Saturday, May 16, 2020
The EmperorÃ¢â¬â¢s Club is a film that addresses many moral and social aspects that are central to contemporary societyÃ¢â¬â¢s moral controversy. Can morals be properly instilled in a young person outside of religion? Can our future decisions be predicted based on our current character? Can our current character even be changed or molded? Can morals be learned through studying the classics? The Emperors ClubÃ¢â¬â¢s main characters are Mr. Hundert a teacher of classics at a prestigious preparatory school, and an unruly or misunderstood student, Sedgwick Bell. Their characters seem to perpetually butt heads, or at least be contrasting moral characters. How do I understand the ethical choices of the central characters? The main ethical dilemma inÃ¢â¬ ¦show more contentÃ¢â¬ ¦Mr. Hundert continues, saying that as a teacher it is his duty to mold Sedgwick. Here the Senator abruptly cuts him off and condescendingly informs him that he shall not mold his son, but to leave it for himself to do. That Mr. Hundert should only concern himself with instructing his son in such things as his times tables. Obviously not what Mr. Hundert expected to happen there in the SenatorÃ¢â¬â¢s office. So basically after being chopped off at the knees in what he regards being a teacher is all about, and after seeing that Sedgwick was wanting of a father figure. The SenatorÃ¢â¬â¢s phone call to his son and its obvious negative impact providing evidence of this. Mr. Hundert gives one more try, and challenges Sedgwick, gives him his old textbook, and told Sedgwick that he believed in him. With these actions he disregards the senatorÃ¢â¬â¢s warning and attempts to mold him and become a spiritual father to Sedgwick. Sedgwick turns his act around and starts applying himself to his studies. And eventually makes his way near the top of the class, almost qualifying him for a spot in the Julius Caesar contest. So seduced by SedgwickÃ¢â¬â¢s renewed effort, Mr. Hundert decides to bump him up into the last spot kicking some other poor kid out. Hoping that the ends justify the means, Mr. Hundert, a man who believes in the rules, broke them. But there are two moral climaxes in The EmperorÃ¢â¬â¢s Club. Both remarkably similar to each other, but taking place some 20 odd years apart.Show MoreRelatedThe Emperors Club1586 Words Ã |Ã 7 PagesMasoudi (Jesse Eisenberg), the introverted Martin Blythe (Paul Dano), and the studious Deepak Mehta (Rishi Mehta), all of whom are incredibly intelligent. He inspires all of them to study hard in order to become one of the three contestants for The Emperors Club and be crowned Mr. Julius Caesar, a competition which pits the top three students of his class in a contest where they will be asked questions regarding the Classics. Blythe also mentions proudly that his father was once a Mr. Julius CaesarRead MoreThe Emperors Club1575 Words Ã |Ã 7 PagesMasoudi (Jesse Eisenberg), the introverted Martin Blythe (Paul Dano), and the studious Deepak Mehta (Rishi Mehta), all of whom are incredibly intelligent. He inspires all of them to study hard in order to become one of the three contestan ts for The Emperors Club and be crowned Mr. Julius Caesar, a competition which pits the top three students of his class in a contest where they will be asked questions regarding the Classics. Blythe also mentions proudly that his father was once a Mr. Julius CaesarRead MoreThe Emperors Club Reflection Paper1516 Words Ã |Ã 7 Pagesas science would explain it, our brain does partial perception in an event giving us a sense of familiarity. A familiarity that felt like the event repeated. As the clichÃ © would say, Ã¢â¬Å"History repeats itselfÃ¢â¬ . The first time I saw the film, The EmperorÃ¢â¬â¢s Club, I thought that this was just another movie telling its audience that history repeats itself. However, upon watching it closely the second time around, I realized that it wasnÃ¢â¬â¢t a history repeating kind but a dÃ ©jÃ vu type. DÃ ©jÃ vu occurs whenRead More Comparing the Movies, Fight Club and Gladiator Essay748 Words Ã |Ã 3 Pagesthe Movies, Fight Club and Gladiator People today enjoy the same things that people enjoyed during the Roman Empire. In the movie, Gladiator, Maximus fights in the Coliseum in front of all the people of Rome. In the movie Fight Club they have fights between different people in front of all the people of the club. This shows that people who lived 1000s of years before us where entertained by violence just like most of us are today. The theme that ties both Fight Club and Gladiator togetherRead MoreThe Movie The Emperor s Club 1050 Words Ã |Ã 5 PagesThe movie, Ã¢â¬Å"The EmperorÃ¢â¬â¢s ClubÃ¢â¬ tells a story concerning a passionate and principled teacher, Mr. Hundert, who finds his world a little shaken when a new student, Sedgewick Bell walks into his classroom. Mr. Hundert teaches at Saint Benedict, a private school for boys. The movie begins with Mr. Hundert stating that a man s character is his faith and that for the most of us, our stories can be written before we die. This movie is very powerfu l, regarding principles, virtues, and ethics that revolveRead MoreEssay on Commodus1453 Words Ã |Ã 6 Pagesemperor began dressing like Hercules, son of the god Jupiter. His clothes consisted of lions skin, and he carried around a club. Commodus also enjoyed gladiatorial combat. He even went as far as fighting in arenas. This did not impress his subjects. In fact, they could not believe that their emperor willingly reduced himself to the lowest human being on earth. The emperors gladiator career seemed like a joke to the citizen. And though he claimed to have killed 12,000 men in his numerous combatsRead MoreBanning Books Should Not Be Banned Books1558 Words Ã |Ã 7 PagesThrough the strife of concerned parents, many organizations try to rebel and advocate for a younger audience to read these books. These operations choose to go against parents through having a yearly Ã¢â¬Å"Banned Books Week.Ã¢â¬ Reading books like; Fight Club, The Glass Castle, and believe it or not Harry Potter, is a way to advocate for banned books. There are two spectrums in this argument the people worried that books can corrupt minds and the people who read to learn and understand. It is importantRead MoreEmbracing Defeat, By John Dower 1418 Words Ã |Ã 6 Pagessituation through the eyes of the Japanese, their experiences, responses, and dreams. In doing so, Dower shedÃ¢â¬â¢s novel insight in how Japan reconstructed itself through the ashes of defeat. Beginning with a narrative of a Japanese woman first hearing EmperorÃ¢â¬â¢s Hirohito nationwide broadcast that the war had ended and Japan had lost, and then immediately collapsing to the ground in anguish, (34) Dower introduces the reader to an experience that resonated with a groaning people. In Ã¢â¬Ëshattered lives,Ã¢â¬â¢ DowerRead MoreMen Sculptures From Ancient Art867 Words Ã |Ã 4 Pagespicked have a rich history of some of the great arts of the time. Apart from that, it shows how similar art works was carved from time to time. The Lansdowne Herakles is the centerpiece of the mini exhibition. It is a sculpture of a Greek god with a club in his hands. On his right hand, he has the skin of a lion. It gives a glimpse of what the man could be. He seems like a hunter or a warrior. He put center of gravity on his right leg, his left leg is slightly bend, making a pose called ContrappostoRead MoreEducation Is The Most Important Aspect Of Life2012 Words Ã |Ã 9 Pagesperson born there are more opportunities to learn and educate others, always expanding on the vast definition of legacy itself. A few direct pieces from Ms. Frankenberg were quite efficacious in proving the importance of education to a legacy. The EmperorÃ¢â¬â¢s Club, an intriguing film about a boys private school, was perhaps the most literal definition of education and legacy of them all. Not only is the learning provided through the school curriculum, it also provides an education of the morals. However
