Story of Xiao Xiao Essay Example For Students

Story of Xiao Essay â€Å"Child Bridge† System My subject will be the â€Å"child bridge† framework and the conventional rustic life in China toward to the story â€Å"Xiao Xiao† by Sheng Congwen. The story is predominantly about a little youngster, Xiao who goes into the kid connect framework with no decision and confronting the battle between the advanced and conventional Chinese culture. Youngster connect framework was an uncalled for framework that utilization to against ladies and was basic in provincial China. It was an orchestrated marriage which little girl in the poor family would offer to a rich family for monetary help. The girl would wed with a male individual from the rich family who was more youthful than themselves as the spouse and a work. There is no affection between the couple. In rustic China, women’s life was straightforward. They simply need to have a spouse and a decent consideration. Women’s obligation of getting hitched is to conceive an offspring of the family. The exercises of the new spouse was cleaning, clothing, washing garments, cooking and deal with her little husband. In the tale of â€Å"Xiao Xiao†, Sheng Congwen gives a picture of how individuals in provincial China resembles. We will compose a custom paper on Story of Xiao explicitly for you for just $16.38 $13.9/page Request now For ladies, they have no force at all and are subject to men a great deal. For instance, when Xiao discovered that she had feeling toward to Motley Mutt, she is dread and she requested that her significant other remain nearer her which she would feel increasingly good. Starting here, we may know how men are critical to ladies. Indeed, even a young man, ladies would likewise have a sense of security close to him. Additionally ladies in country China contain the qualities of blamelessness, naivete, persevering, kind, conventional and uneducated. Xiao is a decent portrayal of the ladies with those qualities. Indeed, even Xiao Xiao’s life loaded up with catastrophe yet she despite everything keeps her a player in guiltless and kind. In the other hand, men in provincial China sees unpleasant, obscene and absence of instruction. We may see that from the manner in which Motley Mutt has discourse with Xiao and the manner in which he lures Xiao. Individuals in rustic China are separating from outside of the world. Sheng Congwen use co-eds to contrast and the ladies in country China. The job of the co-eds is to drive ladies in the provincial town to without wanting to acknowledge the new life, for example, the co-eds. In the story, Sheng Congwen referenced the co-eds as new ladies and they are the image of opportunity. Co-eds can go to class and they can do whatever they like to do such pick their own marriage accomplice. They can lay down with any men who are not their significant other and would not get any difficulty. In the other hand, ladies in rustic China have no opportunity. Their fate had just been foredooming. They never have chance to encounter the way of life as the co-eds, since they were conceived in the customary town. At that point they should keep the standard of the rustic town. Co-eds are just a fantasy for them. However, Sheng Congwen accepts ladies in rustic town have capacity to be co-eds and they very need to be a co-ed. That’s why he referenced the battle between Xiao and co-eds. In the story, Xiao has her capacity to be a co-ed. For instance, she is very enthusiasm on the tale of co-eds. Now and again she will dream herself become a co-ed. When Xiao was pregnant, she chooses to go out and she decides to follow the street of the co-eds. Sheng Congwen’s type of composing is plainly and straight-forward. He portrays a ton of the inclination, thought and feeling toward to the character of Xiao. .u36c5ee31341022c1a3dae991de5f76fe , .u36c5ee31341022c1a3dae991de5f76fe .postImageUrl , .u36c5ee31341022c1a3dae991de5f76fe .focused content zone { min-stature: 80px; position: relative; } .u36c5ee31341022c1a3dae991de5f76fe , .u36c5ee31341022c1a3dae991de5f76fe:hover , .u36c5ee31341022c1a3dae991de5f76fe:visited , .u36c5ee31341022c1a3dae991de5f76fe:active { border:0!important; } .u36c5ee31341022c1a3dae991de5f76fe .clearfix:after { content: ; show: table; clear: both; } .u36c5ee31341022c1a3dae991de5f76fe { show: square; change: foundation shading 250ms; webkit-progress: foundation shading 250ms; width: 100%; mistiness: 1; progress: darkness 250ms; webkit-progress: obscurity 250ms; foundation shading: #95A5A6; } .u36c5ee31341022c1a3dae991de5f76fe:active , .u36c5ee31341022c1a3dae991de5f76fe:hover { haziness: 1; progress: murkiness 250ms; webkit-change: murkiness 250ms; foundation shading: #2C3E50; } .u36c5ee31341022c1a3dae991de5f76fe .focused content region { width: 100%; position: relativ e; } .u36c5ee31341022c1a3dae991de5f76fe .ctaText { outskirt base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: striking; edge: 0; cushioning: 0; text-enhancement: underline; } .u36c5ee31341022c1a3dae991de5f76fe .postTitle { shading: #FFFFFF; text dimension: 16px; textual style weight: 600; edge: 0; cushioning: 0; width: 100%; } .u36c5ee31341022c1a3dae991de5f76fe .