Reaction to Jack Kerouac's novel On the Road Essay

Reaction to Jack Kerouacs fiction On the Road - sample ExampleAl these activities were however meant to try and answer one constant inviteion in their minds how atomic number 18 we to live? Beat is there a rather ambiguous account book which can have some(prenominal) meanings. Kerouacs critics however emphasis that the word beat means quite literally tired or beaten down. While Kerouac himself endorsed a rather positive meaning of the word, he put forward a meaning that was beatific and blissful. That is a generation that was al substances on the beat like in a musical rhythm such as jazz. Holmes and Kerouac published articles to try and enlighten on their interpretation of the word beat. They implied that rather than weariness the word implied existence used and raw. This they explicated as coming from the core, of the human soul. It is because a word that depicted the vulnerability of the beat generation. He further depicted the meaning as being reduced to the bedrock of consciousness. In his articles he additionally enlightens that the beat generation was very different from the bemused generation of the 1920s. The beat, generation as enumerated by Kerouac in his many articles is a generation that is rather not lost but one that is constantly searching for answers to life questions. For the beat generation therefore there main concern is not why they should live but rather how they should live. The novel depicts a rather spiritual journey which as well included some subjects that the beat generation struggled with. This included religion, marriage and friendship. In numerous ways it the journey the beat generation took in Kerouacs novel is a quest towards understanding and to find conviction, significance and belonging. They also wanted a more than average feeling they therefore searched for a profound feeling and understanding. As described by Holmes, to be beat is being at the bottom of your personality looking up. This is a state where all thi ngs that lack importance have been desolate down and only the core remains to experience the different sensations. The beat generation of 1950s and 60s were correlated to behaviors that expressed estranged feeling from the conventional society and promoted individual freedom and pellucidity through intense sensory awareness brought about by altered consciousness. The beat poets including Lawrence Ferlinghetti and Gregory Curso attempted to create verbally verses which were not constrained in the academic norms but rather of a beat quality. They sometimes assorted vernacular and profanities in their poems this was to depict the urgency and extent of the feeling in the poem movement. In the novel Kerouac depicts various other meanings of beat this are brought out by the characters he writes about. One instance is how Sal admires deans transgressions and immorality even though his indecencies are sometimes extreme and very selfish to those virtually him. He embodies the beat gener ation by living for the moment and sampling different girls that come his way not caring if he destroys their lives. Sal in just the same pace idealizes the junkie body which also depicts some aspects of the meaning of the word beat. The word also has negative meanings as brought out to be nightmarish which is embodied by the homeless man idealized by Sal as Huck Finn. He ignores the destitution and marginalization but depicts the Hobo as being in Buddhist trance like mode. This is ridicule since the Hobo

Who was John Collier, and what role did he play in creating a New Deal Research Paper

Who was tush coal miner, and what role did he free rein in creating a New Deal for subjective People - Research Paper Example tin can pitman became commissioner of Indian affairs in 1933 as appointed by President Roosevelt. Under Colliers governance, federal policies had sweeping and permanent changes in favor of the Indians. One of these federal policies was the Indian shake-up moment of 1934, which was also known as the Indian New Deal or the Wheeler-Howard Act1. The Indian Reorganization Act under Collier made lasting changes in the federal policy concerning natural Americans. One of these changes is ending the allotment of the tribal land to non- primal Americans. Two other changes include the act further kinship groups to establish their own self-government and building a loan in order to finance tribe members who are putting up a business2. Prior to and aside from becoming a commissioner of Indian affairs, John Collier was also the executive depositary for the America n Indian Defense Association, or AIDA, an organization which he himself founded in 1923, in order to fight for the protection of tribal property and religious freedom of Native Americans. Through the institution of AIDA, Collier was able to recommend doing away with the teaching to Indians of only the cultural set of whites. At the same time, it recommended that that Indian Service must provide the youth and their parents the necessary tools that will sponsor them adapt not only to whites but also to Indians3. John Collier also asked Congress for the pinch of the Dawes Severalty Act of 1887. This particular police force pressured American Indian tribes to abolish their own community lands and to piddle individually owned lands instead. The purpose of this was to promote Indian assimilation into the society of American whites. The Bureau of Indian Affairs, which Collier headed in 1933 provided for the successful passing of the Indian Reorganization Act in Congress4. John Collier s idea of a New Deal for American Indians during his time definitely was all about(predicate) the betterment of this particular group of people. He became commissioner of Indian Affairs in 1933 and so helped reform law in favor of the Indians through the Indian Reorganization Act. He was also the founder and executive secretary of the American Indian Defense Association, which issued recommendations on how Indians should be treated and educated. Lastly, he asked Congress to repeal the Dawes Act of 1887 in order to protect the tribal lands of the Indians. Explain french patterns of contact with Native Americans How did their goals and type of colonization affect the success or failure of relations with Native groups? The French colonizers diplomacy and immersion into Native American culture guaranteed the success of their colonization. The French arrived in North America in the 1600s5, and established their dependency there. However, unlike the British, who did not respect the na tives, the French afforded them with the best treatment as possible. The success of the colonial techniques of the French that helped them establish New France in Canada was mainly due to their immersion in American Indian culture. The French were very interested in the culture and customs of Native Americans. The French took the time to learn the languages, habits and the shipway of the Native American

Assignment Essay Example | Topics and Well Written Essays - 1750 words - 3

Assignment - Essay ExampleThe companys precaution is not market orient and lagging behind market changes is dangerous for any particular company. The paper attempts to look at staple fiber caution concepts and their effective application in the daily running of a company. The basic definition of charge is getting work done by others. Comprehensively management can be described as a destiny of functions that are directed at the efficient and effective utilization of resources for the achievement of set formational goals. The difference thus arises in the management of the kingly Store that violates the definition of management, as its management does not adhere to any set functions. Effectiveness in the running of a profession organization refers to the making of right decisions and successfully implementing them. It also means the accomplishing of tasks that are helpful in achieving organizational objectives. On the other hand, energy in a business entity refers to getting w ork done with the put on of token(prenominal) effort, expense, or waste. Efficiency entails the use of resources available to an organization in the most cost-effective way. Effectiveness and efficiency in any business organization contribute to productivity.... The difference thus arises in the management of the Royal Store that violates the definition of management, as its management does not adhere to any set functions. a) Relationship amidst Effectiveness, Efficiency, and Productivity Effectiveness in the running of a business organization refers to the making of right decisions and successfully implementing them. It also means the accomplishing of tasks that are helpful in achieving organizational objectives. On the other hand, efficiency in a business entity refers to getting work done with the use of minimum effort, expense, or waste. Efficiency entails the use of resources available to an organization in the most cost-effective way. Effectiveness and efficiency in any bu siness organization contribute to productivity. This forms one of the major arguments of Taylor on the issue of productivity. Productivity entails the performing of assigned duties in the manner that is required. In any company, the measurement of productivity is important in relation to the resources employed, which include labor, time, and fiscal resources against the total output. Effectiveness and efficiency establish a base in measuring productivity in any organization. The Royal Store in its business activities exhibited lack of efficiency and effectiveness in its management leading to the productivity falling below the owners expectations. The company in its efforts to boost productivity should employ several of Fayols principles on successful management. The first principle they can inculcate is the angiotensin-converting enzyme of command. The principle means that any organization no matter how large it is should

C.P. Ellis Essay Example | Topics and Well Written Essays - 1250 words

C.P. Ellis - Essay ExampleHe worked day in and day extinct and even worked in the week ends in order to gain some extra money tho ended up being angry, annoyed and frustrated as he saw little success. With all these efforts that he had been putting, he was not even adequate to break even, that is to say, he was not even able generate enough income to sustain himself. With all this building up inside him, he did not screw who to blame for all that was happening and who should be held responsible for his failures, one after the some other. He wanted to show out the anger and frustration upon something. Blaming the situation or the country could not help because it can not be personified.With this at his background, he joined the Klan which was meant for the anti black movement in order to hate them in a formalized manner. The fact that his father was also a member of the Klan once upon a fourth dimension and that his initial mental makeup was done up by his father, he was more inclined towards join the Klan. While doing this, he assumed that this would solve his problems that he was seeing at personal level. Many members of the klan were of demoralize income and education and they joined it because it gave them a platform for hating and opposing the blacks, which they could not do in an equally effectual manner when they were individuals. Also, the Klan gave Ellis a certain kind of respect and recognition that he was deeply longing for, and which he had not received till date. When Ellis took the oath in the presence of more than four hundred Klan members, he felt certain kind of satisfaction for being respected and honored. 3. How did C.P. Elliss assumptions about the Klan and those who were in world-beater variety Why did they change Ellis took great honor himself with the fact that the municipal council members would call him up from their side in late hours and spoke to him in person. He had a certain sense of importance felt with this and there fore felt good about that because he had never received any such treatment when he had not joined the Klan. However, at one instance, he realized that the behavior of the municipal council men was not the same in public as it is in the private. He felt that the pack in the power would avoid him in public so their associations are not revealed. This was the first instance when Ellis found that something was upon with the people in power. He felt that the people who were in power were using the groups of black and the discolor by dividing them and then with their support they would be in power. Both the groups were being used against each other in order to achieve their motive. By keeping them engaged in fighting the council men make it sure that none came up to a level where they would have to share the power with them because they were unwilling to discontinue from the wealth and the power that they were enjoying. When he tried to put this point through in the Klan meetings, he was ineffective to make people convince and think the way he was. Fellow members of the Klan would no believe that the people in the council were not really working fro the whites but were using them. This make Ellis

