Monday, March 9, 2020
Today’s workforce is significantly different from those of only a generation ago and requires much more initiative, creativity, engagement and judgment. The WritePass Journal
Today’s workforce is significantly different from those of only a generation ago and requires much more initiative, creativity, engagement and judgment. References Today’s workforce is significantly different from those of only a generation ago and requires much more initiative, creativity, engagement and judgment. INTRODUCTIONWhat is Employee Compensation?Two Main components of Employee CompensationTwo basic ways of Direct Financial payments to employees The Legal Environment of HRMObjectives of International CompensationWhy Do Organization Offer Employee BENEFITS The Philosophy of Reward ManagementHow are Pay Levels Determined?Economic theories applicable to the case LINKING PAY TO PERFORMANCE – THE RATIONALEHOW DOES PAY INFLUENCE EMPLOYEES ATTITUDE AND BEHAVIORReferencesRelated INTRODUCTION Today’s workforce is significantly different from those of only a generation ago and requires much more initiative, creativity, engagement and judgment. Today’s jobs have changed so much that employee’s need a different kind of motivation.   More so, the nature of our economy is changing and competition is becoming intense in every business industries. It emphasizes the need for management at identifying and selecting employees who have the knowledge, skills, and capabilities the organization requires to compete and fostering those employees with good development, compensation, benefits and reward systems. The pay and  benefits can be instrumental in getting the right people, retaining and motivating  valuable employees. It can boast the performance of employees, increase productivity, and competitive advantage that will contribute to attain the company’s strategic goals.   For example, Mala Shah, a project Manager Tax of KMPG (Accountancy Firm based in UK). According to her profile the most rewarding element of working at KMPG is the fact that there are so many opportunities open particularly of training and learning.  KMPG provides them internal courses, such as Project Management or Personal Effectiveness, which will really help her in her role. Also, it enhances her personal development perspective.  Another example,  Tanya Ly all as People Centre Manager also from KMPG, for her the benefits that distinguish KMPG is the inclusive reward scheme.  â€Å"All the benefits are open to all employees so, from day one, everyone’s entitled to join the pension scheme and everyone gets included in the bonus scheme, so that means everybody’s equally rewarded and valued by the firm†.    Is the cost of benefit effective in KMPG? Does the firm really benefit? The KMPG acknowledged in 2010 as one of the Best Big Companies to work for, by the Sunday Times survey. KMPG received several awards as successful accountancy and consultancy firm, such as Global Firm of the Year 2010, Living Wage Employer of the Year and awarded Four Big Ticks from Business Community.  The achievements of KMPG are not simply by its executive management efforts but rather the willingness and full support of their people. On the contrary, some employees underpinned the cost of benefits by considering their primary priorities in life according to age, lifestyle and gender.   One factor is the role of money in people’s lives. Secondly, some have not understood the concept of benefits and simply ignored it.  Most of these types of people are rather opting to convert the benefits into financial benefits.  Based on the research of  Prudential Life Insurance that the young workers (generation Y) undervalue the life insurance as benefit.  Because of their concept that paying today for a benefit paid out at their death is only for the dependents welfare. Another example in National Coordinating Committee of Multi Employee Plans, a lot of their younger members, asked them why they are required to have health insurance, when they know they never get sick. The changing of diverse workforce is imminent and quite challenging for some employers. However,  the quality of an organization is to large degree determined by the quality of the people it employs.  People have always been essential to business, they are even more important these days. The reason is that as we engage deeper into a service and information economy, it is people rather than plant and equipment that constitute a higher portion of competitive advantage. For example, when fixed, tangible assets, such as plant, machinery, and equipment, contribute a lion’s share of company’s output; they could replace a new one and  more efficient without significant negative impact on overall performance. On the other hand, when a business is largely service and information oriented, the more the critical assets of the company are not tangible but rather intangible. These assets include the company’s culture, brand, leader ship, people, customer service, and knowledge.   Thus, human resources and the effective management of people is integral factor in organization’s success. What is Employee Compensation? According to Gary Dessler, author of Human Resource Management 12th edition, that Employee Compensation refers to all forms of pay going to employees and arising from their employment.   