Modern Marine Management Practice Essay Example | Topics and Well Written Essays - 2000 words

Modern Marine Management Practice - Essay Example In the study conducted, the main focus is the comparative analysis of the application of the McGregor theory and the Maslow hierarchy of needs. These theories as considered as two of the main theories that comprise the foundation of organizational behaviour and practices. In addition, the main objective is to be able to present the application of these theories in the modern management of marine practice. Specifically, to be able to achieve the results of the study it is important to the able to define the theories first and determine the methods for which they can be utilized in a system or organization. Upon the determination of the modes of action of the McGregor and the Maslow Theories, the subsequent objective is the possibility of application and even the effects of utilization in the marine practice. Thus, through the course of the study, the development of the concept related to the application and the achievement of the niche of the organizational behaviour theories in the practical field such as modern marine management can be determined and presented. To be able to achieve the set objectives of the study, it is important to define and determine the possible means of application of the organizational theories under study, specifically the McGregor Theory and the Maslow Hierarchy of Needs Theory. The theory which w... The main components of the theory are theory X and theory Y. The main perspective the theory projects are the ways that a leader can lead and manage the people through motivation. Theory X revolves around a single motivation which is money and compensation. The worker can then be described selfish for own compensation and monetary value; can even lack the responsibility and the drive to work. When the leader recognizes the said type of people, it is important to consider that such subordinates are in need of guidance and close direction (Leonard, 2002; Miner, 2002) Theory Y, on the other hand, is composed of people and workers that are motivated by various types of factors. These factors are exclusive of monetary compensation. In cases in fact, the actions of the people can be considered as a result for their dedication and love for the job and the task at hand. In terms of motivation, commonly, they are self motivated, thus responsibilities are readily taken. In addition, decision making can also be an initiative. A leader with the said subordinates is at best provides guidance while making them independent (Leonard, 2002; Miner, 2002). Through the said components of the theory of McGregor, the leader can determine the type of leadership and the effective ways of motivation that can be undertaken. Maslow's Hierarchy of Needs Another important organizational and behavioural principle is the theory established by Abraham Maslow. The said theory can be applied to different field of behavioural aspect and organization. Thus, the utilization of the said theory in specific fields can be considered as one of the most important

Primate Behavior and Conservation Essay Example | Topics and Well Written Essays - 1250 words

Primate Behavior and Conservation - Essay Example Primates tend to live in groups. The one factor that is the most important is ecological factors and female-female associations as a result of this (Wrangham, 1980, van Schaik, 1983 from Weingrill, 2000). This can be explained as predation pressure which determines the lower limit to the size of the group whilst the upper limit is determined by the presence of food with regards to time and space. The combination of these factors is responsible for the social dynamics between females of a group (van Schail, 1983; Dunbar, 1988 from Weingrill, 2000). The distribution of males, on the other hand, is dependent on the number of mating opportunities (Emlen and Oring, 1977 from Weingrill, 2000). In addition to female-female relations and male-male relationships, an important relationship to be considered is the male-female interaction. In the majority of mammals, intersexual relationships happen only fleetingly during the year. In contrast, over two thirds of primates have male-female associ ations (van Schaik and Kappeler, 1997). In most primates like the savannah baboons, the associations between males and females last for reasonably long periods of time. There appears to be benefits to both sexes from this association. For males the main benefit is an improved chance of mating with the female (pre-mating effort hypothesis (Seyfarth, 1978; Smuts, 1985 from Weingrill, 2000)) . Secondly, the fitness of the offspring after birth may be improved through association with a particular female as the male will be more able to defend the infants and provide them with access to certain resources (post mating effort hypothesis ((Packer, 1980; Busse and Hamilton, 1981; Noe and Sluijter, 1990 from Weingrill, 2000). Females, on the other hand, benefit as males are more powerful physically than them in conflict situations and can act as protectors both for the female and her offspring. This can lead to a reduction in infanticide. (Weingrill,2000). Three different hypotheses have bee n proposed to explain infanticide. The first is the social-pathology hypothesis whereby infanticide by primates is believed to be as a result of uncomfortable living conditions such as overpopulation having to fight for resources. The second hypothesis is the side-effect hypothesis whereby infanticide results from aggression between males (Sussman et al., 1995 from Weingrill, 2000). The third hypothesis is the sexual-selection hypothesis. This is the most commonly used explanation and this is when male primates kill unrelated offspring so as to quicken the female’s next ovulation and increase their chances of mating with that female (Soltis et al, 2000).

