. If you didnt know what you were doing, chances were high youd break your project by changing Microsofts generated code. In VB.NET 1.0, all this generated code was only protected by being enclosed in a Region section of the program, where it was one click away from being viewable and changeable as part of your source code. Beginning with VB.NET 2005 (Framework 2.0), Microsoft put it in an entirely different file using partial classes,  but the Region directive is still available, and you can use it to organize your own code. This simple program shows how Region works: You could compile this into a DLL to protect it or use the partial class idea that Visual Studio uses or just make a separate class file, but the easiest way to keep it out of the way and still make it part of the same file is to use the Region directive. That makes the code look like this: Just surround the code you want to disappear with: For debugging purposes, you can use this as a way to bring parts of your code closer together so you can see them on the same screen: You cant use a Region or an End Region inside a function or subroutine. In other words, this example  below doesnt  work: Thats OK. Visual Studio collapses subroutines without a Region directive. You can nest Regions. In other words, this does work: If you borrow code from the internet, look for Regions in it before you add it to your code. Hackers have been known to embed bad stuff inside a Region to keep it from being noticed.

Analysis Essay Example | Topics and Well Written Essays - 250 words - 20

Analysis - Essay Example Other necessary laws of the establishment of socialist community include the union of the class that is working with the peasantry, other echelons of laboring masses; the abolition of capitalist’s assets and creation of civic ownership of ways of manufacturing (Huberman, 174). Gradual socialist transition of the sector of agriculture, planned economy development, aims at creating socialism and improving employee’s living standard. There are other basic laws of the creation of a socialist community. They involve socialist’s revolution in culture, ideology and the making of a significant intelligentsia ardent to the working class, to all people who are toiling, and to the ways of socialism. Principle laws in the creation of socialism include the eradication of state oppression and the formation of fraternal friendship and equality among states (Huberman, 196). Socialist defense rises from attacks by domestic and foreign enemies. International proletarian is equally essential involving cohesion of working class in each nation with those of other countries. Several Marxist authors share the views of Leo. Sweezy Paul shares the same ideas as Huberman. Through review by Kirkus, there is need for understanding and study of social history and economic of assets from the angle of modernity. All people find it interesting is studying such transition from the feudal days to the current communism. Huberman, Kirkus, and other Marxist authors infiltrate basic reasons for backing changes in economy. Effort and sympathy are in the direction of people and labor. They are against capitalism, even though they recognize and admit the input, which the system of capitalism has made (Huberman, 217). The texts bring the general image of the prospect of the world of economy and the nation’s wealth. Socialist economic organizations have been established due to communist socialization of the ways of production. The major

Discussion Essay Example | Topics and Well Written Essays - 250 words - 121

Discussion - Essay Example There are three methods that one can apply to ensure that confidence levels are elevated and the questions directed towards him are answered in a prompt way. The first one is by researching about the company. The interviewing panel may try to test your knowledge about the company and therefore to be on the safe side, it’s better to have the basic information such its core values, mission and vision at your fingertips. Interacting with an employee in the organization can prove to be important to get an insider information that can help during the interview. These goals should always articulate with your goals in your resume as this will be an added advantage towards hiring you as an employee. Second, it’s good to come with answers to commonly asked resume questions. Though it may appear awkward, it is important to write down a list of the questions you expect to be asked at the interview and develop answers that can address them. This will boost your confidence in a significant way. Resume questions such as reasons as to why you quit working for a certain company should have ready answers that will satisfy the panel. Lastly, prepare to describe yourself in a way that will appear relevant to the job that you want to get. Your interest to the company should always be reflected when answering the questions asked. According to Louis Efron, an editor with the Forbes Magazine, it is important to prepare, in advance, a list of personal accomplishments in life that will boost your CV. Efron, Louis. Get That Job! Nine Ways to Interview with Confidence. Forbes Magazine, 2013. Web. http://www.forbes.com/sites/louisefron/2013/12/23/get-that-job-nine-ways-to- interview-with-confidence/ Retrieved, February 4,

Medicare Prescription Drug Essay Example | Topics and Well Written Essays - 750 words

