Nestle Case Study Example | Topics and Well Written Essays - 750 words

Nestle - Case Study Example The board of directors of the company does not show good tactics in solving the issues affecting the company. This is the main problem that has afflicted General Mills Company for many years. Lack of good strategies in running the company is very evident. The company is seen to be shifting from one type of business into another with the aim of expanding their business or maximizing profits, but in return, it gets losses. This is a show poor market research and consideration of the market statistics over the years. According to Wojahn, General Mills Company underwent a series of losses after it decided to start business dealing in non-food substances. This was immediately after the Second World War when it ventured into home appliances, electronic goods, animal feeds, and commercial flour. Wojahn (Wojahn, 2003: p25) says that this was as a result of the rush they had into the market after noticing opportunities to invest in. They needed to conduct a market research to determine the ma rket trends, their preferred produce and customer patterns before they could venture into it (Wojahn, 2003: p25). Their lack of good strategies also makes the board decide on moving out of a market without proper consideration of future outcomes. The company easily pulls out from a market it has tried out but has not been successful. This is shown immediately after the Second World War when it pulled out from electronic goods, home appliances, and animal feeds. In this case, the company had to set the right strategies that could see it, make profits in the same business venture rather than losses. They needed to conduct market research and improve on their products so as to gain a good market share that could make them gain good profits (Wojahn, 2003: p25). After the fail in home appliances, electrical goods, and animal feeds the company still ventured into worldwide sale of snack foods. This could have been a success to the company, but they pulled out so soon. General mills Compan y bought a number of companies dealing in snacks in the following years and even had plans to acquire an international company to deal in manufacturing of shaped snacks (Wojahn, 2003: p25). This vision went blank when FTC restricted them from buying any more companies due to antitrust reasons. The company then started to sell the bought companies one by one, until it remained with only one company. In this case, they needed to expand the already acquired companies to gain market share and profits, which they could use to open other companies. Pulling out of the business after some time shows a lack of good strategies in running the company (Wojahn, 2003: p25). Considering their lack of tactics in dealing with issues at hand, the company’s board of directors, is seen to lack active participants in discussion of matters affecting the company. This is evident when the CEO of the company urges the directors to ask for questions that can help to point out a problem in decisions ma de by the board. The board is seen to remain silent (Wojahn, 2003: p25). This is a big show of the lack of tactics in dealing with issues affecting the company. The CEO of the company is also seen to lack tactics in handling situations when it is evident that, he takes an average of the views put forward by the board to make a decision. A director need to listen to his directors views but come up with his own critically analyzed decision. Following any of the views put forward is the main problem facing the company. From the above analysis, one of the

Tanglewood casebook Essay Example for Free

Tanglewood casebook Essay The store associate position is one that mainly deals with assisting customers, be it to find certain products, deal with issues, or to just make their experience a pleasant one while dealing with the daily operations of the store. The open method to recruiting means that we are casting a wide net to catch any applicants that we can and see what we get. It’s possible that we may get exactly what we are looking for, but it’s possible that it may just be wasted resources. I recommend the targeted method to recruitment, which means that we are going to go for a specific group of people with specific KSAOs. By using the targeted method we will address some of the staffs concerns about hiring new store associates. The first concern was to reduce turnover; by casting a smaller net, but getting more qualified individuals we may eliminate some of the turnover. This will also help with the lag time, which was the second issue, in that there will be less applicants to sift through, thus letting us get to the more qualified candidates more quickly. This will help us target the applicants we want, which were college to middle age individuals with at least a high school diploma, preferably some college course work, with retail and customer service experience. By getting employees that already have customer service experience, they will already know what they are getting themselves into and what the expectation may be. Hopefully this will also help to acquire people who fit into the culture and are looking for a career and not just a job. By using online applications with specific requirements we will better be able to target these applicants. The same goes for staffing agencies, though costly, we will more effectively acquire qualified individuals. Employee referrals may be a good way to keep up employee relations and morale, but it may not lead to the type of individuals we need. The same goes for open applications. 3) In Western Washington, the highest one year retention rate compared to the amount of applicants hired was by job service agency, followed by employee referrals. This seemed to be effective for them, because the most qualified individuals fell into the referral category, however the total cost was significantly higher for employee referrals at this site, though after a year of survival ended up being the most cost effective method of hiring. In Eastern Washington, the referral method came out the most effective as far as retention rates went, followed by the kiosk method. Following the same trend as the Western Washington region, these individuals seemed to be the most qualified. Again similar to the previous region it also was the most expensive as far as total cost went, but the most effective as far as cost per first year of survival. In Northern Oregon, the agency method had an extremely high retention rate after the first year of hire, followed by the kiosk method. In this region the kiosk method was the most expensive followed by hiring agencies. The hiring agency was the most effective after the first year of hire. In Southern Oregon, a similar trend happens compared to Northern Oregon. The agency method has a the highest post one year retention rate, followed by the referral method. And similar to Northern Oregon, it is the second most expensive as far as total cost goes, but the most effective as far as post first year hire cost is concerned. 4) It would be ineffective to follow the same hiring methods for all four regions in that in both Oregon based regions the best recruitment method seems to be agency based and in the Washington regions the referral method is most effective. If the company attempted to force all regions to have the same hiring standards they would incur higher cost, less effective recruitment methods, and would obtain less qualified individuals. 5) It has proven true for the company that cheaper is not always better, therefore getting the cheapest labor will not yield the most effective customer service. It would be beneficial to rate employee performance in accordance to high, middle, and low performers and to discuss with them how they feel they are doing in conjunction with suggestions on yielding better performance. Better performance should come with some type of reward, for example an extra vacation day, a more desirable assignment, or an annual pay increase. It also would be beneficial to employees to have additional training in customer service issues in order to prepare them for what issues they may run into. As far as the bottom line hiring requirements go, at least a year of customer service related experience should be required for employment. As previously stated this will ensure that these new candidates will know what to expect from their job, and what expectations an employer would have of them. (Please refer to question 2 for how managerial concerns will be addressed.) 6) The targeted method would be aiming at a specific group of candidates. They may say that they are searching for a candidate with some completed college coursework and customer service experience looking to work as a store associate at Tanglewood. It also should state that if the associate seems promising they may be put on the fast track to management if they desire. The realistic method gives a real view of what the job would entail. It may say something like dealing with day to day store issues including customer complaints. It gives an employee a real look as to what they may be doing, but some argue that it may turn away good potential candidates before they actually have the opportunity to experience both the good and the bad. The branded recruitment strategy is searching for a candidate that will fit into your brand. They may say looking for a self starting individual who wants to be part of not just a company, but a family. By doing this employees feel a tie to the company’s brand and want to work for the company and not just the job. Work Cited Heneman III, Herbert G., Judge, Timothy A., and Kammemeyer-Mueller, John D. Staffing Organizations: 7th Edition. Middleton: Mendota House, 2012. Print. Kammemeyer-Mueller, John. Tanglewood Casebook for use with Staffing Organizations: 7th Edition. Middleton: Mendota House, 2012. Print.