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; fringe: none; outskirt span: 3px; box-shadow: none; text dimension: 14px; text style weight: intense; line-tallness: 26px; moz-fringe range: 3px; text-adjust: focus; text-embellishment: none; text-shadow: none; width: 80px; min-stature: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/basic arrow.png)no-rehash; position: outright; right: 0; top: 0; } .u36c5ee31341022c1a3dae991de5f76fe:hover .ctaButton { foundation shading: #34495E!important; } .u36c5ee31341022c1a3dae9 91de5f76fe .focused content { show: table; stature: 80px; cushioning left: 18px; top: 0; } .u36c5ee31341022c1a3dae991de5f76fe-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .u36c5ee31341022c1a3dae991de5f76fe:after { content: ; show: square; clear: both; } READ: Creation And Evolution EssayHe portrays Xiao Xiao’s feeling very well which ladies in provincial town would confronting. In the first place, Xiao appears to be glad and has no vexation, since she had spouse and family which ladies in country town would have. When Xiao gets on the significance of Motley Mutt’s words and melodies, she is timid and is uncertain how to respond, on the grounds that she doesn’t have any information about sex. When Xiao has intercourse with Motley Mutt and getting pregnant, she isn't disappointment to engaging in sexual relations with Motley Mutt, yet dread her stomach will get greater and greater, so individuals would know it and she will get inconvenience. Sheng Congwen is showing a wide range of issues and circumstances that ladies will look in Chinese society, for example, sex and discipline. In conventional Chinese society, ladies would get discipline on the off chance that they engaged in sexual relations with other man who was not their better half. Indeed, even idea the women’s spouse was a little child, they need to maintain their immaculateness in control to give their significant other when he is growing up. The disciplines are either suffocated by their families or auctions off. Xiao is the most karma one whose infidelity was found and still alive with no discipline. She can conceives an offspring and bring up her child. She can in any case wedded to the kid that she is pledged to and have a glad family. In conventional Chinese society, individuals were following the Confucianism. Chinese ladies needed to comply with the â€Å"three duties and four virtues† as indicated by Confucianism. The three compliances were comply with her dad before marriage, comply with her significant other after marriage and comply with her child after the husband’s passing. The four temperances were respectability in discourse, ethical quality, humble way and determined work. On the off chance that ladies separating both of those laws, she will get discipline, since she disgraced the family. The disciplines of suffocated by families or auctions off were utilizing by those individuals who follow the Confucian standards and frequently use to rebuff the adulteress. Indeed, even there are numerous Confucian standards appear in the narrative of â€Å"Xiao Xiao. † But we may see that Sheng Congwen is to some degree against the Confucian standards. As indicated by the story â€Å"Xiao Xiao,† Sheng Congwen writes,† By rights, she ought to have been suffocated, yet just heads of families who have perused their Confucius would do such a moronic things to spare the family’s respect. In the other word, Sheng Congwen doesn’t concur with Confucian method of managing adulteresses. He thinks the Confucian Principles is coldblooded and dehumanization. It was regularly utilizing by those families considers their name as increasingly significant; they will be indecent if their girl gets the discipline. In the event that the parent adores their little girl, they ought not do it to their girl. That’s why Sheng Congwen didn’t give any discipline to Xiao after her infidelity was found, on the grounds that Sheng Congwen needs the perusers to give individuals possibilities on the off chance that they accomplished something incorrectly and ought not take out people’s life in the remorseless manner. One of the subject that is available in the story â€Å"Xiao Xiao† is the mastery of guys over females. In customary China, men were accountable for everything. Ladies had no capacity to settle on any choice and they have to comply with their husband’s choice. Ladies can just wed once in as long as they can remember. Regardless of whether her better half passed on, she should be a widow and can't remarry. Be that as it may, men were extraordinary; they can have numerous spouses as they like. Individuals might want to have child more than little girl, since they figured girl will be hitched one day and not be their girl any longer. Be that as it may, child was extraordinary, in light of the fact that child would remain with the family, so they could rely upon their child. As per Xiao, her husband’s family let her to remain after the pregnancy is found, since she had a kid. In any case, if Xiao had a young lady, they would have executed her for her infidelity. Another subject is available in the story which individuals in country town against the city individuals. Those two differen