Piaget's Brand and Competitive Analysis Essay Example | Topics and Well Written Essays - 2500 words

Piagets Brand and Competitive Analysis - Essay ExampleHowever, the brand opinionated to expand by diversifying into jewelry making. They increased their expertise in gold by acquiring discordant gold work-shops throughout Geneva.1990x-Now During this period Piaget introduced various top-notch watches such as, Tanagra, Miss Protocole and 600P tourbillon caliber watches. During this period it also expand by opening up production facilities in other cities of Switzerland. It also celebrated its 130th day of remembrance in the year 2004. In 2008, it was rated as the sixth largest luxury brand.As far as the incoming plans of the company are concerned, it wants to enrich and further master the art of watch making and jewelry manufacturing. It strengthens its reliance in providing high-quality luxury items to its customers by increasing their know-how in watches and jewelry. (The Watch Quote, 2009)As far as the sign securities industry of Piaget is concerned, it serves to only a min uscular market. The reason behind serving such a small market is that most of these watches are manually produced and are not produced in bulk so that they do not lose prestige associated with them. As a result, Piaget is content serving a small market, a market which includes rich people and those who can afford the expensive prices that are commanded by Piaget.Looking at the abovPiaget is very much aware of Synergy effect and thats why all the comp angiotensin-converting enzyment parts of its watches are produced by the firm itself and Piaget believes in using top-quality material for all its watches. BRANDS CLASSIFICATION GRAPHS1) Feminity vs. MasculinitySPORTS vs. glossinessTradition Vs. CreativityWatch vs. JewelryBATTLE OF THE BRANDS (COMPETITIVE ANALYSIS) Looking at the above graphical analysis, one can easily say that the five closest competitors for Piaget are Cartier, Baume and Mercier, Richard Mille, IWC and Rolex. These firms are providing competition to Piaget by offer ing the same level of service and producing good which are close to the products that Piaget is producing, Similarly, Piaget is also affected by the set and advertising decision of these firms and there is a mutual interdependence between these firms. Starting from the type of market these companies lets compare and contrast these companies from Paigets strategy. Most of

The Role of Social Media as a PR Tool Research Proposal

The Role of Social Media as a PR rooster - Research Proposal ExampleThe paper tells that the choice of the social media platform as a percentage of the public relation strategy for VIVA is based on strong grounds. It does not only contribute together friends, families, colleagues and acquaintances together but also strangers in remarkable number through its networking characteristic. It is important to observe that, in Bahrain, Internet is available to 961,228 users or about 77% of the entire population. The statistics place the country as a regional Internet leader, besting most countries in the Middle East in terms of subscription, habit and freedom of access. This underpins how the social media enjoys strong popularity in the country, figuring prominently in recent upheavals such as the 2013 unrest. Depending on the point of view, such role could be positive or negative. But, for the purposes of this paper, this role is most sure enough beneficial. It highlights the potency of social media as a communication tool and its ability to persuade or limit VIVAs market to action. This proposal is divided into four parts the objectives of the study, the literature review, mannerology and the method of analysis. The first section outlines four proposed research goals. The literature review section cites and analyzes the available sources that cover the theory-based and empirical work on social media and its capability as public relations tool. The materials used accommodate secondary and primary sources, consisted of documents published by the organization as well as books, journals and online content.

Marketing Essay Example | Topics and Well Written Essays - 3000 words - 1

Marketing - Essay Example direct the organization chosen to accomplish the study is McDonalds. In the external compendium the report will in addition shed light on the particularors such as demographics, customers and as well as the cultural aspect. In the internal analysis section the study will emphasize on the missions and goals of McDonalds, its past marketing activities, human resources and research and instruction among the others. Furthermore the report will mainly try to uncover the strengths, opportunities, weaknesses and threats of the company. This will be accomplished with the champion of a SWOT analysis. McDonalds Australia A Brief Overview In the Australian context, the first outlet of the company was open(a) in the suburbs of Sydney which was known as Yagoona. With the course of time the company has been able to establish 780 stores and employs around 85,000 peck across Australia. McDonalds Australia is not a listed company and is privately limited. It is basic ally a franchisee based venture where the restaurants be mostly owned and opera rated by individual businessman (McDonalds, n.d.). Industry Analysis McDonalds is a sell food chain restaurant and it belongs to the fast food industriousness. Hence in order to analyze the manufacture Porters 5 forces model has been used. The analysis is presented below- Porters 5 forces 1. threat of new Entrants New entrants are described as the companies that are presently not competing within the given up industry but has the potential to compete in the industry if chooses to do so. The start up of salute for such kind of business is low and in that location is easy access to the markets. Furthermore owing to the fact that Australia is politically stable and offers much favourable condition, the threat of a new entrant in this industry is high. 2. Threat of substitutes products Substitute products are characterized by the availability of same category products, which performs the same function as the existing product (DePamphilis, 2011, p.143). McDonalds is specialized in serving various types of Burgers to the customers. Nevertheless in this aspect there are some substitute products such as Pizzas, Sandwiches and other fast foods. Hence the threat of substitutes is too high. 3. Bargaining proponent of buyers The bargaining power of the buyer refers to the capability of consumers to bargain and lessen the expenditure of the good or to increase the cost of the company by demanding more quality products and services (Hill and Jones, 2012, p.58). Bargaining power depends on how quickly the buyer identifies other sources. In this context there are not many established players like McDonalds, KFC and Subway among others. Hence the bargaining power of buyers is low. 4. Bargaining Power of Suppliers Suppliers are also other organizations which provide raw materials, service to the host organization. The bargaining power refers to the capability of the suppliers to increase t he price of the raw materials or to decrease the quality of goods and service with the supply of substandard quality materials for low price. in that location are large numbers of suppliers of raw items for fast food industr

Technology developments over the past 30 years have had only positive Essay

Technology developments over the past 30 years have had just now prescribed effects on plentys health - Essay ExampleThe aim of man has been to pursue much(prenominal) a goal that is everlasting and beneficent for him and the people to come. Technology that is in fact for the sake of betterment of our lives has be to be the best companion of man during this epoch (Kincaid, 2004). It all started with the invention of cotton gin in 1792, which proved to be a nifty change by reversal in human history. People were competent to turn from Neolithic mode of living to more improved life style. The pinnacle of the era that started off during the recent 15th century matured in the mid 1850s. And it was the beginning of industrial revolution where mass production, and sociable revolution, took place of intensive farming and symbiotic lifestyle. gum olibanum it offer be said that late twentieth century was the finality of man to realize that his salvage for the sake of longevity and b etterment cannister only be achieved through technological advancement and (Lakwete, 2005). People devised ways for healthy living through the persona of engine room. Impetus for such a move was from the ailment, problematic and contorted living man has been in, throughout his history. Thus science for the sake of technology for better living has proven to be the answer (Intille, 2004). It has ca theatrical roled a great deal of help in achieving physiological or biogenic need of man. It has been able to provide fixate lives to people and thus has been able to revolutionise our society. Attending to the negative side of the use of technology, one can see that the use of technology in for increasing the ways for mass production and better harvest-time yield, has brought along with it great problems that pertain to the environmental pollution and deterioration of the ecological balance. However, it is up will of people to pay heed to these issues. Their whimsical moves have, of c ourse, created problems, and to contain unwanted and extravagant life, man should be mindful to the facts slightly his environment. (library.thinkquest.org) Past 30 years have been very much important since they advancement in technology tends to concentrate during this era. The invention of integrated circuits has ca utilise compact designs and miniature devices, available for the general use of man. The important constituent that has emerged during this era is the work and field specialization and their integration for the collective working for the man. People have been able to deduce solutions that are based on two or more separate specialized streams of technology, say, use of medical exam science and the proposals from athletes, and mechanical engineers to form such a device that may help in overcoming obesity (ScienceDaily.com, 2011). Taking this technological facet we can put forward an example which proves the notion that desegregate of technologies has literally improv ed and achieved those blessings of science that were not thought of ever before. The technologies used by physiotherapists, engineering scientists and medical scientists in tandem with each other can prove to be of great use. The gym equipment, today, is used for targeting a special slack in human physiology (Mishra, 2010). Machines that are operated manually and with electronic aid can help regulating health concerns like blood flow, tissues development, and cell physiology. Tread mill is one such example that helps in curtailing the mental constrains and extra physical exertion during typical arduous terrain exercises. Specialized heaviness equipment that concentrates on specific muscle is in common use (Plowman & Smith, 2008).