Perceptions of Diversity in the Workforce

Perceptions of Diversity in the Workforce Introduction/Research Objectives: Diversity Management: Diversity Management has been defined as accepting that the workforce consists of diverse individuals. Diversity could be on the basis of work-style, age, background, sex, race, disability, personality (Kandola Fullerton, 1998). A productive environment could be created by embracing these differences where everyone is contributing at their highest potential and feel appreciated while they achieve company goals and objectives (Kandola Fullerton, 1998). Company Profile: The organisation for primary data collection is from the Pharmaceutical sector having 40% stake in the market and an annual turnover of  £21 Million (Fig.1.1). With over 160 types of medicine production, this company is Britains 3rd largest Medicine Producer. 300 employees work between 3 sites of manufacturing, packaging and the corporate office. About 150 employees, most of whom are either African or White work at the main manufacturing site; at the second packaging site there are about 130 employees of mixed origins contribute while at the corporate office, out of 30 people, most are women, of Indian origin except one and also most employees are below the age of 40 (Fig.1.2). The company vision is to maximize inclusion to drive greater business results and sustainable competitive advantage (BL, 2004). This would be achieved by fostering a culture that embraces differences and drives innovation thereby, achieving a skilled, high-performance workforce that reflects the global marke t place. Research Aims and Objectives: The main purpose of this dissertation is to research peoples perception of diversity and the effects it has on the workforce of a company. This will be investigated with the help of a questionnaire, interview and a tracking log conducted among the employees of the company from all designations. It would be imperative to research the positives of having a diverse workforce and how they contribute in achieving the company objectives, differently. The trials and tribulations faced by them owing to their diversity will be looked into and methods to tackle them will be discussed. Open questions in the survey would include: Share an experience where the organisation supported your religious needs? Through this research, old theories of diversity will be revised, extended and applied to creating new knowledge which would have theoretical and/or practical application. It will not only simplify and add meaning to existing definitions but also create new understandings of diversity. Considering the industry sector at the time of recession, many people have lost their jobs, mainly those who are not British nationals. Hence, the question is: how will an organization create profits if all the diverse individuals who contribute to the company objectives have been dismissed. Therefore, in this project, the question addressed is: What are peoples perspectives of Diversity and how does it affect an organisation. Literature Review: Diversity – definitions: This section covers some of the theory and research on Workplace Diversity which is of particular relevance to this research. It is important to define diversity for the purpose of this project. CEO of Proctor Gamble, Alan Laffey said that A diverse organisation will out-think, out-innovate and out-perform a homogenous organisation every single time (PG, 2009; Skinner, 2001). Diversity can be defined as a mixture of people with different group identities within the same social system (Fleury, 1999). There are many definitions to diversity, in essence it includes culture, race, geographic origin, ethnicity, gender, nationality, functional or educational background, physical and cognitive capability, language, lifestyles, values and beliefs, sexual orientation, physical abilities, social class, age, socio-economic status, and religion (Dessler, 1998; Ferdman, 1995). The National Council for Voluntary Organisations defines Diversity as the integration of age, gender, sexual orientation, religious preferences, disability and ethnicity without biases into society (NCVO, 2007). According to CIPD, diversity has multiple levels like that of Social Category Diversity that includes demographic variances like age, gender, ethics and race; Informational Diversity which embraces organisational variances like that of education, experience in the field and utility and lastly, Value Diversity encompasses psychological differences like that of attitudes, behaviour and personality (Worman – CIPD, 2005). According to Anderson and Metcalfe, completely diverse people working together may lead to conflicts owing to diversity in their ideologies, experience, personalities, culture and attitude among other variables. Organisations that promote creativity need to find a way to satisfy such differences and lay out ground rules to ensure successful team working. Thereby, it assures competitive edge owing to the creativity and innovation brought by diverse perspectives in products, service pattern and methods of working. The downside is that organisations need to ensure that this does not let employees lose their individuality in the race to fit in (Anderson Metcalfe, 2003). Diversity is often associated with ethnicity as in case of American Indian/ Alaska Native MBA students showed 89% in a survey. Least association was seen in case of Asian-Indian MBA students which showed 67%. Gender was seen to be the second most common associate among all survey groups. It showed strongest association of 78% among American Indian/ Alaska Native MBA students and least association of 43% by Asian-Indian undergraduates (Fig 2.1, 2.2). Among all survey groups, Latino/Hispanic undergraduates associated diversity with language skills while Asian-Indian undergraduates relate diversity with religion and American Indian/Alaska Native undergraduates connected diversity with age (Black Collegian, 2006). History of Diversity and Legislation: Legislation: The concept of diversity came into power in 1990s (Gatrell and Swan, 2008). In the 70s, 80s and early 90s the need for diversity in the workplaces in UK grew because of the diminishing talent sources as well as to curb the discriminatory HR practices that were carried out against colour and gender. The first piece of legislation to be passed to support diversity was the Equal Pay Act 1970 legislates against discrimination between men and women in relation to their terms and conditions of employment followed by Sex Discrimination Act 1974 which made it unlawful to discriminate on the basis of gender. After these came the following pieces of legislation: Race Relations Act 1976 – protection against discrimination on the grounds of race or ethnic or national origins. Disability Discrimination Act 1995 – protection against discrimination for disabled people. Employment Equality (Religion and Belief) Regulations 2003 made it unlawful to discriminate against workers on the grounds of religion or belief. Employment Equality (Sexual Orientation) Regulations 2003 – made it unlawful for employers to discriminate against or harass a person on the grounds of sexual orientation. Employment Equality (Age) Regulations 2006 – made it unlawful to discriminate against individuals on the grounds of age. Equality Act 2006 Racial and Religious Hatred Act 2006. (Daniels, 2008) Diversity training and interpersonal learning was introduced to help diverse workforces bridge the gaps between their education and cultures. Policy: The fundamental essence of diversity is based on its policies. To understand this, it is essential to know what a policy is. Organizational policies are a bunch of fundamental codes and relevant directives, devised and imposed by the presiding body of an organization, to express and limit its conduct while aiming for long-term objectives (Business Dictionary, 2009). An organisations goals, strategies and practices can be affected by a recognized set of broad, open directives, devised after an investigation of all internal and external aspects. Corporate policy is devised by the organisations executive board to lay down the organisations objectives to known and predictable state of affairs and circumstances. It also determines the creation and execution of strategy, and directs and limits the strategy, verdict, and deeds of the organisations employees in accomplishment of its aims (Business Dictionary, 2009). A policy is meant to balance individual and personal rights while safe-guarding the nation. Due to the ethnic and diverse mix in USA and Europe, the new diverse workforce required equal opportunities and diversity issues to be sorted out at the fore front ((Kandola and Fullerton, 1994; Cox, 1992). Hence, these countries have created policies and laws that protect diversity and promote equality (Dass and Parker, 1999; Kirton and Greene, 2000; Lawrence, 2000; Woodhams and Danieli, 2000). It was created to eliminate discrimination faced by black and ethnic minorities (Healy Oikelome, 2007). In the 1990s, the NI office initiated the Policy Appraisal and Fair Treatment guidelines (PAFT) which span across areas of religion and political beliefs, ethnicity, sex and race, disability, sexual orientation, age, marital status and those amid dependants. After its establishment, all new policies needed to satisfy the above mentioned nine equality sets (Bagilhole, 2007). Diversity Policies in SMEs v/s Large Corporations: According to Carrell, a policy that focuses on eradicating discrimination and bringing about fairness would help focus on overlooking differences and integration. However, he observed through a study that 70% of his respondents were from small companies while 30% were from companies employing 500 or more employees (Fig 3.1). 46% of this total had policies professing employee diversity in place of which 42% said that their policies were executed only in the last 5 years. 53% of the respondents in all said they do not have a written policy in place to enforce diversity and among them, only 7% opined of having discussed such an issue in their company (Fig 3.2, 3.21) (Carrell, 2006). Some SMEs opine that they are simply too small to employ a diverse range of individuals while others find it convenient to hire within the family. In such enterprises, diversity management can create a platform for new products and diverse clientele and networks which is overlooked in their short-sighted vision (European Community Programme, 2007). While SMEs harangue the increase in competition, they fail to see how innovation with the help of diversity can provide them with sustained competitive advantage. Other identifies benefits are reduced absenteeism, turnover, time wasted or lost, higher client loyalty and brand value and also, access to wider markets. Some SMEs that implement diversity policies feel that it not only increases an employees sense of belonging to the company but also their commitment and dedication to the job. The informal learning obtained from knowledge and skills gathered by working with diverse teams can also be of great competitive advantage (European Com munity Programme, 2007). Determining whether an organisation is diversity friendly is simple. Typically, large organisations have an entire page devoted to diversity and workforce friendly policies which are also available in print on request. A study revealed that 76% of senior global executives opine that their companies have 1 or no minorities (Fig 4). In some cases, in an effort to increase diversity levels, minorities are placed in positions that would add no value to their career graph. Hence, they choose to not be part of the organisation (Diversity Jobs, 2009). Looking at any large company like Coca Cola, General Motors and Nike among others, their common factor is their recognition of diversity being their key to direct and spanning sales. In order to have a diverse external environment, it would help to have a diverse internal environment as well in terms of contacts, approaches and skills (Eaddy, 2003). Contrary to the notion of diversity practices in Multinationals, the challenges faced by them were discussed among 50 academics, senior executives and HR professionals from multinational corporations at the Global Workforce Roundtable Summit at London in 2006. Some of the challenges faced are the dismissal of diversity policies as an American notion, the extent to which these practices need to be developed in order to be trickled down the ladder and implemented, getting people down the ladder to embrace the concept of diversity policies and take initiatives in its implementation (Global Workforce Roundtable Summit, 2006). Research Evidence Perspectives on Diversity: The Jewson and Mason Model (1986) is states that there are two perspectives on equality and diversity: I. The equality of opportunity or liberal approach introduces fair procedures to offer access to institutions, services, social positions and resources. II. The equality of outcome or radical approach refers to affirmative action for historically discriminated and disadvantaged groups (Gatrell Swan, 2008). The liberal approach to equal opportunities is described by a belief of an individual or their imagined capabilities and merits rather than structural sources of inequality. This approach believes that these barriers can be removed such that individuals find a way to make the best of themselves (Jewson Mason 1986: 314; Gatrell Swan, 2008). The main objective of this approach is to make sure people are treated equally at the work place (Jewson Mason 1986: 315). Emphasis is on an individualistic view of fairness and equality rather than a group based approach that encompasses equal and free competition among people (Kirton Greene, 2004). In the radical view, ability, skills, talent and merit are socially constructed norms by powerful dominant groups and that inequality is produced as a result of these social practices (Jewson Mason 1986: 315). Hence, individual merit is not a neutral term but a criterion to filter out diverse candidates from jobs and opportunities based on a socia lly valued judgment (Gatrell Swan, 2008). Thus the radical approach looks at equality as a form of social justice centring on checking the outcome of procedures and its effects of different groups and equalising the outcome rather than the opportunity (Richards 2001: 16; Gatrell Swan, 2008). The Business Case is another model for managing diversity and is related to bettering economic productivity and service delivery and depoliticising models of social relations (Blackmore, 2006; Gatrell Swan, 2008). It harnesses differences so that a productive environment may be created that not only benefits the individual but also the organisation (Kandola Fullerton 1994:8). A diverse workforce brings material benefits to an organisation such as increased profit, creativity and representative customer care (Gatrell Swan, 2008). It is seen as an investment rather than a cost and rejects the notion of justice for an instrumental, utilitarian model (Kirton Greene, 2004). The Social Justice Model favours a structural explanation of inequalities based upon the concept of social justice (Kirton Greene, 2000:5). This mode of diversity management can give rise to increased quality of outcomes for individuals as well as groups as it highlights heterogeneity of difference within social groups while taking into account that difference is not a individual possession but socially constructed within social relations (Kirton Greene, 2000; Ferreday, 2003). This model acknowledges that some differences matter more than others as shown in the research conducted by Ahmed et al. (2006), Hunter Swan (2007) among others demonstrates that race gender have a significant consequence on the admission to paid work, working conditions and experiences and possibility of