Heroin Addiction Essay Example for Free

Heroin Addiction Essay According to The National Institute on Drug Abuse, heroin is an illegal, highly addictive drug. It is both the most abused and the most rapidly acting of the opiates. Heroin is processed from morphine, a naturally occurring substance extracted from the seed pod of certain varieties of poppy plants. It is typically sold as a white or brownish powder or as the black sticky substance known on the streets as â€Å"black tar heroin†. Although purer heroin is becoming more common, most street heroin is†cut† with other drugs or with substances such as sugar, starch, powdered milk, or quinine. Street heroin can also be cut with strychnine or other poisons. Because heroin abusers do not know the actual strength of the drug or its true contents, they are at risk of overdose or death. Heroin also poses special problems because of the transmission of HIV and other diseases that can occur from sharing needles or other injection equipment. According to the 2003 National Survey on Drug Use and Health, which may actually underestimate illicit opiate (heroin) use, an estimated 3. 7 million people had used heroin at some time in their lives, and over 119,000 of them reported using it within the month preceding the survey. An estimated 314,000 Americans used heroin in the past year, and the group that represented the highest number of those users were 26 or older. The survey reported that, from 1995 through 2002, the annual number of new heroin users ranged from 121,000 to 164,000. During this period, most new users were age 18 or older (on average, 75 percent) and most were male. In 2003, 57. 4 percent of past year heroin users were classified with dependence on or abuse of heroin, and an estimated 281,000 persons received treatment for heroin abuse. According to the monitoring the Future survey, NIDA’s nationwide annual survey of drug abuse among the Nation’s 8th, 10th, and 12th graders, heroin use remained stable from 2003-2004. Lifetime heroin use measured 1. 6 percent among the 8th graders and 1. 5 percent among 10th- and 12th graders. The 2002 Drug Abuse Warning Network (DAWN), which collects data on drug related hospital emergency department (ED) episodes from 21 metropolitan areas, reported that in 2002, heroin -related ED episodes numbered 93,519. NIDA’s Community Epidemiology Work Group (CEWG), which provides information about the nature and patterns of drug use in 21 areas, eported in its December 2003 publication that heroin was mentioned as the primary drug of abuse for large portions of drug abuse treatment admissions in Baltimore, Boston, Detroit, Los Angeles, Newark, New York, and San Francisco. How is heroin used? Heroin is usually injected, sniffed/snorted, or smoked. Typically, a heroin abuser may inject up to four times a day. Intravenous injection provides the greatest intensity and most rapid onset of euphoria (7 to 8 seconds), while intramuscular injection produces a relatively slow onset of euphoria (5 to 8 minutes). When heroin is sniffed or smoked, peak effects are usually felt within 10 to 15 minutes. NIDA researchers have confirmed that all forms of heroin administration are addictive. Injection seems to be the predominant method of heroin use among addicted users seeking treatment; in many CEWG areas, heroin injection is reportedly on the rise, while heroin inhalation is declining. However, certain groups, such as White suburbanites in the Denver area, report smoking or inhaling heroin because they believe that these routes of administration are less likely to lead to addiction. With the shift in heroin abuse patterns comes an even more diverse group of users. In recent years, the availability of higher purity heroin (which is more suitable for inhalation) and the decreases in prices reported in many areas have increased the appeal of heroin for new users who are reluctant to inject. Heroin has also been appearing in more affluent communites (z). According to the NDIA the immediate effects of heroin (the short term), soon after injection (or inhalation), heroin crosses the blood-brain barrier. In the brain, heroin is converted to norphine and binds rapidly to opioid receptors. Abusers typically report a feeling a surge of pleasurable sensation-a â€Å"rush†. The intensity of the rush is a function oof how much drug is taken and how rapidly the drug enters the brain and binds to the natural opioid receptors. Heroin is particularly addictive because it enters the brain so rapidly. With heroin, the rush is usually accompanied by a warm flushing of the skin, dry mouth, and a heavy feeling in the extremities, which may be accompanied by nausea, vomiting, and severe itcing. After the initial effects, abusers usually will be drowsy for several hours. Mental function is clouded by heroin’s effect on the nervous system. Cardiac function slows. Breathing is also severely slowed, sometimes to the point of death. Heroin overdose is a particular risk on the street, where the amount and purity of the drug cannot be known. The long term effects of heroin use and the most detrimental is addiction itself. Addiction is a chronic, relapsing disease, characterized by compulsive drug seeking and use, and by neurochemical and molecular changes in the brain. Heroin also produces profound degrees of tolerance and physical dependence, which are also motivating factors for compulsive use and abuse. As with abusers of any addictive drug, heroin abusers gradually spend more and more time and energy obtaining and using the drug. Once they are addicted, the heroin abuser’s primary purpose in life becomes seeking and using drugs. The drugs literally change their brains and their behavior. Physical dependence develops with higher doses of the drug. With physical dependence, the body adapts to the presence of the drug and withdrawal symptoms occur if use is reduced abruptly. Withdrawal may occur within a few hours after the last time the drug is taken. Symptoms of withdrawal include restlessness, muscle and bone pain, insomnia, diarrhea, vomiting, cold flashes with goose bumps (cold turkey), and leg movements. Major withdrawal symptoms peak between 24 and 48 hours after the last dose of heroin and subside after about a week. However, some people have shown persistant withdrawal signs for many months. Heroin withdrawal is never fatal to otherwise healthy adults, but it can cause death to the fetus of a pregnant addict. At some point during continuous heroin use, a peson can become addicted to the drug. Sometimes addicted individuals will endure many of the withdrawal symptoms to reduce their tolerance for the drug so that they can again experience the rush. Physical dependence and the emergence of withdrawal symptoms were once believed to be the key features of heroin addiction. We now know this not to be the case entirely, since craving and relapse can occur weeks and months after withdrawal symptoms are long gone. We also know that patients with chronic pain who need opiates to function (sometimes over extended periods) have few if any problems leaving opiates after their pain is resolved by other means. This may be because the patient in pain is simply seeking relief of pain and not the rush sought by the addict. The Medical consequences of chronic heroin injection use include scarred and/or collapsed veins, bacterial infections of the blood vessels and heart valves, abscesses (boils) and other soft –tissue infections, and liver or kidney disease. Lung complications (including various types of pneumonia and tuberculosis) may result from the poor health condition of the abuser as well as from heroin’s depressing effects on respiration. Many of the additives in street heroin may include substances that do not ready dissolve and result in clogging the blood vessels that lead to the lungs, liver, kidneys, or brain. This can cause infection or even death of small patches of cells in vital organs. Immune reactions to these or other contaminants can cause arthritis or rheumatologic problems. Ofcourse, sharing of injection equipment or fluids can lead to some of the most severe consequences of heroin abuse-infections with hepatitis B and C, HIV, and a host of other blood-borne viruses, which drug abusers can then pass on to their sexual partners and children.