Providing Feedback and Communicating About Change Assignment

Giving Feedback and Communicating About Change - Assignment Example fectively however circumstances are different and new strategies are required for improving productivity and adequacy of the association and for the headway of your profession. Through statistical surveying and examination and utilizing benchmarks, we have arrived at the resolution that the 360 Degree criticism technique for execution evaluation is extremely powerful in improving execution (Clampitt, 2010, p. 161). This will be utilized close by the executives by targets strategy for your own self-evaluation. The basic episode technique was being thought of however we found that it is out of line to certain workers as it requires the watchfulness of chief who is helpless against predisposition. We in this way picked this strategy as it will likewise be a marker of whether all the partners are satisfied with our administrations and they can likewise make suggestions to us on the best way to improve. This will enable the association to make progress and believability (Dainton and Zelley, 2010). You additionally remain to profit as you will realize how others rate your presentation and you can likewise have the option to improve your aptitudes through the prep aration and advancement we will offer you through this procedure. Besides, you likewise remain to profit at long last through the different rewards, for example, advancement and rewards that will advertised. Through this technique, every single worker will be assessed by various partners including the investors, clients, providers, bosses and your kindred associates. They will round out structures with respect to how they see your exhibition and return toward the finish of consistently. After like clockwork, a gathering will be organized among you and your managers in your particular divisions to survey your exhibition and to perceive how your presentation can be improved (Clampitt, 2010). This will help you to enhance your frail regions and furthermore guarantee that creation necessities are met in time. Those of you who will perform well will be remunerated toward the year's end with whichever sort of remuneration the administration will esteem

What Projects and How to Delegate Them to Virtual Assistant

What Projects and How to Delegate Them to Virtual Assistant Every entrepreneur faces a time in his life where the business tasks become too impossible to be handled by a single hand. The success of every entrepreneur depends on his/her ability to prioritize and therefore at some point it becomes a compulsion to hire a helping hand, which will take care of low priority tasks so that the entrepreneur can handle the high priority work and take the business ahead.Businessmen who try to tackle everything on their own from responding to emails, attending meetings, updating social media profiles to handling clients end up working poorly on all these tasks. Therefore, to enable each task (no matter how small) to be performed well, an entrepreneur must acquaint him/herself with the art of delegation. In such a situation, it is important to know the tasks that need to be delegated to a virtual assistant. © Shutterstock.com | Syda ProductionsIn this article, we explore 1) what to delegate and 2) how to delegate the projects to virtual assistant.WHAT PROJECTS TO DELEGATE TO VIRTIAL ASSISTANTHiring a virtual assistant to help with business tasks is probably the best decision an entrepreneur or business owner can make. However, after this process is done, most businesses struggle to find out the tasks they should delegate. In such a situation, an entrepreneur should ask himself,“What can I possibly delegate to a virtual assistant?”Virtual assistant services have become very diverse and, therefore, a VA could assist a business with basic clerical tasks to becoming a direct contributor in the number of sales a business makes. It all depends on the requirements and nature of the business. You can practically find a virtual assistant for any service, no matter how complex it may be in nature.An entrepreneur should know which tasks need to be delegated initially, which tasks to let go of and the systems that need to be put in place for effective delegation. The initial period of delegation can be difficult and can acquire most of an entrepreneur’s time.Here are some basic tasks / projects that an entrepreneur can delegate to the virtual assistant:AdministrationMajority of the entrepreneurs hire VAs to perform basic administrative tasks such as:Managing Emails: Managing emails is time-consuming and does not involve any monetary gains. Therefore, it mostly stands in the way of high priority tasks. Let your VA manage the admin email account along with your personal email account and ask him to you updated on any important news.Handling Contacts: Collecting and maintaining records of contact information is an important business task, which is easy to perform and, therefore, should