For example, Non-Executive Director of Court of The Central Bank of England has a salary of  £15,000.00 + Benefits.   Another example, Edinburgh Leisure the biggest provider of leisure services in Scotland capital, Director of Finance with a salary at  £60,000.00 + Benefits + Car Allowance. On the other hand, authors Sarah Gilmore and Steve Williams of Human Resource Management used REWARD in preference to â€Å"PAY†.  This is because employees increasingly expect more than pay for their efforts.  Rewards influence the recruitment and retention of employees and can play an important role in determining the organization’s culture. Better pay and benefits attract better-quality candidates, giving the employer greater choice over whom to employ. Reward can be tailored to stimulate desirable behaviors and foster employee’s commitment, knowledge, and competence necessary for business success.  For instance, Edinburgh Head of Financial Reporting receiving a salary of  £60,000 + mandated benefits and compensation for time not worked with car allowance. Other examples, Royal Bank of Scotland articulates the impact of strategic rewards as expressing what the organization values and being prepared to pay for what it gets fro m employees; it provides a sense of purpose and direction; integrating with business and HR strategy; valuing people, Open University hiring Chief Auditor offering a salary pay of  £69,852 + Benefits, Olympia Health Care, a renowned medical center in LA California manned with competent doctors and nurses, have the annual pay scale according to job specifications + Benefits and bonuses. Ranking Order Annual Pay Scale + Benefits 1.) Office Manager $ 48,000 2.) Chief Nurse    47,500 3.) Bookkeeper    39,000 4.) Nurse    37,500 5.) Cook    36,000 6.) Nurse’s Aide    33,500 7.) Maid    30,500 Two Main components of Employee Compensation A.)  Direct Financial Payments denote the base pay, salary and wage, and merit pay, incentives, commissions, and bonuses of employees. Also, it includes deferred pay, such as savings plan and stock purchase annuity. These benefits permits the employees to impart to an investment pool managed the employer- For example Rhoda is an international chemical company offers shareholding fund to new employee. Allied Banking Corporation – Philippines allows employee to avail the mutual savings plan. Base Pay – Salary and Wage Merit Pay Incentives Commissions Bonuses Deferred Pay Savings Plan Stock Purchase Annuity Two basic ways of Direct Financial payments to employees Time-based pay is still the foundation of most employers’ pay plans. Blue-collar and clerical workers get hourly or daily wages, for instance, and others, like managers or Web designers, tend to be salaried and paid by the week month, or year. Another example, Glaxo a world leader in pharmaceutical research is aware that long term investment is needed for survival at the top, has a reward strategy of paying salaries at the upper quartile level to attract, develop, and retain quality research staff. PAY for Performance. Piecework is an example. It ties compensation to the amount of production (or number of â€Å"pieces†) the worker turns out. For instance, we divide a worker’s target hourly wage by the standard number of units he or she is to produce in one hour. Then, for each unit he or she produces, the person earns the calculated rate per piece. Sales commissions are another example of performance-based compensation. Also, Textron uses rewards to support a strategy of employee flexibility through skills-based pay, while Whitebread Beer Company and Vauxhall both use rewards to encourage initiative and innovations. B.)   Indirect Financial Payment refers to financial benefits like employer-paid insurance and vacation. It also includes dental, and medical treatment, and disability insurance, retirement pensions, recreational facilities, car, training and development.  These employee benefits are normally provided tax free, depending upon status.  Some of these benefits like pensions are being offered to employees for reassurance of employed persons who may become disadvantaged through loss of employment. The Legal Environment of HRM HRM practices are governed by laws of the land, and those laws vary from country to country. Within countries, state or provincial and local regulations further influence specific practices.  For example in UK, the Equality Act of 2006 emphasizing the mutual respect for both employees and employers. The Health and Safety at work act 1974. Temporary Employees and Part time workers or Prevention of Less Favorable Treatment under Regulations 2000. Minimum Wage and Overtime Eligibility. In US, various laws specify things like minimum wages, overtime rates, and benefits. For example, the 1931 Davis-Bacon Act allows the secretary of labor to set wage rates for laborers and mechanics employed by contractors. The 1938 Fair Labor Standard Act, contains minimum wage, maximum hours, overtime pay, equal pay, record-keeping, and child labor provisions that are familiar to most working people. Objectives of International Compensation When developing international compensation policies, a firm seeks to satisfy several objectives. First, the policy should be consistent with the overall strategy, structure and business