Medicare Prescription Drug - Essay Example There are many reasons why changes to Medicare were deemed necessary One of the main reasons is that there had been an increase in the number of Americans who were uninsured. Numbers show that those without health insurance had increased by 2.4 million between 2002 and 2003 and stood at 43.6 million in 2003. Costs of health care have been consistently increasing due to various reasons such as expensive new technologies, overusing of equipments and devices, etc. There has been a need for reform in medical liability. It must be possible for patients to seek punitive damages. Legal system was being misused by lawyers. There was a gap in information sharing between nurses and doctors it had to be addressed and also doctors had to be assured that the information they share would not be used to sue them or the hospital. Health care industry had progressed in all aspects but failed to make progress in information technology. The methods of information management were still old school and he nce this had to be changed to improve the services. Therefore modernization of information technology was essential (Bell & Friedman, 2005). Projections said that Medicare would be bankrupt because of the baby boom generation. That is, the number of seniors has increased and in turn the Medicare costs. Even though Medicare was doing a decent job, it lacked flexibility. It did not offer many choices to its participants. It was to address these and many more issues that changes were necessary to Medicare. Main Provisions of the New Legislation and Accomplishment of Desired Goals Prescription drug coverage which enabling seniors to take the drugs they needed rather than being dictated by the government (Office of Legislation, 2004). Choice of individual health care plans that would best suit the individual’s needs. Freedom to choose the place, hospital and doctor along with the kind of care and treatment needed (Office of Legislation, 2004). To fully cover disease preventive mea sures such as cancer and diabetes screenings. Protect seniors from high costs that would burn a hole in their savings. The desired goals have been accomplished to a certain extent. There have been improvements made and the information technology system has certainly improved. Parties Involved In Setting the Agenda for This Policy Change and Their Roles, Interests and Influences Following were the main agenda setters: The then President and his administration (President Bush), AARP, The Centers For Disease Control and Prevention, The National Institutes of Health, The Centers for Medicare and Medicaid Services. Each of these agenda-setters have had interests and played a role in the policy change. President Bush and his team ensured that issue would not die down and continuously brought issue to the limelight through their campaigns. AARP too pushed for a universal drug coverage plan rather than those that would only be targeted at the poor (Campbel & Morgan, 2005). Controversies Sur rounding the Legislation and Claims of Supports and Detractors The legislation was controversial for two main reasons. One was that it needed seniors with higher incomes to pay more for coverage and there were billions of dollars that was needed to stop elimination of existing coverage for the retirees by the corporations. Another reason was that private insurance companies were now given a vast role in health care. Supporters of the bill claimed that modernizing of the Medicare will lead to a better system and