discrimination (Gatrell Swan, 2008). Cultural Diversity Model addresses how diversity can be used as a tool to achieve competitive advantage in an organisation. This model was viewed from the social responsibility goals of an organisation which is a fraction of the constitution of diversity management. According to Cox Blake (1991), focussing on seven areas of effective diversity management can lead to a companys sustained competitive advantage like education programs, cultural variances, prejudice free human resource management schemes, diversity mindset, heterogeneity in race/ religion/ ethnicity, organisational culture and higher vocation resource acquirement for women i.e. extinction of glass ceiling (Parhizgar, 2002). Glass ceiling is an organisational prejudice or a bias in attitude that prevents women and minority groups from progressing to higher leadership designations in an organisation (Princeton, 2009). Researchers contradict this theory as they dont find the connection between diversity and organisational competitive advantage. In Coxs view, in the 1970s monumental organisations were leading USA that did not give importance to diversity or the essential HR function. Instead of being given a fair chance, minority groups were expected to acculturate themselves to the norms set by majority groups i.e. in this case, white men. Pluralistic organisations that came into power in the 1960s, implement diversity management in ways of recruiting minorities, monitoring for fairness and providing diversity training and programs. A key difference between a pluralistic organisation and a multicultural organisation is minorities group are not only employed and value but also identified as key contributors and formally as well as informally completely integrated into the organisation. Cox and Blake also created a model in 2001 that claimed 5 cyclical steps to a successful multicultural organisation. The five steps are leadership, research and dimension, academic backing, coalition of management syst ems and follow up action steps (Stahl Bjà ¶rkman, 2006). The effect of diversity on performance in an organisation is still unclear. Its effect maybe positive or negative in some situations and also sometimes there may be no effect at all (Barrett-Power Shaw, 1998). Research based on race has shown that diversity in teams can yield benefits as well as costs (Campion, Medsker and Higgs, 1993; Guzzo Dickson, 1996; Jackson, 1991; Magjuka Baldwin, 1991). A team can be defined as a distinguishable set of two or more individuals who interact independently and adaptively to achieve specified, shared and valued objectives (Salas, 1986). Organisations depend upon teamwork to improve quality, experience of work, product and customer service for their members (Guzzo, 1995). Teams are believed to be vital tools for solving problems and making decisions in a highly complex, international environment (Tjosvold, 1995). Magjuka Baldwin (1991) found that within a group, diversity showed positive effect on job performance in a sample of 72 manufacturin g teams. Some studies have shown that diverse groups (based on race) are more creative and make better decisions than homogenous groups (McGrath, 1984; McLeod and Lobel, 1992) but they can also be less cohesive, less satisfied, have less conformity and more prone to turnover (Jackson, Brett, Sessa, Copper, Julin and Peyronnin, 1991). 3 Level Impact of Diversity: Individual Level: Diversity creates an impact on three levels: individual, group and organisation (Nkomo, 1998). At an individual level, key variable in understanding diversity are culture distance, perceived similarity, a sense of control as well as culture shock (Triandis, 1997). According to previous research by Berry (1984), an individual goes through an acculturation process which is; assimilation, separation, deculturation and integration. With assimilation, the culture that is dominant in the group becomes the standard and individuals try to live up to the standard. With separation, majority cultures and minority cultures do not merge as individuals from the minority cultures distance themselves from majority cultures. In deculturation, the individuals of minority cultures lack strong ties with the group as they neither have ties with their own minority culture nor with the standard majority culture. Integration refers to the state where individuals change to a certain extent to accommodate the common norms and standards (Berry, 1984). If an individual from a minority culture is unable to adapt, the group is considered to be at fault instead of the majority culture (Nkomo, 1991). The Alteration Model suggests that minority individuals need not be forced to practice a particular, standard culture or adapt to their own minority culture. They can become competent in multiple cultures and use what is required of it in a context. This may also be known as code-switching where an individual uses a language that best suits a context (LaFromboise, Coleman and Gerton, 1993). Group Level Diversity: At a group level, diversity can give rise to emotional conflict or task related conflict within a group. Task related conflict will increase group performance while emotional conflict will hinder performance (Kottke Agars, 2004). In a group research on diversity, it was found that readily observable factors (surface level) are important for group development but deeply held values and beliefs (deep level) are decisive in group processes that yield group outcomes (Stockdale Crosby, 2004). Group composition has been investigated as surface and deep-level diversity (Harrison, Price and Bell; 1998). Surface-level diversity maybe defined as differences in age, sex, race, ethnicity and other biological characteristics while deep-level diversity maybe defined as differences in behaviour, attitudes, morals, values and beliefs that require interaction to be understood. Organisational Level Diversity: Many consultants and academics argue that organisational level diversity is essential to serve the 21st century consumer (Gardenschwartz and Rowe, 1993; Morrison, 1992; Thomas, 1990; Wilson, 1997). Diversity makes an organisation more effective by bringing a lot of creative perspectives to the table. This has served as a base for many claims that suggest that diversity is a resource and strength for an organisation (Adler, 2003; Dobbs, 1998; Thomas, 1990). OReilley et al. (1997) conducted a research in an organisation that gave primary importance to employee diversity. They found that within the organisations groups, diversity created positive performance-related results. Studies show a negative as well as positive effect in organisations as ethnic groups or minorities perceive themselves less likely to advance in an organisation than majorities. Ethnic groups when exposed to majority groups are more susceptive to emotional conflict (Kizilos et al.; 1996). This creates a branching in the hypotheses as the attraction and social categorization theories suggest that diversity will cause a negative effect on organisation performance while only information and decision making theory suggests that diversity promotes organisational performance (Jarry Pitts, 2005). Information and decision making theory is based on educational and functional diversity and not ethnic diversity. Hence, it forms a weak basis against two prominent theories (Jarry Pitts, 2005). Diversity Management According to CIPD, managing diversity stands for valuing people for who they are; whether they are customers, clients, or even employees, they are all fundamentally diverse. Diversity management is not about identifying a single constant individual difference but about recognizing different individual changes and their ability to create a large scale impact and create dynamic changes (Mullholland, Ozbilgin and Worman; 2006). Managing diversity is meant to bring people from different areas and thought processes together to ensure self development as well as production of superior quality results. It is meant to nurture creativity and innovation by caressing diversity while creating an atmosphere of creative genius and healthy competition (Leader; 2009). The University of Vienna describes diversity management as a strategy or a business plan to perceive, promote, acknowledge implement and preserve essential competencies within an organisation (University of Vienna, 2007). Diversity man agement stresses the necessity of indentifying cultural variances Between sets of employees, and making rational grants for such differences in policies within the organisation (Thomas, 1990). There can be a few negative consequences of diversity management like that of the trainers values expressed in a training program. The trainers values are just ones point of view and not the universal truth and yet it is forced upon unsuspecting trainees during a program. Some trainers may have ulterior motives or discreet agendas and usually training occurs too late. Diversity training is often looked upon as a band aid, a quick fix if you will a shortcut to a difficult situation. However, quick fixes are prone to disintegrating fast. A psychological disadvantage is the creation of an image that the trainees have some issues in dealing with diversity. Also, the definitions of diversity are often too narrow and under-expressed with the focus on diplomacy rather than honest opinions. Trainers chosen are also often based on which minority group they represent rather than how well they train (Public Personnel Management, 2002). A study among companies that provide diversity training revealed 33% who said that their efforts were quite or extremely successful. 30% said their efforts were quite successful while 3% opined extreme success. 50% of the firms opined neutral or varied results while 13% said their results were quite unsuccessful and 5% opined extreme failure (Fig 5) (Public Personnel Management, 2002). On understanding the effects of diversity, it is useful to know how diversity can be managed. Every individual is different from another in matters of age, education, gender, values, physical ability, mental capacity, personality, experiences, culture and the way each approaches work (Jamieson and OMara 1991: 3-4). Diversity advantage can be obtained by realizing, acknowledging and valuing these differences and creating an environment that appreciates these attributes by being flexible enough to meet needs and preferences – to create a motivating and rewarding environment (Jamieson and OMara 1991: 3-4). Managing diversity is not only about handling issues on discrimination but also making sure that everyone is contributing to their maximum potential to achieve the organisation objectives (Argott, 2008). Diversity management does not mean only increasing opportunities for women and minorities. It means increasing competitive advantage by taking those diverse variances and cre ating a comprehensive atmosphere where each can contribute and make a difference (Larson, 2004). This concept covers everyone including the white and middle class males while focussing on movement and culture within the organisation and meeting business objectives (Argott, 2008). Diversity Management differs from Equal Opportunities in its lack of reliance upon positive action or affirmative action (Kaler, 2001). Diversity training is training to increase the contributors knowledge, skills and awareness of different cultures. This would prevent civil rights violations, promote team work and also provide opportunities to different minority groups (Kalev, Dobbin and Kelley, 2006). It is an effective way to broaden diversity in an organisation and also, increase an individuals ability to cope with it (Vaughn, 2007). Present Day Diversity Management Hudson carried out a national survey as a result of witnessing a friend who was denied a job, promotion or increased salary as a result of their ethnicity. The survey conducted in USA in 2005 throws light on startling figures of 31% among African-American employees and drops to 18% among white workers (Fig 6.1)(Hudson, 2005). One out four (23%) employees opined that they know someone who has been treated differently on the basis of their gender. African-American women are more likely to make this claim than others. 23% of workers polled that they do not work for employers who actively promote diversity and 13% are unsure whether their companies have a formal diversity program. 64% of them work for diversity promoting firms (Fig 6.2), 20% of employees know someone who has been treated differently based on their gender and 18% know someone whose been discriminated against based on their ethnic or racial variances (Fig 6.3). These statistics increase to 32 and 29% respectively with work ers in non-diversity promoting companies. Employees working for large or multinational corporations are said to report a statistic of 76% for supporting diversity and its programs (Hudson, 2005). Since this report, two approaches to managing diversity have been founded. One is that which defines diversity in relation to equal opportunities and affirmative action only (Carrell, Mann Sigler, 2006). Affirmative Action can be explained as taking measures towards the depiction of women and minority groups in terms of employment, edification and commerce in which they have been ostracized throughout history. This method includes preferential assortment i.e. selection on the basis of race, colour, ethnicity among other. Hence, it is a subject of great controversy (Stanford Encyclopaedia of Philosophy, 2009). The other point of view argues the broader concept is inclusive of differences of the people i.e. considering that team members consist of different ages, genders, races, ethnicities and demographic categories to the likes of sexual orientation, religion among others (Carrell, Mann Sigler, 2006). Hudsons survey called for the implementation of the narrow point of view. Howeve r, more recent studies have shown that affirmative action does little to sort out the causative agents of inequality, bias and injustice and does not contribute to the enhancement of opportunities open to men and women in the workplace (Thomas, 1990). Xerox is among the top employers who enforce diversity. They are ranked among the Top 50 Corporations for Supplier Diversity, Top 50 Companies for Diversity and Corporate 100. They focus on four key areas to enhance diversity management like that of communiquà ©, CEO dedication, staff demographics and purveyor diversity. Xerox has been found to give more opportunities to Hispanics in the USA and also been named the national #1 in womens employment opportunities. At Xerox, a Supplier Diversity Program is mandatory for all employees especially those of middle management. The power of this program lies in the recognition of the strength in adversity right from the entry level to the top management (Poder 360, 2009). Xerox employees being diverse; act as campaigners in recommending and negotiating with diverse clientele. Xerox partnerships with diverse suppliers to finance and contribute to their business while profiting from it (Xerox, 2009). They call this their pioneering practice t hat brings them results (CSR, 2005). AstraZeneca (AZ) is one of the leading pharmaceutical companies who employ over 65000 people worldwide. Formed by the merger of Astra AB of Sweden and Zeneca Group PLC of UK, AZ brought together the merger of likeminded vision and diversity in race, religion, age, gender, ethnicity and skills (AstraZeneca, 2009). Here, diversity is looked upon in the broader sense and utilized to create high performance teams with the help of sharing ideas and discussing strategies across the board. At the heart of their vision, is the creation of true cultural diversity. Hence, they create small programs and global initiatives to embed diversity (AstraZeneca, 2009). Here, diversity is focussed on three a