Threat of migration as a core feature of the demographic landscape Essay

Threat of migration as a core feature of the demographic landscape - essay ExampleThis essay demonstrates that perhaps the biggest threat that migrant children face is that of child labor and trafficking. Due to privation of awareness, migrant children are known to be easy prey for child traffickers. In most cases, such children are lured with the promise of a good life elsewhere but most of them end up as being sex slaves while the boy children end up in construction and floriculture in some nations. In some Caribbean nations, some agencies came up to the children of migrants offering to reunite them with their parents. The children transit in such journeys without any adult accompaniment and this makes them vulnerable to child traffickers. Even after being joined with their parents, some parents and especially mothers end up encouraging their daughters to participate in the sex trade for to aid in paying the family bills.In conclusion, most families from third world nations h ave used migration as a agency for economic survival. While parents who have migrated abroad increase the remittances to their families, research has continually shown that such a feign presents numerous threats to children. In most cases, the children who have been left behind are placed in a situation that increases their vulnerability something that has a negative effect on their psychological wellness. In addition to this, such children are vulnerable to abuse as well as misuse. Even the migrant children are not left out as they suffer the threat of sexual exploitation, child labor, and trafficking.

Police administration 2 questions Coursework Example | Topics and Well Written Essays - 1000 words

Police administration 2 questions - Coursework ExampleThis essay compares the duties of a legal philosophy mind with the duties of guard sergeant, city manager, judge, prison warden, senior high teach school principal, and university president in terms of sources of influence. A police chief is anticipate to be a manger besides other policing qualifications and requirements. Firstly, he is pass judgment to oversee a police department through the perspective of a manger. Under this mandate, a police chief is to oversee substance of operations by ensuring that other officers complete their duties effectively and timely. Moreover, he is expected to manage the affairs of a police department by ensuring availability of resources for relevant duties. As the chief of police, he is expected to attempt certain disciplinary actions on officers who do not comply with rules and regulations of a police department (Siegel, 2011). sometimes he required to arbitrate dismissal and sanction on o fficers. These duties are similar to those of a high school principal, prison warden, and mayor. This is because they are too required to make critical decisions on their respective institutions. Furthermore, the officers/ leading listed above are in charge of discipline in their respective institutions. For instance, a high school principal has the power to punish or reward a student according to their deeds. Consequently, a mayor has disciplinary obligations besides their management duties. Similarly, leaders in the private sectors such as keep company president, or senior-level manager have managerial as well as disciplinary obligations. The police chief is as well required to mediate a police department with the public and other sectors of the society. Under this mandate, he is expected to attend community events and meetings on behalf of the department. In addition the police chief is expected to translate a police department in the, municipalitys board of directors. In such events, the chief is supposed to represent the public and duty officers on issues related to operations and security. Similarly, a high school principal acts as a representative of his school in social, legal and government related meetings. A university president too represents the students in high-ranking events and meeting. A prison warden represents the interests of prisoners and the prison in relevant board meetings so does company president and senior-level manager (Shaw, 2004). On the contrary, a judge does not represent the court or suspect in any forum. Leaders discussed above derive their influence from different sources. Indeed, a police chief draws his influence from legal obligations bestowed on him by the state. Consequently, the officer is in charge of other officers who always visit upon him for counsel. Similarly, a school principal, senior level manger, university president, and company presidents are driven by the get to earn success. On the other hand, a pat rol sergeant, a mayor, and a judge are influenced by the need for outside and order within a society. Question 2 Police officers are often accuse of working off quotas for traffic citations and arrests. This is because policing cannot be compared to other trades or activities that rely on competition. Policing is a terrible task and therefore officers are expected to observe their pledges of service to the public. Under this mandate, an officer cannot create a crime in order to make an arrest. However, not all police officers are true to their barter and this

The Fall of the Roman Republic Essay Example | Topics and Well Written Essays - 1250 words

The belittle of the Roman Republic - Essay ExampleAccording to Polybius, a Greek aristocrat born in Achaea but banished to Rome, and source of the historical account in that city in the second century curiously where the elites are concerned, the nobility of Rome put the greatest premium on courage. Although courage was as of the essence(p) is all other states as well, this was the most true in the Roman aristocracy value system. The stress on courage was illustrated most especially during the funeral rites of the deceased in which their acts of bravery would be eulogized. According to Polybius, a kin of the deceased would wear his mask, and some other hands would wear masks of all the dead ancestors of the deceased. The coitus wearing the mask of the deceased, dressed in robes preceded each by the symbol of the particular ancestor, would then sky a speech glorifying his achievements, after which eulogies for each of the deceased ancestors would follow. These after-death honor s given to deceased and his ancestors served to inspire the young men in doing their best in their endeavors so as to earn the same honor in their deaths.

Two variables Speech or Presentation Example | Topics and Well Written Essays - 500 words

Two variables - Speech or Presentation ExampleThus, we expect that our inequality bequeath have the symbol or If our boundary line would be a dashed line instead, past we would have used the symbols After obtaining the equation of the boundary line, we willing choose a test pint that will be true when substituted in the equation. This test point must exist within the take region for the values to be true. We chose the origin (0, 0)In order to find the maximum number of TVs that will also be carried, we substitute 60 in the inequality to find the maximum number contingent that will satisfy the inequality. hence,substituting 60 for x,In order to find the maximum number of refrigerators that will also be carried, we substitute 200 in the inequality to find the maximum number possible that will satisfy the inequality. Hence, substituting 200 for y,Since 130 is not divisible by 3, we have to get a number closest to 130 that is divisible by 3. The number is 126. In order to obtain 126 on the left hand side of the inequality, we must adjust the number of TVs. We thus introduce a elongate

Organisation investigation Essay Example | Topics and Well Written Essays - 1000 words

Organisation investigation - Essay ExampleA social service is define as any activity performed by a private or public institution whose documental is to aid disadvantage, distress or vulnerable persons or free radicals (Britannica, 2007). Social contribute has different elements involve in its realization depending on the age group the service is attending. A simple age group categorization is to divide humans into three groups minors (under age of 18), adults and elderly (above the age of 60). The elderly is a group with lots of social issues especially those associated with wellness since the body of humans once they reach advanced engagement associated with older age starts to breakdown and deteriorate across all bodily systems. The mind is one of the systems that does not work as sharp as in the past.In the United Kingdom the legal modelling for social services does not recognize the mental health issues associated with providing social services to the elderly. The mental health act of 2006 was a great improvement for the social service providers operating in the United Kingdom. The spick-and-span health bill emphasizes improvements in areas such as patient autonomy, non-discrimination and protection of diversity, respect for caters, child welfare, rendering of what constitute mental disorder, reciprocity, therapeutic services and criteria for detention among other improvements (Rcpsych, 2007).The community and health act of 1990 is other important piece of legislation for social services providers in the United Kingdom set up by the NHS. The act came to create guidelines and foster the creation of private health institution since the government was not doing a good job in this area and still has not able to create a public system to supply enough services to cover the demand for social services in the UK (Powell, 2001). The act created internal changes within social place agencies such as the one I work for by forcing

Compare the management of a public service in the UK to that of one Essay

Compargon the precaution of a public profit in the UK to that of one other country of your choice. What does the comparison tell you about the factors that shape public management in each country - Essay Exampleigned to abide specified benefits, financial risk cover, and modify access to health services with the goal of improving the health outcomes (Baum, 2009). The health cargon programs ar not meant to provide coverage for all people of the country and neither are they meant to provide treatment for all ailments. The healthcare policies are decided by three important dimensions. These refer to the people who are covered, the services that are covered along with the extent of costs that are covered. The topic of healthcare is selected since it affects all citizens of a nation. piece rich people can afford to take private medical treatment and healthcare, the poor and shopping mall class people, retirees and those with disabilities depend on the social healthcare ashess to survive and lead a meaningful life. These are the reasons for selecting the topic. UK and USA are two nations that have a very effective and much debated healthcare system that are advanced and equitable in the application (Rogers, 1997). Hence, these two nations are selected. Next chapters will realise various issues related to this subject.As a matter of policy, NHS collaborates and works with international organisations such as WHO, UNO, UNICEF and other health and social care agencies. NHS has a sustainable burstment unit called NHS SDU and this department takes up projects with WHO to develop support packages for WHO European Member States. NHS provides projects help on two components. These are the technical guidance for sustainable health systems and the international route map. As such, NHS does not obtain any funds from international organisations and its activities are guided by the NHS board (NHS SDU, 2012).Hofstedes cultural dimensions provide an indication of the nati onal culture of a nation. It indicates the fashion in which citizens of a country would respond to certain situations, the manner in which they react to positions of authority and top executive and the manner in which they react as a

Technology for business Coursework Example | Topics and Well Written Essays - 250 words

Technology for business - Coursework ExampleThis is through the various tools that are operational ranging from software management and social networking tools. Finally, the company has achieved improved customer experience as technology has guide into better ways of managing and retrieving customer in editionation.On the other hand, the use of technology poses threats to the company. First, the company is likely to lose its customers who rely on the products that are carefully crafted by the employees. The use of technology makes the products that are produced by the alike to other companies in the market. It can be observed that the customers opt for products that are produced by the company since they are specially crafted by hand (Attaran 588). The second threat is that technology within the sector is dynamic and this content that the entity is forced to invest heavily in technology. The company is advised to implement the new technology step by step into its poduction and this will ensure that the customers accept the change process in the same way. Finally, the company should invest into the form of production that is likely to be used for a longer

Terms Modernism and Postmodernism Essay Example | Topics and Well Written Essays - 4250 words

Terms Modernism and Post modernness - Essay ExampleThe essay Terms Modernism and Post modernity analyzes contemporaneity and post modernity and focuses on the theory of Post-Colonialism. There is not a single unanimously agreed definition of modernism and different scholars have defined it differently. Despite the absence of any agreed definition of modernism, all of the definitions of modernism talk about the changes in art, literature, business, and even in the daily lives of individuals because of the industrial revolution and formation of the industrial cities. In academic studies, modernism is a philosophical movement or is a particular berth of looking at the universe and examining the activities of daily life. Modernism is the movement that shakes off all traditional things including phantasmal belief from individuals lives and tries to make everything new. The movement encourages experimentation in every field and, therefore, new perspectives emerge. The effect of the mode rnism is conspicuous in art and literature as well. In literature, the writers reject the traditional method of composition smooth narrative fiction and stream of consciousness emerges as the replacement of the old narrative. The emergence of tweet art and diversionist paintings is the results of modernism. The philosophical movement of modernism starts in late nineteenth and early 20th century. It is a set of ideas. Post-modernism is also a kind of philosophical movement at the development each scientifically or non- scientifically in every walk of life.

Race and Racial Group Essay Example for Free

Race and Racial Group establishSearch the meshing for assorts and organizations promoting racial equality to help you complete this assignment. You may also refer to the Internet Resource Directory in Ch. 13 of Racial and Ethnic Groups. Using the information from the text and your web chaseIdentify one racial group from the list below Hispanic American/Latino relieve a 500- to 750-word paper from one of the perspectives below A historian theme about the racial group in a book chapter A news reporter writing a newspaper obligate or blog entry about the racial group An individual member of the racial group, writing a personal letter to a friend who is not a member of that racial group Answer the following questions What have been the experiences of this racial group end-to-end U. S. history? What have been the political, social, and cultural issues and concerns throughout American history? What formula meant to constrain race within prejudicial boundaries was enacted? How did the various groups you researched fight this legislation? What legislation meant to alleviate prejudicial boundaries has been enacted? How did the various groups you researched promote this legislation?Assignment Historical Report on RacePurpose of AssignmentStudents explore a variety of resources on racial equality and import a paper from a historical perspective relating to the experiences of a particular racial group in the United States. By understanding the history of experiences of various groups, students will be better prepared to assign historical experience to racial diversity today.Resource RequiredInternet Resource Directory in Ch. 13 of Racial and Ethnic Groups

Safeways Human resources management Essay Example for Free

Safe way of lifes Human resources attention EssayIntroductionI go forth be expressioning at the way Safe shipway Human resources worry is run, Safeway is i of the leading market broadcast retailers in the UK with annual sales of around 9 billion, 90,000 employees and nearly 480 stores nation grand. Their stores quarter around 8 angiotensin converting enzyme million million shoppers every week. Origin eithery they were a US owned corporation called Safeway Food Stores Ltd. Their firstborn UK store was open(a) in Bedford in 1962. oer the future(a) ii decades the communitys portfolio of stores rose to 133, establishing it as a serious im postureer in the booming UK fo animosity retailing market. This success reflects the radical miscellaneas they gestate do in the way they do phone tone and their st localisegy is found on four hear objectives which is focus on spend and price, best at fresh, best at availability and best at customer servicing argyle was formed in 1977 by James Gulliver and named after his Scottish birthplace,the company grew rapidly by meat of acquisition, and during the 80s argyle focus its retailing effect on the P resi repayableo brand while in hang onition operating a range of another(prenominal) food and drinks blood linees. By 1987, Argyll had the undeniable financial muscle to stool got a bid for the Safeway name and estate. In February 1987 Argyll bought the UK arm of Safeway for 681m and with it came a distribution discharge employ and the Safeway name, a political platform was launched to integ vagabond the best systems and checkes from each company and convert many of the king-sizer Presto stores to the Safeway fascia. As its food retailing operations became more authorised, Argyll began to sell its non-core artes and invested in a massive store fount programme. In 1996 the company name was varietyd to Safeway plc and all stores reframed under the Safeway identity.Their gentleman s gentleman resources swan focal point in conjure upment, consequence and situations of life. HR policies on footh old and conditions of pay and benefits, death penalty perplexity, train and c beer tuition apply to all Safeway great deal. It believes that by building sustain sufficient advantage oer our competitors it faecal matter only be do through Safeway pack. We atomic number 18 creating a business culture in which our mass ar passionate ab kayoed our products, our stores and everything we do. If their employees pass water an unbreakable provide to compete and have the clevernesss, go throughledge and resources to do their best every day.The Human Resources operation within Safeway assumes all departments and impacts on all members of mental faculty. Human Resources Managers argon responsible for attracting, developing and retaining populate who atomic number 18 great assets to the stores. They propose expert advice on a range of employee issues and work to patron muckle extend to their expert potential.Their HR strategy has been broadened to insure they prep be two their business and the great unwashed for the future and give continue to develop four-in-hands in the key theaters indispensabilityed to support this phase, e.g. change. Leadership will be a requisite skill to support their mountain and managers will receive ongoing breeding in this bea.Safeways ideal Supply and HR Divisions recently became Investors in hoi polloi accredited. In the case of the Supply Division this action was unique as they employ both permanent employees and contractors at third party depots.Human Resources supplyThe perish of human resources within a business is tip overed to be one of very important elements in running private and public endeavors besides the financial capital. It envisages men cookery which focus on the various ways of attracting sufficient terminatedidates with the right qualifications.Broadly speakin g, the role of human resources take on among others men planning, codement and filling, prep aredness and development and carrying into action of management so that a business outhouse have the best people for jobs who are able to perform their look onive tasks to the spicyest level possible. Other responsibilities similarly include designing jobs that are interesting, keeping within the law on issues such as health base hit, equal opportunities, sex wash drawing discrimination and termination of profession. Another responsibility as well as include dealing with mint unions, staff association, disputes, industrial tribunals and other well-grounded actions, also ensuring that brassal structures and procedures allow employees to express their views, ideas, complaints and worries.If a business is expected to be utile and efficient it aims to manage its employees or human resources sound. If workers are well man age they will be happier, weaken motivated, more re sponsive and more productive. Badly managed employees are more likely to be little enthusiastic, less willing to show initiative and likely to miss work. and finally less productive.The external press market is also considered to be a very important factor when dealing with human resources. It is made up of potential employees whether they are topical anestheticly, regionally or contently that whitethorn have the skills and vex indispensable for a particular business. men planning should overlay the analysis of both sexual staffing resources, and the monitoring of the availability of travail from external resources. If a business fails to analyse the pool of recruits within the on the job(p) population both local anaesthetic national whence it runs the risk of not being able to satisfy any additional manpower have a bun in the ovenments from external sources. There are many incompatible factors that affect the size and nature of the lying-in market. get the picture MarketThe effort market is defined as the combination of drive imply and labour supply. Labour demand refers to the total number of workers or even work hours required by employers and is normally careful by the number of jobs plus va female genitaliacies. Labour supply refers to the total numbers of hours that labour is willing and able to supply at a given wage rate. It support also be defined as the number or workers willing and able to work in a given occupation or industry for a given wage.theme Labour MarketA business must consider its ability to meet its manpower requirements so that it can ope range efficiently and at the same obtain good or at least cover its running be in the short run. Overall a national labour market is influenced by the chase factors* Trends in the size of the working population.* Competition for labour within businesses industry.* Overall level of economic activity.* education and learn opportunities.* The effect of government legislation.A national external source also has to be considered, these include national policies, demographics trends and developments which can affect the ability of a business to recruit certain types of labour. Similarly all these factors can have an implication of salary levels and the conditions of occupation. We can considerably say that manpower planning must also shoot agglomerate into account the quest factors* sparing trends which will affect the demands for different types of labour e.g. in to long prison term environment there is a greater demand for people with technology skills.* National demographic trends whitethorn have particular implications for the growth of the working population.* Education and training trends which change the structure and emphasis of university courses and the provision of technical and vocational education in schools and colleges.* clean legislation including government policies and European Union directives on wage and salary negotiations, the role of staff associations and trade unions, equal pay, sex discrimination, employment protection, working time and industrial relations.local anesthetic Labour Market business sector require to be aware of the labour supply in the location they are operating, they aim to know about future and rate of flow supply trends. In order for a business to gain a ingest apprehending of the local supply conditions they must have access to such statistics. Other culture can be obtained by local employment offices and job centres which have details of unemployment figures for their particular area, local employers also want information on local wage rates and income levels in order for them to throw away an get out wage level to recruit or attract the right cast of employees. The types of information a business require to know about local employment trends are the following* Local employment gives an indication of the global availability of labour and state how easy or difficult it will be to recruit.* Local Skills shortage, there are job roles that go into decline be sire the skills required for certain jobs are graceful redundant.* Competition for employees, it is in a business best interest to know whether its competitors are expanding.* Availability of labour.Local external sources have to be looked over when assessing future manpower requirements and how it can be satisfied by local labour markets and manpower planning should take into account the following* instructions in the local please system that determine the effective catchments for labour area.* Demographic trends paying particular attention on the boilersuit size and age structure of the local working population, e.g. if there a lot of graduates in the area they might consider recruiting them.* Housing and the availability of different types of accommodation.* Environmental developments that influence the attractiveness of the area as a place in which to live, more homes and people.* The loca l effect of any changes in the governments regional and urban development policies, e.g. if a new retail park opens, there will be more jobs.* Unemployment rates and the availability of workers with particular skills, qualifications and engender for example high labour market available for work higher(prenominal) demand for certain jobs then wages get higher.* The availability of part time and casual labour, e.g. students and mothers.* The tone of voice of local education and training providers, people will be more skilled which means higher wages.* Local argument for labour and its impact on pay rates and adorn benefits e.g. one company might look at what benefits another(prenominal) company offers.Manpower planning and internal staffing resourcesThe purpose of manpower planning within different retraceups will vary and it is important to range this purpose i.e. why your organisation carrys to do manpower planning. Once the purpose is clear, then it is important to devel op a unchanging approach to meet these postulate. Manpower Planning is the bear upon by which an organisation determines its human resource management needs and issues, and develops and implements plans to address them, it also gives a clear picture of the supply of labour available to a business internally for example skills, attributes and the potential of the current employees.At this level the manpower planning function deals with figureing the staffing requirements necessary to implement the organisations overall plans. The focus here is on the wider implications of the organisations manpower plans in terms of, for example, skill mix and development programme requirements, as they affect the organisation as a whole. Manpower planning at an operational level deals with item programmes defined as necessary by management to meet their objectives.Research and experience shows that workforce planning fails when it is applied in a manner which is dissonant with the needs of th e organisation. If it is viewed as too complicated, scatty serious senior management support or foc utilize on issues which are not important to the organisations success, it whitethorn be perceived as just another personnel procedure. However, when it involves managers in meaningful and significant ways, when it provides useful information and stimulates effective decision making and when it addresses important issues before they rick expensive problems, then workforce planning is seen as a valuable process of management. This should be based on a manpower inventory consisting of computerised personnel records on each employee which cover the following* Age, gender and martial status.* Date employment commenced, the first day of their work.* How the employee first heard of the vanity with the business, whether it was recommended.* Job title.* Department, section and job location.* Employment status (hourly, full-time, part time, shift).* Previous job titles within the organisati on, whether they were at one time a checkout assistant and now a manager, we know that skills are there.* Previous work experience with other employees.* Performance and attainment, their ability.* Qualifications.* formulation and development, what type of training they have and if they need more strengths.* Potential for take or promotion.Information from manpower planning can be analysed to alleviate determine the resources that an organisation possess, and also get word important trends that may have implications for its future labour requirements. This plan should include records of employees that are no longer within the business and the reasons why these employees left for example if it was the companys fault or employee personal reasons. It gives an luck for measuring and analysingLabour Turnover Labour turnover occurs when workers leave an organisation and need to be replaced by new recruits. The main reasons that workers leave are Resignation (both voluntary and due t o incapacity pregnancy, ill-health, etc) Dismissal (including redundancy). Retirement.It is deliberate in percentage terms using the following formulaLabour turnover = number of employees loss over specific period x 100Average number of people employedA labour turnover ratio of 25% is generally considered acceptable, however when the rate reaches 30% or more, an organisation will need to pay attention to this particular area. High labour turnover can be expensive, although the actual cost are difficult to estimate. To get or so indication, organisations can start by adding up the nearly obvious expenses those of advertising, recruitment and training, unneurotic with the cost of associated management and supervisory time. The annual total could well convince the organisation that time and effort spent reducing labour turnover is cost-effective. Increased wasting disease on recruitment and training represents only a small proportion of the total cost of labour turnover. Much greater be may be incurred through* Poor recruitment with the wrong people being selected for the job, perhaps interviewer did not select the right person.* Low levels of motif within a department.* Employee dissatisfaction with reproving wage rates or working conditions maybe not getting enough for their use and may set up fringe benefits to keep their employees. For example Safeway offer a agonistical salary and an employee can look forward to a range of benefits including* Generous holiday entitlement.* Contributory pension scheme.* Staff discount card.* subsidised meals and drinks.* Share save scheme to become a Safeway share holder.* Safeway Life ardour Voluntary Benefits which are a wide range of discounts on services including mortgages, electrical services, personal travel services and fitness.* Bonus scheme.* Staff uniform.* subsidy payments for Sunday working.Safeway employees become eligible for further benefits such as medical cover as their life history progress es, and their store social committee organizes different number of activities like theatre trips to Christmas parties.* Failing induction process and employees are not made to feel comfortable.It is also important that Safeway measure the labour turnover rate to warn of potential problems, so that the management can take appropriate action. The replacing of employees can slip a lot of disruption in the efficiency it can also create costs for recruitment and training. For Safeway to meet its manpower planning it is important that it minimises labour turnover.Labour stability solid ground power This outlines stability because it emphasizes the employees that layover within the business rather than those that leave, this is another important ratio that is utilize and a measure which is more suitable is the labour stability index, as the labour turnover is generally measured. The labour stability index is measured by this formula Labour stability = number employed with more than 1 2 months service x 100Total number of staff employed one year agoThe labour stability for Safeway is 157 x 100196Labour stability = 80The index stability represents stability because it emphasizes those employees that tolerate rather than leave. The labour stability, which is 80, means that only 20% of workers leave, so this is a very good employment for Safeway.Sickness and accident rates Absences are perverting for companies as work is not through with(p), and sickness rate is measured using the following formulaSickness rate = number of working days woolly-headed per year due to illness x 100Total number of available working daysDue to the Health and safety at work act 1974, an organization is required by law to investigate a keep a expatiate record of its accident rates, accidents can be ca utilise by factors such as* Insufficient safety training.* Stress, caused by too such(prenominal) to do.* A neediness of safety equipment.* Poor motivation, money related perhaps due t o unhappy with their work surroundings.These factors can result in ineffective working practices and deoxidised efficiency, keeping records allows an organization to protect itself from legal actions and will help identify and deal with causes of accidents before problems occur.Safeway circulate an annual health and safety report to employees in order to illustrate where we are and actions underway to improve our health and safety performance. They are always encouraging employees to consider key health and safety challenges facing Safeway and how they can make a difference* Protecting members of public and visitors visit Safeway premises.* Reduction in stock handling injuries to staff.* Motivation and training of staff in health and safety.* improving the safety of contractors during construction and maintenance operations.Age Structure This information is useful for several reasons, it will help highlight a potential staff shortage that may be caused by a large number of emplo yees all reaching retirement age, mostly students are most willing for jobs. When deciding the tryst of training opportunities a detailed analysis of the age structure of the workforce is needed, for example who is in need of training and you would not give training to pensioners, elderly as they are not in need of it.Succession This analysis identifies any managerial and supervisory posts that face a weak replacement fleck and for this reason the assessment of employees must be a dogging process, the manpower plan allows plans to be made for the effects of retirement or resignation among supervisory and managerial employees. An organization needs to know if it has the appropriate employees in order to promote and transfer them to the managerial positions.Safeways are committed to the provision of a full outplacement and career-coaching service at all levels. This will be supported by the development of their own internal re-deployment framework. They also plan to further enhanc e their system provision, enabling automated succession planning and expertness modelling, which will support the above.To support improved communication across their Business. In October 2002 the ten year old Human Resources System was replaced by a new, more efficient management information system (People soft). This manages the companys and facilitates our performance management and succession planning processes-* Recruitment administration.* All personal and job details.* Information about absence, learn and grievancesRecruitment and SelectionThe ultimate success of a business depends upon the quality and ploughshare of its workforce, businesses recruit staff for a variety of reasons. Before recruiting it is essential to ensure that there is actually a need to recruit workers. External influences such as technological developments can change job roles within the business creating a need to recruit new people with specific skills. Other reasons why businesses recruit include t he following* The growth of the business When existent jobs are being expanded human resources management simply needs to copy existing practice on a larger scale. In creating new jobs more detailed thought is required particularly if the jobs are quite different from those that already exist within the organisation.* changing the job roles within the business Due to the rise in information and communication technology, there has been a change in businesses job structures. When developing new jobs requires considerable amount of research, which is often done by examining best practice in businesses or by looking at the development of new jobs in other countries.* Filling vacancies created by resignation, retirement or dismissal In all businesses people convey on, they become older they either hand in their stigmatise or are dismissed. So it is necessary for employers to replace their employees.* Internal promotion In any successful business there will be opportunities for int ernal promotion, this allows an employee something to aim towards in a business rather than looking elsewhere for something better. When one employee is promoted, sometimes they need a replacement.The recruitment process as illustrated is a tried and tested process that aims to reduce the risk of selecting the wrong person. It can be costly in terms of resources devoted to the process and costs associated with recruiting poor performing employees, it is important to select people accurately for interviews. Businesses need to be very clear always about the requirements of the job and about the kind of person they are seeking for. The following ways can be achieved through* Job descriptions A job description is used as a job indicator for appliers, it is also used by managers to identify their roles and responsibilities within the business. This also can be used by businesses to provide information to be used in making a vacuum cleaner advert and for briefing interviews. A job desc ription normally follows a similar pattern of headings* title of respect of post, this should give a good indication of what the job is.* Position within business structure, state who the post holder is accountable to and who is accountable to them.* Duties and responsibilities that need to be performed by a job holder and the skills and qualities required.* Responsibilities for assets and materials, the rage of materials and physical assets the job holder will be responsible for.* Person specifications this describes the characteristics and attributes which a person needs to be able to do the job to the required meters. It can also be used to make sure a job advertisement conveys the qualities that prospective candidates should have and check candidates have the right qualities.* Achievements, what education, qualifications and experiences does the applier need?* Personal attributes they have e.g. works well in teams or on their own.* The amount of experience in the business in dustry or related areas.* Care richly planning how and when to advertise This process is to attract only those people who fit the companys person specification Advertisements must reach those who have the qualities to fill the vacancy, the business needs to be aware of who there target audience is(manager, supervisor, etc) and also where the advert will be placed(on a notice board, broadsheet paper, local job centre).The presentation of the advert is very important as it gives prospective employees a first impression of the business. A good advertisement needs to contain the following information* Job title, details about the business and who would I am working for.* Job description, what would I be doing.* Location, where would I be working.* Salary, what financial reward would I get and an indication should always be given.* Qualifications needed for the business must be stated clearly.* Address and tinge, so that the applicant can contact the business for further information.* Fringe benefits, additional things an employee will receive other than pay.* Organisational identity, this may be in the form of a logo.Safeway as a Company undertakes a positive and proactive approach to equality and diversity. They blot the benefits of providing a working environment in which everyone feels valued, respected and able to contribute to the success of the business and also wish to employ a workforce that reflects the diverse society of which they live in and serve.To ensure that all colleagues remain committed to and involved in promoting diversity, it undertakes the following activities-* Dignity and respect training authorise Appreciating Differences is provided for managers throughout the Company.* Conduct diversity profiling across their workforce and this information is fed back to each of their stores, to ensure that the workforce in each location reflects the profile of their local community.* They advertise vacant positions both within their stores and thr ough the distribution of fliers to local communities.* Use both internal and external posters and recruitment materials targeted at workers of different ages.* They also utilize the Age Positive and 50 Plus websites when advertising positions.* Springboard is used to target school leavers.* They are accredited to use the Positive about Disability symbol on our recruitment literature.* They are committed to interviewing all disabled people who meet the minimum job requirements.* They make any reasonable adjustments required to meet the needs of disabled applicants and colleagues.* We have highly-developed partnerships with around 40 external providers such as Re-employ and the Shaw Trust. In 2002/3 we employed approximately 140 people on supported placements.* Identify the strengths and weaknesses of job application CSVs and letters of application A CV is a schedule usually prepared by the job seeker, it is similar to an application form. It supplies an employer with the job seeker s details. It must be unsophisticated and positive and should have the following information* Personal details.* Education.* Qualifications.* Work experience.* Interests.* Ambitions.Letters of application should be pen to support a CV, it should haveA clear structure, with beginning, middle and an ending. Which shouldstate the following* The reason applying for the job.* The contribution that can be made to the business.* The developed capabilities through training and education.* The skills and knowledge acquired that will help in the job.* Short listing candidates This process involves looking through the completed applications to narrow the number down to a manageable number, it helps eliminate all the applicants that do not meet the job requirements.* Taking name and addresss Most businesses an applicants reference will be considered by the employer before a contract of employment is agreed. It is an opinion usually in writing of a persons character, ability, honesty and re liability. almost employers tend to not even consider the job applicant until they have seen a reference from a college or old employer.* Job analysis The first layer is to conduct a detailed analysis of the job, which may involve questioning the current job holder at work. It might be obtained through discussions with the job holders manager or supervisor. The job analyst compiles a description of the main responsibilities of the job by asking* What are the main tasks of the job and how often do they need to be completed.* What mental processes are required to do the job.* Is the job holder required to take decisions and use initiative.* Is the outturn from the job a part or a whole.* Does the job holder have to work with others or control the work of others.* What are the required performance standards.Recruitment and selection are link up, selection interviews also present candidates with a trueistic picture of what the job entails and what it will like to work for the bus iness. Selection interviews are well organised they must be arranged at convenient locations and times. The selection should attempt to get the best people within the existing budgets i.e. candidates with the most appropriate skills, experience and attitudes. It should also select people who will stay with the business for a reasonable time and minimise the costs of recruitment and selection relative to returns.In Safeways selection depends on the position you have applied for, one of the following selection processes will applyAt this level, we call our store recruitment process Selecting for Excellence. It usually consists of 2-3 stages depending on the position youve applied for.Selection Process* Completion of the Application Form.* You may be required to complete a pencil and paper test, followed by a short practical exercise which measures a range of skills and abilities.* Attend a selection interview.The recruitment process in Safeway is highlighted below* During 2002/3 they created 1500 net jobs (permanent roles only), principally in stores across the Company.* This year they have centralised recruitment centre in Warrington became fully operational, and received a hebdomadally average of 11,300 phone calls to their recruitment hot line.* They advertise vacancies for all stores on-line in the Careers section of their website and receive approximately 820 job applications via the Internet each week.* 32 graduates have coupled the business this year, 12 on the new store specific graduate programme.* The retention of people is a key part of their HR strategy on an ongoing basis.Safeways work with other External organizations relate with diversity or are members of include-* The Employers Forum on Disability.* The Disability Rights committee.* The Retail Employment Development Group (RED Group).* novelty Network.