Wednesday, May 6, 2020
Homeless Women: Demographics and Interventions Introduction Typically I only see men on the streets begging; however the number of homeless women is increasing, especially homeless women with children. In this paper I will focus on homeless women by defining this issue and discussing the demographics of the women. I will address the types of interventions that have been implemented to help homeless women. Then I will discuss what research still needs to be done concerning homeless women. Finally, I will suggest which social services and social policies should be considered for further intervention and how these suggestions support the core social work values. Characteristics and Demographics Homelessness can be defined as a personÃ¢â¬ ¦show more contentÃ¢â¬ ¦The workers at shelters helped the womenÃ¢â¬â¢s emotional state at a critical time in their lives when they have no one else. Multiple-family groups (MFGs) were developed to help families who were homeless or at risk of becoming homeless. The participating families were recommended to the MFGÃ¢â¬â¢s by their shelter case workers to attend weekly meetings. These groups also attended weekend retreats to help strengthen families and to encourage families to have fun together. The majority of families, 57 percent, were African American and 77 percent of the families consisted of single mothers with children. The staff of the retreat included several social workers. The weekend retreat had four areas that they concentrated on. These areas were, building trust, effective communication, managing stress, and decision making responsibilities. Overall, Ã¢â¬Å"[t]he weekend retreat appears to provide the necessary conditions from which social support can be built and an opportunity for families to reduce their feelings of isolation, anxiety, and helplessnessÃ¢â¬ (Davey, 2004). This retreat helps families realize that they are not alone in their situation. It gives them hope and reassurance that they will be alright. Several of the families involved did not complete the full eight weeks of this program because they had found proper and affordableShow MoreRelatedHomelessness and Childhood Development Essay976 Words Ã |Ã 4 Pagestheir birth. Homeless children are prone to many more chronic health issues than children who are not, homeless children are hospitalized twice that of non- homeless children. They are five times more likely to have stomach issues, and experience five times the rate of diarrheal issues which can be fatal to small children and those with already compromised immune systems. Homeless children get two times as many ear infections compared to those who are not. Chil dren who are homeless suffer from overRead MoreSocial Problems Within The Australian Society1215 Words Ã |Ã 5 Pagesis affecting people of all demographics. Homelessness is more than just a simple disadvantage; with usually many underpinning factors which contribute to it, such as domestic violence, financial stress, mental illness and drug use. Homelessness is an issue around the globe, however when focusing on the issue within an Australian context Ã¢â¬â it stems back quite a long way. In the 1970Ã¢â¬â¢s, Australia rediscovered homelessness as a major social issue and in 1974 saw the Homeless Persons Assistance Act comeRead MoreThe Homelessness Of The United States1803 Words Ã |Ã 8 Pagesdiverse demographic such as: Families, youth, veterans, and chronically homeless single male adults. Ending homelessness may require specialized solutions that are specific to individual needs. Factors like these make defeating homelessness a difficult task. Although solutions exist for some of the demographics, such as housing for chronically homeless adults, scaling up best practices remains a challenge. For other subpopulations, such as transitional aged youth, evidence-based interventions need toRead MoreEssay on Women Dealing with Posttraumatic Stress Disorder638 Words Ã |Ã 3 PagesHispanic. The population of Hispanics and African American femaleÃ¢â¬â¢s veterans, in terms of gender, experience a higher symptom of PTSD than male veterans. The study is aimed at providing analysis demographic characteristics, diagnostic validity, and the normative sampling, among the three ethnic populations of women who experienced treatment for PTSD compared to servicemen veterans. Harrison, J. P., Satterwhite, L. F., Ruday, J. (2010). The Financial Impact of Post-Traumatic Stress Disorder on ReturningRead MoreDifferent Hypothesis that Variation in Homelessness1165 Words Ã |Ã 5 Pagesconsequences of deinstitutionalization from state mental hospitals and the economic recession expanded in number and changed the demographic profile of people encountering homelessness in the United States in the 1980s. When it became precise that the mainstream health care system could not sufficiently address the individuals health needs specialized health care for the homeless (HCH) began. Throughout that duration the HCH program has flourished consistently. Two-hundred and eight HCH locations are currentlyRead MoreSteps to Writing a Grant Proposal Essay1346 Words Ã |Ã 6 Pagesareas that need to be covered in the proposal. The proposal needs to have 11 different sections. These sections are: 1. AbstractÃ¢â¬â45 lines max. 2. Table of ContentsÃ¢â¬â2 pages max. 3. Specific Aims (Needs/Problems, Working Hypothesis, Objectives, Interventions, etc.)Ã¢â¬â3 pages max. 4. Target PopulationsÃ¢â¬â2 pages max. 5. Approaches and Methods (Project Goals and Objectives, Activities, Time Line, etc.)