Free Essays - The Stranger (The Outsider) :: Camus Stranger Essays

The Stranger What is life for? Different religions have different takes on life. There are many ways to view life. The way life is viewed by an individual is the way his morals are set. Christianity, Islam, Judaism, and many other religions believe that a higher god sets morals and with the morals comes reward. Another camp, the existentialist, believes that life is absurd and meaningless. The existentialists believe humans live and humans die. They state that death is just a matter of time for everyone, a reality that is inescapable. In the novel The Stranger by Albert Camus, Meursault realizes that death is a subject that cannot be erased. Meursault comes to the conclusion that death is the end result for every human's life. The nurse tells Meursault how the weather affects the human body. "She says, `If you go to slowly, you risk getting sunstroke. But if you go to fast, you work up a sweat and then catch a chill inside the church'"(17). The heat's effect is inevitable. No matter the pace, the weather is still an influence in the human body. Meursault realizes this and responds with " She was right. There was no way out" (17). Most people have a problem with destiny. They have been raised to be in control of their circumstances or their decisions. Therefore, the average person has a hard time coming to the realization that the inevitable will happen. Meursault kills an Arab. He is convicted for the murder. While in the courtroom Meursault is asked why he killed the Arab. The only response Meursault could give them was the sun. Meursault said, "I never intended to kill the Arab" (102). The judge replies and Meursault "blurted out that it was because of the sun" (103). Meursault did tell the truth, the sun did affect his judgment. Camus writes, "The sun was starting to burn my cheeks...it was burning, which I couldn't stand anymore, that made me move forward" (58-59). The Arab gets up and shows his knife. Because of the sun he is blinded in two ways. The first reason was because of the sweat in his eye. The second reason was because the knife was reflecting the light into Meursault's eyes.

Lord of the Flies- What Is Evil and Where Does It Come from? Essay

Prompt: What is evil and where does it come from? Support your answer with Lord of the Flies and your own example. Two direct quotes needed: one for each body paragraph about Lord of the Flies. Where does evil come from? Was Lord of the Flies written to answer this question? William Golding wrote this spectacular story in 1954 to illustrate the concept of evil’s existence. The story is about several boys whose plane crashed because of a Soviet missile hit. The boys get stranded on an island and have to figure out how to survive. Each boy has his own personality and ideas on how to survive and get rescued. The group of boys start a fire to act as a signal for rescue. Unfortunately, the fire gets out of hand, and the chaos begins. Because the group of boys was hungry, one of the boys, Jack, decided to kill a pig. This led Jack to abandon his superego and to continue killing. It seems like the Beast entered Jack and the others, causing in them the thirst for blood. After several events that took place in the story, the boys were finally rescued by a naval officer from the Soviet Union. William Golding wrote this classic to deliver a moral message about the origins of evil. Evil is killing people for excitement and comes from ids within us, according to Lord of the Flies. William Golding shows that evil is within everyone and does not come from society. When Lord of the Flies/ the Beast gets into Simon’s head, Lord of the Flies says, â€Å" I am part of you† (Golding 142-143). Evil is speaking directly to Simon’s head and heart. This is an example of Simon’s conscience talking to him and evil trying to turn Simon into a savage like Jack. Society did not make Simon evil, it was the Beast who tried to get Simon to listen and become a savage. Evil is within everyone yet it is though society, creatures and people that evil is actually seen. â€Å"The Beast is harmless and horrible† (Golding 147). The Beast is horrible because it is not content with himself. Ralph is frightened because he thinks Simon’s murder was done on purpose (Golding 157). However, the Beast was not the one who committed Simon’s murder. It was Jack, Ralph, and the other boys on the island who murdered Simon. The Beast is not the one to blame, for Ralph had a choice whether to be a part of Simon’s death. Therefore, the Beast is blameless. Society does not generate evil in people and creatures. Evil is within us. The Bible clearly states in Genesis 3:3 that sin comes from within. In the book of Genesis, it had the story of Adam and Eve. God clearly said, â€Å"You must not eat from the Tree of Knowledge or you (Adam and Eve) will die† (Genesis 3:3). Adam had a choice whether to eat the forbidden fruit on the Tree of Knowledge. He chose to eat it. The serpent known as Satan deceived Adam and Eve and managed to trick them into eating the forbidden fruit. Adam was in control of his own actions. If he had not eaten that fruit, he would not have let sin into this world. Therefore, sin comes from within us. Evil is the feeling of enjoyment when killing someone or something and comes from our ids within us. The author clearly demonstrates in Lord of the Flies that evil is within everyone and does not come from society. Even though it can seem like society causes people and creatures to be evil, the fact is that evil comes from within every human being. It is clearly explained throughout the Bible the acts of sin are evil. Evil is within all of us whether we are morally corrupted by sin or we are tempted by society. Lord of the Flies definitely illustrated the concept of evil’s existence and that evil is within all of us.

Free Essays on Differences Between Inner City & Suburban Teenagers

In the past, their have been many stereotypes on inner city and suburban teenagers. Inner city teenagers have been viewed as young people that don’t care about their life and are heavily into drugs and alcohol. The suburban teenagers have been viewed as â€Å"perfect† young people that have bright futures and don’t really do anything wrong. Being an inner city teenager that has family in the suburbs, I have been able to see both sides. I have seen what suburban teenagers do in their leisure time, and it wasn’t anything worth bragging about. I have also seen what inner city teenagers do in their leisure time and yes, some of which shouldn’t be mentioned either. But other then that, times have changed and both teenagers’ actions are more related then many people would believe. One would atomically assume that the inner city teenager would be more likely to get into trouble because of the limited number of after school activities and the lack of parent support. But suburban teenagers are somewhat under more stress then inner city teenagers. One suburban teenager’s states â€Å"It’s expected of you to do well in any aspect of life†¦you don’t want to seem different or you’re outside what is expected of you† (Temple Times â€Å"Suburban teens defy stereotypes in subtle ways†). They are under more pressure and therefore turn to other means for relaxation on the weekends. That usually means partying and drinking very frequently. Inner city teenagers also do the same thing, but it’s viewed in a different way. Inner city teenagers are more prone to drinking and drugs because the limited number of activities to keep them busy. When there is nothing else better to do after school, why not get high? There have been many studies on suburban and inner city teenagers. It’s a known fact that parents try to move into suburban areas because they think it will be a better environment for the children. A recent report by the Manhat... Free Essays on Differences Between Inner City & Suburban Teenagers Free Essays on Differences Between Inner City & Suburban Teenagers In the past, their have been many stereotypes on inner city and suburban teenagers. Inner city teenagers have been viewed as young people that don’t care about their life and are heavily into drugs and alcohol. The suburban teenagers have been viewed as â€Å"perfect† young people that have bright futures and don’t really do anything wrong. Being an inner city teenager that has family in the suburbs, I have been able to see both sides. I have seen what suburban teenagers do in their leisure time, and it wasn’t anything worth bragging about. I have also seen what inner city teenagers do in their leisure time and yes, some of which shouldn’t be mentioned either. But other then that, times have changed and both teenagers’ actions are more related then many people would believe. One would atomically assume that the inner city teenager would be more likely to get into trouble because of the limited number of after school activities and the lack of parent support. But suburban teenagers are somewhat under more stress then inner city teenagers. One suburban teenager’s states â€Å"It’s expected of you to do well in any aspect of life†¦you don’t want to seem different or you’re outside what is expected of you† (Temple Times â€Å"Suburban teens defy stereotypes in subtle ways†). They are under more pressure and therefore turn to other means for relaxation on the weekends. That usually means partying and drinking very frequently. Inner city teenagers also do the same thing, but it’s viewed in a different way. Inner city teenagers are more prone to drinking and drugs because the limited number of activities to keep them busy. When there is nothing else better to do after school, why not get high? There have been many studies on suburban and inner city teenagers. It’s a known fact that parents try to move into suburban areas because they think it will be a better environment for the children. A recent report by the Manhat...

Special Interests Groups and Political Participation

Special Interests Groups and Political Participation Special InterestAs children growing up we learn to fight hunger from our parents and schools. The schools would announce a hunger drive, typically around the holidays and parents would give their children a couple of cans of corn to bring to school and for most of us, that was the extent of our contribution to the fight against hunger.We need to do more. The fight against hunger should not stop within the walls of our schools. It begins with each individual person, one can at a time and with the help of communities around the nation we can achieve the fight against hunger.Approximately 16.2% of children in the U.S. live in poverty (U.S. Census Bureau, Poverty in the United States: 2000, Current Population Reports, September 2001). The U.S. child poverty rate is higher than that of most other industrialized nations.In 2000, slightly more than half of all food stamp recipients were children.The Connecticut State Capitol, in downtown Hartfor...About 68% of these children were school age . Most of the food stamp households with children were headed by single adults, with half of these households receiving cash assistance in addition to food stamp benefits. (United State Department of Agriculture Food and Nutrition Service, Characteristics of Food Stamp Households: Fiscal Year 2000, October 2001).The target demographic area of this report is in the state of Connecticut. According to the U.S. Census Bureau the Percent of Persons in Poverty by in the state of Connecticut in 2000, 2001, and 2002 is a follows:2000 - 2001 (2-year average) 7.5%2001 - 2002 (2-year average) 7.8%2000 - 2002 (3-year average) 7.8%Arkansas was listed as the highest at 18%, the lowest is New Hampshire at 5.6%.Democratic ProcessThe Connecticut Public Interest Research Group (ConnPIRG) is a special interest group that...