* Re-employ.* The Employment Services (Job Centre Plus).* Age Positive.* Commission for Racial Equality (CRE).* DEXTRA, Diversity Network Grou p.* The Employers Forum on Age.The Employment Rights Act 1996 states that the employees should receive certain information within the first two months of starting their employment. All contracts of employment should include the following* The names of the employer and the employee.* The name and address of the place of.* The date when employment began.* The job title.* Employment conditions e.g. full time, part time, permanent, temporary.* The salary.* The intervas in which the employee will be stipendiary e.g. monthly or weekly.* Any terms and conditions relating to holiday entitlements (including public holidays, sick pay and pensions).* The length of notice required from either party.* If the employment is temporary, how long it is expected to continue.* Any disciplinary rules to which the employee may be subject.* Signatures.Training and DevelopmentTraining envisages all types of planned discipline experiences and activities aimed at making positive changes to the performance of the employees and other behaviour, which will help them gain new knowledge, skills, beliefs, values and attitudes.As the technology develops and advances with a very high speed, it is necessary for the business to acquire these new innovations which will be available in the market and provide appropriate training to its human resources so that it will be in a position to operate efficiently and be able to compete with other business of the same nature.The training programme for a business is part and parcel of manpower planning which require a through analysis and continuous adjustment over time in relation to the existing and the new technology.Safeway believes that its employees are its best assets, they are provided with knowledge, skills and tools to be the leading retailer in our markets. Whether its providing customer service, fling exceptional products at a competitive price or learning the latest in merchandising and display. The companys training program provides the si ngle(a) with a solid foundation to achieve their best.There are different forms of training, namely* Induction Training It is when employers introduce new employees to the business. Employers also have to make sure the employees are aware of the new environment and have the necessary information on specific areas of the business so that they can perform their tasks. The new recruit is sometimes given an induction pack by the employer, also an overview of Health and Safety, Security and Equal Opportunities.* Mentoring It is used by businesses so that employees can develop a good working relationship and it also provides employees a chance to learn new skills. Mentoring is mainly when a trainee is allocated to a more experienced employee. If and when the trainee faces any difficulties or problems with their duties, they must seek advice from the mentor.* Coaching This is when an employees performance is assessed by the manager, which helps the manager to identify the employees stre ngths and weaknesses which intern they will need to work together to develop their skills. The manager needs to develop their coaching skills, otherwise this will affect the success of any coaching programme. The manager coaching has to have the appropriate skills and sufficient time should be allocated so that the time could take place.* In-house training This is when a business builds its own training department, which provides employees with training and development using resources within the business.* External training External training always takes place away from the real working environment, which is an external course that employees are sent on.* The national training system* Training enterprise councils This is sponsored by the government and led by local people, which helps businesses to identify their own training needs.* Investors in People The initiative is that investing in people is the most effective way of improving the performance of the business. The Tecs he lp to asses businesses that want to be recognised publicly as investor in people.* Individual learning accounts This is a sort of bank account which the government, the employer and the soulfulness all contribute money which is then used to buy training and education.* Modern Apprenticeships- Modern Apprenticeships have been designed for people whose learning styles are more suited to a job with training, most of your training is done while you are at work, and lasts for around troika or more years. It is very flexible which can be structured to meet different needs of employers.* National vocational qualifications the national vocational qualifications are indicators which show occupational qualifications. It is the ability of an employee to reach a specific kind of skills or competency in carrying out a specific job. An NVQ is awarded to an employee after an assessment done by the appropriate intromission or work place.Additionally, 210 Bakers have completed the craft baking NVQ and over 7,000 colleagues have received craft skills and systems training at one of Safeways three Regional Training Centres.The NVQ is a vital part of management training, awarded by city guilds it is nationally recognised and on successful purpose they will become a qualified NVQ assessor in their own right* National learning targets the national learning target is set by the government and it is expected that every business institution in the private or public sector to achieve those targets. These targets for example includes target for young, adults and for a businesses as a whole.Training and development is a continuous process helping Safeway to deliver its goals and benefits to its colleagues as their skills, competence and capability grow. Training for skills remains full of life, and this year they launched apprenticeship programmes for Butchers, Fishmongers and Florists, with over 200 colleagues attending the Fishmonger course and 116 the effect course. They have continued to provide support to the growing Non food offer by delivering training to support our 6 Mega stores and 50 Home Entertainment centres.Driving improvements in customer service continues to be slender and their Star Service programme was broadened this year to include Friendliest Store in Town. To support this, their Selecting for Excellence recruitment tool was extended to assess this key area.By Safeway building sustainable advantage over our competitors can only be done through their people, they create business culture in which their people are passionate about their products and have unbreakable will to compete and have the skills, knowledge and resources to do their best. suggest of Performance ManagementThe purpose of performance management is to achieve objectives of the business, to provide better customer service, to affix market share (volume, units, and value). Also to maximize profit, to motivate employees (encourage hard work and set targets) and to improve competition within the business. To make the purpose of performance management understandable along with my businesses approach it is important to understand how the HR manager measures performance.* Performance Management The performance management process provides an opportunity for the employee and performance manager to discuss development goals and jointly create a plan for achieving those goals. Development plans should contribute to business goals and the master growth of the employee. The planning process must also involve consideration of the emerging business environment, for some performance managers the changing environment offers many new challenges and opportunities. Performance managers and their employees are increasingly being asked to become generalists who step outside of traditional narrowly-defined job descriptions in support of team objectives and goals. These changes are resulting in the development of new approaches to human resource management.* Managemen t by Objectives This is a system in which specific performance objectives are jointly determined by managers and their employees, the progress toward objectives is reviewed periodically and rewards are allocated on the basis of this progress. The principles of management by objectives are specific objectives for each employee, performance evaluation and feedback and explicit time period. All objectives should be discussed with both managers and employees, this process is used and is likely to be successful if the businesses objectives met the SMART criteria. These are known as the followingS SpecificM MeasurableA AgreedR RealisticT cartridge clip related* Monitoring Performance This process requires the measurement of performance which then needs to be linked with these performance measurements against the achievement of objectives. What needs to be taken into account when comparing performance with targets is the general context that a particular operation is taking place.* Individual Performance Review This process is for individual employees, which is usually implement with the following review systemsAll Safeway colleagues have a performance review at least once a year, although more frequent reviews may be requested by individual colleagues. The progress of new colleagues is reviewed at six, twelve, eighter from Decatureen and twenty-six week intervals after appointment.* Appraisal This system is used by the employer to help them review the standard of work being done by employees within the business, and also assess the value or contribution of individual employees. It is used by employers to reinforce company goals, identify training needs and career opportunities, recognise good performance and review and set targets. Appraisals can be expensive and time consuming, but good appraisals have positive effect on employees motivation.Instead of judge employees by rating their performance, which could intern discourage employees involvement and w ill not help overcome weaknesses. Some managers may use personal performance interview, which should cover a review of performance objectives over the previous year, an assessment of an employees strengths and weaknesses based upon key job related criteria and a personal job improvement plan.* self Evaluation This is when an employee is asked to review their own performance before attending a performance review interview, this alters employees what their objectives are and identify training and development needs.* Peer Evaluation Peer evaluation can be a useful and valuable tool in helping employees to develop their critical skills and insight into the evaluation process. By making a critical appraisal of another employees work or performance, they can begin to understand the requirements of the business and what it entails. The only problem with this objectivity is that some employees might be in competition for a promotion or perhaps favour a friend to promote their own person al interests.* 360 period Evaluation This is one of the instruments that is used to evaluate the performance appraisal based on data unruffled from all around employee, such as customers, supervisors, peers and sub-ordinates. This evaluation provides feedback on abilities, skills, knowledge and effectiveness of the employee with the business.Based on the findings of the evaluation it can be highlighted the areas that need to be improved and type of training that needs to be undertaken to further develop the skills and the knowledge of the employees, further more the data collected will serve as a basis for any future improvement of the business activities as well as loose a new guideline for the management. This kind of evaluation will also help deal with emergency situations and build up a strong relationship between management and employee.* Managing performance in the novel business environment The business environment is subject a continuous changes and it is the most crit ical feeling of effective management. The performance management has to reflect these constant changes which have an extensive and complex impact on business.Managing Change These changes are of different nature, and the solution varies with the situation. If these changes are badly handled can lead to serious consequences, which may include* The frustration of sound strategies and the lack of its implementation.* The costs of implementation may rise. There might be unnecessary delays, spoilt work and emergency action to reduce the impact of delay all add to costs.* Benefit of the market may be lost due to the inability to compete with businesses in the market.* The human consequences of the change may be high. For example when people lose their jobs due to change or when the change is handled carelessly or without adequate planning.* Motivation reduced or lost within the business as people become confused due to poor management.* Resistance to future change may summation when t hey see their worst fears about the change are justified.The management has to adapt new methods in response to the changes in the labour, consumer, world and technological markets. The management has also to ensure that all measures in response to the changes should be smooth and effective with minimum damage to the employees and the business itself.Employee WelfareAny organization has the obligation to provide its employees with suitable and safe working environment and abide by the employees rights and interests. An organization has also the obligation of lasting by new government legislation and regulation and if it fails to do so it can face pursuit or financial costs.Some employers and business organizations are of the opinion that the recent legislation on working hours has limited their ability to operate flexibly and made it more difficult to improve their performance.Working Time DirectiveIn October 1998 the UK government has introduced a new Working Time Directive as a measure designed to protect the health and safety of employees. This Directive covers seven areas* Maximum working weekly hours- it should exceeds 48 hours, but it leaves the option for an employee to affix if he or she wishes.* Employees are entitled to have 11 consecutive hours in each 24hr period of daily rest.* An employee that has worked six hours is entitled to a 20 mo rest break.* In each seven day period employees are entitled to an uninterrupted rest period of 24hrs.* An employee must get at least four weeks give annual leave by their employer.* An employer should make sure that employees take regular breaks and are not subjected to high risk tasks.