Ã¢â¬â6 pages max. 6. Evaluation PlanÃ¢â¬â3 pages max. 7. Agency Capacity and Project ManagementÃ¢â¬â3 pages maxRead MoreEssay On Sexually Transmitted Diseases1740 Words Ã |Ã 7 Pagesrisk for transmitting sexually transmitted diseases in the United States given their demographic and socioeconomic status. The studies have shown without access to health care, young men and women do not receive the necessary information or medical prevention devices they need for the prevention and/or transmission of such diseases. The data was descriptive comparative, and showed the correlation between demographics and socioeconomic status in relation to sexually transmitted diseases. The resultsRead MoreAdult Sexual Assault Of Men Essay1557 Words Ã |Ã 7 Pages U.S. community, non-U.S. community, predominately gay/bisexual, U.S. prison inmates, and physical/mental health treatment-seeking as well as homeless samples (Peterson, Voller, Polusny, Murdoch (2011)). Types of research done in Sexual Risk Be haviors and Substance Use Among Men Sexually Victimized by Women were completed by a survey. Participants of this research were United States men who responded in a four-year time span from 2006-2010 at the NationalRead MorePersonal Reflection1209 Words Ã |Ã 5 Pagesinterviewed for this assignment was Emily Hampshire, the coordinator of one of a program called 180. Emily has been with the agency for over a year and is currently the coordinator of the agencyÃ¢â¬â¢s newest program. This program is a gang prevention and intervention program and was created for the local at-risk youth in an effort to prevent gang related crimes and help youth Ã¢â¬Å"change their life aroundÃ¢â¬ , as Emily mentioned. This program was created in collaboration with the local Police Department and the MountRead MoreHealth Disparities: American-Indians and Diabetes1679 Words Ã |Ã 7 Pagesas cultural differences, socioeconomic status, and educational achievement would also tend to influence diabete s incidence. This essay will review the contributing factors that determine the prevalence of T2D in the American Indian population, a demographic with shockingly high rates. Epidemiology Between 1994 and 2004, the rate of diabetes mellitus among American Indians (AI) below the age of 35 doubled, from 8.5 to 17.1 diagnoses per 1,000 individuals, but it is unclear whether this finding was
Tuesday, May 5, 2020
Question: Discuss About The Managing Stakeholder Developing Sustainable? Answer: Introducation The model helps in providing platform to deliver the different promises. The respective model helped in shaping different functions in international companies with the help of clear indications wherein it helps the organization in understanding the future priorities. During globalization, the model is helpful in delivering the organizational excellence in an effective manner. The HR department helps the organization in achieving the different goals in an effectual manner. The HR is able to tackle different kind of contributions towards the expertises such as becoming partner and helps in effectively performing the tasks. The HR is able to tackle the issues that is strategic in nature and it helps in supporting the financial goals (Wilton, 2016). Compensation under Ulrich Model is wherein benefits and compensation are aligned closely with other functions of HR such as selection, recruitment and training of employees. The employees who are valued in the organization share their different ideas and work hard in order to achieve goals. The employees are offered with different opportunities for the growth both personally and professionally (Sparrow, Brewster Chung, 2016). Performance Management under Ulrich Model is wherein HR needs to train the line managers for achieving high morale among employees. This is accomplished with the help of tools such as written reports and surveys of employees. It helps in emphasizing on educating the different managers about the reasons of low employee morale. It helps in increasing the efficiency and performance of the organization (Matos Silvestre, 2013). Talent Management under Ulrich Model is wherein companies require individuals who understand the business along with different theories and practices. There are times when such individuals are present in organization and additional training can be performed in an effectual manner. This will help and it will be beneficial for the company in the long-run (Matos Silvestre, 2013). Inclusive and Exclusive The inclusive and exclusive model of HRM is the important approach to the international talent management by the way of recruiting individuals to the skills. For the exclusive approach, the talent is only restricted to the group of professionals that is selected in nature. The nature of the particular procedure is exclusive and it targets a particular group of individuals that had passed through the selection that is differentiated in nature for identification of the talent as there are well-differentiated programs of talent management that is advanced in nature and they are in depth as well. This kind of group belongs to higher team of managers as they have high leadership skills along with capacity to manage their staffs that has not yet got into higher level of management in organizations (Chelladurai Kerwin, 2017). Compensation under Exclusive/Inclusive Model The inclusive approach related to compensation is best fit for the different organizations as the main aim is to foster the different employees well being and prioritising the different cohesion of workforce over competition. With respect to gender and race, the salaries that are provided to employees are on lower side with equal opportunities for promotion. On the other hand, under exclusive approach the compensation is excellent fit for different kind of organizations wherein the employees are rewarded for the exceptional performance and they accept unequal benefit allocation as well. High amount of salaries are offered in an effective manner such as expatriates that helps in contributing towards the success of the organization. Performance management under Exclusive/Inclusive Model Performance management under the inclusive approach includes wherein the individuals are heard, seen and engages them towards the achievement of organization. The performance appraisal is formally adopted in order to create room for different personal strengths, discussion along with achievements. Inclusive performance management is efficient in providing employees some ways in order to adjust the jobs, as this will give them opportunity in order to highlight their strengths. The organizations that are following such approach gains better performance. On the other hand, the companies that are following exclusive approach display the different employees who are having high kind of performance. They work as individuals and they are best employees generating income in a significant manner and are happily engaged. Talent Management under Inclusive/Exclusive model Talent management is effective in nature when it is aligned with culture of the different organizations. Inclusive talent management is grounded under assumption wherein they generate valuable talent and productivity is huge in nature. It helps in bringing the best from the employees and all employees perform their best in achieving the goals. The organizations who implement exclusive approach has to ensure that the company should not violate any written agreements for employees in form of rewards along with benefits. It helps in providing opportunities by fostering the level of motivation in them. Best Fit/Best Practices The term best practices refer to the execution of different set of methods during the process of production and this helps in adding value to the final results. This best practice is applicable in area of international HRM wherein the