needs of the multinational. Second, the policy must work to attract and retain staff in the areas where multinational has the greatest needs and opportunities. Thus, the policy must be competitive and recognize factors such as incentive for Foreign Service, tax equalization and reimbursement for reasonable costs. Third, the policy should facilitate the transfer of international employees in the most cost-effective manner for the firm. Fourth, the policy must give due consideration to equity and ease of administration. The international employee will also have a number of objectives that need to be achieved from the firm’s compensation policy. First, the employee will expect the policy to offer financial protection in terms of benefits, social security and living costs in the foreign location. Second, the employee will expect a foreign assignment to offer opportunities for financial advancement through income and/or savings. Third, the employee will expect issues such as housing, education of children and recreation to be addressed in the policy. The employee will also have expectations in terms of career advancement and repatriation. Why Do Organization Offer Employee BENEFITS When an organization designs its overall compensation package, it has to look further than just an hourly wage or annual salary. It has to take into account another element, employee benefits. Employee Benefits are no financial rewards designed to enrich employees’ lives. They have grown in importance and variety over the past several decades. One viewed as â€Å"fringes,†today’s benefit packages reflect a considered effort to provide something that each employee values. The Philosophy of Reward Management Reward management is based on a well articulated philosophy, a set of beliefs and guiding principles that are consistent with the values of the organization and help to enact them. These include beliefs in the need to achieve fairness, equity, consistency and transparency in operating the reward system.   The philosophy of reward management recognizes that it must be strategic in the sense that it addresses longer-term issues relating to how people should be valued for what they do and what they receive.   Reward management adopts a â€Å"total reward’ approach which emphasizes the importance of considering all aspects of reward as a coherent whole which is integrated with other HR initiatives designed to achieve the motivation, commitment, engagement and development of employees. Although rewards, benefits and compensation can be instrumental in getting the right people, their basic function is retaining and maximizing the performance of employees once they have entered the organizations.    Moreover, rewards by their nature are made to encourage desired behaviors.  Desired behaviors must be linked to the firm’s strategy. Thus, reward systems also must be linked to the firm’s strategy. How are Pay Levels Determined? The pay levels determine through Compensation Administration. The goals of compensation administration are to design a cost-effective pay structure that will attract and retain competent employees and to provide an incentive for these individuals to exert high energy levels at work.  Compensation administration also attempts to ensure that pay levels, once determined, will be perceived as fair by all employees. Fairness means that the established pay levels are adequate and consistent for the demands and requirements of the job. The primary determination of pay is the kind of job and employee performs. Different jobs require different kinds and levels of skills, knowledge, and abilities, and these factors vary in their value to the organization. The higher skills, knowledge, and abilities and the greater the authority and responsibility the higher the pay. Although skills, abilities, and the like directly affect pay levels, other factors may come into play.  Pay levels may be influenced by the kind of business, the environment surrounding the job, geographic location, and employee performance levels of seniority. For example, private sector jobs typically provide higher rates of pay than comparable positions in public and not-for-profit jobs. Employees who work under hazardous conditions (say, bridge builders operating 200 feet in the air), work unusual hours (ex. the midnight shift), or work in geographic areas where the cost of living is higher (ex. Chicago rather than Parkersburg, West Virginia) are typically more highly compensated. Employees who have been with an organization for a long time may have had a salary increase each year. Irrespective of the foregoing factors, one other factors is most critical – management’s compensation philosophy. Some organizations, for instance, don’t pay employees any more than they have to. In the absence of a union contract that stipulates wage levels, those organizations only have to pay minimum wage for most of their jobs. On the other hand, some organizations are committed to a compensation philosophy of paying their employees at or above area wage levels in order to emphasize that they want to attract and keep the best pool of talent. Economic theories applicable to the case Human capital theory Workers have a set of skills developed by education and training that generates a stock of productive capital. The practical significance of this theory is that employees and employers each derive benefits from investment in creating human capital. The level of pay should supply both parties with a reasonable return on that investment.   