The Rise And Fall Of Carleton Fiorina Commerce Essay

The Rise And Fall Of Carleton Fiorina Commerce Essay This essay examines the case study The rise and fall of Carleton S. (Carly) Fiorina, during her employment as Chief Executive Officer (CEO) with Hewlett-Packard (HP) (Robbins et al. 2008). Well-known for her charisma, high profile and aggressiveness in business, Carlys previous employers at Lucent Technologies paid tribute her imaginative leadership style, her enthusiasm, and her ability to introduce and lead change. (Robbins et al.). The value of individual personality tests as an indicator for business success will be examined. This essay also looks at Carlys personality, and how it may have impacted on her ability to perform her job. It will be argued that personality testing has limited value as an indicator of business success. Other factors considered include gender, organisational culture and charismatic leaders. Burton et al. (2009), describes personality as the enduring blueprint for an individuals motivation and behaviour expressed in different circumstance, including the individuals thoughts and feelings. According to Burton et al., personality can change however, adult personality show significant reliability over time. Carly personality was well known and was considered as a great asset at the time of her employment at HP. Carly was portrayed as charismatic, visionary, and unconventional and as having the resolve necessary to undertake the job (Robins et al. 2008). Carly did not appear to place a high value on traditional goals, but rather she was interested in business improvement. Carly was described has having the ability to analyse business problems and to come up with what she considered to be best business solutions (Robins et al.). Hoffman (2001) in his book Ace the Corporate Personality Test talks about the testing boom which has taken place in employment situations. Hoffman states that while some personality change is possible in adulthood, it is likely that any change would be an adjustment of personality, rather than a major change. Hoffman outlines that we might change our attitudes, behavioural tendencies, and goals in life, but not our core personality. There is no evidence that there was a change in Carlys personality, rather it appears to have been consistent throughout her employment with HP. Carly was well known for her high business profile, prior to her joining HP. She had established her business credentials at Lucent Technologies, where she was recognised for her ability to implement change and for her far-sighted leadership (Robbins et al. 2008). Carly was noted for being a change agent, visionary leader and as being high in energy. These aspects of Carlys personality, for which she was initiall y employed, were key requirements needed to ensure the business improvement at HP. Robbins et al., (2008) identifies the need for organisations to change if the organisation is to survive and adapt. This requires a change in the organisational culture, which Robbins et al., describes as the attitudes, experiences, beliefs and values of, and within an organisation. It is the collection of values and norms that are shared by the people and groups within an organisation and that manage the way they interact with each other and with others outside the organisation. In a Business Week article titled HPs Carly Fiorina: The Boss (1999), Carlys was reported as identifying the need for an urgent innovative approach to be introduced at HB. Carly was reported as being a forward thinker, quoted as saying we have to make sure it represents the next century rather than the last one. The article highlights the organisational culture in place the HP Way at the time of Carlys employment as CEO, and discusses the need to change the culture which had crept in over recent years. Schein (2004) recognises that there can be difficulties with succession, especially when conservatives are replaced with radicals in the hierarchy of an organisation. Schein identifies the necessity to identify and promote the organisational culture, even though much culture is hard to recognise and interpret, as it is often entrenched in everyday practices. It appears that this may have been the case with Carlys attempts to change the organisational culture and practices at HP. Carly clearly had great expectations regarding what she planned to achieve at HP (Business Week, 1999). Carly displayed an internal locus of control (Wood et al, 2010), a belief in her capability to control her own destiny. Carly was intrinsically motivated, that is, she was stimulated to preform by her internal drive rather that for external rewards (Burton et al. 2009). Carlys believed that she could master the difficulties and make a difference at HP. This is reflected in her ability to initiate the purcha se of Compaq, despite opposition from Walter Hewlett. There is no evidence to suggest that Carlys personality did change, to become too big, rather the fit between Carly and HP may have contributed to the problem. Brown (1995) states that to achieve successful change programs on a large scale, requires effective, assertive leaders, and that the successful management of organisational culture requires the backing of those in the most senior positions. Brown also suggests that the organisational culture can be the origin of problems which hold the organisation back from growth and development. There is an expectation of predictable relationships between an individuals personality and their predisposition to behave in a certain way (Wood et al. 2010). Gender considerations were explored to determine if a double standard or gender bias was evident. It was determined in this case that Carlys appointment as CEO at HP was seen as proof that gender was no longer an issue in the business world (Cotter et al. 2001). According to the Federal Glass Ceiling Commission (1995), (as cited in Cotter et al.), the glass ceiling refers to obstructions which exist to hinder the progression of women and minorities to achieve higher levels within the workplace. Robbins et al. (2008) identifies that women may make better leaders than men. Although the differences are not great, differences include women can make better listeners, superior mentors, are better goal setters, produce high quality work, and foster better communication. While gender bias and the glass ceiling may exist in the business world, there is not evidence in this case to suggest that Carlys was the victim of a double standard. She had an aggressive and forthright business approach f rom the outset. Robbins et al., remarks that as a CEO, when things are going well the CEO receives the credit and praise, but