different tools are developed after analysis that is critical in nature of the different processes and is combined with routine of continuous improvement with elimination of different tools that is not required and improving the ones that will be best fit for the companies. The Pfeffer model is the good example of conjoint. This particular model includes seven HR practices that include security of job, selective kind of hiring, teams that are self-managed, proper training along with reduction of differentials in status and sharing of important information. The different best practices help in gaining competitive advantage by refining the performance of the organization. Therefore, it can be concluded that the best practice is the best kind of model to base the performance management in order to apply different measurements and this will support the employees in achieving best results. The same kind of approach is used for the talent management and it is seen that when the company uses the best practices, it will attract the entire labour market along with best professionals will be invited to their business. The different training practices will help in maintaining high quality of the work as well in the organizations. Therefore, the different compensation practices that are best in nature will help in reflecting in better kind of performance. The area of compensation is strategic and it requires adopting different kind of practices that will reflect psychological effect. Furthermore, there is no point in generating extra cost for organization, as this will not help in harvest any kind of good result. The result has to be in favour of the aspect of the organization. The mentality of the employees is required to be wherein they must feel that they are being paid for the efforts that have been provided by them for the success of the organizations. The strategy is linked with different kind of practices and the different information that has been mentioned above requires alignment of high level between the strategy of organization and Human Resource area. Both of them have to be designed in such a manner that will help in supporting the corporate strategy (Steffen et al., 2015). With alignment of the strategy of organization with the company is essential in nature, as the different actions that have been taken will involve all employees. In the context of international organizations, the different concepts have become significant in nature and the different further adjustments become significant in nature as well. Therefore, it can be seen that the model is linked closely with practices of HR along with individual and organizational performance of every employees. 1.2 Analysis of internationalisation of strategy of HRM and pathway to global status carried out by KiwiFurniture with reference to the relevant and current HRM practices and models- Localisation and Standardization Standardization is one of the strategies of human resource management where the different multinational companies use the structure that is standard in nature. In this, the different policies and practices are transferred and applied in a meticulous manner among different subsidiaries. It helps in inclusion of exportation of different methods along with procedures that will ensure consistency in the business that is international in nature and work in a same manner in different countries (Wilton, 2016). Furthermore, localization is defined as the concept that is completely opposite of the globalization wherein the different companies become more responsive to different demands and national differences (Matos Silvestre, 2013). While discussing about the compensation of international companies, scenario of inequity of standards of compensation by location is essential to evade the dissatisfaction that is global in nature. When an individual is working for international group, the different employees do not feel that they are compensated in a different manner unlike other companies in different locations, as this will cause dissatisfaction (Sparrow, Brewster Chung, 2016). b) Perlmutter's approach The different MNCs face different kind of crisis while appointing key position abroad. The approach helps in developing orientation of staff as ethnocentric, polycentric and geocentric that will help MNCs may chose for internationalization process. KiwiFurniture followed the approach that is polycentric in nature as the different managerial positions for recruitment, selection and development of the different employees. The HR worked with overall values and policies but in conjoint with the different local managers. The manufacturing structure of the respective organization named KiwiFurniture is globalized in nature and branches count with managers of local group are responsible largely for applying the strategies in a local manner. These are the different plans that are developed as well as shared by local team of management and it cooperates with strategic development However, robustness of ideas that is evaluated alongside the policy of KiwiFurniture as the different strategies that is offered needs to be associated with central institutional system. Similarly, this is applicable to the framework of human resources as the main aim will be standardization of plan and it will be evaluated in best kind of practices and it has to be aligned with different organizational strategies. Therefore, the HRM models that support strongly the visions of KiwiFurniture are the best practices/fit along with localization and standardization. In connection to localization, the role of the different local managers is providing knowledge in regards to the elements of environment with the presenting strategies of the managers. This will be shaped in accordance with the customs, domestic habits and culture. While implementation of new payment system that is based on performance is the model that is coherently, base the decision-making on equity theory. The particular approach helps in application of fair treatment and this helps in fair treatment and motivates the different individuals in the organization. The argument is based on different proportion of results along with inputs. In case of KiwiFurniture, the different contributions will be workforce and this would result in performance is proportional to the payment according to the implementation of new system. The approach is widely used in different public sector enterprises and the strategy of control of quality in manufacturing industry. The product quality is measured in terms with the conformance and specifications in order to check whether the product is meeting the quality standards. It is customer service oriented approach as well used by different 5 star hotels in order to prevent any such kind of error. The employees must be dedicated to the excellence commitment, as this will help the company to lead in an effective manner. KiwiFurniture follows the Quality approach right from starting as it is becoming well recognized in the international market by staying loyal to the customers. The main target of KiwiFurniture is to stay loyal to the