For example directors of finance have high raise being responsible in handling crucial part of the senior management team. Other examples, Head of Internal Audits offered Excellent Company benefits and Salary over the huge and complex responsibilities.  Bank executives receiving a huge salary base on expertise, qualification, and competency.   Thus, the higher responsibilities, the more compensation and benefits are being offered and received.  For management perspective, it is proper to reward people differentially according to their contribution or the return of investment they gen erate. Efficiency Wage Theory Firms will pay more than the market rate because they believe that high levels of pay will contribute to increases in productivity by motivating superior performance, attracting better candidates, reducing labor turnover and persuading workers that they are being traded fairly. This theory is also known as â€Å"the economy of high wages’. The significance of this is that Organizations use efficiency wage theory, although it is not clearly express when they formulate pay policies that place them as market leaders or at least above the average. LINKING PAY TO PERFORMANCE – THE RATIONALE Sustained Motivation Staff Retention, on the job commitment Productivity levels are maintained Cost Savings resulting from lower employee attrition rates Organizational Objectives can be attained Employee ‘buy-in’ to a performance-based culture Organizational Climate of ‘winning’ is powerful reinforcement in the work place. HOW DOES PAY INFLUENCE EMPLOYEES ATTITUDE AND BEHAVIOR Reinforcement Theory –in Thorndike’s Law of Effect, a response followed by a reward is more likely to recur in the future. The importance of a person’s actual experience in receiving the reward is critical. If high performance is followed by a reward, high performance is likely to be reputed. The belief is that pay and performance are directly co-related, especially in buoyant market conditions. Expectancy Theory – The perceived link between performance and pay will connect with reinforcement theory because an expectation has been created which is difficult for the employer today or withhold in the future. Employee Satisfaction and Motivation Factors that Influence Motivation and Drive Performance From an employee’s perspective, within the work environment, the following appear too critical in keeping staff well-motivated. Organizational Energy and the Working Environment Empowerment Enablement Satisfaction through Meeting Individual Needs Achieving Progress towards Longer-term Aspirations Opportunities to Achieve Job Satisfaction Open Communication The Expectation of Future Reward and the Total Compensation Package Career Prospects, Personal Growth Status References LSC Managing Human Capital Course Manual Management 2nd edition, Michael A. Hit J. Stewart Black Lyman W. Porter Fundamentals of Management Essential Concepts and Applications 6th edition Robbins/Duecento International Human Resource Management 5th edition Peter J. Dowling, Marion fasting Allen D. Engle, Sr. Armstrong’s Handbook of Human Resource Management Practice 11th edition Human Resource Management 12th Ed. By Gary Dessler Human Resource Management, Sarah Gilmore Steve Williams Law of Employment 14th edition by Norman Selwyn www.lowpay.gov.uk (human resource management for the hospitality and tourism www.rhodia.com/en/news_center www.lloydsbankinggroup.com/media/pdfs/investors/2010/2010_LBG_Results.pdf hsbcusa.com/careers/benefitsrewards
Saturday, February 22, 2020
Discuss the changes that have taken place in the British Media since Essay
Discuss the changes that have taken place in the British Media since the Second World War and comment on possible differences be - Essay Example The censorship put on the British media had the effect of crippling the assumptions of the editors, civil servants and military personnel. During the war, th e newspapers or channels which even so much as a new and improved strategy for the war was threatened to shut down or worse put through a law suit. As the war saw the British television rise as the means of mass communication, so it saw the press services plummet. Although not many areas had television in the 1947s except for London, but the 1950s saw such an increase in that number that now most of the households has a television set in them. As television became to main mode of media, newspapers had to take a sideline and become a little softer, incorporating more and more non-political news. Another impact of television going mainstream was that newspapers now had to hire more and more specialized journalists and reporters. In 1957, finally, again, the most number of newspapers were sold. After this the newspaper sale steadil y declined. Under a censorship agreement which had been undertaken during the war which banned the process from publishing any facts about the war at all. This lifted as immediately as the war was announced over. And now the press was declared free and the master of its own self. The lack of reel meant that there were no cinemas for people so people could only go to see events was to wait for the event to be played again after a few days. Anything that could help people feel normal again was welcome with open arms, be it radio, or TV, or newspaper. It was becoming uincreasingly necessary for the British public to normalize and come back to positive thinking, as everything was still dark and sad even after the war had ended. People were grieving, cities were bombed and food was scarce. Since 1925, BBC had been the prime wireless radio network for the public (www.bbc.co.uk, 2008). Britain was extremely patriotic. After the war, they issued cartoons of other nations in the daily news. They also made many war-songs to keep up the spirits of the public. Near the 1990s, the British now had emerged after long and hard years of industrial age, and a new market. Now all they had to worry about where the stock exchange an the war worries. Churchill had become prime minister and john major gave Britain a heart-attack in the form of the â€Å"Black Wednesday†, 19992. As a result the British journalism suffered from such a bad switch in the power. Now press was more involved with any form of negative statements, and moral issues. People found it easier top raise their voice against an injustice with the help of media. Consumerism was in the air, and more and more ways of selling papers were found and pondered upon. The answer to this dilemma was found in the form of fear. It was a pioneer act to sell papers and was an old one at that as the sale of The Times was nearly 278000 the day World War II broke out. Entertainment and politics were merged a little while after the scandals in the John Major era on the Tory issue. New Labor now accepted the power of media. Now the invasion into the personal lives of ‘celebrities’ is everyday news (Andrew Marr, 2005, TV) it was claimed that the need for such news involving scandals of the celebrities and the hunger bad news was always there in the media, (Stephenson, 1998). Now it was only just heightened. To really calculate the change in the British media from the 1940s to present, one need to know the part that censorship played. In World War II all photos were
Thursday, February 6, 2020
Prince of Turkish Pop Essay Example | Topics and Well Written Essays - 750 words
Prince of Turkish Pop - Essay Example He is largely known for his romantically themed songs, which earned him the title of prince of pop. He has several albums, which have been certified platinum, and he is among the few European artists to top the charts without singing in English. Tarkan is popularly known for his song S?mar?k, which has been redone twice in English by other musicians (Turkishmusicclub.com, n.d). It has also been covered in other languages all over the world by other musicians. He entered the world of music in the 1990s and he has more than 20 albums and singles to show for the years he has been in music. Because Turkey is generally a conservative country, he is seen as somewhat a rebel in his music. He has been a subject of controversy and he is idolized by the youth of his home place. He has well known for his stage performances that dazzle and his eclectic dance moves. His popularity has spread farther than his native country of Turkey to other areas especially Eastern Europe. He has performed to hu ge crowds in the United States of America, UK, Dubai, Israel, Macedonia and the list goes on and on. Tarkan’s music is in his native dialect, which is Turkish, his decision to focus on his home and write and perform music that they can relate to, is what him made so endearing to his fan base back in turkey and across Arab speaking countries. This has seen him do collaborations with Arabian musicians thereby cementing his name in the music world. In true pop culture, Tarkan’s music aims to appeal to a large audience and not just a limited crowd or subculture. His music does not reflect a specific ideology but is dynamic and catchy thereby attracting a big population especially the youth. Almost everyone in the world responds to music that has sentiments of love in it and this can be seen in almost all his works. As seen in his album Olurum Sana which literary means, I am crazy about you (Cable News Network, 1999), which went on to become his highest selling album. It so ld a record 4.5 million records in his home country Turkey alone, in the titled album was the song S?mar?km, which was responsible for him winning an award. An Arabic blog writes that he became this song was a sensational summer hit and the world was looking forward to another one by Tarkan (Hot Arabic Music, n.d). His concerts are filled to capacity and one was labeled as concert of the year by the council in Turkey. Tarkan’s music is very danceable and he easily integrates dance in his recordings and live performances. He is said to be a great dancer and this goes to define him more and make him more attractive in his chosen style of music. To the pop world, a musician must be able to please his fans by his dance moves in addition to his sound. Therefore, it is a requirement for a singer or a band that calls it music pop to be able to sing and dance. For Tarkan though, it comes easy, as he is a natural dancer and performer (LetsSingIt, n.d). Pop music is very trend oriented , in that it sets to be a pace setter, which sees it commanding a large following by the youth, Tarkan’s style, has been emulated by the youth in his country. They are eager to copy how he dresses and record music that seems to command a following like his. Pop culture has been the biggest contributor to the fashion world, the youth dress as they see their pop celebrities dressing
Tuesday, January 28, 2020
Dupont Case Study Essay Example for Free
Dupont Case Study Essay Tom Harris is the General Manager of Dupont, which is the major employer in their community. Big changes had taken place when the Orlon plant had closed down, but few changes had taken place. Projects such as getting rid of one operation and installing another was being seen as regular business so there was no change management rubric. GM Harris went to the University of Virginia seeking advice from the academic community to bring some of the latest thinking in business to the Dupont plant. He specifically wanted to introduce his managers to new ideas and how to apply those ideas to improving to the plant. He stated he was not looking to improve overall organization effectiveness. He stated he was under increasing pressure to do more with less. A general bulletin was sent out to all employees stating the work culture that would be built. It stated that a representative from University of Virginia would be spending time at the plant and had been asked to give new perspectives on the work being done and the organization as whole. The hope was that it would help develop people and continually improve production. The most important goal was to help the staff appreciate and develop what goes right, assist in building on the strengths and to make the plant work better for everyone. It was also made clear that the representatives presense was not to suggest there was a particular problem, and the result is due to the plants desire to continuously improve. Over a six month time period interviews were conducted with workers and managers. Time was spent in the workplace and the representative learned about the day to day activities at the plant. This produced a description of the shared stock of knowledge that organizational members used to interpret events and generate behavior. What was made explicit with that process was the local widely used everyday common sense model performance unique to the plant and it’s atmosphere. A part of the culture that came out of this fact finding was that the local model of teamwork was organized around a southern stock-car racing metaphor. It was used to explain teamwork and the pattern for accomplishing it. Everyone knew the metaphor, so it was understood. The General Manager and the other managers were surprised to learn of the NASCAR metaphor, but it explained why they had not recognized existing teamwork in the workplace for they had different language used for teamwork. This metaphor gave them a language to introduce change for improvement. It also illuminated of the local meaning of effective supervision, high performance, and what constituted a good day at the plant with making improvements. Managers were instructed to use the findings of the study. It was felt the new understanding could be used to interpret the local meaning of effective work to capitalize on strengths, to expand and develop existing good practices. This would also help to problem solve. It was found too that the findings of the study could also be used as a basis for experiements. There existed a Leadership Core Team who were instructed to introduce change as an experiment. It was to be explained that it was to be tried and watched closely, and if after a designated time it was not working as planned, it can be stopped.
Monday, January 20, 2020
Human Resource Managementa Case Study Essay -- Personnel Management
Human Resource Managementa Case Study Management of Human Resources-Assignment Introduction: In order to critically assess and recommend alternatives, I would like firstly to give a brief description of the business crisis the company was facing and the subsequent need for change in the company’s overall business strategy. I would then like to focus on the key aspects of the firm’s human resources strategy and the changes that were made in order to supplement the overall changes in the business strategy. Business Crisis: International Computers Limited (ICL) was born in 1968 out of the merger between English Electric Computers (EEC) and International Computers and Tabulators. With  £40 million of government support it developed over a period of 6 years, an independent series of computers that was incompatible with IBM computers. IBM had garnered a 50% share of the UK computer market and the government felt the only way to stem this growth was through the integration of British high tech firms. With the government as one of its major customers and through several strategic acquisitions and product diversifications during the 1970’s, the company managed to achieve growth rates of around 20%. But this growth did not continue for long as the recession struck in 1979 and growth rates spiralled. By late 1980 the company was facing a  £100 million shortfall in orders, in spite of having taken some major redundancy procedures. The firm was on the verge of bankruptcy when the government agreed to a ct as a guarantor for a  £270 million bank overdraft. The government subsequently exercised its power of guarantee by installing a new chairman and two new directors, one of who was Robb Wilmott, the new MD. Wilmott was a perceptive man who realised that the only way ICL was going to survive was by planning for the long-term and this was to be achieved by formulating a new product strategy and a complete change in the way it did business. Sparrow P 1995 International Computers Limited (ICL) In: Hiltrop J, Sparrow P (eds.) European Casebook on Human Resource and Change Management Prentice Hall, pp 110-122 Downsizing: The rapidly changing global environment with regard to competition and technological advances in the industry and ICL’s subsequent decision to shift from hardware to total systems differentiation, led the MD to pursue a new strategy based ... ...and Lorenz. 1994a) discusses the main problems associated with the implementation of this structure, including the possibility of role conflict, power struggles with regard to establishment of authority, inappropriate decision making techniques and difficulty in establishing accountability. Though it may be argued that every form of organisational structure has both strong and weak points, maybe a structure that is applicable to the environmental context, as well as having fewer disadvantages attached to could be applied. My personal view would be implementation of a structure based on product grouping, which in essence is similar to the matrix, but appears to posses fewer disadvantages. Reference:  · Sparrow P 1995 International Computers Limited (ICL) In: Hiltrop J, Sparrow P (eds.) European Casebook on Human Resource and Change Management Prentice Hall, pp 110-122 Bibliography: 1. Armstrong M 1999 A Handbook of Human Resource Management Practice 7th edn. Kogan Page, London 2. McKenna E 2000 Business Psychology And Organisational Behaviour 3rd edn. Psychology Press 3. Handy C 1995 Gods Of Management 4th edn. Arrow Books Ltd
Sunday, January 12, 2020
Lost Military Id
I won't say that losing my Military Identification card was completely out of my control, but even losing it twice can happen obviously. Things happen, we've all lost something before, hell I had lost $75. 00 cash before. When I woke up the next day and couldn't find it, I was so pissed, but it happened and there was nothing I could do about it, just had to take it as a loss. I’m only human, and this will not be the last mistake I ever make. However, I won’t make the same mistake over and over again. I am certain that the corrective training I am doing sucks just enough if not more to make me want to ensure to maintain firm awareness of the location of my Military Identification card at all times from now on, which I'm sure was the intention of this corrective training or essay writing. Don't get me wrong a lot of bad things have the potential to occur if my Military Identification were to fall into the wrong hands,people could get hurt and it would be my fualt. Also what I am doing is not punishment, punishment is Uniformed Code of Military Justice, that's something totally different and effects my well being, my career, and a lot more in the long run so I should be fully greatful and fully blessed that I didn’t get a uninformed code of military justice article 15. Corrective training is just that, TRAINING. Mistakes are okay, so long as people don't repeat the same ones and they learn from them. The U. S. army values soldiers that are accountable for their actions. Being accountable means being dependable-arriving to work and appointments on time, meeting deadlines, being in the right place at the right time, doing the right thing at the right time, and making sure you have your i. d. card at all times. Morning formation is the most important formation of the day. It is made to get accountability of everyone and put out any information that there needs to be dealt with. Without having accountability there is no knowing of where everybody is or what's going on. I have realized that is an important asset always showing up on time. It shows others in the unit that your dependable and ready for more responsibility. If a soldier fails to keep control of the simple things theres noway someone would put him in charge of other soldiers and likewise the soldeirs under him wont respect him cause they cant trust him to keep accountability of formation and tasks given by 1SGT. If were a leader and hade a soldier loseing his sensitive items i would be makeing him do the same thing by writing an essay it gives you to to look up information on the subject of losing an id card i learned lot. the next few paragraphs are of the five top reasones a soldier needs to keep acountability of his Military Identification card. One, someone can use a Military ID to sneak on to base and by passing security. Two, the Soldier who lost their military ID will not be able to access areas restricted to civilians and will be restricted from computers on base. Three, the Soldier can lose security clearance through the chain of command. Four, S oldier cannot access Postal Exchange (PX). Five, the Soldier could possibly be non-judicially punished and possibly lose rank. Allow me explain them further. Reason one: It could help a terrorist to bypassing security. If someone were to find a Soldier's Military ID and bypass base security, the person who breached security could steal sensitive documents, harm other soldiers, or map out the base for future attacks and they could do these multiple things in a twenty-four hour period if they were smart and fast enough to do it. First thing they could do is get access to restricted areas and possibly sabotage military equipment. In addition, they could steal military grade equipment, blue prints to new weapon designs, military vehicles, and information regarding the movement of Soldier's that are out in the battlefield and their objectives, depending on the security clearance of the soldier's military ID. Reason two: military restrictions for losing Military ID. The Soldier who lost his or her military ID will not be able to access areas restricted to civilians and lose access to computers on base. If a Soldier had to report to a restricted area to perform any duties and did not have his or her military ID, they would not be able to perform their duties or tasks given by a superior. In addition, if the Soldier had to access important information about an upcoming task or mission and he or she do not have their military ID; they would not be able to access the important Intel. Reason three: soldiers who lose there military ID card could lose there security clearance as a result effect there job performance. In a combat zone when soldiers are spread thin cause of heavier work load this can jeprodize the mission and put more work load on other soldiers. A security clearance is also good to have in the civilian job sector for when you get out so if you lose it youll lose better job oppurtunitys Reason four: A soldier who loses there ID card will not be able to make use of the PX, MWR, or the resiliance center. These places offer a place for soldiers to go so they can rest and have fun. so till the soldier is able to get a new ID card these places are off limits. Reason five: Wrongful disposition of U. S. Military property. Article 108. Military property of United States Loss, damage, destruction, or wrongful disposition. Any person subject to this chapter who, without proper authority (1) sells or otherwise disposes of; (2) willfully or through neglect damages, destroys, or loses; or (3) willfully or through neglect suffers to be lost, damaged, destroyed, sold, or wrongfully disposed of; any military property of the United States, shall be punished as a court-martial may direct. my only hope in ending this essay is that my nco thinks its good enough cuase ive typed all i can on the suject its 2330 right know and i still havent called my daughter and im tired. so good night.
Saturday, January 4, 2020
Longing to Escape Essay - 1084 Words
Longing to Escape When adversity stares people in the face, do they run away from it, or do they have the willpower to fight it head on? James Joyce, the author of Dubliners, at the young age of twenty-three, was able to take note of the struggles and hardships of the Irish people at a time when their once prosperous Dublin city was in retrograde. He took all the emotions and angers that his people had during this period in time, and summed it up into fifteen short stories. Throughout these stories Joyce places his characters into situations that leave them in constant states of dishevelment and agony. Some characters run away from and are left defeated by these situations and responsibilities, while other characters are†¦show more content†¦On the surface, this might appear to some readers that Mrs. Mooney is doing her duty as a parent to make sure that her daughter is well taken care of. Others might think that Mrs. Mooney is trying to escape her duties as a mother by putti ng her daughter off with an older man at such a young age. However, being the determined, scheming person that Mrs. Mooney is, she probably is only thinking about the â€Å"dowry for Polly that promises to maintain or increase the female family’s wealth for the next generation†(Kelly 8). This suggests that Polly’s mother is only thinking about money in hopes that it will help their family to escape their middle class and enter into a higher social class. Mr. Doran just happens to be the fly caught in Mrs. Mooney’s web. In â€Å"The Boarding House,†responsibility is surmounting escape. Mrs. Mooney knows that Mr. Doran is the perfect husband. He had a â€Å"good screw,†â€Å"a bit of stuff put by,†he was quiet and level-headed, unlike the other loud, conceited men, and she knows that he didn’t want to get involved in a scandal (60). Mr. Doran knows that in order for him to remain as the respected person he is and to maintain his social status; marriage is the only amends he can make for â€Å"taken advantage of Polly’s youth and inexperience†(59). He also knows that there isn’t any way he could escape the grasp of the manipulative Mrs. Mooney, for Mr. Doran â€Å"represents theShow MoreRelatedLonging For An Escape By James Joyce940 Words  | 4 PagesLonging For An Escape An abusive situation can certainly make one person dream of an escape, but what happens in most cases? Oftentimes a person gets too afraid to leave, remembering promises, or in some cases, wondering what might happen to the other people who are left in the home if the abusive person escapes. 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