be delegated to a virtual assistant. Provide your virtual assistant with your shared address book to add up contacts from business cards or sync them digitally over different channels such as phone contact book, Facebook, Skype, etc. Also, ask for at least two backups of all the contacts.Invoicing: This task involves a lot of repetition and hence must be delegated. Let your virtual assistant track, receive and send your business invoices.Travel: Booking tickets and managing travel-related tasks are quite simple but very time-consuming. Let your virtual assistant deal with your ticketing and ask for your itinerary to be synced directly in your mobile phone.Scheduling: Setting up a shared calendar is important so that you can delegate the arrangement, scheduling and management of the calendar. Delegate handling of appointments to your virtual assistant. Have the calendar directly synced to your phone so that whenever your VA confirms a meeting, you can check it instantly.Track Projects: Administrating project deadlines and operations can be a difficult task for busy entrepreneurs. Use a shared project platform to receive status updates in real-time.Travel management: A virtual assistant who is already familiar with your business work environment and your method of running core tasks can take over your complete business administration while you are away on a vacation.Expense management: Organizing receipts and expenses is probably the most hated task of entrepreneurs. Ask your virtual assistant to manage your expenses and save their documents and images via Dropbox.ResearchFrom a simple project related online searches to complex competitor analysis, you can delegate research to your virtual assistant to save a lot of time. Let you virtual assistant conduct research for a new idea, presentation, or meeting. For complex searches, set up white board-sharing online calls for effective two-way communication and collaboration.Proofreading and PreparationVirtual assistants can greatly take up the role of another set of eyes for your business and help you in proofreading of all sorts. Let it be documents or presentations, enable your VA to go through them and correct them for any grammatical errors. Moreover, a virtual assistant can also help you in preparing for any presentations or meetings you have.IT DesignRather than hiring IT Design freelancers to get the business logo developed, entrepreneurs should focus on hiring virtual assistants that deal with design for in-house development. This is both cost effective and efficient for businesses. Let your VA develop logos, graphic spreadsheets, illustrations for your social media profiles, e-book covers, website design and more. A virtual assistant having these capabilities can also be delegated the work of video creation for your YouTube, Google Hangouts, or Vimeo channels. You can always collaborate with your VA throughout the design development process so that you get exactly what you want minus the time wastage.MarketingAfter administrative work, marketing is the second most famous field that gets delegated to virtual assistants. It is creative in nature because it includes work such as community or social media management, marketing research and report development, internet marketing, maintenance and building of email marketing and management of blogs.Entrepreneurs can delegate everything in this field that belongs to marketing let it be management of pay per click ads or responding to users’ comments and feedback to increase user engagement. This is extremely time-consuming and requires a lot of dedication, which is why it is highly recommended to be delegated.HOW TO DELEGATE THE PROJECTS TO VIRTUAL ASSISTANTPrior to task delegation, entrepreneurs need to understand which tasks need to be delegated and why. There are many reasons why a task could be delegated to a virtual assistant, for instance:If the task is repetitive, boring and easy to doIf an entrepreneur has other high priority tasks to focus onIf the task requires a particular skill set to be performedIf the entrepreneur is planning to travel and needs someone to take care of the administrationI f there are too many tasks to be performedBefore an entrepreneur sets out to develop a list of tasks to delegate to a virtual assistant, he/she must track their routine activities for at least a week and then breakdown the activities in the following categories:Critical tasks (business management and planning)Important but routine tasks (bookkeeping, writing reports, attending phone calls and responding to emails)Important but non-critical tasks (file management, data backup)Critical tasks contribute directly to the aims and goals of an entrepreneur, and, therefore, these tasks require the maximum attention and time.There are numerous tasks from the second category that can be effectively delegated to a virtual assistant. These routine tasks are very easy to conduct so you will not need a VA with specific expertise to perform them at their optimal. Moreover, you will not even be stressed about how they are being performed. The tasks belonging to the third category do not