different values of the firm and this will help them in receiving recognition in the market. However, the different shop owners along with brand ambassadors of KiwiFurniture go through the test of quality prior to selling different products and maintaining the different international standards. Results Approach The results approach helps in focusing on the managing different objectives, measuring job results and workgroup. This approach helps in assuming that subjectivity can be eliminated from process of measurement and results are indicator of the contributions of employees towards the achievement of objectives of the organizations. This strategy is one of the coherent strategies for different businesses and it is same for KiwiFurniture (Mackelprang Salsgiver, 2016). The organization that works with entire market has high rank of eminence and recognition in the entire worldwide market. Finally, the different qualitative measures are useful in evaluating performance management, as the different figures will help in setting up the business. Strategic equivalence applies to the novel system of pay in the respective organization and it requests vigorous system of planning that encompasses aspects of performance management system that is clear and productive in nature (Shen Benson, 2016). Validity is implied in performance management system that is planned by KiwiFurniture to adopt and it helps in measuring the performance. All the employees need to work in an effectual manner, as this will help in achieving best results that will be reflected on the wages. The measurement evaluation of performance and pay of 180-degree software has to be unbiased in nature, as this will produce results that are valid in nature. The principle of reliability in KiwiFurniture helps in implying reckonable consequences, as they are consistent than the biased kind of assessments. The different worldwide results are not the best basis in order to understand the performance of individuals, as there may be extensive and huge range of discrepancy among different worldwide branches of the KiwiFurniture. The principle of acceptability is reflected in response of different employees to system of payment that is new in nature. There can be chance that a small proportion of staffs that would reject implementation of payment system that is global performance based. The specificity utilizes the different measurable numbers on evaluation of performance and is feasible in nature for KiwiFurniture. In the process of incorporating change, which is from fixed pay to the performance management, it helps in providing the information that is specific in nature. There is different kind of education provided to the employees relating to changes and this will help in reducing the psychological impacts of implementation of the payment system that is global in nature will bring in the company (Stone et al., 2015). For example- KiwiFurniture followed the approach as the organization integrated the performance based pay system after the economic crisis in 2008. The company needs to ensure that the managers are congruent with employees in achieving the different goals. The other reason is that the respective company sell their products in ASEAN along with China as well. However, performance appraisal is the part of the system that will help the employees in performing their job duties in an effective manner. The main idea is to be more competent and efficient in comparison to other workforces. There are different kinds of recommendations for improving the current performance management program in the case of KiwiFurniture and it is outlined as follows: Application of 360 degree rating as the evaluation tool This particular tool helps in assessing the organizational environment level and this will help in bringing excellent results if trained employees apply the same. The director of organization along with staffs could help in contributing for process by adding the employees awareness with power of influence as this helps in preserving the image of the colleagues if significant in nature. In regards to the confidentiality, the data will be addressed in such a manner that the data has to be kept secretive in nature and this helps in improving the environment of organization in order to increase the productivity along with performance of employees in order to increase the competitiveness. a) Strategic Congruence is the approach wherein the role of jobs must watch the different strategic goals along with culture of the organization. The two major level of congruence are micro and macro congruence between internal and external structure of the organization. KiwiFurniture needs to maintain along with enhance the level of focus for growth along with expansion. b) Validity helps in assessing the relevant aspects of the performance of the jobs and the major aspects include the job behaviour and results. KiwiFurniture requires to follow the same as it is required in different job roles. The sales individuals need to focus on the approach, as right kind of attitude is required to be provided by the employees towards the customers. c) Reliability is the consistency and the different changes are expected in performance in an effective manner. The high degree of consistency is essential in nature as this helps in evaluating the performance of the subordinates. The superiors of KiwiFurniture has to be more consistent in nature in sharing the reports of progress and HR staff needs to monitor the performance in regular time frame and the feedback has to be collected accordingly. d) Specificity is the guidance to the employees in explanatory fashion relating to the expectations from the job and they help in achieving the goals. In order to be more specific on the performance of employees, it helps in providing effectiveness and provide powerful feedback. This will be the final kind of recommendation as the integration of the performance related pay system requires sales targets. Selling the furniture of high quality requires strategies of sales to handle different kind of customers. The target of the different sale staffs has to be justified in nature as this will help the employees in performing well. Elaboration of indicator of measurable activity with energy consumption and balance time for employees The proper ranking will help in identifying the performance of different employees as per the emotional and financial awards that includes the stay with family and friends at beautiful place and get involved with different pleasant activities. It helps in creating environment of justice along with healthy competitiveness wherein the different workers endeavour to be amongst best placed as well as gain recognition for themselves. In both of these situations, family and work balance is essential in nature in order to reduce the impact of routine as imbalance leads to relocation of the different staffs. The different awards that will be provided to employees are based on their luck and not on the performance. The performance of the employees will have no influence on awards and in such cases; any of the staffs can