Essay Sample on Edgar Allan Poe and His Art Works

Essay Sample on Edgar Allan Poe and His Art Works The last years of his life were nothing but a miserable picture of despair, hopes, which burst out from time to time, short – time crushes, flushes of alcoholism, constant changes of accommodation. He declaims his â€Å"Eureka† in bars in Richmond. He drastically seeks hand in marriage with Sarah Helen Whitman, â€Å"Helen of thousand dreams† in Providence. He makes an attempt to commit a suicide in Boston. In Norfolk and other cities he gives lectures on â€Å"The poetic principle†. Autumn 1849 – he is again in Richmond, desperately looking for money to establish journal. After that he is going to Baltimore. This is a place, where he will be found on the third of October near the electoral district. In four days he will pass away. There will be nine people present at his funeral†¦ Edgar Allan Poe’s biography is full of dramatic events and feelings. A man, who loses his parents in the age of 3, a man, who breaks off an engagement with his Richmond beloved (Regan, R, 2005), a man, who loses financial support from his relatives and takes a decision to go to the army is a man, who creates a fabulous world of sophisticated poetry, a mysterious detective story and a laconic, deep, touching short story. Poetry always appears as something intimate and personal, it is the highest level of literal creating not only in terms of the content, but also in terms of the formal aspect, which actually determines the harmony of the creation itself, its originality and its level of â€Å"sophistication†, so to speak. Poe’s poetry is exceptionally touching and heartfelt, for it is saturated with the author’s conception of poetry and its mission: there is nothing more sophisticated and high-toned than the poem itself, a poem, which is nothing else but a poem, a poem, which is written for the poem. A poem is not only a linguistic reflection of the poetic feeling, but also one of the most delicate means to evoke the same poetic feeling in others. Still Poe didn’t have an opportunity to give his all to his â€Å"passion† – poetry. His poetic heritage is rather poor. The late lyrics by Poe didn’t get any brand-new qualities. The diapason of poetic topics is also rather narrow and traditional: love, loss of the beloved, the ideal’s inaccessibility, the fluidity and mortality of all existing in the world, impossibility to express secret thoughts with words. Regarding romantic imagination as something high – souled and exquisite, he still realizes, that it has not only its limits, but also has a quality of running down. Thus, he pays great attention to the formal aspect of the poem, to its structure, music, rhythmic image of beauty, melody – this is his professional, technical and theoretical definition of poetry. The Poe’s poem doesn’t actually operate with the idea of plot. The best pieces of his poetry do have a strenuous inner dynamic, as a classical example one should take the â€Å"Raven†. Eighteen verses of the poem express a gradual, dramatic realization of the hero’s loss, of despair and pain. Raven becomes a symbol of this pain and grief – â€Å"Nevermore†¦Ã¢â‚¬  his constant caw creates a depressing soundtrack to human mourning. Poe has worked out a complex of methods, which underlain the basis of detective stories. Though, the author â€Å"didn’t contribute much to the construction or the content of the detective story† (Stern, P, 1957, p. 26 ), he gave an impulse to develop the genre of the detective novel – Arthur Conan Doyle, Agatha Christie, Hammet, Simenon and their heroes came out, so to speak, of Poe’s detective. Poe’s stories are logically structured, one will not find there neither scenes of violence nor atmosphere of cruelty. Among Poe’s masterpieces, â€Å"The fall of the house of Usher† and â€Å"William Wilson† should be specially remarked for the author’s portrait and psychological skill to depict a deep character with morbid sensitivity and sophisticated intellect. The morbid concentration of the main hero in â€Å"The fall of the house of Usher† on his own personality, his inner affections, his disgust to the reality lead in the end to his tragic collapse. Some critics notice hidden motives, which give an opportunity to assume, that Roderick Usher becomes a predecessor of Adrian Leverkuehn, T. Mann’s main character of the â€Å"Doctor Faustus.† â€Å"William Wilson† represents a specific variation of the split mind theme. In the name of fame and success, the main hero strangles the voice of his best â€Å"me†, he doesn’t listen to the whisper of his own conscience. As the opposite good genius tries to restrain the hero from making the next indign step, the hero kills him – in the same way, as Dorian Gray thrusts a knife into his portrait, which became his own conscience. Undoubtedly, Poe has become a writer of the worldwide. But there are still so many rousing discussions about Poe’s place in the American literature. Some critics accuse him of incapability to depict life in its â€Å"brightness† and â€Å"happiness†, he is blamed for the lack of these colors in his heritage. Some even wonder why he hasn’t created a book â€Å"for millions†. But†¦did he have to? Those common accusations have really nothing to do with the genius of his poetry – poetry in prose, poetry in his world-perception. Poe’s genius conducts pioneer tragic tradition, which reflected the contradiction between the American dream and its fulfillment in reality.

Immigrant Law of Labour Market Essay Example | Topics and Well Written Essays - 1250 words

Immigrant Law of Labour Market - Essay Example On the contrary, skilled immigrants pose a considerable threat to the labour market, which ends up in several disadvantages for the host country. Skilled immigrants who can substitute the existing workers in the host country are disadvantageous because they will intensify competition in the labour market and resultantly lessen wages (Lucchino, Rosazza-Bondibene, and Portes). The effects of the decrease of wages will significantly be prejudiced by the level of skill of the immigrants. Although there may be an increase in productivity, an influx of skilful immigrants means that wages will decrease, while less skilled immigrants would not have a considerable effect on the economy. In consequence, an immigrant law is necessary to identify and delineate immigrant workers and their qualifications. The occupational and industrial structure of the labour market may transform owing to the change in the mix of goods and services manufactured in the economy. Labour demand suffers in either way, based on the abilities of the immigrants. Immigrants who are less skilled may force the labour market to adopt strategies that require low-skill labour, while employees that are more skilled will develop a technology-oriented approach in the labour market. Although this may have some rewards, a change in the economy is a risky process that may have negative repercussions on a country. The adoption of different production practices, for instance, labour-intensive or technology intensive determine the way that the labour market will counter economic growth. Although there may be minimal wage differences, it is common for low-waged workers to lose, while high-waged workers stand to gain from immigration (Dustmann, Frattini, and Preston). In essence, this means that the effects on average wages may not be evidently felt, but a section of the labour market that will be largely affected.

Miranda rights Essay Example | Topics and Well Written Essays - 750 words

Miranda rights - Essay Example On July 15, 2003, the California Supreme Court unanimously overturned a murder conviction "based on confessions gained by the deliberate violation of a suspected killer's Miranda rights." (Law 2003). Justice Marvin Baxter was very firm in his opinion that officers have an absolute obligation to "play by the rules when questioning suspects in custody and that their deliberate failure to do so will be severely disciplined." (Law 2003). Kenneth Ray Neal was convicted of second degree murder for the 1999 strangulation murder of his friend and housemate Donald Collins. Neal was subsequently sentenced to fifteen years to life in prison. Neal was an obviously uneducated eighteen year old, and Detective Mario Martin deliberately continued to question Neal even after he asked for a lawyer nine times. After spending a night in jail the eighteen year old sought Detective Martin out and confessed to the murder. The California Supreme Court decided that Neal's decision to re-contact Martin was "involuntary" based specifically on the detective's deliberate violate of Neal's Miranda rights, his youth, inexperience and low intelligence. They further cited "promises and threats made by Martin and the fact that Neal was isolated and deprived of food and water while in jail." (Law 2003). The California Supreme Court further stated that "the consequence of the officer's misconduct-the absolute inability to introduce the confessions at trial-is severe, but is intended to deter other officers from engaging in misconduct of this sort in the future." (Law 2003). The California Attorneys for Criminal Justice made a strong argument that officers around the country are being taught to ignore Miranda with the hope of getting evidence to impeach the accused. Many times when an officer has just elicited a confession to a crime he has a sinking sensation when he realizes he inadvertently violated Miranda. If the crime was serious and the suspect's statement absolutely crucial to proving the case that sinking feeling will soon turn into panic. Many officers, when caught in this scenario will offer up the suspect's Miranda rights, and simply start over as though there had been no violation at all. (Miranda 2004). The suspect, having already confessed, rarely realizes the tactics until it is too late. In the case of Oregon v. Elstad a sheriff's deputy arrested eighteen year old Michael Elstad in his home on a burglary warrant, and without obtaining a Miranda waiver, the deputy asked Elstad if he knew the victim of the burglary. Elstad agreed that he did in fact know the victim. The deputy then stated that he believed Elstad to be a party to the break-ins and Elstad admitted "I was there." Later, once Elstad was at the sheriff's office, he waived his Miranda rights and confessed. The issue became whether the subsequent confession should have been allowed as the first statement Elstad made regarding being at the scene of the burglary was elicited without proper Miranda warning. The court pointed out that "failure to warn-which it termed a "technical" violation-differs in significant respects from constitutional violations which have traditionally mandated a broad application of the

Project Assignment Example | Topics and Well Written Essays - 500 words - 3

Project - Assignment Example He has emphasized on the some of the most important areas of human development which include health and education. According to Kanna (2011), Al-Maktoum has invested heavily on education as well on the development of knowledge within the region of UAE by grooming potential leaders within the private as well as public sectors of UAE and also by promoting other crucial areas such as research and development, business leadership, youth empowerment, cultural development, preservation of traditional heritage and also promoting various platforms for the economy. Under his leadership, UAE has become an economic powerhouse (Davis). The leadership approach by Al-Maktoum has been transformational. Literally speaking, transformational leadership is a leadership style which is able to implicit certain positive changes within the people who follow the leader (Bass). Transformational leaders like Al-Maktoum are energetic, passionate as well as highly enthusiastic. The government of Al-Maktoum has not only transformed the fate of UAE but has made UAE as one of the most dominant countries in the world (Davidson). An insight on the leadership strategy of Al-Maktoum can be further elaborated: Self-awareness: Al-Maktoum’s government has consistently got in touch with the citizens of UAE and has asked people for feedback and suggestions for improvements and has also listened to what is needed for improvement. Eliminating self interest: The leadership approach of Al-Maktoum goes beyond portraying any level of self interest or selfishness and is an approach which has a mass effect. His strategy has balanced any potential conflict of interest which may arise between the citizens. According to Al-Al (2008), by implementing an adequate level of trust as well as by generating the enthusiastic support from his subordinates, leaders have the adequate ability in improving individual as well as team performance. Due to this reason, this of approach of

THE USE AND ABUSE OF HISTORIC PRECEDENT Research Paper

THE USE AND ABUSE OF HISTORIC PRECEDENT - Research Paper Example Some of the stylistic architectural designs applied mostly in Los Angeles include but not limited to the Ancient Egypt and Japanese architecture. These styles were rampant in the olden days but as time went by, different architectures resolved into reinterpreting them into the modern ways of constructing buildings. This paper will seek to explore how stylistic period in architectural history namely Ancient Egypt and Japanese architecture has been reinterpreted in the buildings found in contemporary Los Angeles. In presenting the reinterpretation, MarYella Hotel, Roman Gardens, Church of Christ Scientist and The Getty Center buildings will be used as as a clear illustration of transformation to modern buildings in Los Angeles. The history of the period and structure of Ancient Egypt The Ancient Egypt was an architectural style used by architects to design buildings, which came to be very influential sites during and after civilization. Studies show that the Ancient Egypt style of cons truction started and ended in the years between 3050 BC and 900 BC (Nicholson and Ian 45). During this time, architects managed to develop a large and vast array of monuments that ended up being very great, famous, and influential to an extent that the following generations carried the knowledge with them. This style of architecture had a number of characteristics among those who involved themselves with it. First, the architects used two predominant materials during the construction of almost every building, which were stone and sun-baked mud bricks respectively (Roseman 51). Prospects have come to put across that, architects applied the Ancient Egypt construction style mainly because there was advent scarcity of wood. During and after the so-called Old Kingdom, architects had an obligation to reserve stone for building temples and tombs whereas use bricks in building fortresses, royal palaces, and walls of towns as well as temple precincts. In some instances, ancient Egyptians pre ferred using the Ancient Egypt style of constructions in erecting buildings due to the presence of hot and dry climate that preserved brick structures for a long time. Thus, one could point out that some of the reasons why the Egyptians resolved to build buildings using bricks, which was a major component of construction materials during the Ancient Egypt, include the prevailing climatic conditions. This is clearly illustrated in MarYella Hotel Architecture. Additionally, Roseman argues that the Ancient Egypt stylistic method of construction served as a way of aligning events astronomically (58). For example, the ancient architects who applied this style in building temples ended up recording certain events such as the equinoxes and solstices, which later provided people with the measurement and time when such an event took place. To some extent, this style had some religious significance, which appears to have been presided over by the Pharaoh himself with reference to ceremonials that signified their opening. The Japanese architecture The Japanese architecture is indeed very complex and according to architectural analysts, it had many characteristics. Traditionally, the Japanese architectural style of construction was typified by structures made of wood, slightly elevated off the ground, and thatched with roofs or tiles. Further, Roseman evidences that structures made using the

Final paper Essay Example | Topics and Well Written Essays - 1750 words

Final paper - Essay Example Adhering to a tradition that is historicary and theologically interconnected to two other religions means to stick to something common among all religions, as all of them believe in the existence of only one God The Jews use the Hebrew bible as their canon, the canon contains the story and the portrayals of Abraham Jews refer to Abraham as Abram, which later changed to Abraham after the making of the covenant, in the canon Abraham is the son of Terah, husband to Sarah and father to Isaac. In Judaism, sticking to the Abraham tradition is because of his obedience in God and the faith he had in God, Abraham was righteous. The covenant he made with God, which is to make him the father of all nations with circumcision as the physical evidence to show all his descendants, is also very important in Judaism. Abraham was a man full of faith and obedience, when God called Abraham and instructed him to leave his home Haran to go to an identified destination Abraham obeyed and left, God however made a covenant with Abraham used up to date by the Jews . The covenant between God and Abraham was that of giving him many descendants, as the stars in heaven, that is from Abraham a great nation would emerge that would greatly benefit human kind. Despite the fact that Abraham and Sarah and no children, Abraham had faith in God that he would fulfil his promise by giving him a son Jews view circumcision very important up to date, they believe that for all the descendants of Abraham circumcision should be necessary just as the Hebrew bible states that the covenant is everlasting to all the descendants of Abraham. Judaism religion is guided by the covenant in which the followers believe to have emerged; this brings to the religion the meaning of Abraham in their teachings. Jews also have the believe in the faith and the obedience that Abraham had in the almighty God. Even with all the doubt that Sarah

How important was television and newspaper reporting in uncovering the Essay

How important was television and newspaper reporting in uncovering the 1972-74 Watergate scandal - Essay Example However, with due course of time, the media publication has emerged as a business to generate profit with larger customer base rather than focussing on its core value to provide information to the common audiences. Despite, these have been of great aid while uncovering a few noteworthy and significant facts regarding the society. One such remarkable incident in the early 1970s political history of United States was the infamous Watergate Scandal. The time frame of 1972 to 1974 is remarked to be the most significant and indeed the most remarkable in the political history of the US. It is during this period that the then president of the US democrat, Mr. Richard Nixon had to resign from his designation which was the only resignation of the US president in the political history till date. It happened during the mid of 1972 when political parties were on the mode to set their images for election programmes (Steven, 2006). According to the published reports, in 17th June, 1972 five men we re recognised trespassing in headquarter of Democratic National Committee, recording and incepting the telephonic conversations and other communications. In 15th September of the same year, two other men were accused of being directly related to the conspiracy and the infringement of the central wiretapping laws. By the beginning of the next year, it was revealed that all the accused seven people were employed by the Campaign to Re-Elect the President (CREEP). The fact fuelled the probability of the involvement of superior government officials in this case. In the mid of 1973, one of the accused men of the five, wrote a letter to the trial judge, John J. Sirica addressing a cover up of the event (Alumni Chapter, n.d.). The cover up incidentally was published in different media publications including television and newspapers. Consequently, the investigation got stimulated revealing certain major facts regarding the then political environment highlighting the role of senior governmen tal officials. Worth mentioning the fact that media publications revealed a series of events demonstrating political corruptions by manoeuvring the investigation. The facts which were revealed by the investigation until 1974 stated that John Mitchell, the then Attorney General had a secret fund amounted to almost $700,000. This sum of money was intended to be expended against the Democratic Party in the falsification of letters, leaking untrue information to the press and also pilfering campaign files. It also stated that most of the American Corporations, including the Gulf Oil Corporation, American Airlines, International Telephone and Telegraph contributed large sum of money to the ‘Nixon campaign’. Moreover, the instance also revealed that Nixon had assured the Watergate intruders to provide them ‘executive clemency’ in case they were incarcerated. He also assured them to reward huge sums of money. A piece of evidence also exposed that $450,000 was paid to the intruders headed by the order of Erlichman, one of the superior White House supporters of Nixon. Several other facts were also revealed which demonstrated the pressurising of the ‘Nixon campaign’ on the FBI officials, CIA officials and other investigating

THE USE AND ABUSE OF HISTORIC PRECEDENT Research Paper

THE USE AND ABUSE OF HISTORIC PRECEDENT - Research Paper Example Some of the stylistic architectural designs applied mostly in Los Angeles include but not limited to the Ancient Egypt and Japanese architecture. These styles were rampant in the olden days but as time went by, different architectures resolved into reinterpreting them into the modern ways of constructing buildings. This paper will seek to explore how stylistic period in architectural history namely Ancient Egypt and Japanese architecture has been reinterpreted in the buildings found in contemporary Los Angeles. In presenting the reinterpretation, MarYella Hotel, Roman Gardens, Church of Christ Scientist and The Getty Center buildings will be used as as a clear illustration of transformation to modern buildings in Los Angeles. The history of the period and structure of Ancient Egypt The Ancient Egypt was an architectural style used by architects to design buildings, which came to be very influential sites during and after civilization. Studies show that the Ancient Egypt style of cons truction started and ended in the years between 3050 BC and 900 BC (Nicholson and Ian 45). During this time, architects managed to develop a large and vast array of monuments that ended up being very great, famous, and influential to an extent that the following generations carried the knowledge with them. This style of architecture had a number of characteristics among those who involved themselves with it. First, the architects used two predominant materials during the construction of almost every building, which were stone and sun-baked mud bricks respectively (Roseman 51). Prospects have come to put across that, architects applied the Ancient Egypt construction style mainly because there was advent scarcity of wood. During and after the so-called Old Kingdom, architects had an obligation to reserve stone for building temples and tombs whereas use bricks in building fortresses, royal palaces, and walls of towns as well as temple precincts. In some instances, ancient Egyptians pre ferred using the Ancient Egypt style of constructions in erecting buildings due to the presence of hot and dry climate that preserved brick structures for a long time. Thus, one could point out that some of the reasons why the Egyptians resolved to build buildings using bricks, which was a major component of construction materials during the Ancient Egypt, include the prevailing climatic conditions. This is clearly illustrated in MarYella Hotel Architecture. Additionally, Roseman argues that the Ancient Egypt stylistic method of construction served as a way of aligning events astronomically (58). For example, the ancient architects who applied this style in building temples ended up recording certain events such as the equinoxes and solstices, which later provided people with the measurement and time when such an event took place. To some extent, this style had some religious significance, which appears to have been presided over by the Pharaoh himself with reference to ceremonials that signified their opening. The Japanese architecture The Japanese architecture is indeed very complex and according to architectural analysts, it had many characteristics. Traditionally, the Japanese architectural style of construction was typified by structures made of wood, slightly elevated off the ground, and thatched with roofs or tiles. Further, Roseman evidences that structures made using the

How important was television and newspaper reporting in uncovering the Essay

How important was television and newspaper reporting in uncovering the 1972-74 Watergate scandal - Essay Example However, with due course of time, the media publication has emerged as a business to generate profit with larger customer base rather than focussing on its core value to provide information to the common audiences. Despite, these have been of great aid while uncovering a few noteworthy and significant facts regarding the society. One such remarkable incident in the early 1970s political history of United States was the infamous Watergate Scandal. The time frame of 1972 to 1974 is remarked to be the most significant and indeed the most remarkable in the political history of the US. It is during this period that the then president of the US democrat, Mr. Richard Nixon had to resign from his designation which was the only resignation of the US president in the political history till date. It happened during the mid of 1972 when political parties were on the mode to set their images for election programmes (Steven, 2006). According to the published reports, in 17th June, 1972 five men we re recognised trespassing in headquarter of Democratic National Committee, recording and incepting the telephonic conversations and other communications. In 15th September of the same year, two other men were accused of being directly related to the conspiracy and the infringement of the central wiretapping laws. By the beginning of the next year, it was revealed that all the accused seven people were employed by the Campaign to Re-Elect the President (CREEP). The fact fuelled the probability of the involvement of superior government officials in this case. In the mid of 1973, one of the accused men of the five, wrote a letter to the trial judge, John J. Sirica addressing a cover up of the event (Alumni Chapter, n.d.). The cover up incidentally was published in different media publications including television and newspapers. Consequently, the investigation got stimulated revealing certain major facts regarding the then political environment highlighting the role of senior governmen tal officials. Worth mentioning the fact that media publications revealed a series of events demonstrating political corruptions by manoeuvring the investigation. The facts which were revealed by the investigation until 1974 stated that John Mitchell, the then Attorney General had a secret fund amounted to almost $700,000. This sum of money was intended to be expended against the Democratic Party in the falsification of letters, leaking untrue information to the press and also pilfering campaign files. It also stated that most of the American Corporations, including the Gulf Oil Corporation, American Airlines, International Telephone and Telegraph contributed large sum of money to the ‘Nixon campaign’. Moreover, the instance also revealed that Nixon had assured the Watergate intruders to provide them ‘executive clemency’ in case they were incarcerated. He also assured them to reward huge sums of money. A piece of evidence also exposed that $450,000 was paid to the intruders headed by the order of Erlichman, one of the superior White House supporters of Nixon. Several other facts were also revealed which demonstrated the pressurising of the ‘Nixon campaign’ on the FBI officials, CIA officials and other investigating

Training And Development Strategy Essay Example for Free

Training And Development Strategy Essay 1.0 Executive summary Training involves has to do with behaviour modification which is implemented in a formal and systematic manner. Organizational training and development needs to be incorporated in Fair Price. The aims and objectives of carrying out training in this store are to minimise absenteeism and equip employees with skills etc. There are various steps that are taken in employee training and development including formulation of training policy. There are poor levels of supervisory skills in this store which can be improved by mentoring and coaching. Training existing and new staff will help Fair Price store to have skilled manpower though it may be costly. Management training should include both men and women with larger percentage being women. Management development of managers in this store will help to improve their skills. There are different models which have been used including Kirkpatrick’s 4 level model. If training and development is well implemented in this store it will solve the existing problems and lead to success. 2.0 Introduction Training involves a behaviour modification which is normally carried out in a formal and systematic manner. It is as a result of planned experience, instruction and education. Training and development plays a big role in achievement of organisational goals. (Brooks, 1999)   Most of these goals are normally long term in nature. Training is part of the strategic framework of organisations.   It produces a comprehensive and coherent plan that helps in developing employees and other stakeholders in organisations. When a business incorporates training and development therein, it acquires a competitive advantage over the other businesses. This is because the intellectual capital in the business is greatly developed. In fact employees in an organisation get an opportunity to improve their skills in their areas of specialization.   This leads to great impacts on the organisation as a whole. There is usually improved team performance when training and development strategies are incorporated in a business. (CIPD 2006) Research shows that such training influences the performance of employees at personal levels. For instance employees are in a position to carry out self evaluation of their performance and implement self corrections where necessary. 2.1Justification Fare Price stores needs to incorporate organisational training and development strategy in its management system. This is because a close evaluation at Fair Price store shows that it requires training and development in many areas. For instance the previous store manager never tried to implement company appraisal scheme in the organisation. (Cherrington, 1994) The employees that continue learning never see the benefit because the management was not acknowledging it.   The previous manager did not seek qualified personnel to carry out the responsibilities therein. This has led to underperformance in this organisation. (DTI 2006)   Employees are given posts and responsibilities that they are not qualified for. The previous manager never considered Investing in People. In fact the supervisors in Fair Price store are not qualified at all. There is a lot of absenteeism in this supermarket. The supervisors therein are not concerned and they are not doing anything about it. The absenteeism is taken in form of sick leave. Even the till operators complain that no one notices their presence. This shows that there have been poor relations between management and employees in this supermarket. In fact even when they do not report to duty, no one notices. This has created a sense of irresponsibility in them. Research shows that when people are not appreciated, they never do their best. They do shoddy work. Employees in Fair Price store are really demoralised.   How can all the managers in an organisation be male only? This is what is happening in Fair Price supermarket. (Fawson, T. 1999) There is no gender equality in the management. All the managers are male despite the fact that most of the employees in this supermarket are women. Women constitute seventy five percent of the two hundred employees in this supermarket. This means that most of the issues affecting the female staff are not adequately addressed. It is only the wearer of the shoe who knows where it pinches most. There is no way that the male managers can adequately address feminine issues.   (Burgoyne, J. 1997)They simply cannot understand because they are not female. Having considered all these factors, I strongly feel that implementing a training and development strategy in this supermarket will be very beneficial both the staff and the organisation at large. 2.2 Performance appraisal management system Performance appraisal is one of the training needs in Fair Price store. This is whereby employees that are best performers are rewarded by the management. 2.3 Succession planning This need to be carried out in Fair Price store and it includes. (Brooks, 1999)There needs to be smooth transition from the old management to the new management in this store. This has not been practiced in Fair Price store. 2.4 Mentoring and coaching Fair Price store needs to put in place mentoring and coaching mechanisms. (Brooks, 1999) Management in this organization needs to mentor employees and also to coach them on various leadership and job skills. This has not been practiced in this store. 2.5 Personal development Management in this store has to consider personal development of employees. This is where they are given training on their professional skills. (Brooks, 1999)This will benefit them. Fringe benefits given to employees help in promoting personal development. All these have not been implemented in Fair Price store. 3.0 Aim and objectives The aim and objectives of carrying out training and development strategy in Fair Price store include: To recruit new staff on merit basis. To help eradicate or minimize absenteeism in Fair Price store.   Ensure gender balance in management. Introduce an Information technology system for checkouts. Implement employee appraisal schemes. To improve leadership and professional skills of employees To enhance behaviour modification among employees 4.0 Steps for employee training and development The following steps will be taken in the training and development strategy in Fair Price store. Formulation of a training policy Identification of training needs in Fair Price store Training plan development Conducting of the training program Training responsibilities Training evaluation 4.1 Formulation of training policy Training policies normally give a guideline on degree of training that should be carried out in an organisation. They direct on the employees that need to be trained. In this stage there is allocation of profits to the training. This has to be done annually. Aims of training are clearly evaluated at this stage. (CIPD 2007)All these information has to be disseminated to the employees and the entire staff in Fair Price store. This will help them to understand that the management is interested in their welfare. This is in relation to career development. Training the employees in Fair price store will greatly influence in goal achievement. In fact the employees’ personal skills will be sharpened and this is very beneficial to Fair Price supermarket in general. The training in Fair Price store can be carried out in two ways. One of them is where it is oriented to actions. The other way relates to performance of the employees. This includes meeting targets. Performance training has to do with competence of employees. (Phillips, J. 1996)This means that they are trained to be more competent in their various responsibilities. When the training is action oriented, the employees in Fair Price are trained to make things happen. For instance they can be trained in customer care skills that will influence many customers to visit and purchase from the store. 4.2 Identification of training needs in Fair Price store When implementing training and development strategy, it is very important to identify the training needs in the organisation. Fair Price store has to identify its various training needs. This will help in realizing what the employees in this store know and what they can do. (CIPD 2007) It will also help in identifying what they need to know such that services in Fair Price store are improved. This is in relation to the goals in Fair Price store. For instance one of the goals is to ensure customer satisfaction in their service provision. The training needs in Fair Price store have to be analyzed at a corporate level. After that the analysis has to be done at the departments in this store. This includes customer care, finance and sales departments. (CIPD 2007)   Later on they need to be analyzed at team levels then finally at individual level. There are various tools that can be used when carrying out this analysis. This includes administering questionnaires to the employees.   This is because employees normally have first hand information concerning what they know and what they need to know. Focus group discussion between management and employees can be used in this store in identifying the training needs. This will really work for this store.   (CIPD 2007)   These discussions should also be done between the management and the departmental heads. This information will really be beneficial to Fair Price store when carrying out their long term and short term goals on training. 4.3 Training plan development Much thought has to be done when developing a training plan. This is in relation to the outcomes of learning program. Fair Price store management has to be keen in examining any changes in behaviour of employees after training is done. Now after identifying training needs then the training program content has to be put in place. After identifying the training objectives, an analysis needs to be done such that this stores’ management knows exactly what to do. .   (CIPD 2006)     All these things have to be put in place so that Fair Price store’s objectives are met. The content will greatly determine how long the training will take place. The length of the training will be influenced by modes of delivering information. For instance lectures may need long time to accomplish all that is required unlike the use of handouts. Training can also be done by the managers by carrying out on job training of the employees in Fair Price store. They can do this by coaching the staff at low levels in Fair Price store. These employees just learn how to do their job under the managers guidance.   They just learn naturally as they interact with other employees and managers. (CIPD 2007)  Ã‚     This is done on a day to day basis. Supervisors and also other senior employees in Fair Price store should go for training which can be done externally and not necessarily internally. They can make good use of consultants who provide these services at a fee. Through this the senior employees will gain skills in leadership and technical areas which they are lacking. 4.4 Conducting the training program In this stage there is monitoring of the courses that were identified during when analysis of training needs was being done. (Parry, S. 1996)This helps in ensuring that all the activities carried out in the training are within the budgets of Fair Price store. Management in this fair Price store should evaluate the training and know whether it is effective or not. 4.5 Training responsibilities Training in Fair Price store should not be carried out on an ad-hoc basis. This is because training will help this store to achieve its corporate goals. This human resource department in Fair Price store should be concerned with all the training and development needs therein. This should not just be done by the human resource department in general but a unit in this department will be more efficient. This unit will carry out coordination of every activity that is related to training and development. This unit will be responsible for evaluating both internal and the external people responsible in facilitating the training. It will also be responsible for planning the training and development activities in Fair Price store. Managers in this store should come to knowledge that it is their responsibility to oversee all the training activities. 4.6 Training evaluation This is very important since it will help to assess how effective the program is. This helps to know whether the objectives set at the planning stage were met or not. (Easterby, 1997) For instance the performance of the employees can be greatly monitored to see whether it has improved or not. In case the objectives are not met then necessary adjustments have to be put in place. These adjustments will help in improving the training so that it is more effective. For instance managers in Fair Price store should evaluate whether the employees’ skills have improved after the training or not. (Parry, S. 1996)Behaviour change in staff should be evaluated concerning absenteeism from work. This stage is should be done thoroughly and stakeholders should be given an opportunity to give the reasons why the objectives were not achieved and factors that contributed. Evaluation should be carried out to whether employee’s supervisory skills have been improved. Evaluation can be carried out in four levels. They include the following; 4.6.1 First level In the first level, there is the measurement of the reaction of the people who participated in the training. They include employees and external trainers. In this stage the degree of satisfaction of participants is evaluated whether it was poor, fair or excellent. (Parry, S. 1996)   In this case employees in Fair Price store can be interviewed by the managers or they have an open forum. Through this managers can know whether the training was effectively carried out or not. 4.6.2 Second level The evaluation is carried out in relation to achievement of objectives. This is to know whether the objectives were attained or not. (Alliger, G. 1989) The objectives in this case were to reduce absenteeism, to ensure behaviour modification in employees and to ensure that employee’s skills are improved. This can be evaluated whether they have been achieved or not. 4.6.3 Third level In this level the degree of behaviour change is evaluated. This is to know whether the employees’ behaviour has improved or not. Mangers in Fair Price store can evaluate behaviour change in the employees by observing their behaviours when at work. (Alliger, 1989) This can be noted down and those that have improved should be acknowledged by the managers.   Those that have not improved in their behaviour can be asked the reasons why and necessary steps taken. 4.6.4 Fourth level The results of the training are evaluated at this level. The costs of the training are evaluated against the benefits achieved. Managers in Fair Price store should evaluate the results of the training needs. (Alliger, 1989)   This can help them to know whether it was worth the initiative or not. The costs that Fair Price as a store incurred should be calculated against the benefits that the store would have achieved. This needs good use of records concerning the expenses that were incurred by the organization in carrying out the entire training. 5.0 Critical evaluation of options to tackle poor level of supervisory skills There are various ways of dealing with poor supervisory skills in Fair Price store. Now having a closer look at the supervisors shows that they are not qualified for the job they are doing. (Parry, 1996)They do not have leadership skills at all and this is clearly seen in the way that they deal with absenteeism. One of the ways of dealing with this is carrying out retrenchment of these under qualified staff. While this will help eliminate untrained staff, it may create a very poor relationship between managers and some employees. Though it is worth it since the store’s structure has to be reorganised. Carrying out organisation al learning for these supervisors can be very expensive for the store. In fact some of them may not understand due to lack of basic knowledge. Instead of retrenching them, they can be demoted to responsibilities that do not require skills like sanitation duties and packing the goods. New staff can be recruited on merit basis to do supervisory work in this store. Mentoring and coaching can be carried out by the managers in this organization. This should be carried out especially in relation to supervisors in this store. This can be done by the managers in this store showing the right examples to the supervisors. Managers can also have coaching sessions with supervisors and this will help improve supervisory skills though its time consuming. 6.0 Women only management training It would not be appropriate to carry out women only management training in Fair Price store in the name of levelling the playing field. (Kaufman, R. 1996)This still would not be gender sensitive. It will still be biased. Rather management training should be carried out for both male and female employees. Women should constitute two thirds of those attending the management training while then men should be a third. This is in relation to the gender ratios of the staff in Fair Price store. This will help in addressing feminine issues affecting the female employees. On the other hand if all the managers are women, the management in this store will not be stable. The male employees will never be comfortable with this. 7.0 Critical evaluation of option of training existing and new staff On opening of the new ‘mega store’ there will be the option of recruiting one hundred and fifty extra staff in various areas of the store. This is a positive venture though it has got its own challenges. Having a large number of employees to manage means having more problems to solve. Management development courses will be beneficial to managers at this stage. One of the challenges that are posed by this venture is in the financial sector. (McNamara, C. 2001)This is because the recruitment process can be very expensive. This is because there are costs that are incurred in advertising vacancies. The entire recruitment process can be quite tedious. There are also other financial implications like paying the salaries of one hundred and fifty extra people. The new employees will have to be recruited on merit basis unlike what initially happened in Fair price store under the previous store manager. Training of existing and new employees can be done with the help of National initiatives which were introduced by the government. The government helps in provision of resource materials in staff training. These resource materials include books in various professions that help the employees in the training. (Hoberman, S. and Mailick, S. 1992)   The government plays a big role in identifying modules that assist organisations such as Fair Price store to carry out training of employees. Fair price store can really benefit from government initiatives where it will be assisted to link up with qualified personnel that can be employed in the new store. This store will greatly benefit by receiving awards and scholarships through the National initiatives introduced by the government. The government offers scholarships and training opportunities that are quite collaborative in nature. Fair Price store can also gain through research that is carried out by the government. It will get a concrete base of knowledge from National Initiatives introduced by the government. 8.0 Management Development effectiveness In management development managers skills are improved. This is usually very beneficial to the organisation and even to the managers. It gives managers knowledge on how to deal with various issues in the organisation. This always plays a great role in the success of the organisation. (Gupta, K. 1999)   In this case managers are given the chance to broaden their reasoning in the business sector while at the same time continuing with their management responsibilities in the organisation. They learn more on new methodologies of handling human as a resource. It helps managers to gain knowledge in managing themselves first. Knowledge is also gained that helps them to manage employees in the organisation. Leadership skills of managers are greatly sharpened by management development. This will be effective for Fair Price store managers basing on the following evaluation models. 8.1 Flashlight Triad Model This model involves use of technology in accomplishment of various tasks. The technology should enable accomplishment of a specific activity. (Alliger, G. 1997) Management development will help managers incorporate appropriate technology in management areas like information technology. 8.2 Connoisseurship Evaluation An expert in the study field estimates how worth the new innovation is. (Alliger, G. 1997)   The threats that exist are clearly shown. Managers will be helped to use this model in their organisation. 8.3 Adversary Evaluation In this model there is a critical look at both sides of the innovation. This includes both the negative and the positive. (Alliger, G. 1997)This is to show whether the innovation is beneficial or not. 8.4 Kirkpatrick’s 4-level model In this model, the managers are helped to evaluate the reaction of employees on training and learning. (Alliger, G. 1997)Changes in behaviour are also noted in evaluation of the training by the managers. 9.0 Conclusion It is important for every business organisation to incorporate a training and development strategy. This helps in modifying employee’s behaviours. Organisational goals are easily achieved when training and development is well implemented. There are various steps in employee training and development. All these steps are important and should be carried out by business organisations. Evaluation will help in knowing whether the set objectives were achieved or not. 10.0 Recommendation Fair Price store has to include training and development strategy in its management. This will help in solving problems that exist in this store such as unskilled personnel, lack of appraisal scheme. This will help in motivating employees and will minimise absenteeism problems. Above all it will lead to the overall success of Fair Price store to the benefit of the stakeholders therein. 11.0 References Alliger, G. (1997): A meta-analysis of the relationship among training criteria. Personnel Psychology, 50, 341-358 Alliger, G. (1989): Kirkpatricks levels of training criteria: Thirty years later. Personnel Psychology, 42, 331-342 Chartered Institute of Personnel and Development (2006): Training and development strategy; New York; Sage Chartered Institute of Personnel and Development (2007): Creating a Training and Development Strategy; New York; Sage Beard, C. and Wilson, J. (2002): The power of experiential learning: A handbook for trainers and educators. London: Kogan Brooks, H. (1999): Workshops; Designing and facilitating experiential learning; Thousand Oaks, CA: Sage Burgoyne, J. (1997): Management learning; Integrating perspectives in theory and practice; London; Sage Cherrington, R. (1994): Pinning down experiential learning. Studies in the education of adults, 26(1) Easterby, S. (1997): Research traditions in management learning; Management learning: Integrating perspectives in theory and practice. London; Sage; pp. 38-53 DTI (2006): National Training and development Strategy; New York; Macmillan Press Fawson, T.   (1999): A study of executive education programs at ATT; Measuring learning and performance. Alexandria, VA: American Society for Training and Development. Gupta, K. (1999): A Practical Guide to Needs Assessment; San Francisco; Jossey- Bass/Pfeiffer Hoberman, S. and Mailick, S. (1992): Experiential management development; From learning to practice; New York; Quorum Books Kaufman, R. (1996): What works and what doesnt: Evaluation beyond Kirkpatrick. Performance and Instruction, 35(2), 8-12 McNamara, C. (2001): Employee Training and Development: Reasons and Benefits; New York; Macmillan Press Parry, S. (1996): Measuring trainings ROI. Training Development; 49(2), pp. 72-78 Phillips, J. (1996): ROI; The search for best practices. Training Development; 50(5), pp. 42-48