when things are not going well the blame falls on the CEO regardless of factors outside the control or responsibility. Carly was described as charismatic. Cambridge Dictionary (2011) describes charisma as a special power which some people have naturally which makes them able to influence other people and attract their attention and admiration. Weber (as cited in Robins et al. 2008) describes chiasmatic leadership as one of the best models of authority and influence. Robert House (as cited in Robins et al.) details the charismatic leadership theory as leaders with vision and who are willing to take personal risks to accomplish their vision, they are responsive to subrogates requirements and to environmental demands, and they demonstrate behaviours that are out to the ordinary. Unfortunately, some charismatic leaders can become carried away and a dark side is revealed. In these cases the best interests of the organisation are not fully represented (Robbins et al.). The margin separating personal interests and those of the organisation can become blurred. Robins et al., describes the worst case scenario being when ego-driven charismatic leader put their own interests ahead of the organisation, or when they use the organisational resources for their own personal benefit or gain (Robbins et al.). It is clear that Carly became impressed with herself and her importance, placing her portrait next to those of the HP founders and failing to heed the warning issued by HB board members to change her style (Robbins et al.). Prior to joining HP, Carly undertook a 900 question personality test. Personality testing is used to predict performance in the workplace (Hoffman 2000). It was recognised that Carly had charismatic qualities including the vigour, enthusiasm, forward thinking vision, drive and aggressiveness, all considered necessary for the position of CEO (Robbins et al. 2008). One universally applied personality measurement is the Myers-Briggs Type Indicator (MBTI), which consists of a 100 question tests that seeks to categorise participants into four categories: a) extroverted or introverted; b) sensing or intuitive; C) thinking or feeling; and d) judging or perceiving (Robbins et al.). The results of the questionnaire are classified into 16 personality types. If this test had been applied in the case of Carly, her personality type would most likely be INT. Characteristics of an INT might include being organised, determined, having a sense of purpose, motivation and drive, forward thinkers, analy tical, decisive, and logical and as having an innate sense for business (Robbins et al.). The MBTI results, do not however, correlate with actual job performance (Robbins et al.). A personality testing model, which as the benefit of research, is the Five Factor Model of Personality, also known as the big five (Robbins et al. 2008). Using this model, personality can be reduced to five broad categories of personality traits. Traits are the emotional, cognitive and behavioural tendencies that constitute underlying personality dimensions (Burton et al. 2009, p. 433). The five personality traits of the big five model are: 1) Extraversion. This trait includes characteristics such as being socially adapt, talkative, assertive and as having an abundance of emotional fluency. 2) Agreeableness. This comprises of personality attributes such as being trustworthy, selflessness, kindness, and affection. 3) Conscientiousness. Common characteristics within this dimension include a high measure of impulse control, goal directed behaviours and are high in thoughtfulness. Individuals who rate high in conscientiousness have the propensity to be both organised and attentive of details. 4) Emotional stability. Individuals with positive emotional stability have a predisposition to cope with stress, are generally calm, self- confident and secure. 5) Openness to experience. Within this trait characteristic are imagination and insight, and individuals with a wide diversity of interests, would be found (Robbins et al. 2008). Hoffman (2001) states the five factor model dominates the area of personalty testing and suggests that the most probable scales tested are extraversion and conscientiousness. There are three methods of measuring personality, self report, observer-rating surveys and projective measures (Robbins et al. 2008). According to Robbins, et al., self report questionnaires are the most widespread method of measuring personality. A concerning aspect of the self report survey method is that it is possible to alter the results to create a better outcome (Robbins, et al.). Burton et al. (2009) outline various problems with personality testing including that they can be subjective, and that a persons results may change in response to the persons emotional state and other situational variables. Burton et al., also identify that it is possible to deliberately alter the outcome, and that personality testing does not correlate to consistency across all situations. These finding suggest that personality testing has little real value in predicting individual business success. This essay reviewed the value of individual personality tests as an employment indicator for business success. Knowing an individuals personality characteristics can provide valuable insight into how that individual may act, or interact in business circumstances. Limits of personality testing include that the personality testing can be subjective, a persons results may change in response to the persons emotional state and other situational variables. It is possible to deliberately alter the test outcome, and personality testing does not correlate to consistency across all situations. Prior to joining HP, Carly undertook a 900 question personality test. It was recognised that Carly had charismatic qualities including the vigour, enthusiasm, forward thinking vision, drive and aggressiveness, all considered necessary for the position of CEO. There is evidence to suggest that there may have been problems with the organisational culture. There is however no evidence to suggest that Carlys was the victim of a double standard, or of gender bias. Carly was considered a charismatic leader and unfortunately in some instances charismatic leadership can lose sight of the best interests of the organisation, then the obligations and responsibilities become confused or blurred. This was the case with Carly during her employment with HP. Personality testing was undertaken prior to Carlys employment which provided a snap shot at that time. Personality in itself does not provide a long term prediction. It is concluded that individual personality testing has limited value as an indicator of business success.