require dai ly attention and hence can even be postponed until all the important work is done.It is not a good idea to delegate all the tasks at once. Building a pace is important, so start by delegating tasks that you are finding difficult to deal with, the ones you find boring and those that drain your time or energy to perform critical tasks. For each task that you are about to delegate, you must ask yourself, “What will be my stress level and how much free time will I have if I delegate this task to my VA?Bringing a virtual assistant into practice The on-boarding period of a virtual assistant depends on the type of work a va should do, from one to three weeks. During this time, you should familiarize them with your business, tell them about your work ethic and give them any related or important training.The first thing every entrepreneur should do is to welcome the virtual assistant and make him/her feel like an important part of the team. Write your VA a welcome message or have your init ial video call with them on the first day. This will just ensure that positivity is exchanged before you start delegating important tasks.You need to also clarify all the technology that you use for communication and project management. Some businesses have paid project management systems while majority of the businesses make use of free online project management and communication tools such as Microsoft One Drive, DropBox, Google Drive, Google Hangouts and Skype. Virtual assistants need to be guided by all the technology and how each task should be performed so that they do not keep on asking questions later on.Here are some vital steps and tips that should be followed to ensure that tasks are well delegated:Create lists and provide step by step instructionsPrepare lists for all the tasks that a VA need to perform. You should break them down into daily, weekly, and assorted tasks so that your VA knows when and how often a task needs to be performed. You should also make sure that y our list tells the VA about the priority of each task so that high priority tasks are completed before as compared to the middle or low priority tasks.This information will help the VA to set time for each activity and become more efficient at performing tasks. Similarly, an entrepreneur can use screen-recording software to create videos for the virtual assistant on how tasks need to be performed so that they can use them as reference in the future.Create Shared RecordsEntrepreneurs must create shared records using Google Drive to share information with their VA and to guide them in the tasks that need to be handled. You can incorporate numerous tracking videos and spreadsheets to help your VA in the workflow. Moreover, you can indicate the status of tasks and their priority in these records only. This will keep you updated on when a certain task gets completed or any query that your VA might have. This will enable an entrepreneur to later on assess the work done by the VA. Entrepre neurs should have the link to these records bookmarked on their mobile phone’s browser so that they can easily check the status with ease.Keeping all your payment and password details in some type of a free or paid shared record is also advantageous. Most businesses use Dropbox for this purpose. This should comprise of all the information that you want your virtual assistant to access like your credit card numbers, important login data, addresses, contact information, etc. Similarly, you can ask your VA to back up your contacts from your online accounts and phonebook and save them in the shared folder. Your VA can also save new passwords to this shared folder. This system will provide you with peace of mind, ease, and clarity that will only make your workflow a lot better.Communication is importantMajority of the entrepreneurs fall into the habit of keeping the phone calls or emails with their virtual assistants to minimum, but it should be understood that communication is importa nt in increasing the effectiveness of the workflow and in training the virtual assistant. Technology has made it very easy to maintain communication.If you are working via Skype, you can stay logged in via your smart phone so that you can easily receive calls from your virtual assistant. Similarly, you can enable to receive notifications on your phone anytime you receive an email in your inbox. If you have delegated the task of checking emails to your VA, make sure that you create an email address only meant to stay connected with your VA so that you do not get disturbed by the notifications of other emails. Communication should be particularly maintained in the first month of hiring so that your VA can effectively understand the work and get trained in all different aspects.Follow-upIn the first month, make sure that you ask for daily work updates and recaps to ensure that everything is going fine. This will help you in reviewing the amount of time on different tasks. You should pr ovide feedback to them so that they can improve on the work ethic. For instance, if you think they are spending too much time on one thing or too little time or