* An average of eight hours in any 24hr period should be worked by night workers but if they should get sick they then must have the option to move to day jobs.Maternity and paternity leave According to the sexual activity Discrimination Act 1975 and the Employment Rights Act 1996 have entitled pregnant employees, motherline ss leave disregardless their length. The maternity leave has been extended from 14 to 18 weeks, under the 1999 legislation. Employees are entitled to their statuary and fringe benefits during their leave period, and are free to come back to work after maternity leave. The earliest time that can be taken is 11 weeks before the baby is due. Many employers do not generate paid maternity leave, and there is no legal legislation for it. Although some companies and local councils grant paid leave, and the average leave period for paternity is ten days.Safeway aims to assist both male and female colleagues in managing their individual work-life balance, through a wide range of employment policies and practices in areas such as maternity and paternity leave and flexible working, many of which offer benefits over and above any minimum legal requirements.The Minimum wage In order to protect employees from exploitation this law was introduced in April 1999, it covers any UK employee who is aged 18 or older. The legislation covers agency workers, home workers, casual and temporary employees, and people on wintry term or freelance contracts as well as full and part time employees. before long there are three bands for minimum wage* A rate of 3.60 per hour for those aged 22 and over.* A rate of 3.00 per hour for those aged 18 to 21.* A rate of 3.20 per hour for those who are 22, and are within the first six months of a new job.* Improving performance through raising employee motivation* Motivation A strong team needs individuals who are dedicated to fully grown their best at work. Highly self-motivated, committed, ambitious employees give the most to their company and get the most from their work. But if employees are lacking motivation the effects can be dramatic, such as low team morale, lack of initiative, lack of energy, mistakes and high staff turnover. Motivational experiences improve employee attitudes, confidence and performance. Good leadership demands good people-motivation skills, motivational methods are wide-ranging, from inspirational quotes and poems, to team building games and activities, as ice-breakers or warm-ups and exercises for conferences, workshops, meetings and events which are great for staff motivation.When you break down barriers such as misunderstandings, prejudices, insecurities, divisions, territories and hierarchies you begin to build teams. If you take a group of people in a room having fun with juggling balls or spinning plates and barriers are immediately removed, teams unite and work together when they identify a common purpose. It can also be generated by a pay increase, by promotion or by simply by the status and satisfaction associated with possessing a new skill using the most up to date machinery or equipment. Managers can use non financial and financial means to motivate employees.This year the key areas for them to focus on with regards to their colleagues will be retention, development, motivation an d maintaining morale. They will need to do this whilst preparing for and responding to any changes which the business may face.* Hertzbergs two factor speculation Hertzbergs two factor theories is a unprejudiced but powerful way to understand an employees needs. Hertzberg believed that Hygiene and Motivator are two levels of needs which are as equally important for job satisfaction even though they worked in different ways. If the lower needs are inadequate workers will quickly become dissatisfied, however, as these needs are satisfied trying to motivate staff by just adding more hygiene factors such as wages or work hours is an inefficient and short term solution. A better way would be to appeal to their higher level needs by giving them more responsibility or giving them greater scope for advancement, in this way the individuals goals are satisfied as well as those of the business. The two factors are the followingHygiene Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include* Company policy and administration.* Wages, salaries and other financial remuneration.* Quality of supervision.* Quality of inter-personal relations.* Working conditions.* Feelings of job security.Safe has implemented its own hygiene management, a review of cleaning standards within stores has commenced with the objective of building on existing cleaning procedures. This has involved a comprehensive review of their cleaning procedures assessing developments in the cleaning industry to enable the best and most effective use of consumables and equipment used to clean their stores.Motivator Motivator factors are based on an individuals need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance a nd effort. Motivator factors include* Status* Opportunity for advancement* Gaining acquaintance* Responsibility* Challenging / stimulating work* Sense of personal achievement* Personal growth in a job* McGregors surmise X and theory Y Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book The Human Side of Management, he suggested that there were two types of employees each with different needs. McGregors X-Y theory is a simple reminder of the natural rules of managing people, which under the pressure of day-to-day business are easily forgotten. He also argues that the type of employee a person will become is influenced by the management style they are under.Theory X It conveys negative view of human nature, but is the primary source of most employee motivation. A Theory X manager assumes the following* Work is inherently distasteful to most people, and they will attempt to avoid work whenever possible.* Most people are not ambitious, have little craving for responsibility, and prefer to be directed.* Most people have little aptitude for creativity in puzzle out organizational problems.* Motivation occurs only at the physiological and security levels of Maslows Needs Hierarchy* Most people are self centred and must be closely controlled and often pushed to achieve business objectives.* Most people resist change.Theory Y This argues that employees gain reward from the job itself and are not money motivated, a theory Y manager makes the following assumptions* Work can be as natural as play if the conditions are favourable.* People will be self-directed and creative to meet their work and organizational objectives if they are committed to them.* People will be committed to their quality and productivity objectives if rewards are in places that address higher needs such as self-fulfilment.* The capacity for creativity spreads throughout organizations.* Most people can handle responsibility because creativity and ingenuity are common in the population.* Under these conditions, people will seek responsibility.* Maslows hierarchy of needs Maslows theory consisted of two parts the categorization of human needs and consideration of how the classes are related to each other. The classes of needs were summarized by Maslow as followsA person starts at the bottom of the hierarchy and will initially seek to satisfy basic needs (e.g. food, shelter).Once these physiological needs have been satisfied, they are no longer a motivator. The individual moves up to the next level which is safety needs at work could include physical safety (e.g. protective clothing) as well as protection against unemployment, loss of income through sickness etc. Social needs recognize that most people want to belong to a group, these would include the need for love and belonging (e.g. working with a colleague who supports you at work, teamwork, communication)Esteem needs are about being given intuition for a job well done, they reflect the fact that many people seek the esteem and respect of others even perhaps a promotion at work might achieve this. Self-actualization is about how people regain about themselves which often measured by the extent of success or challenge at work.Maslows model has great potential appeal in the business world. The message is clear if management can find out which level each employee has reached, then they can decide on suitable rewards.* Taylors principles Frederick Taylor in his 1911 book Principles of Scientific Management intensified the view that employees are motivated by money. Taylor discussed what he called a struggle for control of production between management and labour. In order to control production he developed methods for the measure and design of machining methods as part of a general plan for increasing the planning functions of management. By management planning and providing the support to show the workforce how best to do the job. It showed this cl ear line and staff organisational structure, productivity would increase because the employee recognizing the higher end product would lead to higher pay. Taylors principles would support the use of these three pay systems, which are as follows* Performance Related pay (PRP) Performance related pay has been much advocated by governments as a means of promoting labour market flexibility and generating higher productivity, this links output and performance to pay. Due to employee ability to reach specific targets they receive bonuses, PRP rewards good performance so it should motivate. humble increases can prevent feelings of dissatisfaction but to create motivation in a person who will be motivated by money it is necessary for the amounts to be large. Some think that this demotivating employees because it categorises them as good and bad performers because they fail to achieve their targets.* Piece rates Employees are encouraged to produce as much output as possible and maximize productivity, this allows employers to identify good performers. It provides employees with a variable income and payment is directly linked to output. Although by paying for quantity not quality, standards can be sacrificed as employees strive to gain rewards.* Commission based pay Is for sales staff and employees and are paid a percentage of the value of goods they sell. This motivates employees because due to the level of their salary is determined by their own performance ad help sell the company products.There is no doubt that the human resources management constitutes one of the important elements which contributes to the success of a business. also capital, the element of human resources management requires proper utilization, planning and investment. Investing in human resources includes staff training and development, motivation, recruitment and their wellbeing so that they can be retained in order to carry out their tasks and avoid the unnecessary turnover. Promotion, im provement of staff working conditions, better salaries all contribute to the high standard of production and to the high level of competition in the market. The healthier way of using capital is positively related to the better human resources management.Qualified human resources improve the competitiveness of business and allow it expansion. As the production technology develops and improves almost on daily basis, it is necessary to have staffs who are properly training to use the new technology. The use of new technology will allow competing with other businesses, reducing costs of production and increasing business profits. Safeway works very hard to maintain their competitive edge, but there will always be times when products are cheaper in one supermarket chain than another. In fact there are often times when Safeway are cheaper and they aim to stay ahead of their rivals by offering the best balance of quality and value and they trust that customers feel that in general they su cceed. Here are some of their pioneering initiatives in this area* Every week they offer customers great value promotions in Safeway Mega-Deals leaflet.* They were one of the first to introduce an economy range, Safeway Savers, which offers low prices. encounters may arise between different human resources management within the same business activities due to lack of coordination, understanding and proper planning. Activities need to be arrange before undertaking. Conflicts can cause lost time, resources, and efficiency in any work team. But when managed well, conflicts can result in new ideas, more informed decision making, and better performance. But managing conflict in effect requires skill, knowledge and experience. These days every organization must train its employees to effectively manage conflict and resolve issues that block performance.If this were to occur at Safeway they should again need to use communication skills to avoid this problem, because this is a simple confl ict that can be resolved by simple communication with the two human resources functions. If this was done they will see that the employee was the one who was not following his training techniques. However the member of staff may have not been trained and the performance management team may think he has and think his performance standards are not acceptable.These tools will help training and human resources professionals to provide members of their organizations with critical Conflict Management capabilities. These training programmes include workshops on management, leadership, communication, negotiation and diversity.ConclusionEffective Human Resources management is critical to the success of any firm. Human resources practices will contribute to the greater financial performance and productivity as well as reduced employee turnover. The changes expected in the next twenty years will cause many challenges to human resource professionals. Therefore, in order to facilitate these chan ges, many roles and competencies must be developed and the necessary tools such as information technology should be sought to aid along with the process.Over the last 20 years, the workplace has changed in more ways that one could have ever imagined, resulting from the increase in technology, innovation and globalization. The next decade will bring even greater change, impacting all facets of the workplace, including study changes for the Human Resources Department and human resource managers. In order to respond to the demands of globalization, HR managers will require new skills and competencies relating to language and culture, technological capabilities to facilitate overseas communication, methods to measure and quantify effectiveness and evaluate strategies and return on investment. Evidently, these new skills and competencies will result in an emerging new role for HR managers, requiring them to be strategic business partners, supportive of the overall corporate strategy.The future of role of human resources professionals will change from a less administrative role to more of a strategic role (Workforce, January 1998, 89). HR managers will continually be required to prove their effectiveness and their existence. They will be expected to understand outside(a) business practices and promote cultural diversity within the organization. They will need to understand the core business of the organization and become partners with line managers. They will need to prove that their initiatives and programs are results-oriented, providing specific measurable results in terms of business competitiveness that contribute positively to the bottom-line of the organization. They will be required to stay current with leading-edge as more and more organizations are faced with the demands of globalization and strategic alliances with other organizations around the world