Japanese Airlines (JAL) Human Resource Management Practices

Japanese Airlines (JAL) Human Resource Management Practices The world we live in is constantly faced with many new challenges that must overcome to survive in which business world is one of them. Changes in the world have affected many companies and industrial activities to develop and able to adapt in various kind of nature (Kearns, 2010). The most effectively modified to profit in the business world would be the approaching to human resource sector. For the past decades, human work force have been using like an operating machines, working hard and harsh. But in the present world, human work force can be call the most valuable assets for the business world, presenting as a company core competency and the force that would drive an organization to archives goals (Pate Beaumont, 2006). Management in human resource currently have create and issues within the corporations, also as for the activating the service sector, in which the quality of interaction between costumers and service providers is very important for the success in the business ac tivity. Airline companies have increase on the human resource strategies and policies to make use of them in the company values (Heracleous Wirtz, 2009). This essay presents the most relevant human resource management practices to be adopted by JAL to cope up with the various problems. According to Kearns (2010), For most of the 20th century, the number of tasks and levels in large organizations grew incrementally, with new job and career opportunities to full-time employees. Opening the phase of 21st century have been about fundamental changes as because of many factors include global developments on technological and economical, also in labor market trends as well as the need of flexibility (Holbeche, 2009). As such, organizations have to temporary cancel some of their operations or closing the facilities. Need for cost reduction, plus speed and flexibility have made an organization to decrease a full-time employees result in temporary employment. Global labor market trend is constantly facing an extensive transformation in which cause difficulty in recruiting an employee and to maintain quality workers (Hunter, 2006). Hence, private and public organizations are becoming reliant on alternative employee work patterns. The first step to be taken at JAL is to realis tically analyze the current state of all HR-related matters and to develop a concept for its future development. This will revolve around the issues of market changes in coming years and the companys skills and core competences. The management of people in the airline company is complicated by the pro-cyclical nature of the industry and the proportion and malleability of labor costs (Boswell, Bingham Colvin, 2006). These factors have combined to necessitate cost cutting and to insure that those cuts are often focused on the labor. Competent management of people in airline is extremely important. Pilots occupy a position of considerable bargaining power and have not been averse to exercising that power. Flight crew is also an extremely valuable commodity for airlines due to their extensive training and their scarcity (Harvey Turnbull, 2006). It is imperative, then, management generates a committed and satisfied flight crew community. As per Kearns (2010), The business plan should include a description of organizational structure, including management and human resources capabilities, philosophy and needs, the number of employees intended to hire, how to manage them and the estimated personnel costs. The objective of the HR action plan at JAL should be to build JALs institutional capacity, productivity, and efficiency by effectively managing its most important asset, its staff. At the core of the HR action plan are measures to enhance and update HR management to attract, motivate and retain high-quality staff with the technical skills, behaviors and values needed to implement Strategy. This can be achieved by recruiting and developing staff with full commitment to JALs mission and the proactive attitudes essential for adapting to a changing environment; providing stable and clear mid- and long-term employment with more clearly defined career expectations; and offering an enabling environment in which staff can ful ly realize their potential to produce high-quality products and services (Ruefli, 2007). Given this relatively long-term employment model and the dynamic region in which JAL operates, the knowledge and skills sets of JAL staff need to be relevant and up to date. Recognizing the importance of keeping staffs technical skills sets current, JAL must in turn provide more learning opportunities. This will also support one of the thrusts of Strategy; enhancing JALs knowledge products and services. A key element in providing such an enabling environment will be for JAL to adopt best HR management practices so its staff and stakeholders recognize that HR is being managed properly and in full support of Strategy. These will include offering attractive and competitive conditions that are in line with those at comparator organizations; implementing HR actions based on performance and merit that are fair, reasonable, transparent and consistently practiced; and providing career development and learning opportunities to enable staff to develop and continually upgrade their skills in an evolving environment (Miles Mangold, 2005). Collectively, these measures are expected to address most of the issues highlighted by staff. These included career development and progression, performance management, staff development, salary and benefits, work-life balance. More effective communication with staff to manage the change is essential for JAL to achieve the intended impact for all actions. In order to define a framework for development, SWOT (strengths, weaknesses, opportunities, threats) and PESTLIED (political, economic, social, technological, legal, international, environmental and demographic changes) analyses are helpful