another, you can guide them and tell them how much time they are supposed to spend on a given task. Constant feedback from your end is required at all times to increase the efficiency of the work and VA training.Encourage and foster good working relationsKeep your VA thoroughly involved in different things that you are working on so that they truly feel like an important part of your business. If the VA respects you and your business, he/she will ensure high-quality work. Moreover, keep on praising them for their good efforts and keep them encouraged for better future work. Also, ask for their suggestions where required.Share Your VisionCommunicate your vision with your VA and help each other to perform tasks optimally. For instance, you can tell your VA about your free timings and ask him/her to notify you about any urgent tasks at those timings. If you have particular goals set for a certain work type such as finance managements or social media, make sure that you communicate those goals with your VA. This will ensure that your VA understands your purpose of hiring them and will also provide them with a goal to reach, which will increase their motivation to work.Build a RapportA good friendly work environment is worth the effort and time when it comes to a virtual assistant. Therefore, if possible, an entrepreneur should take out time to meet the VA in person before getting the work started. For this reason, it is recommended that you hire a VA that belongs to the same city as you, unless you want business operations of a different city to be tackled.Make your communications with the VA very personalized so that they know what kind of a person you are and can respect your business idea. This will foster two-way respect and friendship that will only be beneficial for your work. When you make your VA y our friend, they will go out of the way to promote your business or brand and will make sure to do everything they can do for you advantage.Analyze the strengths of your virtual assistantYou should know the abilities and skills of your VA. Numerous virtual assistants provide general services such as providing customer support, setting reminder and booking flights. However, there are specialized tasks that need certain expertise to be performed. Therefore, if you know the skills of your VA, you will know which tasks you can assign to them without wasting your time and energy in trial and error.

The Ideology of Karl Marx on Sociology - 822 Words

Sociology emerged from the desire of humans to understand our behaviour. However, throughout the years the way humans behave and believe has been passed through generations; and it was mainly explained in religious terms. The origins of sociology started with the social movements of the late XVIII century such as the French Revolution in 1789 and the subsequent Industrial Revolution in Europe. (Giddens, 1997) The German thinker, Karl Marx (1818-1883), wanted to understand and explain the changes that occurred in society at the time of the Industrial Revolution in Europe. (ibid) In 1843 Marx met Engels in Paris. It marked the beginning of a lifelong of friendship and professional collaboration. In 1848 Marx and Engels published â€Å"The†¦show more content†¦The aim of the capitalist (bourgeoisie) is to expand capital in such as surplus value (profit), rents or interest. (www.uregina.ca, 2013) The proletariat is described as a free class. Individuals in this category depend on the capitalists (bourgeoisie) to earn their wages. The proletariats own no property and they had to therefore sell their labour force to the capitalist. Marx indicates that it is then when the exploitation of the workers begin. According to Marx freedom is when an individual is free, when not owned by anybody, and is free to sell its labour power as opposed to slavery. (ibid) In 1867, Marx published the German edition of Capital a Critique of Political Economy. Capital provides an extensive description of capitalism and the relationship between the capitalist and employee. Surplus value is defined as the source of profit for the capitalists. Traits of the capitalism are highlighted such as intensifying the work rate for employees and keeping wages at a minimum. Marx describes that employees are exploited by capitalist due to low wages. The proletariat will not get a chance to own properties or machineries as the pay is low and the capitalist holds all the profits. The technology replaces workers and therefore creates a surplus of labour force on the market.Show MoreRelatedMarxs Claim on Religion: Explanation, Analysis, and Problem1088 Words   |  4 Pagesthe past few years, Karl Marx has been increasingly incorporated in general sociology though his ideas are briefly mentioned or totally ignored in certain specialties in the sociological field. One of t he major sociological specialties where Marxs ideas have been briefly mentioned is the sociology of religion. The sociology of religion only consists of few references to Marxs concepts and views though he accorded much significance to religion. Regardless of the minimal use, Marx made several claimsRead MoreKarl Marx And Max Weber1332 Words   |  6 Pagesvarious perspectives of well known people on the study of religion. 