Decriminalization Vs. Prohibition :: essays research papers

Decriminalization vs. Prohibition The idea of Drug Prohibition made sense: lower the availability of drugs by the use of law enforcement. Unfortunately, Drug Prohibition means heavy costs while proving to be ineffective and counterproductive. I was thirteen when I saw drugs for the first time. I was with some of my friends that live down the road from me. They asked me if I wanted to get high with them. At the time, I didn't know what getting high meant, so I asked them. One of them pulled ut a long slender object, similar to a cigarette, but twisted on either end. They told me it was something special. I was still bewildered. They said "It's pot, you know, marijuana?" Immediately I said no. I had seen several anti-dug commercials, all with the same motto, "Just Say No". I felt so good about myself. I had done the right thing. I said no to my friends, which is a very hard decision to make at that age. I was not going to be one of those sad cases, where my life is wasted away. I was not going to be a crazed addict, who would stop at nothing to get a hit. I was not going to be dodging the law my whole life. I was going to be everything I wanted to be, and drugs were definitely not going to get in the way. I promised myself I would not end up like Jimi Hendrix, or Janis Joplin, both found dead after overdoses, because I had the power to say no. I had read stories and seen news flashes about the side effects of some drugs. I had read newspaper articles about people in Rome, which is just a few minutes away, dying of heroin overdoses. I had seen people on TV that were alive, but were not conscious of their surroundings, because of drug use. Their lives were basically over. I had listened to speakers preach that drugs were one of the Devil's tools. There was no way I would even consider ever trying them, because once a person starts, they can't stop. It was a few years later that I heard the other side of the story. I learned that not only were we losing the war on drugs, but that the war had been corrupted. The government was wasting money on something without a cause, or hope. It wasn't long after that when I tried marijuana for the first time. I remember it well. I was with my sister, who was the only person that I couldn't

Manufacturing Management

In simple terms, cash flow is how money moves into and out of your business or how the cycle of cash flows in and flows out of your business thereby helping to determine the solvency of your business (How, 2007). Cost flow in a manufacturing firm involves the expense of the direct materials the manufacturer will be needing for business, the cost of direct labor that will need to be paid for as part of the cash flow process along with the manufacturing overhead that needs to come out of the cash flow. Whereas the cash flow in a service firm would not as much involve physical materials in general but the cost of training, marketing, advertising, travel in addition to the expense involved in whatever particular service that firm specializes in. In general, in the operations of a manufacturing firm most of the work would be handled in a central location, namely if it is one firm, in that particular manufacturing firm’s location. Travel can be a necessity for the management in some manufacturing firms. Employees and especially management of a service firm would be less â€Å"centrally located† in that service firm employees generally travel to the places and customers which need their services. With manufacturing firms you may have a few individuals who travel to introduce their product but overall the energy and expense would be â€Å"product-related.† Service firms generally do not spend as much time, energy or development or industrial design as most of their time spent in research, development and advertising their particular services. The majority of their time and energy would be service-related and changes more from user to user than would a manufacturer who generally supplies to places that need the products they already manufacture. One would have more blue-collar employees within a manufacturing firm while more white-collar employees would be in the labor force of a service firm due to the different training, education and skills needed for the two different types of firms. Vertical analysis would be â€Å"dividing each expense item in the income statement of a given year by net sales to identify expense items that rise more quickly or more slowly than a change in sales (Vertical, 2007). In using the vertical analysis, an analyst would be able to give management the information results gained by comparing the percentage mark-up of asset items along with how they have been financed. In addition, an analyst would be able to observe the trend of the increase in the assets and liabilities over the years (Vertical 2007). The statements that would be used for the vertical analysis would come from comparing the financial statements of firms that vary in size. Using a balance sheet, the assets, liabilities and the assets would be expressed as 100% whereas each item in the various categories would be expressed as a percentage of the respective totals. In using the common size income statement all the items in the income statement would be expressed as a percentage of the sales while sales is expressed as 100%. Horizontal analysis would be â€Å"the process of dividing each expense item of a given year by the same expense item in the base year. This process allows assessment of changes in the relative importance of expense items over time and the behavior of expense items as sales change† (Vertical, 2007). The most important information the horizontal analysis provides management would be trend. Over several years the direction, speed and extent of the trend can be seen by the information provided by the horizontal analysis. The statement one would use to do the horizontal analysis would be setting consecutive balance sheets, income statement or statement of cash flow side-by-side and reviewing any changes in the various categories on a yearly or multiyear basis (Vertical, 2007). References (2007). â€Å"vertical analysis.† Retrieved April 12, 2007, from The Free Dictionary Web site: http://financial-dictionary.thefreedictionary.com/Vertical+analysis (2007). Vertical and Horizontal Analysis Technique. Retrieved April 13, 2007, from Financial Analysis Revisited Web site: http://cbdd.wsu.edu/kewlcontent/cdoutput/TR505r/page37.htm (2007). How to better manage your cash flow. Retrieved April 12, 2007, from Entrepreneur.com Web site: http://www.entrepreur.com/money/moneymanagement/managingcashflow/article66008.h

Multicultural Competence FHSP Perspectives Essays

Multicultural Competence FHSP Perspectives Essays Multicultural Competence FHSP Perspectives Essay Multicultural Competence FHSP Perspectives Essay The study was conducted with the aim of the authors to explore various definitions of multicultural competence. This qualitative research involved a number of 99 frontline human service providers. However, the frontline human service providers had no background neither formal training regarding counselling but they played a great role when it comes to assisting or helping role. From the study, definitions of seven thematic were identified which are: client focused, resource driven. Color blindness, skills-based, self-integrated, textbook consistent, and admitting cultural difference. Besides other important area of focus during the study were the implications associated with the multicultural competence. Due the disparities in health sector of the year 2001, the United States general from the surgeons brought in light some of the serious matters concerned with multicultural competence as well as the its relation to the human service systems and the stakeholder s involved in providing these services, who are; counselors, mental health counselors, social workers, and psychologists. Thus, leading to a qualitative research to be conducted to determine the multicultural training competence of Frontline Human Service Providers (FSL). The sample population for this study were 99 participants involved in human service providing. The study was conducted in Midwestern city and it was sponsored by the county health all along with the human service department. The first sample of data were collected in the fall of the 2001 from only 34 participants in a workshop. Later in the fall of the year 2002 the remaining 65 participants data were also gathered. Most of those who participated in these study were women whose population was recorded the highest with 75 against 24 men only. A majority of the individuals were in the age bracket of 21 years to 65 years (Mean = 37, Standard Deviation= 12). Other statistics that were captured from the studies are 87% were European America, 7% were African American, Asian were indexed at only 2%, Latino came at 1%, multiracial and others were both at 15. From the same figures forty-one participants were identified to have attained a bachelors degree while 35 were already through or worki ng towards having their masters degree. Another 8 had gone to a 4-year college course work; 7 had high school diploma or a general equivalence diploma while 5 had fully gone through some community college. Finally only 2 were in the process or were through with their doctorate studies. Only participant did not disclose educational background. It was also indicated from the studies that quite a vast number of 80% had work experience in non-profit organizations, where they reported to have worked in various social sites such as family outreach, parental planning, community program dictatorship, wraparound, substance counseling, and other services in education. The study explained the bridge in the multicultural counseling competence associated with the multicultural proficiency of Frontline Human Service Providers (FHSL). Out of the initially mentioned seven themes (client focused, resource driven, color blindness, skills-based, self-integrated, textbook consistent, and admitting cultural difference), only color blindness was not demonstrated in the multicultural competence. This article was very important since the since one can learn that the demographics of Americans have changed during the beginning of 21stcentury. Larger numbers of multicultural and diverse populations are evident. Clinical mental health and school counselors are more than ever called to serve many populations who differ in values, life experiences, and worldviews. This paper provides general suggestions for counselor educators designing an introductory masters levels course to foster the development of culturally and socially intentional and competent counselors for the 21stcentury. This article was written by ten authors committed to training ethical counselors who recognize diversity and embrace a cross-cultural approach in support of the worth, dignity, potential, and uniqueness of people within their social and cultural contexts. The nature of this course content is by definition an integral component of an individuals identity and self-perception, much more than other course content in the counselor education curriculum, such as assessment or psychopathy. As a result, even among highly accomplished senior faculty whose chosen specialty is multiculturalism and diversity issues, there are varying perspectives and values about what is most important in teaching a multicultural course. The authors present diverse levels of experience and expe rtise. Organizations with more robust diversity climates changes in effort that reflect a long-term orientation and commitment to infusing the organizations cultural with a multicultural perspective. This includes reflecting diversity in outreach efforts (both staff and clients). Staff accountability, resource allocation, and planning (Cox, 2001; Hyde, 2003, 2004; Inglehart, 2000; Norton Fox, 1997). While long-range orientations toward building a diversity climate tend to yield the most robust and lasting results, more frequently organizations engage trainings and developing nondiscriminatory policies tend to result in only weak to moderate changes in organizational culture. Similar to other organizational change or development strategies, diversity initiatives seem to most sensitive to sabotage by a lack of leadership, high workload demand, staff resistance, and a failure to engage the community. Reference Leon D. Caldwell, Dolores D. Tarver, Derek K. Iwamoto,Sarah E. Herzberg, Patricia Cerda- Lizarraga, and Tabethah Mack (2008). Definitions of Multicultural Competence: Frontline Human Service Providers Perspective. p 1 ; 11 Kottler, J. A., ; Englar-Carlson, M. (2010). Learning group leadership: An experiential approach. Los Angeles: Sage Publications. p 468 Lightburn, A., ; Sessions, P. (2006). Handbook of community-based clinical practice. Oxford: Oxford University Press. p 13

Impressionism essays

Impressionism essays In the late nineteenth century, a group of painters, who were considered radical, broke many of the rules of picture making set by earlier generations. Monet, Renoir, Sisley, and Pissaro worked in close contact with one another in France between 1965 and 1890. They all painted in a style that French art critic, Louis Leroy, called Impressionism. Impressionism was based on light and the subject that was being painted or drawn. Instead of creating smoothly blended somber colors, the standards for French painting, the Impressionist placed separate touches of vibrantly contrasting colors directly onto the canvas without prior mixing on the palette. If you look closely at a small section of an Impressionist painting, you will see many individual brush strokes of varying colors, placed side by side with no blending a jumble of color daubs. But when you move farther away, your eyes mix the colors to produce a recognizable subject with shimmering effects of light. The artist attempted to paint what the eye actually sees, rather than what the brain interprets from visual cues. For example, if you look at a house in the distance and you know intellectually that the house is painted a uniform color of yellow, you might see all one shade of yellow, because your brain tells you that is correct. However, your eyes register many variations of yellow, depending on how light strikes the house and the shadow it creates. This is what the Impressionists were after the true visual impression, not the version that is filtered through the knowing brain. The liveliness and spontaneity of their brushstrokes appeared unfinished to many viewers including the critic Leroy. The term Impressionism struck Leroy as an appropriate description of the loose, inexact manner of painting of Monet and several other painters. He argued that as soon as these artists had suggested an impression of a subject by means of ...

Compensation Research Paper Example | Topics and Well Written Essays - 250 words

Compensation - Research Paper Example This is about making the employees feel that they are precious to the company and the years that they have spent serving the company are valued. The main intention of laying out a compensation plan is to make the employees feel appreciated and esteemed, and my plan definitely achieves the aim. This is a form of indirect compensation. There are many intrinsic and extrinsic factors that motivate the employee to show improved performance and productivity. Intrinsic factors include considering each employee individually and sharing a good communicative platform with him. Such an employee is easily satisfied with job outcomes and this is enough for his motivation. Some employees need external motivation in the form of rewards and compensations. Flexible scheduling strategies are very effective in employee motivation and include job sharing, compressed work sheets, part-time hours, and flexible deadlines. When employees feel that the work schedule is flexible and they can choose their star ting and ending hours, they stay stress-free and this boosts their morale.

Acid Ratios Essay Example | Topics and Well Written Essays - 1000 words

Acid Ratios - Essay Example The current ratio uses total current assets and total current liabilities. Total current assets are divided by total current liabilities to give the current ratio. Meanwhile, acid test ratio is found by the use of total current assets, total current liabilities, and inventory. The equation for the quick ratio is inventory taken away from total current assets and divided by total current liabilities. 1. In order to work out the current ratio for Thingamajigs and Things, we first need to find out the components of the equation so we can calculate the current ratio. Thingamajigs and Things’ total current assets are worth $45,000, and their total current liabilities are $9,000. If we divide the total current assets by the total current liabilities then we get a ratio of exactly 5 (Lane, 2011). In looking at WannaBees, we can see that they have total current assets of $150,000 and total current liabilities of $85,000. Once we conduct the calculation for the current ratio, we get a figure of 1.76 (Lane, 2011). In determining what these numbers mean, we first have to judge what figure is an acceptable figure to have. The current ratio should not go below 1 or else the company should be concerned (Kennon, 2011). In general, a high current ratio shows that the business has sufficient amounts of cash on hand and cannot be considered a financial risk. In this case, Thingamajigs and Things has a much higher current ratio than WannaBees. If both of these companies were applying for a bank loan, Thingamajigs and Things would be more likely to receive it. 2. Thingamajigs and Things’ total current assets are $45,000, its total current liabilities are $9,000, and its inventory is worth $30,000. If we conduct an acid test ratio, we come up with a figure of 1.67 (Lane, 2011). On the other hand, WannaBees has total current assets of $150,000, total current liabilities of $85,000, and an