for JAL (Hamill, 2006). Customer and employee surveys can provide important information about the various stakeholders interests. Analyses of competitors indicate current market position. But how does the company want to position itself on the market in the future? A vision helps the company define its aims and objectives (Doherty, 2005). This way, JAL can decide whether it wants to focus on price, innovation or customer relations. When the company has developed visions and aims based on upcoming challenges, they can check what skills already exist. They can then compare the current situation with future requirements using such tools as a qualifications matrix or a dynamic training requirement analysis (Holbeche, 2009). FAQs at such a time for JAL are: What should our employees do differently in the future, and Why are not they doing this already? But one also asks, what distinguishes a good employee from a bad one? At JAL, the human resource functions need to be called as the People Department. Recognizing that the people are the competitive advantage, there is a need to deliver the resources and services to prepare the people to be winners, to support the growth and profitability of the company, while preserving the values and special culture of JAL. The importance of HR should be reflected in every human resource function. Recruitment, selection, training, performance management, compensation, benefits and labor relations all should be supportive to JALs business strategy (Heracleous Wirtz, 2009). As a manager of a human resources department, diversity initiatives, team building, and leadership development would be very important parts of the strategy (Pate Beaumont, 2006). There are several reasons for this. The goal is to keep the best and most energetic people with the company. Develop leadership can work along with personal goals with corporate goal and improve the trust to the organization. It also shows a sincere effort to improve the individual. Team building helps improve a sense of belonging and loyalty to the company. Many people who are known to each other and have common interest tend to work better together (Miles Mangold, 2005). This will make an environment in JAL where it is pleasant to work and where employees are more inclined to help each other, especially during a crisis. Safe and happy workplace make employees feel good to be there. Each individual is given importance and provide security that give them motivation to stay on. This usually can be achieved by surveys to be able to find out the satisfied level of the employees (Hamill, 2006). Open Management Employees dislike the feeling of not knowing the state of what happening in the company. They would feel more motivated when they have part in discussion of company policies, sales, clients, contracts, and objectives (Ruefli, 2007). This encourages participative management. Ask the employees for ideas on how to improve would make them think more creative. Being open about everything related to company, will help building trust and motivated the employees in JAL. Open management policy and be use and practice using several tools. Good performance should be reward, such as bonuses or giving other compensation for well done job. With this reward system organization would not be struggle to keep up with attrition rate (Ruefli, 2007). Even if it is employees job, completion in an appropriate and acceptable manner would create a more profitable profit, and this also can boost up the staff morality (Hunter, 2006). These incentive can be use at JAL, individual or at team level, this have been observe that this works, getting the best out of employees. Still the reward should not be given without reason unless it is for annual bonuses. Doing so would reduce the perceived value of bonuses (Kearns, 2010). It is a well known for HR managers that hiring managers would try to begin the hiring process for a candidate that only have little idea of what exactly they are looking for (Boswell, Bingham Colvin, 2006). Even when job description is available for them to refer to, they must be kept on reminded to use it as a reference tool or else they are wasting everybodys time. Hiring managers must review what it is that they are looking for. Each year, requirement and criteria change. It is necessary to post all jobs that is vacant on company website so that everyone knows about it can apply for that some might be qualified (Harvey Turnbull, 2006). Candidate must need to conduct on behavior and technical test first, and then telephone screening, next as for face-to-face interview. The first advantage of testing is that there are no surprises later about their abilities. It make recruiting process tighter and more quality quantified and having constant process make recruiting consistent acros s all departments (Doherty, 2005). JAL should publicly explain almost every detail of the practices to be used to select employees. In theory, any company could attempt to copy the process and claim it as their own, but it would probably fall for a number of reasons. At JAL, much more energy and time should be expanded on the process. To find the right people, they should spend the money up front on the selection process, in the belief that it will become worthwhile over time (Ruefli, 2007). What should managers at JAL look for in the selection process? The approach should place great emphasis on hiring based on attitude. The search should be for something that considers to be elusive and important: a blend of energy, humor, team spirit, and self-confidence. These key predictors should be used at JAL to indicate how well applicants will perform. There should be centralized process that will help the organization as the applicants will have to go to one place and specialists trained in selection techniques can assist in the process of deciding which candidates should be hired and where they ought to be placed. JAL should keep the line managers and other employees involved in the process, and doing so will benefit the company