be promoted to sense of justice within the different staffs. Creation of training program on leadership focused on equalizing ability of staffs in performance management A feeling of trust is implemented within different employees when the employees perceive that leaders of company act in uniform manner. However, the employees would prefer working on different teams as their leaders are independently working and operating. There are employees who have started believing that they are not working in correct place as there is lack of common sense and managerial practices and this includes drop in the performance. The training program of leadership helps in including benchmark that is technical of area, group along with brainstorming with systematic formalization of different ideas for evaluation in depth. Finally, this will include psychological and technical aspects of the leadership that will be achieved with guidance of expert with development of performance management practices as this can be used in uniform manner. In order to implement different global payment system that is based on performance in major markets in New Zealand, France and Japan, KiwiFurniture needs to consider cultural and institutional aspects: a) Power Distance- this dimension helps in reflecting to understand which countries with high power distance are characterized in an effective manner by hierarchically structured society and lower power distance helps in analyzing the standard of equality for all individuals KiwiFurniture in NZ has to consult with employees as well as senior managers before integration of the performance management as per Hofstede; NZ is nation with low power distance. Therefore, before implementation of performance pay system, the company requires to follow the information in direct and informal manner failing which this will lead to integration system that is challenging in nature. However, Japanese are conscious in nature relating to hierarchical position and not like other Asian countries. France is moderately high in the power distance. Therefore, KiwiFurniture needs to accept that there is high level of inequality and inaccessibility between the different goals that is accepted. The issue can be resolved in an effective manner by letting proper flow of ambassadors and senior managers as per the diversification of the roles of the individuals position. b) Uncertainty Avoidance- this dimension deals with fact that future cannot be predicted and it helps in showing extent wherein members of different culture feel threatened in nature of different kind of situations that is unknown in nature and the actions need to avoid such circumstances. NZ is the lower midway stage of uncertainty avoidance and therefore such issue is there is no such expectation from employees to prefer goals that is individual in nature at higher level. In order to resolve the same, KiwiFurniture needs to avoid such high expectations from the NZ market, as this company would not prefer taking different risks and they would not prefer different kind of circumstances that is unfortunate in nature (Liu et al., 2017). They should focus on individual targets; however, France and Japan are on larger side of dimension and herein KiwiFurniture needs to consider structure that is well planned in such countries. Japanese cover different kind of risks and France do not as surprises and they like to plan beforehand (Stone Deadrick, 2015). Part 2- Two institutional aspects that KiwiFurniture has to consider before implementing in NZ, Japan along with in France a) Gender wage and performance pay gap- the issues in Japan is that the performance pay gap has huge effect on the workers related to white collars as they are not involved in this kind of systems. There are differences in promotions of women and men and this is the gender gap issue. KiwiFurniture needs to implement guidelines for whom to involve in the performance pay before integration (Liu et al., 2017). Furthermore, NZ will never accept salary of employees based on gender, but this will be considered as proper practice for employees and employers to have some feedback criteria on performance based system. France has the own system of obligatory kind of pay and issue of profit sharing in a voluntary manner. It will be mandatory that requirement of profit sharing is essential in organizations wherein there are 50 employees. Therefore, KiwiFurniture needs to execute different agreements as to distribute profits to different employees and the other issue is gender gap wherein it is 1 5.5% in France and this can be resolved by being biased in performance based profits (Knowles, Holton III Swanson, 2014). b) Labor Union- Japan has unionization among the workers who are non-regular in nature. The labor union membership of part-time workers has not been expanded and considering the performance based system of pay KiwiFurniture needs to expect different low-level employees as the part time workers (Ellinger Ellinger, 2014). Therefore, the company considers different difficult targets at such level. The French Unions has provided chances to employers and organizations as this is making them easier in nature to hire as well as fire. The firms who have less than 20 staffs can negotiate in direct manner with employees who are working on terms and conditions. Therefore, respective company must take different decisions on number of workforce working in organization in France. The best part in NZ is it used to be unionized nations and integration of pay system based on performance should not have many issues in NZ. The two change management philosophies to improve the performance of organization in NZ, Japan and France that can be implemented by KiwiFurniture are as follows: a) Kotters 8 step process is relevant in nature as it revives performance and this will transform the strategy to bring in the necessary kind of changes. The eight steps are as follows: Organizational change is the kind of process that is complex due to the intrinsic factors such as change in process, strategy and culture (Marchington, 2015). The process is even complicated when it is applied in business that is operating in the long-term process (Armstrong Taylor, 2014). In the case of KiwiFurniture, it has been operating for 100 years that means the resistance can be applied when the change is proposing in the business traditions. In such case, the different traditions apply to the payment system wherein the different workers exchange the labour laws without including the error in performance. Therefore, when KiwiFurniture wants to implement global pay system that is based on performance in Japan, France and New Zealand, they have to consider different lines of thinking as to understand and perform the improvement in performance of the organization. The major drawbacks in the performance based pay system is that staffs need to analyse that individual efforts will not help in improving the performance, however the efforts of the entire group is required in order to improve the performance. New Zealand When considering the proper implementation of the global performance pay based system in NZ, Kotters model of the change management is apt model as it is systematic, procedural, systematic and pragmatic approaches. The community of New Zealand helps in valuing life quality relating the purchasing power along with material acquisition to meet the needs of the individuals by offering different benefits such as education and health. However, the performance based payment system did not suit cultural and institutional aspects. Therefore, in order to implement the global performance payment based system, KiwiFurniture should perform the change management with Kotters eight stages that included establishing a sense of urgency, forming a guiding coalition, creating a vision, communicating that vision, empowering individuals to act and removing obstacles, creating short-term wins, consolidating improvements and creating more change, and institutionalizing new approaches. These steps support the change in organization and KiwiFurniture needs to apply it sequentially. The respective model will help KiwiFurniture in order to achieve results that is satisfactory in nature with implementation of the pay system that is novel in nature. When the sequence is changed or missed, it will be waste of time as the performance based pay system includes higher cost as the implementation process along with payment of wages is dependent on group performance (Panther et al., 2017). The other interesting model is the McKinsey model and it is practical as Kotters model as the organization will work on measuring performance of workers under different aspects that includes structure", "strategy", "systems", "skills", "style", "staff", and "shared values" (Boons Ldeke-Freund, 2013). The individual staffs has to perform in an effective manner under different standards in an effective manner and McKinsey model helps in guaranteeing success of the performance based payment system (Boons et al., 2013). The context of France is similar as NZ in the implementation of the performance based payment system. It is seen that suitable kind of philosophies in addition to Kotter and McKinseys seven-step model, the five stages of the Kubler-Ross is applicable. The respective model is a complementary model can be used with conjunction of the Kotters and McKinseys model as both of them focuses on organizational aspects. The psychological process will be handled by Kubler-Ross model by preparing the employees to cope with different times that are difficult (Boons et al., 2013). As France has weak culture of performance in comparison to other countries, the global performance based payment system will be shock to them and Kubler-Ross model will help in coping with such changes. On the other hand, Kubler-Ross will not be able to cope with changes, as there will be lack of focus. The five stages include denial; anger; bargaining, depression; and acceptance and in such context the respective model will help in deploying tool to reduce such psychological shock (Albrecht et al., 2015). The implementation of the new performance based pay system is different from NZ and France as the standards of performance is high in this country. The formulation of competitive groups and competitiveness help in making pillars for the rates of high performance and people are predictable in nature. Therefore, straightforward model of the change management is required as the system is in place in an effective manner. Japan is the country wherein individuals are focused on work along with performance and implementing the performance based pay system is not a drastic change. As per the model of Bridges, transition that helps in addressing the staffs emotional aspects of the change in process. However, the same process can be fragile and forbeing discovered at the level of implementation (Bakker Demerouti, 2014). . According to Roger's technology adoption model, the proposal helps in following the same reasoning line as the transition model of Bridges (Russell et al., 2016). This model is less complicated in nature in comparison to other models and like Kotters model, it is focusing on psychological aspects. It is not a model that is robust in nature but it is suitable for KiwiFurniture in Japan, but the fragility of the model can be disadvantageous in nature (Brewster, Houldsworth, Sparrow Vernon, 2016). The appropriate philosophies are least complex as the most complicate kind of theories helps in understanding necessities. Therefore, the models will be used are Bridge's transition model and Roger's technology adoption model. References Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach.Journal of Organizational Effectiveness: People and Performance,2(1), 7-35. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bakker, A. B., Demerouti, E. (2014). 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The Community Earth System Model (CESM) large ensemble project: A community resource for studying climate change in the presence of internal climate variability.Bulletin of the American Meteorological Society,96(8), 1333-1349. Knowles, M. S., Holton III, E. F., Swanson, R. A. (2014).The adult learner: The definitive classic in adult education and human resource development. Routledge. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), 1069-1089. Liu, D., Gong, Y., Zhou, J., Huang, J. C. (2017). Human resource systems, employee creativity, and firm innovation: The moderating role of firm ownership.Academy of Management Journal,60(3), 1164-1188. Lussier, R. N., Hendon, J. R. (2018).Human resource management: Functions, applications, and skill development. Sage publications. Mackelprang, R. W., Salsgiver, R. (2016).Disability: A diversity model approach in human service practice. Oxford University Press. Maltz, E., Bi, H. H., Bateman, M. (2016). Benchmarking sustainability performance: the next step in building sustainable business models.Journal of Public Affairs. Marchington, M. (2015). Human resource management (HRM): Too busy looking up to see where it is going longer term?.Human Resource Management Review,25(2), 176-187. Matos, S., Silvestre, B. S. (2013). Managing stakeholder relations when developing sustainable business models: the case of the Brazilian energy sector.Journal of Cleaner Production,45, 61-73. Panther, S. G., Allen, R. A., Brantner, K., Jefferson, C. G., Murphy, N. L., Robinson, J. D. (2017). Developing Student Pharmacist Leadership Skills Through Core Curricular Modules Addressing the Triple Aim Goals.American Journal of Pharmaceutical Education, ajpe6764. Russell, Z. A., Ferris, G. R., Thompson, K. W., Sikora, D. M. (2016). 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Planetary boundaries: Guiding human development on a changing planet.Science,347(6223), 1259855. Stone, D. L., Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management.Human Resource Management Review,25(2), 139-145. Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., Johnson, R. (2015). The influence of technology on the future of human resource management.Human Resource Management Review,25(2), 216-231. Wilton, N. (2016).An introduction to human resource management. Sage.
Friday, April 17, 2020
Sieve Analysis Test Lab Report Paper The objective of this experiment is to obtain the grading curve for both fine and coarse aggregate. 1. Balance balance or scale used in testing fine and coarse aggregates shall have readability and accuracy as follows: For fine aggregate, readable to 0. 1 g and accurate to 0. 1 g or 0. 1 % of the test load. For coarse aggregate, or mixtures of fine and coarse aggregate, readable and accurate to SO g or 0. 1 % of the test load. 2. Sieves the sizes and apertures appropriate to the specification tot the material being tested, complying with BBS 410: For coarse aggregate, standard vive size of 50. Mm, 37. 5 mm, 20. 0 mm, 14. 0 mm, 10. 0 mm, 5. 0 mm and 2. 36 mm (Fig. CLC-l), Poor fine aggregate, standard sieve size of ICC mm, 5. 00 mm, 2,36 mm, 1. 18 mm, mm, 300 m and 150 m (Fig. ICC-2). 3. Mechanical Sieve Shaker a mechanical sieving device, used to create vibration of the sieve to cause the particles to bounce. 4. Oven an oven of appropriate size capable of maintaining a uniform tem perature of Acoustic. PROCEDURES Fine Aggregate I. Representative sample was chosen by quartering (according to BBS 812: Part 102: 1984) or by use of a sample splitter (Fig. CO-3). The sample to be tested should be the approximate weight desired when dry. For this experiment, about 500 grams of fine aggregate was weighed. 2. The samples was dried to constant weight in the furnace at a temperature of 1050 C. 3. The samples was cooled down. The desired sieves was nested in order of decreasing aperture size from top to bottom. 4 The sample was placed on the top sieve and the sieves was agitated by mechanical sieve shaker for a sufficient period so that after completion, not more than one percent by weight of the residue on any individual sieve will pass that sieve. We will write a custom essay sample on Sieve Analysis Test Lab Report specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Sieve Analysis Test Lab Report specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Sieve Analysis Test Lab Report specifically for you FOR ONLY $16.38 $13.9/page Hire Writer
Saturday, March 14, 2020
Free Essays on Tango Many of the dances that we have today we owe to the jazz age . The dances were danced to represent the theme of freedom and free-will of the 1920Ã¢â¬â¢s. The Boston two step and the one step and the Charleston are some of the popular dances of that time. The Tango was also a great sensation during the jazz age. It was the castles who brought the dance fame it was danced in many ball rooms it was a "thing of beauty". Even books were published to learn how to dance the tango. The Tango and how to dance it was published in 1913 written by Gladys Crozier....
Wednesday, February 26, 2020
Compression test - Essay Example he lateral forces acting on the can ultimately act on a single line, which is, takes a rectangular shape and is relatively small in area, thus the quick crumbling. Once the yield point, or yield stress, has been reached, the crumbling requires less force for continued deformation, thus the dip in the force used. When the compressive load is directed onto the tops of the soda can, the compressive force acts on the wholesome vertical wall of the can, thus distributing the force equally. By distributing the forces subjected to the can equally as opposed to a single point in the side-crushing test, the can has more resistance to the compressive forces. Since the can is hollow, it exhibits characters that are varied as opposed to the side crushing. From the graph, when the forces supplied reach the yield point, there is a drop in the required forces (Voland, 2003, p. 192), but the crumble suddenly strengthens the can as it is compressed, and gets compacted. The can requires a lot more force to continue the deformation, thus the curve that gets a positive gradient as opposed to a continued drop. The changes are not uniform since the compacting assumes various strengths with continued compacting, until the ultimate load is reached. The forces show that the can takes of fragile characteristics as o pposed to ductile traits in the compression tests, since the graph changes are sudden as opposed to the curved changes a ductile object displays. The relationship between the force and the standard travel (deformation) is proportional, though there exists a constant since the change does not begin at the origin for both
Monday, February 10, 2020
Comparison of Chinese and Japanese TV - Essay Example Programming content in Japan covers a variety of areas, with satellite channels also available. New programs are primarily broadcast during the mornings, while the evening hours are generally given over to romantic or other dramas and comedies, which are a staple of Japanese television, additionally, science fiction programs are also offered and anime or Japanese animation programs are very popular television programs, not only among the Japanese but also in other countries of the world. Variety shows are also offered such as skits, quiz contests musical performances and stunt shows. Television programming in China is controlled by the State which greatly limits the scope and extent of programming in China. For instance, state controlled television channels have been continually showing programs that remind the Chinese of the horrors that the Japanese inflicted upon them during the Second World War. (Vance, 2008). During this time, many thousands of Chinese people were killed by Japa nese raids in Nanjing and other cities in China, with individuals in China being tortured and executed. The continual flashing of these horrific images on Chinese television has kept the memories of these Japanese atrocities alive in Chinese minds and has Ã produced the rhetoric of hate in China. Chinese television shows programs and movies that so some degree or the other, relive the Japanese invasion into China and some of them are so powerful and graphic in their realistic images of brutality.