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Marx regarded race as vestige of the pre-industrial era and thus, would be superseded by â€Å"reductionism† (Cite). Emiele Durkheim believed race, which he referred to as â€Å"ethnicity,† was a factor in connecting an individual to a subgroup of society, but played littleRead MoreAnalysis of Marx, Weber, and Durkheims Views Essay1223 Words   |  5 PagesThe sociological views of  the three founding fathers; Karl Marx,  Max Weber, and  Emile Durkheim  all assert that various aspects of our lifestyle are fully a product of the society in which we live. Each theorist views the impact of society and its manifestation of our identity in a different way. All three of these men used the Industrial Revolution  and capitalism to shape their theories of social identity, especially the identity created by capitalisms division of labor; the owners of the means

Philosophy Philosophy Of Education - 1328 Words

Philosophy of Education Jihyae Choe Liberty University TESL 419 Philosophy of Education A good educator decides the direction of teaching based on a resolute educational philosophy. A firm and resolute philosophy does not equate with a fixed perspective, instead it is a strong foundation that can stabilize the life long educational career. In order to establish a firm philosophical basis, passion toward education should accompany proper understanding. Successful educators who established firm philosophy teach the students with consistency. On a practical level, the role of the teacher and the role of the student should be well defined. When the teacher’s theoretical and practical philosophy is established, the teacher can engage in education that can build student’s knowledge and character in a long term. Role Of The Teacher †¢ First of all, the teacher should have a proper and loving attitude toward the student. The teacher should be respectful of the student for a healthy education that nourishes both student’s intelligence and character to occur. †¢ Secondly, the teacher must be knowledgeable of the topic he or she is teaching. If the teacher does not know the mechanism of English grammar, it is hard to explain the concept thoroughly. A good teacher explains the concept well enough for the student to understand it easily with definitions and examples. †¢ Thirdly, the teacher is a motivator. Not only the teacher fuels student’s intellectual desire and curiosity,Show MoreRelatedMy Teaching Philosophy Of Education880 Words   |  4 PagesAccording to the Education Philosophy test that we took in class, my education philosophy matched with social reconstruction. Social Reconstructionist believes that systems must keep changing to improve human conditions. Also, emphasizes social questions and to create a better society. Social reconstructionist believe that you have to start over to make things better. While going through the PowerPoint that explained what social reconstitution is, in a deeper way, I came to the conclusion that socialRead MorePhilosophy And Philosophy Of Education1866 Words   |  8 PagesPhilosophy of Education An educational philosophy gives teachers and all educators’ ways to use problem solving in schools. For a lot of practitioners, actual teaching has been reduced to action lacking of a rationale or justification. According to Alan Sadovick, the author of our textbook, a philosophy of education is â€Å"firmly rooted in practice, whereas philosophy, as a discipline, stands on its own with no specific end in mind† (Sadovnik, 2013, pg. 179). All teachers and prospective teachers haveRead MorePhilosophy And Philosophy Of Education828 Words   |  4 PagesPhilosophy of Education Teachers, especially those in the early years of school, have the extraordinary task of instilling a life-long love of learning in their students. We are there to cultivate their young minds in an arena where children feel safe and secure while expanding and exploring their knowledge of the world around them. We are to create responsible, productive and model citizens of the world. We are given an incredible task to carry out! With that in mind, however education needsRead MoreMy Philosophy On The Philosophy Of Education844 Words   |  4 PagesIn mathematics, as in life, everything must be brought to the simplest of terms. I base my teaching philosophy on the foundation that every student is capable of learning mathematics. I will strive, as a teacher, to ensure that my students are able to have a strong foundation of mathematical skills when they leave my classroom. Some students believe that they are not mathematically gifted; therefore, incapable of learning mathematics. I b elieve to the contrary, all students with motivation, sustainedRead MorePhilosophy : The Liberalistic Philosophy Of Education807 Words   |  4 Pages Philosophy of Education 2 Perspective: The Liberalistic Philosophy of Education The empowerment of individuals within a community appeared to be nonexistent in Greek philosopher Plato s, Allegory of the Cave. