Explain How to Support Others free essay sample

3.1. Explain how to support others to understand the need for secure handling of informationTo support others to understand the need for secure handling of information you must take them through their initial shadowing days and training ensuring that they complete everything. You must show individuals where the policies and procedures for handling information are kept, make sure that they understand the information and can apply it in practise. This should be done during a persons initial shadowing, you can also help them by showing the parts of the policies and procedures that are actually relevant to them and by providing practical examples for them to understand better. You also need to make sure that others know the procedure for reporting incidents where there has been a breach in information security or confidentiality. The best way to show others is to lead by example by never breaching confidentiality, never use care records inappropriately or abusing the use of any secure computer systems. We will write a custom essay sample on Explain How to Support Others or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 3.2. Explain how to support others to understand and contribute to recordsTo support others to contribute and understand care records in their shadowing days you must firstly show them the different types of care records that we use, where they are stored and how to share it appropriately. These could include individual’s care plans, daily note, bowel charts, food and fluid charts. You need to then make it clear to them which of these records they are expected to maintain and how. You must show good, clearly legible, accurate and up to date records to individuals to learn from. I would then myself write my own in front of them and encourage them to ask me any questions while I’m doing it, then when I feel they have a good understanding of how to contribute to care records well I will supervise them while I get them to write the information down, as I would have been there to witness what they had done in order to contribute to records. Hopefully then an individual will have the ability to keep recording accurate information in the appropriate way, share the correct and relevant information about any changes to an individual’s personal condition or care needs. You have to keep reminding people even when they are fully trained to keep up to date wit h secure record keeping.

Controlling Case Study Essays

Controlling Case Study Essays Controlling Case Study Essay Controlling Case Study Essay Abstract This paper surveies direction control design of supplier relationships in fabrication. a supply concatenation stage presently under-explored. Compared to supplier dealingss during procurance and R A ; D. which research found to be governed by a combination of formal and informal controls. provider dealingss in fabrication are more formal. so that they could be governed by more formal and less informal controls. To polish the direction control system and act uponing eventualities. we propose a theoretical model specifically adapted for the fabrication phase. This model is investigated by an in deepness instance survey of the provider direction control of a Volvo Cars production installation. We identify three types of providers visualising the associations in the model and exemplifying the framework’s explicative power in ( automotive ) fabrication. Furthermore. the instance contradicts that provider dealingss in the fabrication stage are governed by small informal control. because the car manufacturer extremely values the function of trust edifice and societal force per unit area. Most notably. a structured provider squad maps as a kin and establishes informal control among take parting providers. which strengthens the automaker’s control on dyadic provider dealingss. Keywords: Management control ; Supplier relationships ; Manufacturing ; Contingency theory ; Case research ; Automotive 2 1. Introduction In the current economic environment. characterised by globalization and enhanced degrees of competition. companies require an effectual supply concatenation with inter-organizational relationships ( IORs ) to endeavor for sustainable competitory advantage. Not surprisingly. surveies show that IORs have a high possible impact on organisation public presentation ( e. g. Anderson A ; Dekker. 2005 ) . Literature. nevertheless. besides argues that many IORs do non supply the expected benefits and are frequently terminated because of pull offing troubles ( Ireland. Hitt A ; Vaidynanath. 2002 ) . Academicians frequently propose that deficiency of coordination and timeserving behavior of spouses are the two chief grounds for the comparatively high relationship failure rate ( e. g. Dekker. 2004 ) . Hence. direction control systems ( MCSs ) are argued to play a critical function in forestalling such failure. by set uping administration mechanisms to command the relationship ( Ireland et al. . 2002 ) . The cardinal end of MCSs is to act upon determination devising in achieving strategic aims ( Nixon A ; Burns. 2005 ) . In an inter-organizational scene. this implies making bilateral inducements to prosecute common ends. Already in the ninetiess. bookmans started naming for more attending for this subject ( e. g. Hopwood. 1996 ; Otley. 1994 ) . and have non stopped since ( e. g. new wave der Meer-Kooistra A ; Vosselman. 2006 ) . Consequently. inter-organisational MCSs have been studied from several angles. including outsourcing ( e. g. Anderson. Glenn A ; Sedatole. 2000 ) . inter-organizational cost direction ( e. g. Cooper A ; Slagmulder. 2004 ) . partnerships ( e. g. Seal. Berry. Cullen. Dunlop A ; Ahmed. 1999 ) . strategic confederations ( e. g. Dekker 2004 ) . webs ( e. g. Kajuter A ; Kulmala. 2005 ) and joint ventures ( e. g. Kamminga A ; van der MeerKooistra. 2007 ) . Yet. the chief accent was put on relational coaction during the first phases of the supply concatenation. viz. procurance. which involves the make-or-buy determination. spouse choice and contract design. and R A ; D. Although this historical focal point is surely justified. direction control in a ulterior stage of the supply concatenation. viz. fabricating. remains comparatively under-explored ( Cooper A ; Slagmulder. 2004 ; Langfield-Smith A ; Smith. 2003 ) . However. purchased merchandises and services for fabricating history for more than 60 % of the mean company’s sum costs ( Degraeve A ; Roodhooft. 2001 ) and are capable to uninterrupted betterment with providers. besides necessitating equal direction control. Therefore. this survey illustrates how makers design the MCS of provider dealingss in the fabrication stage of the supply concatenation. which we refer to as manufacturer-supplier relationships ( MSRs ) . In other words. we abstract from 3 procurance and R A ; D influences. 1 Nevertheless. direction control research on old supply concatenation phases. offers a first theoretical penetration into how a MCS for MSRs could look like. In peculiar. anterior empirical research on IORs such as R A ; D coaction ( Cooper A ; Slagmulder. 2004 ) . strategic confederations ( Dekker 2004 ) and joint ventures ( Kamminga A ; van der Meer-Kooistra. 2007 ) found MCSs that combine both formal controls. like result controls. and more informal controls. such as trust edifice. Besides the executing of service outsourcing undertakings. like industrial care ( van der Meer-Kooistra A ; Vosselman. 2000 ) . IT ( Langfield-Smith A ; Smith. 2003 ) and accounting ( Nicholson. Jones A ; Espenlaub. 2006 ) is governed by a combined MCS. So if we assume these findings to keep for other IOR types ( external cogency ) and neglect possible characteristic differences. MSRs could be expected to be governed by a combination of formal and informal control every bit good. Yet. by taking into history differences between MSRs and other types of IORs. the MCS design could be different. In that regard. we argue that fabrication is more formal than procurance and R A ; D. Indications for that statement and its effects for direction control can be found in the direction control model of Das A ; Teng ( 2001 ) . Based on the variables in their framework2. undertaking programmability and outcome quantifiability. it should be clear that for fabricating both variable degrees are high. or at least higher than in the instance of procurance and R A ; D. Consequently. the model indicates that formal controls are suited mechanisms to regulate MSRs. This statement is strengthened by the type of cognition use in MSRs. for which organisation literature provides a clear differentiation between cognition geographic expedition and cognition development. On the one manus. it is argued that the first supply concatenation stages. think of procurance and R A ; D. purpose at cognition geographic expedition. while the ulterior phases. like fabrication. chiefly 1 Obviously. procurance and R A ; D do impact the fabrication stage. Yet. as our purpose is polishing supplier MCS design in the fabrication stage. we intentionally exclude these influences. In footings of research methodological analysis. this abstraction is put into operation by analyzing a MSR between a maker installation and provider installation merely covering with fabrication. while procurance and R A ; D are handled by their several female parent companies ( cf portion three of this paper research methodology ) . 2 Although this model was originally developed by Ouchi ( 1979 ) for usage in MCS design within organisations. Das A ; Teng ( 2001 ) further adapted it for usage in IORs. Task programmability refers to the grade to which directors understand the transmutation procedure in which appropriate behavior is to take topographic point. Outcome quantifiability refers to the ability to mensurate result exactly and objectively. When outcome quantifiability is high/low and task programmability is low/high. formal outcome/behaviour control should be set up to regulate the relation. When both dimensions are low. informal control is preferred. but when both steps are high. both result and behaviour control are suited control mechanisms ( Das A ; Teng. 2001 ) . 4 purpose at cognition development. On the other manus. research shows that the geographic expedition of cognition is best governed by informal controls. while cognition development is most adequately controlled by formal controls ( Bijlsma-Frankema A ; Costa. 2005 ) . Thus. based on the features of high undertaking programmability. high result quantifiability and cognition development ends. MSRs could be expected to be governed by chiefly formal controls with small informal controls. In other words. the literature offers different direction control designs for MSRs sing the informal control degree. Therefore. this survey investigates how the MCS of MSRs is designed and how of import informal controls are in that design. in peculiar in IORs between an original equipment maker ( OEM ) and providers of outsourced fabrication activities in the trendsetting automotive industry ( cf Womack. Jones A ; Roos. 1990 ) . An car is a complex merchandise manufactured with 1000s of constituents. Consequently. besides this industry progressively outsourced non-core activities and started trusting on providers to make lower costs. To that terminal. a assortment of supply concatenation direction patterns has been implemented. such as thin supply and uninterrupted betterment. Yet. these induce the demand for appropriate direction control structures and bi-directional communicating to form and pull off the relation ( Carr A ; Ng. 1995 ; Scannell. Vickery A ; Droge. 2000 ) . In that regard. one peculiar car manufacturer. viz. Toyota. is known for partnering with providers. reassigning its expertness to assist providers and put ining softer signifiers of control including trust. To regulate the hunt for uninterrupted betterment in fabrication. Toyota established the Toyota Group by agencies of a provider association. an operations direction consulting division and voluntary little group larning squads ( Dyer A ; Nobeoka. 2000 ) . However. practician literature ( e. g. Automotive News/Automotive News Europe ) describes several other car manufacturers regulating this hunt by to a great extent formalized provider dealingss. Contrary to cooperation during procurance and R A ; D. fabrication is argued to go much more demanding towards providers. Car manufacturers progressively transfer fabricating hazard and supply duty to first-tier providers. which consequences in providers presenting to really tight just-in-time and in-sequence agendas ( Alford. Sackett A ; Nelder. 2000 ) . As a consequence. OEMs install formal controls and provider betterment techniques. which alert providers to the importance of bettering supply public presentation at lower costs. Hence. besides automotive pattern shows grounds of high and low degrees of informal control. Therefore. this survey specifically investigates how the MCS of automotive MSRs is designed. Yet. besides exemplifying MCS design. this paper contributes to explicating MCS design of automotive 5 MSRs. To our cognition. small inter-organizational direction control research specifically investigated eventuality theory’s explicative power in fabrication. Naturally. several documents study influences on MCS design in production environments. like the impact of fabricating flexibleness ( Abernethy A ; Lillis. 1995 ) . customization and related mutuality ( Bouwens A ; Abernethy. 2000 ) . net income Centre scheme ( Lillis. 2002 ) . production scheme. production engineering and organisation ( van Veen-Dirks. 2006 ) . However. these surveies investigate features explicating MCS design in one administration. while our survey focuses on inter-organizational dealingss. To that terminal. we propose a refined theoretical eventuality model based on recent inter-organizational direction control theory. but specifically adapted for the fabrication phase. This model proposes several eventualities finding the degree of hazard. which is governed by different degrees of direction control techniques. In order to exemplify the cogency of the model in pattern and reply how and why car manufacturers design their MCS. we perform an in deepness instance survey of the dealingss between a installation ( VCG ) of the international OEM Volvo Cars and a choice of its first-tier provider installations. The instance survey provides considerable grounds of three supplier types. viz. batch. low value-added just-in-sequence and high value-added just-in-sequence providers. visualising the associations in the model between eventualities. hazards and direction controls. These controls include both formal and informal techniques. of which trust edifice and societal force per unit area are extremely valued. Most notably. VCG’s structured supplier squad maps as a kin and establishes informal control among take parting providers. which strengthens control on the OEM’s dyadic provider dealingss. As our model draws on instance findings from other less formal IORs. it seems that our instance findings offer more grounds of their external cogency. That manner. the findings contradict that informal controls play a minor function in automotive MSRs. In peculiar. VCG’s MCS. uniting both formal and informal controls. is argued to be designed specifically to better supply public presentation. The balance of this paper is organized as follows. In the 2nd portion. we develop the theoretical eventuality model. The 3rd portion describes the instance research methodological analysis. The 4th portion is the existent instance survey. which presents VCG. describes three supplier types by agencies of eventuality degrees and clarifies how VCG designed the MCS regulating them. In the 5th portion. we discuss our findings by comparing VCG’s direction control with old findings and lucubrating on the significance of VCG’s provider squad. We conclude the paper with a sum-up of the chief findings and some avenues for farther research. 6 2. Theoretical model In this portion. we develop a theoretical eventuality model for MCS design of MSRs. which can be found in figure I. gt ; Contingency theory originated with the purpose of explicating the construction of organisations by peculiar fortunes. Subsequently. direction accounting research workers adopted and further developed the theory in order to explicate the form of MCSs in organisations ( e. g. Chenhall. 2003 ; Luft A ; Shields. 2003 ) . Therefore. eventuality theory suits this survey. sing MCS design of MSRs and its explicative variables. The cardinal construct of the model is the degree of hazard a certain MSR runs. Inter-organizational direction control theory proposes two types of hazard. which consequence from five different situational ancestors. qualifying the MSR. Although we clarify both hazard types individually. we stress the integrative reading of all eventualities jointly finding both degrees of hazard. Subsequently. this hazard is governed by different direction control instruments. either with a big or a little function for informal control. 3 2. 1. Performance hazard The first hazard type is public presentation hazard. defined as the chance of non accomplishing the MSR aims. despite satisfactory cooperation ( Das A ; Teng. 2001 ) . This type of hazard is besides referred to as coordination requirements ( Dekker. 2004 ; Gulati A ; Singh. 1998 ) or the command of events ( Tomkins. 2001 ) . As the MSR nonsubjective concerns fabricating as many merchandises of the order book as possible. on clip. with good quality at the lowest possible cost. public presentation hazard is the hazard of a supply concatenation break upseting the realization of this end. Three eventualities related to engineering addition this hazard. viz. complexness. undertaking uncertainness and undertaking mutuality ( Chenhall. 2003 ) . Yet as complexness and undertaking uncertainness are extremely related ( Chenhall. 2003 ) . the model does non include complexness individually ( cf Dekker. 2004 ) . 3 Harmonizing to van Veen-Dirks ( 2006 ) . all situational features and MCS features are determined jointly alternatively of consecutive. Besides Kamminga A ; van der Meer-Kooistra ( 2007 ) propose that the influence of eventualities is non determined by each ancestor as such. but by their interaction. In add-on. they suggest analyzing control as an integrative construct. in which all control dimensions are incorporated. Consequently. we do non suggest one-on-one associations between one specific eventuality. one specific type of hazard and one specific type of control. suggested to accommodate that hazard type. Alternatively. our theoretical account at the same time surveies the associations between situational eventualities. hazards and direction control techniques. as put frontward by the three boxes of figure I. The boxes of eventualities and hazards are put together to emphasize their mutuality and joint impact on direction control. 7 Task uncertainness relates to variableness in transmutation undertakings and the available cognition of methods for executing those undertakings ( Chenhall. 2003 ) . This situational characteristic determines the quantifiability trouble of end product and activities ( Kamminga A ; van der Meer-Kooistra. 2007 ; van der MeerKooistra A ; Vosselman. 2000 ) . which increases with increasing degrees of complexness of both the delivered merchandise and its operational procedures ( Woodward. 1965 ) . The first complexness is related to the added value of the merchandise and bit by bit increases depending on whether the provider delivers a standard constituent or an of import customized faculty ( Cooper A ; Slagmulder. 2004 ) . The 2nd complexness regards the added value of the production procedure and reflects the complexness of the supplier’s fabrication processes needed to efficaciously bring forth and present merchandises as required. Task mutuality refers to the grade to which subactivities of the value creative activity procedure have been split up and made dependant on each other ( Dekker. 2004 ) . In MSRs. this mutuality is consecutive ( Thompson. 1967 ) 4. because the relation involves reassigning the supplier’s end product to the manufacturer’s input procedure. The degree of consecutive mutuality is impacted by the dependance degree of the manufacturer’s operational public presentation on the supply quality ( timeliness and merchandise quality ) . Furthermore. the mutuality degree of a specific MSR is influenced by the production flexibleness required from both parties and the manufacturer’s deficiency of precise cognition to execute activities antecedently done in-house. 2. 2. Relational hazard The 2nd type of hazard is relational hazard. connoting the chance of non holding satisfactory cooperation because of timeserving behavior of the provider. exemplified in fiddling. rip offing. falsifying information and appropriating resources ( Das and Teng. 2001 ) . This type of hazard is besides referred to as appropriation concerns ( Dekker. 2004 ; Gulati A ; Singh. 1998 ) or the coevals of trust ( Tomkins. 2001 ) . Transaction cost economic sciences ( TCE ) theory5 proposes three eventualities that influence relational hazard and later find appropriate control: plus specificity. environmental uncertainness and dealing frequence ( Williamson. 1979 ) . Yet. as the maker possesses no specific assets related to a certain provider. at 4 Thompson ( 1967 ) identifies three degrees of undertaking mutuality from low to high. which influence the degree of inter-organisational coordination and communicating: pooled. consecutive and mutual mutuality. 5 TCE argues that parties are merely boundedly rational and act opportunistically. Therefore. the entire cost of outsourcing is the amount of both the supplied constituent costs and the dealing costs. including costs for dialogue. pulling up contracts. coordination. control and hazard of timeserving behavior ( van der Meer-Kooistra A ; Vosselman. 2000 ) . 8 least non in the fabrication stage of the supply concatenation. there is no lock-in to supplier timeserving behavior. 6 Hence. unlike uncertainness and dealing frequence. plus specificity does non act upon supplier timeserving behavior in MSRs and is non included in our theoretical model. Consistent with being a cardinal eventuality research construct. environmental uncertainness besides forms a powerful feature of MSRs ( Chenhall. 2003 ) . In peculiar. this eventuality relates to general market uncertainnesss and uncertainness about unknown hereafter eventualities ( Kamminga A ; van der Meer-Kooistra. 2007 ; Langfield-Smith A ; Smith. 2003 ; van der Meer-Kooistra A ; Vosselman. 2000 ) . Because maker and provider interact under these uncertainnesss. both parties face alterations over clip. which require elaborate contracts ( Dekker. 2004 ) . However. uncomplete contract theory argues that there exist restrictions in pulling up complete contracts. because all future eventualities can non be foreseen. are excessively expensive to anticipate or are excessively expensive or impossible to contract upon ( Gietzmann. 1996 ) . Consequently. the combination of uncertainness and uncomplete contracts leads to possible timeserving behavior of the provider. Harmonizing to TCE. more frequent interactions lower the possibility of timeserving behavior ( Williamson. 1979 ) . So. to continue a positive relation between eventualities and relational hazard. we could use rarity as eventuality variable ( e. g. Anderson A ; Dekker. 2005 ) . Yet. as we study MSRs with no connexion to commercial dialogues finding the contract term. we include the antecedent relational stableness purpose. This eventuality relates to the manufacturer’s purpose of continued future interactions with the provider and serves to construct bilateral committedness ( Cooper A ; Slagmulder. 2004 ) . We argue that MSRs. in which relational stableness is considered necessary and therefore aspired by the maker. are capable to higher relational hazard. For illustration. if supplier shift costs are high due to high mutuality. high committedness from the maker could motivate the provider to accept lower quality or bringing public presentation. Besides including a dealing environment feature and a dealing characteristic. we besides incorporate a dealing party characteristic ( Langfield-Smith A ; Smith. 2003 ; van der Meer-Kooistra A ; Vosselman. 2000 ) . In peculiar. we include supplier cognition importance. which encompasses the grade of importance for the maker to cognize the provider and to be able to measure features. such as direction competency. trustiness and willingness to portion proprietary cognition. Normally. this sort of appraisal is done by agencies of first-hand or second-hand experience. Hence. we argue that when the 6 Obviously. providers do hold specific assets in topographic point. rendering them vulnerable to timeserving behavior from the portion of the maker. However. this survey and the developed theoretical model merely concentrate on provider timeserving behavior. 9 importance of provider cognition rises. the hazard for insufficient or erroneous appraisal and subsequent provider timeserving behavior additions. 2. 3. Management control system Although MCSs have been conceptualised and categorised in assorted ways. the current direction control literature has reached a consensus on two types of direction controls. viz. formal and informal control instruments ( Langfield-Smith A ; Smith. 2003 ) . Obviously. analyzing the use of informal controls compared to formal controls requires both control types to be included in the theoretical model. Formal controls are explicitly set up to organize the MSR and include outcome controls and behavior controls. Outcome control involves the measuring and rating of the results of operations against pre-defined results or marks. by utilizing several public presentation measuring techniques ( Ouchi. 1979 ; Dekker. 2004 ) . The most of import result prosodies for MSRs are per centum of defects. quality of delivered goods and on clip bringing of goods ( Gunasekaran. Patel A ; McGaughey. 2004 ) . Behavioural control concerns the specification and existent surveillance of behavior. by agencies of regulations and criterion processs ( Ouchi. 1979 ) . Additionally. behaviour control includes measuring conformity with pre-specified planning. processs. regulations and ordinances ( Dekker. 2004 ) . Informal controls ( besides called societal controls ) are non explicitly designed. but are grown out of shared norms and values. shaped by frequent interaction. meetings and direction attitude ( Ouchi. 1979 ; Merchant. 1998 ) . Particularly trust building7 has emerged as a really of import informal control instrument in inter-organizational MCSs ( e. g. Dekker. 2004 ) . While formal controls cut down the hazard by changing the inducements for underperformance and timeserving behavior. trust mitigates hazard by minimising the fright of underperformance and timeserving behavior to happen ( Das and Teng 2001 ) . Therefore. we include three types of inter-organizational trust edifice. viz. constructing contractual trust. competency trust and good will trust ( Sako. 1992 ) . 8 Contractual trust consequences from old contractual dealingss or grows during the MSR 7 Rousseau. Sitkin. Burt A ; Camerer ( 1998. p. 394 ) . Define trust as a psychological province consisting the purpose to accept exposure. based upon positive outlooks of the purposes or behavior of another . Harmonizing to them trust is non a behavior ( cooperation ) . or a pick ( e. g. taking a hazard ) . but an implicit in psychological status that can do or ensue from such actions ( Rousseau et al. . 1998. p. 395 ; italics added ) . As such. trust in itself can non be a control instrument in the MCS of MSRs. Alternatively. the control techniques are the actions the maker performs to make and construct trust in the provider. 8 Contractual trust is based on the outlook that the provider will maintain promises and comply with understandings made. whether these10 ( Sako. 1992 ) . Competence trust is increased by old good public presentation. i. e. good quality and bringing consequences. Furthermore. competency trust consequences from purchasing activities from reputable providers or reassigning competencies to the provider. Additionally. merchandise and/or procedure enfranchisement and procedure standardization enhance competency trust ( Sako. 1992 ) . To develop goodwill trust. Sako ( 1992 ) identifies shared values and norms as necessary. but deficient. as dealing parties besides need to demo the willingness to be indebted to each other. Gulati ( 1995 ) stresses making and turning an inter-organizational bond of friendly relationship to trip goodwill trust ( Gulati. 1995 ) . Other possible good will trust instigators are synergistic end puting. trustworthiness repute and a long term relationship ( Dekker. 2004 ) . Following to these specific trust edifice mechanisms. the literature besides proposes an of import overall trust edifice technique. viz. close interaction. based on common involvements and established by agencies of joint determination devising and joint job work outing via a joint relationship board and/or joint undertaking groups ( Das A ; Teng. 2001 ; Dekker. 2004 ) . 9 Besides trust edifice. MSRs can be governed by another type of informal control. which Ouchi ( 1979 ) refers to as kin control. Based on shared norms. values and a common inter-organizational end. supplier behavior in the involvement of the MSR will be reinforced. because providers are motivated to accomplish the end ( Das A ; Teng. 2001 ) . This incentive consequences from inter-organisational societal force per unit area ( Spekle. 2001 ) exerted by the maker. which we believe is societal control in its actual significance. Because of high mutuality between maker and provider. below standard consequences of the provider straight impact the manufacturer’s public presentation. Consequently. provider direction is unpleasantly confronted with maker direction and faces personal humiliation because of the mistake. Additionally. provider direction runs the hazard of their repute and personal relationship with interacting maker direction acquiring injured. Besides Dyer A ; Singh ( 1998 ) reference repute and personal dealingss as societal control mechanisms. besides norms and trust. By moving as negatively valued societal countenances ( Bijlsma- are contractually stipulated or non. Competence trust concerns the outlook that the provider possesses the necessary proficient and managerial competencies to present the order as agreed. Goodwill trust respects the outlook that the supplier portions an unfastened committedness. with the willingness to execute activities good to the MSR. but perchance neither in the supplier’s involvement nor required by the contract ( Sako. 1992 ) . 9 Other potency overall trust edifice techniques in a MSR are communicating via regular inter-organizational meetings ( Chalos A ; O’Connor. 2004 ; Das A ; Teng. 2001 ) . information sharing of job countries ( Chalos A ; O’Connor. 2004 ) . provider development activities ( Carr A ; Ng. 1995 ) . networking ( Das A ; Teng. 2001 ) . preparation ( Chalos A ; O’Connor. 2004 ) and the extent to which the employees of both parties understand the factors guaranting the collaboration’s hereafter success ( Chalos A ; O’Connor. 2004 ) . 11 Frankema A ; Costa. 2005 ) . these societal effects create inducements for satisfactory provider public presentation and render provider self-interest difficult to prolong ( Spekle. 2001 ) . If we assume operational snags to be day-today concern in MSRs. this societal force per unit area creates an informal agencies to extenuate hazard in MSRs. 3. Research methodological analysis 3. 1. Case study research The empirical portion of this paper is based on an in deepness instance survey. which is an probe of a existent life phenomenon. trusting on multiple beginnings of grounds and benefiting from anterior development of theoretical propositions ( Yin. 1994 ) . This research method suits our research that concerns polishing bing interorganizational direction control theory for the comparatively under-explored fabricating stage of the supply concatenation. 10 Harmonizing to Keating ( 1995 ) . such theory polish needs a clear theoretical get downing point. supplemented with openness to the find of unexpected findings. To equilibrate these theory fond regard and withdrawal demands. we developed a theoretical model to steer the informations aggregation. but at the same clip used informations aggregation techniques leting sufficient openness. Furthermore. several interorganizational direction control instance surveies ( e. g. Cooper A ; Slagmulder. 2004 ; Dekker. 2004 ; Kamminga A ; van der Meer-Kooistra. 2007 ; Nicholson et Al. . 2006 ) strengthen the statement that instances allow look intoing in item the construction and act uponing variables of IORs ( Sartorius A ; Kirsten. 2005 ) . These surveies show that theory polish of MCS design can be adequately investigated by agencies of qualitative research. The societal significance of inter-organizational MCSs. particularly sing the usage and reading of informal controls. and the subsequent behavior of companies and employees is really complex. So if we merely skim the surface. we will neer detect how different parties interpret certain IORs and whether the MCS is designed consequently. This statement non merely justifies the pick for a instance survey. but besides forms the ground 10 Our research corresponds to look intoing a complex phenomenon within its existent life context of which empirical grounds is instead limited. and replying how and why inquiries about this phenomenon. for which instance survey research is most suitable ( Eisenhardt. 1989 ; Yin. 1994 ) . Furthermore. Keating ( 1995 ) argues that instance surveies suit three ends and that our theory polish end represents the in-between land between theory find ( depicting novel phenomena ) and theory defense ( disconfirming good specified theories by conveying in negative grounds ) . More specifically. our instance research is of the theory illustration type. documenting previously thankless facets of direction accounting practice and placing aspects of the illustrated theory that require reformulation or more strict specification ( Keating. 1995. p. 71 ) . Indeed. the end of this survey is to exemplify how makers design supplier MCSs. to what extent this design differs from designs in other IORs and how

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Advertising targeting children - Essay Example The researchers implemented a two-level Bayesian hierarchical linear model. The research concluded that all three methods – incentives, pledges, and competitions – were successful in improving students to increasingly incorporate fruits and vegetables into their diet. Further analysis of these results demonstrated that younger children responded more actively to incentives and pledges than did older children. While I had difficulty understanding the specific way the quantitative data was used, for the most part I understood the article. I appreciated this article as it is concerned with a socially responsible cause. I also felt that these findings could greatly aid students throughout their lives. Even though many of the students in the study may go back to poor eating habits, the very act of them practicing these habits at this age will for sure contribute to their developing strong habits in the future. Dar et al. (2011) examined the role and functions of fast food advertising on children. Within this area of investigation the research indicates that the Canadian government became highly concerned with the childhood obesity epidemic. Because of these concerns there is growing policy measures proposed that would prohibit or restrict fast food advertising on children. Subsequently this research sought to identify the effect of this advertising on children. The research implemented a quantitative research design. Specifically the researchers examined statistical data on household expenditures on fast food in a Quebec town from 1982 to 1992. This statistical data was compared to data from a town where fast food advertising had been banned. The difference between these figures was then used to determine the impact of the advertising. More specifically a triple difference methodology was used to examine these statistical findings. The researchers indicate that a ban on fast food advertis ing

Human Computer Interaction Essay Example | Topics and Well Written Essays - 750 words - 1

Human Computer Interaction - Essay Example HCI has evolved as a concept that facilitates taking into consideration the different needs of the users. The users can effectively interact with the computer systems through a platform that is known to be HCI. However the importance of HCI is widespread and encompasses wide array of elements. The first improvement of the concept is that it helps to gain market share. In general context individuals always prefer to use only those items that have higher usability. For instance it can be supported by an example of Google, this search engine is world famous and has largest market share across the globe (Deustsch, 2013).The reason behind this is the search engine has higher efficiency and can be easily used by individuals. HCI is even important as it helps to improve productivity. For instance such an interaction helps employees working in a firm to perform better and faster. The Intranet facilities help in increasing the overall efficiency of employees (Pulz, 2013).The importance of HCI can also be witnessed in the form of lowering support costs. If a product cannot be used properly then enormous calls are made by customers to customer service department. However the higher usability rate due to HCI helps in reducing these forms of cost that is associated with support services. HCI even helps in reducing the development costs as it avoid such features that are complex and cannot be used easily by the users. Speech recognition is considered to be an effective tool for HCI or Human Computer Interaction. Speech recognition is one of the fields of computer science that is associated with designing such a structure which helps in recognizing words that are spoken. It is such an application that enables a computer to clearly identify those words that are spoken by a person either through a telephone or microphone (Brodkin, 2012).Speech recognition can also be classified as a process that converts acoustic signal coming from a telephone or microphone to a group of

Animal farm essay

Animal farm essay Animal Farm Essay Animal Farm by George Orwell is a compelling book that represents the Russian revolution. Although viewing through the eyes of animals may seem like a childish concept, George does well into making sure that the book carries out the message of revolution. I, t  believe that George showed that Animal Farm was influence of the Russian revolution by the naming of the naming of the three pigshe condition of the farm, and because of the storys plot. Many of the animals in Animal Farm show some sort of connection with the Russian revolution. Most animals either represent a group of people, or an in/famous person. As the story starts to evolve from the rebellion to the Battle for the Windmill, the reader notices how the animals start to change. When Mr. Jones gets expelled for the farm, 3 smart pigs take of the farm: Squealer, Snowball, and Napoleon. These three animals all represent dictators the had a part in the Russian revolution. The most significant part about the names given to the pigs is that they all symbolize the dictators perfectly. Napoleon was a tough, fierce looking boar but was not much of a talker. This would symbolize Vladimir Lenin., the man who took the place as dictator after Tsar Nikolas II stepped down. Squealers name was the identity of Joseph Stalin, the man who kept on stalling the people by giving quick, persuasive speeches on how Lenin was improving the country. Snowball is then given to Trotsky because like Snowball, Trotsky split up with Lenin. In Animal Farm, these three pigs basically reenact what took place during the Russian revolution: betrayal, propaganda, and communism. Perhaps the best device Orwell used here was how he portrayed the three dictators as pigs, which shows how the name and appearance of the characters in this book are significant and related to the revolution. A reason I believe Animal Farm is about the Russian Revolution, was the choice of naming for the pigs During the whole book, Animal Farm was in very poor condition. During the beginning, Manor farm was a horrid place to live: with little food and lots of work everyday, it portrayed what Russia looked like during the time of revolution. Only during the early stages of the revolution was the economy slightly better than once before. Each time that Orwell describes the farm, it is always in a different condition, one which usually matched the condition of Russia. When Napoleon was ruling, the farm was in great economic trouble: the animals were always hungry while the pigs and dogs had enough to eat. This shows that the economy did not actually improve the animals lives, but instead started to benefit the other, higher members of society which is exactly what the Russian revolution resulted in. The condition of the house was a symbol of Russias state which shows how Animal Farm is connected with the Russian revolution. The final way that Orwell connects both Animal Farm and the Russian revolution, was by the plot of the story. During the entire book, all of the events that took place had at least some little significance with the Russian revolution. When Napoleon oppressed the animals by killing them, it was portraying what was known as Bloody Sunday. At the beginning of the novel, when Old Major is giving the speech about rebellion, it was all inspired by the old man known as Karl Marx. Even the event in which Mollie leaves shows the connection between the two. The easiest event to determine the the two, was most likely the scene were Boxer is taking away. If you think back to the revolution and back to Boxers motto ( I will try harder), you can easily see the Boxer is representing Russias working class. Because Russias working class was so loyal to Napoleon, most of them ended up for worse then before, and even worse, is the fact that Napoleon tossed away these people as if they were tools. The e xact same can be said for the Russian revolution. Lenin abused his people and Orwell demonstrates it very clearly and profoundly. I believe that George showed that Animal Farm was influence of the Russian revolution by the naming of the naming of the three pigs, the condition of the farm, and because of the storys plot. By renaming and reassigning of few characters and events, George Orwell has described the revolution into a book that can is comprehensive to both little kids and young adults.

Native American Music Essay -- essays research papers

Native American music has many different musical styles. Within every Native American tribe there is a variety of musical styles and instruments. In response to the research that I have conducted, there are three main musical styles that are going to be my point of focus. The Sioux Grass Dance, the Zuni Lullaby, and the Iroquois Quiver Dance are the principal methods which contribute to Native American music.   Ã‚  Ã‚  Ã‚  Ã‚   The Sioux Grass Dance is considered to be the most popular style of Native American Music. As one dances to this music, they follow a pattern known as â€Å"toe-heel.† This consists of the individual placing the left foot in front of the right and repeating with the other foot. Each male dancer makes many personal variations of this dance resulting in a so...

Importance of Life

Lofe is imprtantBecause it is your one chance to do anything. You can use The meaning of life is to take care of our planet. To be hard working and serve God. To help out in fixing communities – that's what life is about; you should not live only for fun but help others enjoy life too. A humanist would say we each make our own meaning by the way we live. The meaning is whatever meaning/purpose you care to assign to it†¦ or none at all. If you have a religion, you could find meaning there; a particular philosophy, ditto. If you're a nihilist, you might conclude that there is no meaning at all.To understand the meaning of life we have to turn to the source, or creator. If you believe in such things, God. If he put us here, it was for a purpose. So He may be the only one able to provide us with the answer. Some people will acknowledge that everything we need to know about the purpose of life and about God himself is found in one book, the Bible. If you believe in the Bible, the meaning of life is in God's inspired words: â€Å"If anyone would come after me, he must deny himself and take up his cross daily and follow me.For whoever wants to save his life will lose it, but whoever loses his life for me will save it. † Luke 9:23. Ecclesiastes 12:13 â€Å"Fear God and obey His commandments for this is the whole duty of man. â€Å"The irony in life these days is that, in order to find it's meaning, you merely have to Google it. To tell you the truth, I don't think anyone knows the true meaning of life. People say that the only way to know the true meaning of life is to live a full life with many near death experiences, then God tells you an instant after you have died.If you have a complex enough mind, and when God wants us to know, he will tell someone after they die and let that person be revived to tell the rest of the human race. If that never happens then we will just have to live life with many questions and as best we can. That's what God wa nts us to do. That's one way to look at it. The meaning of life is to utilize our main driving force, curiosity, without which none of us would even exist. Discover and find out new things. Space travel, for example, will lead to great new discoveries – including life near and far from us.The meaning of life is that we exist, that we are products of a force called creation, and that we should all support and affiliate with that force in every one of it's manifestations. The difference between life and the inanimate is that life has consciousness. The Serenity Prayer: God, grant me the serenity to accept the things I cannot change, courage to change the things I can, and wisdom to know the difference. Any Christian should know the purpose of life is simple: to serve God. Any Christian who doesn't know this needs to build up their relationship with God; He'll show you all you need to know.You're born, you breed, you die. Therefore the only meaning is to keep the species alive, all the other stuff is just to make it interesting. No one really knows the answer to this. Philosophers and religionists have been debating it for thousands of years. Life's meaning is what it means to you! What do you value in your life? Everyone has there own meaning and there own perception of life. Britannica says it's the sequence of physical and mental you body and go to amazing places and see amazing things.Life is a once in a lifetime thing so if you don't enjoy it then you will have wasted the most brilliant thing on earth. Dictionary. com states the meaning of life is: â€Å"The property or quality that distinguishes living organisms from dead organisms and inanimate matter, manifested in functions such as metabolism, growth, reproduction, and response to stimuli or adaptation to the environment originating from within the organism. â€Å"I believe it's the beauty of God's creation. The meaning of life is to make life meaningful.

Free Essays on Game Day

My senses are elevated as the front door opens. The mob waiting outside begins pouring in. The sounds of laughter and inquiries of, â€Å"Is anyone home,† began to fill the hollow house. I have no difficulty determining what the mob desires. Hugs, kisses, and, â€Å"How are yous,† are expressed between myself, and the mob. That’s right, the Posey’s have arrived unexpectedly to surprise my two brothers and me for a day of food and football. Nephews and nieces jump down from the arms that hold then to run through the house looking for the horse size dogs, Diesel and Vegas, which are now at the top of the basement steps, just waiting for one of the little ones to open the door and set them free. Free to knock down as many little people as possible and greet them with snorts and slobber. Diesel and Vegas are my two boxers that are well behaved after they have the chance to run and greet every new comer in the house, which could take awhile. After all the love and affection subside, it is time to prepare the great feast that mom and granny have brought with them. The rest of the cooking will take place in the kitchen were only granny is allowed. No one is to bother granny while she cooks, it’s the law were she comes from. Meanwhile, the rest of the family heads downstairs into the twelve hundred square foot basement. There we have set up a game room with a pool table, ping-pong, and air hockey. The room would not be complete without a selection of TV’s for sporting events. The basement itself looks like a traditional basement, lined with cylinder blocks, and an unfinished ceiling, that has exposed pipes and wiring. As the TV’s are turned on and many games commence for a Saturday of college football, games begin between competitive siblings as well. Many different discussions that lead to arguments, which are resolved by a firm tome from my dad, â€Å"If you don’t play nice, you won’t play at all!† The basemen... Free Essays on Game Day Free Essays on Game Day My senses are elevated as the front door opens. The mob waiting outside begins pouring in. The sounds of laughter and inquiries of, â€Å"Is anyone home,† began to fill the hollow house. I have no difficulty determining what the mob desires. Hugs, kisses, and, â€Å"How are yous,† are expressed between myself, and the mob. That’s right, the Posey’s have arrived unexpectedly to surprise my two brothers and me for a day of food and football. Nephews and nieces jump down from the arms that hold then to run through the house looking for the horse size dogs, Diesel and Vegas, which are now at the top of the basement steps, just waiting for one of the little ones to open the door and set them free. Free to knock down as many little people as possible and greet them with snorts and slobber. Diesel and Vegas are my two boxers that are well behaved after they have the chance to run and greet every new comer in the house, which could take awhile. After all the love and affection subside, it is time to prepare the great feast that mom and granny have brought with them. The rest of the cooking will take place in the kitchen were only granny is allowed. No one is to bother granny while she cooks, it’s the law were she comes from. Meanwhile, the rest of the family heads downstairs into the twelve hundred square foot basement. There we have set up a game room with a pool table, ping-pong, and air hockey. The room would not be complete without a selection of TV’s for sporting events. The basement itself looks like a traditional basement, lined with cylinder blocks, and an unfinished ceiling, that has exposed pipes and wiring. As the TV’s are turned on and many games commence for a Saturday of college football, games begin between competitive siblings as well. Many different discussions that lead to arguments, which are resolved by a firm tome from my dad, â€Å"If you don’t play nice, you won’t play at all!† The basemen...

HRM Research Paper

HRM Research Paper Describe and critically evaluate the key factors that shape the role and practices of the HR/Personnel function within an organisation with which you are familiar. On the basis of your analysis identify the main HRM challenges currently facing this organisation. Relate your analysis to appropriate literature. Introduction People are an important and expensive resource to a business. This asset has the capacity to be highly productive and generate revenue for the firm, but it also requires much attention and maintenance. When the direct costs of employment are added to the indirect costs of recruitment and selection, training and development, the organisations investment in an average full-time employee can exceed ?00,000 in a short space of time. Therefore one of the fundamental factors is how to attract the right employee and retain their services, gaining efficiency throughout. Before answering the first part of the question Describe and critically evaluate the key factors that shape the role and practices of the HR/Personnel function within an organisation with which you are familiar, the differences between HRM and the older style Personnel Management requires defining. Human Resource Management HRM can be defined as any part of the management structure that relates to people at work. It involves everything from recruitment to training to performance appraisal and overall employee welfare. HRM is originally an American management term that has taken over from the more restrictive Personnel Management, and denotes a more proactive and business-focused role, with an emphasis on good communication and staff commitment, more flexible work practices, and performance-related reward systems. Once considered a more peripheral activity, HRM has now moved to the core of the business. The authorÐ ±Ã ¿s own perspective of this assignment is delivered from within the steel industry. An employee in middle management with a history of working from grass roots to Manufacturing Manager over a 10 year period within the Basic Oxygen Steel making plant (BOS). A plant where the iron from the Blast furnace iron is refined and then re-alloyed to be supplied at the correct time temperature and specification to the Continuously Cast plant (CONCAST) where semi-finished products are supplied to the mills for rolling. Current Economic Climate Due to the current economic climate that is affecting the trading situation, both within the home and world export market there has been immense pressure on the business to reduce operating costs to achieve business objectives. Many areas of the business especially within the carbon steels section are, and have been making a loss for an extended period. Not just since the tragic events of 11th September 2001, the events of which that have been blamed for losses in many other businesses. This event has merely compounded an underlying trend of difficult trading conditions in steel. We have as a business been implementing strategies to cut costs and increase efficiency, not just in operational performance terms but also changes in managements structures, team working implementation and further changes in manning levels (based on under utilisation of plant due to the low output). HR Role Many of the recent objectives set by the business at Ð ±Ã ¾Board LevelÐ ±Ã ¿ to reduce costs have required the need for the HRM function to take a role in the business, to be able to achieve the required levels. Some specific areas that the HR Department manage include Policies; such as Drugs and Alcohol and Equal Opportunities, as well as implementation of Company policy and Strategy, both long-term and medium-term. But these are day to say issues; the following headings are other fundamental areas that the HR function has played a part in during the recent cost cutting exercise. Manpower Planning This topic involves charting the future needs of the organisation with regard to numbers, skills profile, age and experience. This enables the firm to have the right people in the right numbers at the right time. There have been some major changes within the organisation over recent years; the implementation of Team Working has been key to reducing costs. It brings about some m ajor benefits, not least a reduction in employee numbers through more efficient use of the resource. Through this implementation at Scunthorpe, a 15% reduction of manpower has been achieved. The challenge that the HR function was faced with was how to achieve this kind of figure? In reality the HRM department had a minor role to play. From Board level through to Senior Management came the directive that a percentage manning reduction was required across the board, and that it would be fulfilled. Each individual department had to carry out Key Task Analysis (KTA) to determine what sort of levels of manning could be utilised based on Ð ±Ã ¾time and taskÐ ±Ã ¿ process. From this analysis came a set of numbers that indicated how many persons could manage an area. The dwindling numbers within the HR function meant that they hade no alternative but to take an lesser role and stand back to allow the production departments themselves to manage certain tasks. Many of the manning reductio ns have been found through voluntary redundancy and early retirement. Having had the departmental managers find the numbers the HR function has now stepped in to undertake the interviewing process that details the package available for early departure. Recruitment and Selection This process is by which the organisation gets the best people to do the jobs necessary to achieve its goals. Preparation is the key to effectiveness in this area, by clearly establishing the jobs to be done and the type of people needed to do them, the construction of an accurate Job Description and Person Specification will save time and money. Recruitment within corus has been very low for many years, 1988 was the last time anyone was taken from the outside environment; the only current source of new employees into the business is through Graduate recruitment. Since privatisation in 1988, apart from graduates, nearly all (blue collar) vacancies have been fulfilled though internal cross matching, and recruitment from the in-house Ð ±Ã ¾cleaning contractorsÐ ±Ã ¿. This source of employee recruitment is seriously flawed with many disadvantages, not least that the type of person employed for cleaning is not necessarily the right person for operation of technically based operating systems, education levels required for cleaning are significantly lower, and the nature of the work is totally different. The reason that this source has been used is due to the ease of the selection process, the lack of cost involved and the minimal time required to interview etc. Most are employed on the basis that their Contract Manager says Ð ±Ã ¾they are good eggs! The other benefit is that they are hired on a 6-month trial, if they do not size up then they are easily transferred back into the contract gang. An easy recruitment process but by far the right person for the job. Graduates are the main source of external recruitment. The HR Function carries out visits to colleges and universities to entice budding youngsters into the industry with the knowledge that they are joining a company that is renowned for being the most efficient steel producer in the world, and that they will gains skills to promote themselves within the industry. The corus website is seriously directed towards graduate recruitment and is a main source of applicants. Unfortunately at present there are not many wanting to join what is seen as an ailing industry, a challenge for the HR Department to continue to recruit from a reducing market. Training and Development This in most organisations is a major growth area, with firms realising that skill s development and flexibility are now key to business success. Unfortunately within corus over the last few years the amount spent on Ð ±Ã ¾externalÐ ±Ã ¿ training has been kept to an absolute minimum and has had an effect on plant operating performance, initiatives such as I.I.P, T.Q.P. and the likes have been dropped by the wayside due to the cost and lack of resources to implement and apply. The significant changes in manning have affected this. The main source of training at present is Ð ±Ã ¾sitting with Nellie, the disadvantages of this being that the trainee is getting a level of training that the trainer has been trained to give. Unfortunately Plant Trainers are non-existent and therefore the training given is from someone who has little experience of training people and very often not a lot of knowledge of plant and the process. The latter is inherent of the loss of knowledge due to the departure of experienced individuals. This has now been identified and new measures have been put in place that will be discussed under Ð ±Ã ¾ChallengesÐ ±Ã ¿. Performance Appraisal This involves a formal system of regularly collecting, recording, and sharing information between the employee and the appraiser about the employees work performance and potential. Conducted in the correct manner, it can enhance motivation, contribute to achieving organisational goals, and assist the process of rewarding good performance. One would like to think that this is carried out, in reality there again is insufficient time for the line manager to implement as the role of Ð ±Ã ¾fire fightingÐ ±Ã ¿ other issues on a daily basis is consuming time, and the fundamentals of managing people are not being addressed. Reward Management This involves designing the most appropriate methods of remuneration and increasingly incorporates broader, performance-related items such as bonuses and employee share option schemes. These have been implemented alongside the new Team Working and Management structures and are based on Payment for Performance (PFP) on an individual basis, and Bonus related schemes for achieving operational performance. Pay bands and application of the same is an element of the reward scheme that the HR function carries out. This is a broad based application, easy to maintain and implement, but unfortunately as experienced from a personal viewpoint it has been implemented poorly with little or no communication between Pay Departments, the HR function and the employee. Industrial Relations The process of collective bargaining based on employees terms conditions, resolving disputes that may arise, and adhering to the whole range of laws governing the relationship between employers and employees in the workplace. In reality the first line manager deals with any grievance or dispute that may occur locally and the HR department is only called upon for advice or when the dispute escalates. The Collective Agreements are through multi-union negotiations and may include Pay, Hours of work, Bonus payments, Sick Pay scheme and Holidays. There is also the Works Rules, application of, updating of and any changes of legislation affecting works rules to consider. Much of this is on an annual basis with most carried out at national level with minimal amounts at local level. CHALLENGES Skills and Knowledge The increase in voluntary and early retirements has had an effect on the organisation that relates to age, experience and knowledge. The reduction of people has mainly been achieve d from those that can afford to take early retirement, those with minimal or no mortgages, have a level of savings and a lifestyle that could be led with minimal supplementation. Thus the late 40Ð ±Ã ¿s and early 50Ð ±Ã ¿s are the target group. These are the people who have vast experience and knowledge in the steel making industry, gained over many years and they have now been removed. The challenge is to replace this knowledge in a short space of time. The average age has been lowered by 10-12 years since the implementation of team working, this reduction in age has highlighted the reduction in knowledge and experience of the remainder posing a further and future problem that the age range of those employed is such that they will all leave the industry at or around the same time. The cycle will start again unless there is intervention to bring about change. Training Training of the individuals that are left needs to be urgently considered. As stated previously the lack of trai ning over the last few years and the changes that have taken place have led to a deterioration in plant operational performance. This poor performance is unsatisfactory and is incurring costs to the process. The cost of training is not quantifiable, is seen by other organisations as a benefit but at present to corus it is a burden to costs and as such has not been pursued. This benefit has now been realised by senior management and the re-instatement of a Training Owner for plant and the re-launch of the InvestorÐ ±Ã ¿s In People initiative should be the start of an increase in performance. The HR function for their part are required to implement and continuously apply the new recording system required to follow this scheme up. This is not just for plant requirements but also for legislation such as COMAH, (Control of Management and Change) where there is a requirement to be able to identify an individualÐ ±Ã ¿s competency in the job that he is doing. Critically, we as an organi sation should be looking at the theoretical side of how to implement training programmes, studying the likes of Ð ±Ã ¾KolbÐ ±Ã ¿s learning cycleÐ ±Ã ¿ to ensure thorough understanding of the subject and correct implementation of the training received. But this is theory and unfortunately the current culture is that we are Ð ±Ã ¾fire fightingÐ ±Ã ¿, living for the present and just attempting to survive the current climate. Thus there is no commitment to provide resource that has no quantifiable financial gain. Graduate Retention This is an issue whereby in the current climate a high number of graduates are leaving the industry due to its poor outlook; safety and security are important factors to achieve motivation but unfortunately valued employees are leaving in droves. Employment packages are poor in relation to other organisations similar in size, graduates are drawn by the better working environment and benefits provided to organisations that practice. HRM rather than Personnel Management As a business we are very much in the old style of PM whereby we utilise the resource for the benefit of the organisation rather than nurture the person to provide a service that benefits the company for the good! The HR personnel can do little for the graduate financially to be an incentive for them to stay within the industry where environmental conditions are poor and achievement of goals is stifled. Manpower Reductions/Plant Closures Continuing with the theme of efficiency and cost reduction there have, and there will be more manpower reductions caused by plant closures and contracting out of services. Since the age profile is reducing there will be less chance of finding early and voluntary retirement from the younger average age of the existing employees, therefore individuals are not as willing to leave due to economic reasons. The decisions will be more difficult to make about who stays and who goes. Improve Morale One of the HR objectives is to improve morale. This at present is at a low, it is a difficult one for the HR function to achieve because the lack of numbers does not allow them sufficient time to address individual issues and as stated, first level management now carries out most of this. Their presence is rarely seen on plant and as such they cannot use the personal affect to improving moral. There is a need for them to relate the likes of HerzbergÐ ±Ã ¿s two-factor theory of motivation (Figure 1) and MaslowÐ ±Ã ¿s hierarchy of needs (Figure 2) through Team Working initiatives, personal objectives and manipulation of the reward scheme and use this to drive moral. With most though, this is an individual element and certain factors will affect certain individuals differently, thus the need for a one to one basis to find out what drives or motivates each person. Most motivation is driven through line managers and thus the HR objective is somewhat misplaced for the current situation . Business Service One of the challenges facing the HRM function itself is the move towards being a Business Service, not supplying just to corus but also supplying a service outside of the industry. This has already been achieved with part of the Engineering function that supplies its services to outside organisations and has thus made an extra ?.3M this year alone. This has been an initiative throughout the firm to generate more income and reduce the burden of a department on the business. Compilation of services business wide has been managed partly by the HR function, it is part of their objectives to identify further areas for this type of development and quantify the benefits of disadvantages of such a move. For those within the HR Department the move towards a Business Service has seen a step backwards away from generalisation and towards specialisation, a return in some ways to old style management. HR Managers were given skills for them to cope with general issues, but the move back towards sp ecialisation sees them dealing with specifics and having a better working knowledge of one particular area rather than being a Jack of all trades. Trade Union An interesting point made by the local HR Manager Ð ¸C Not enough is done to train the TU representative to be made aware of the Business needs, the reasons for why such actions are needed and the manner in which they should be carried out. There is nothing sinister in supplying such a service to what has inherently been seen as an aggressor to the management. The wider the perspective that the trade union official has, the better he will be equipped to make more appropriate decisions on behalf of the employees that he represents, and the better his understanding of why it is being implemented. The role of Trade Unionism within Human Resource Management poses somewhat of a threat, Legge, p.273, states that Trade Unionism in HRM organisations was being bypassed through the development of Human Resource Management initiatives. Organisations are Ð ±Ã ¾softÐ ±Ã ¿ models of HRM; and can pose a threat to the TU. Another consideration may be, that if the employee is happy and committed in their job, that the need for union representation may not be required. To the organisation there is the need for the T.U. for multi-union bargaining purposes, therefore the HRM department must balance the need of HRM against the need of the Trade Union. Conclusion The increasing competitive pressures, expanding globalisation and a generally harder business environment has brought about a move to a more enhanced view of HRM as opposed to Personnel Management. Unfortunately as a business, corus are very much in the old style of Personnel Management whereby we utilise the resource for the benefit of the organisation rather than nurture the person to provide a service that benefits the company for the good. Numbers have reduced significantly since the implementation of Team Working; the structure has been cut to bare bones. The reduced operating cost set out at board level has been achieved, but at a cost to the business through a reduction in operational performance. Unfortunately the current culture is that we are Ð ±Ã ¾fire fightingÐ ±Ã ¿, living for the present and just attempting to survive the economic climate to make it through, there is no commitment to provide any resource that has no quantifiable financial gain. The HR Department has a role to play in modelling the objectives set by the Board, but their problems are much the same as that of plant management in that the resources are not available to support the fundamental ideas. There are many issues facing the company, short, medium and long term that require addressing, unfortunately it is a service and any gains made through expenditure are not readily quantifiable, therefore no capital is guaranteed whereby there is no return seen. Without an injection of cash or commitment to provide extra services for HRM then there will be no advancement towards achieving better results from the employee through HRM philosophies. HRM, as previously stated denotes a more proactive and business-focused role, with an emphasis on good communication and staff commitment, more flexible work practices, and performance-related reward systems as opposed to Personnel Management These philosophies are carried out by the first line management, which begs the question, Have the less er experienced plant personnel carried out a process that has inherently been carried out by trained professional HR managers and got the numbers wrong, furthermore, was it implemented correctly? Overall because of the reduction in numbers within the HR department, Plant managers and Line managers are now carrying out many tasks and the HR department have a significantly lesser role in the organisation. With no forecast of any change in philosophy and increase in expenditure then the situation is unlikely to change. The input of an active Trade Union and informed official needs to be considered, there is a definite need for both and the HRM department must ensure that a relationship continues.

Rachel Carson's Silent Spring Essay Example | Topics and Well Written Essays - 500 words

Rachel Carson's Silent Spring - Essay Example In an ‘Introduction’ to the work, Linda Lear wrote: â€Å"Carson’s writing initiated a transformation in the relationship between humans and the natural world and stirred an awakening of public environmental consciousness†¦ Carson’s thesis that we were subjecting ourselves to slow poisoning by the misuse of chemical pesticides that polluted the environment†¦contained the kernel of social revolution.† (Lear, x) Therefore, it is essential to recognize that Carson, as one of the greatest nature writers in the modern world, inspired and motivated a generation of environmental activists. This paper makes a reflective exploration of how Silent Spring fits into the larger story of conservation and environmentalism in America and how it changed public opinion about pesticide use and environmentalism in general. In a profound investigation of the major arguments of Rachel Carson in Silent Spring, it becomes evident that the author is mainly concerne d about a revolution in the relationship between humans and the natural world. Significantly, the author emphasizes the thesis that uncontrolled and unexamined use of pesticides ultimately harms the nature by killing animals, birds, and, more perilously, human beings.

My Friend Hassan Essay Example | Topics and Well Written Essays - 1000 words

My Friend Hassan - Essay Example The experience made me appreciate and respect him even more and since then whenever I am faced with the moral dilemma, I ask myself what Hassan do, and I have found him to be a very useful inspiration and role model in my life. Hassan and I make an unusual pair since we are so different, I have been described as loud vibrant outspoken and I tend to believe I have my fair share of rough edges, to some, I appear unrefined and even possibly rude. For that reason, when I first met Hassan I would never have imagined that we could ever get close to unlike me, he is quiet, polite and very refined in his manners and actions. In addition, he is something of a perfectionist with an artist's eye for details and an architect's sense of proportion and balance. Nevertheless, despite the radical personality differences, we have remained close since he does not overtly try to influence or judge me and that, ironically, is what makes him most influential to me. Any refinement or solemnity in my chara cter can be directly attributed to him since he sets an example anyone would love to emulate and I often find myself trying to be like him in more ways than one. At the end of the day, Hassan is an all-around wonderful person, doctor, boyfriend, and friend with the sensitivity of a hallowed saint and the indomitable spirit of the unicorn. I consider myself tremendously lucky to have such a dependable and kind friend whom I know I can fall back on in times of trouble and he will be there for me irrespective of the circumstances.