for a number of reasons. Employees who will get the opportunity to contribute in the selection of their team members will become more committed to helping them succeed, and the process will also give them a sense of urgency (Pate Beaumont, 2006). The involvement of all levels of management and employees along with the HR department in the selection and placement process will help in building a strong network of employees. Thus, it will help JAL in providing the right attitude and service to its customers. There should be sound procedures in place for any level of selection, be it in the form of personality tests, interviews, or other assessments (Ruefli, 2007). The selection and placement decisions, however, should be ultimately made by a combined panel of line managers and specialized representatives from the People Department. These decisions will seem to be made with the full participation of present employees in the spirit of true partnership. There should be great emphasis on specialization and training. The training of new hires should be focused on building relational competence as well as functional expertise. Each new hire should receive classroom training and on-the-job training (Boswell, Bingham Colvin, 2006). Orientation should include ample exposure to JALs culture. Training should be broadly focused so that the new employees understand the jobs of other JAL staffers they may have to interact with. This will help employees to understand how their job fits and they can support others, consistent with the team aspect of the culture. At JAL, sharing of information such as contact and financial information with employees is a must so that they would understand the decision that has been made (Doherty, 2005). Passing this process, employees learn about the business, which is more than just a creative subject. This involves making a strategic decision to allow on contracts that are along with business and strategic business models (Hamill, 2006). People have knowledgeable and understand where money comes from and go to. They know what happen at bonus time and why it does or doesnt get paid out. People become more knowledgeable about business and feel more importance about their contribution and impact (Ruefli, 2007). Employees have changed their focus on just their job to the whole company. The importance of labor relation cannot be underestimated in any company (Harvey Turnbull, 2006). As the JAL employees union members and IASCO employees were not have the union less bargaining power. Pay and benefits of all empl oyees should be specified through the collective bargaining. JAL began to hire non-Japanese employees and pay labor wages. All employees should be paid equally at or above-market pay. It should introduce the profit sharing plan. Stock purchase plan should be introduced which will allow employees to purchase stock shares from payroll deductions at a discount (Miles Mangold, 2005). JAL should provide attractive benefits packages. Employees should receive medical insurance, dental insurance, vision coverage, life insurance, long-term disability insurance, dependent care, adoption assistance and mental health assistance (Doherty, 2005). This will let employees to know how much they are valued by helping them in times of need, be it with financial assistance or something else. Moreover, there should be job security. JAL should not have a layoff and it will help the employees to realize that job security is an important benefit provided by JAL. Paying bonuses or having any kind of variable compensation plan can be either an incentive or a distraction, depending on how it is administered and communicated (Pate Beaumont, 2006). Bonuses should be giving out in a way that the employees understand that this payment is due to the company hits a certain level of profitability. Then the criteria of giving out can be base on team success and individual success. It is based on performance, criteria is consistent for everyone, it is related for the employees to the success of the company, brings the necessity profit into reality, creating people to focus more on team (Harvey Turnbull, 2006). JAL should incorporate profit sharing, stock options, other non financial-based incentives, and a great communication plan for when a bonus plan is there. JALs employees evaluations should be based on demonstrating the spirit of outrageous customer service. Managers who will give an employee superior performance ratings must include documentation of actual examples of exemplary customer service that warranty the rating. Performance measures to be used should be cross functional (Kearns, 2010). This will motivate cooperation rather than competition. At most of the airlines, delays are attributed to specific units such as fueling, cleaning or baggage handling. At JAL, delays should be tied to the entire team or process, reducing blame shifting, and encouraging employees to assist other functions when needed (Miles Mangold, 2005). Performance measurement should be used as a performance management tool to foster cooperation, learning, and improvement. This essay is attempting to solve the problems faced by JAL. Eventually, employees form the greatest asset and must be continuously nurtured and developed as company strives to maintain reputation for excellence in the highly competitive global air travel industry. JAL should adopt a multi-faceted approach which incorporates all aspects of HR, which serves its employees from Recruitment to Retirement. There is a need to continuously improve processes and strategies. The people factor should be given top priority across the whole organization. Feedback and inputs from management, other divisions and diverse employee groups should be welcomed, and this will immensely contribute towards improving the standards and quality of output. JAL should have such an environment in which people can work well to the best, including the enjoyment of working that employees can develop, and be able to perform the most out of their ability and talents.

Free College Admissions Essays: A Good Role Model :: College Admissions Essays

A Good Role Model It is easy to answer some hard questions such as what does DNA (Deoxyribonucleic acid) stand for. One who studies in microbiology gets that answer in one second. For some easy questions, where does your character and personality come from? it is hard to answer such easy questions. One needs more time to get the answer. Psychologists may be concerned about one's childhood period and family environment. The character and personality is under the control of inherited genes but also is influenced by the environment. It is generally believed that the influence came from a family member during the childhood period and would spread to adulthood. To make a good character and personality for children, a family member needs to be a good role model. The essay "An American Childhood" by Annie Dillard is a good example of how a family member has influence on the children. This essay expresses her idea about her mother when the author looks back at her young age. Children will copy his or her character from the nearest person around them and develop this process until they mature. Family members would be the biggest influence to young children. A young girl imitates her mother and a young boy imitates his father, respectively. From the essay, Dillard said a lot about her mother's character and emotion in many points. Her mother is a strong and independent woman. The author says, "She was an unstoppable force; she never let go"(210). She means that her mother has strong energy to get something done and she never stops until it is accomplished. Her mother's character might differ from other ordinary women at the same time in the early 1960's. Her mother develops the seed of character and personality, which is the great impact and inf luence on her. For example, her mother questioned her about her assumption that Eisenhower would win the election. "How do you know?"(210) her mother questioned her. She said that everyone says that Eisenhower would win. Her mother asked "Did you ask everyone?"(210); She would definitely say that her mother was a straightforward person who questioned every detail in conversations. She had more and more unusual characteristics such as she persuaded the U.S. Post Office to let her keep her old address forever. The author may have learned not to be critical, but also taught her daughter to be independent and strong.

Human Resources Challenges Essay -- Business Management

Introduction Some of the challenges that organizations' human resource department face are, operations, policies and procedures and selecting highly qualified candidates. Management depends on human resource department to select candidates through recruitment, interviewing and application screening. I will discuss a few methods that human resources departments use to select potential candidates through credit reports and social media. Credit Reports Organizations have been using traditional recruitment methods, placing help wanted ads in newspapers to look for potential candidates. Human resource department application selection process requires candidates to go through an interview, background check and credit investigation. The reason organizations do a credit investigation is to make sure candidates are creditable and trustworthy. By conducting a credit investigation human resource department can compare information on a candidate’s profile to make sure it coincides with information on their credit report. A good credit report would consist of no judgments, bankruptcy; pass due payments or any repossession. Base on the application process, this would be the ideal candidate for the job. Organizations will not hire candidates if their credit report, reported any negative blemishes. Organizations would be afraid if candidates had a lot of blemishes on their report, it would cause issue for the company, especially i f their job required a candidate to handle money transactions. Organizations view candidates as if they were having trouble handling their personal money affairs, they could not be trust to handle the organizations reasonability’s. Human resource department would not hire a highly qualified candidate wit... ...ponsibilities within an organization, the challenges they are face with is recruiting the right candidate for the position. It requires application screening, interviewing, background, and possible credit investigations. However there are many recruitment tools human resource departments can use to recruit candidates, social media, been the most popular. With so many challenges human resources face it is important to make sure they hire highly qualified candidates. Works Cited Fairley, J.. (2010, November). EMPLOYERS FACE CHALLENGES IN SCREENING CANDIDATES. Workforce Management, 89(11), 7. Retrieved November 22, 2010, from ABI/INFORM Complete. (Document ID: 2188682971). Sheehan, P.. (2010, October). Social recruiting targets job candidates. Long-Term Living, 59(10), 31. Retrieved November 22, 2010, from ABI/INFORM Complete. (Document ID: 2176149381).

Performance Management Plan Essay

Performance management plans are crucial to any business. The main focus of an effective performance management plan should be the employee, but in order to align employee performance with organizational goals, we must also look at the foundation of the organizational structure. This is important because it will define the direction in which a performance plan will guide an employee. Currently Clapton Commercial Construction is a successful business, operating out of Michigan. The expansion of an already thriving organizational climate should be fairly smooth, and with our guidance we will ensure that the appropriate considerations are accommodated, such expansion to a different state, Arizona, and adding of 20% more employees. After looking into your current performance management plan, I would like to make the following suggestions: Organizational goals When we compared your current organizational goals to your existing performance management plan, we saw that there were already successfully established tools for implementing training as well as measuring employee satisfaction, efficiency, and productivity. Training to the organizations desired result is imperative and being able to measure milestones along the path is just as important. Training Training a diverse group of employees creates the need for several different training modalities. Group trainings work well because it allows for information to be heard by the masses. The common downfall to this is that many individuals learn in different ways. So having varies approaches  ensures a higher success rate. Smaller focus groups work well to reach others on a more intimate level. The most important factor in training, other than the training itself, is the ability to measure the results of the productivity that the training has created. By-annual evaluations that evaluate key factors in the training help to place a quantitive value on not only production but also on behaviors. Documentation is important as well, because it records a standard that was set during strategic planning that evaluations should be measured against. Communication One of the key components of a truly effective performance management plan is communication. Establishing and maintaining this is critical because managers need to feel connected with their employees and vise versa. Feedback is a large part of our plan suggestion because it will assist in communicating the identified gaps in production. Currently your turnover rate is at 20%. Our goal with establishing better communication between management and employees is to see that percentage shrink. Feedback and coaching will has been proven to add to employee satisfaction (OPM.gov). Open communication allows for those within the organization to develop strong working relationships, which will result in a continuous flow of feedback and coaching. The 20% employee addition in this expansion is a great opportunity to incorporate more employee participation in the further development of the performance management plan. Involving employees in this process with not only create a sense of ownership i n the work that the employee puts out, but will also make it possible for employees to take responsibility for their own learning and development within the company. Conclusion In conclusion, I would like to that Clapton Commercial Construction for trusting Atwood and Allen to assist with our expertise in your endeavor to create a successful performance management plan. As you grow and begin implementing this plan, we will follow up with evaluations to identify skill gaps and formulate resolutions to rectify them accordingly. References WWW.OPM.GOV [performance management] 2015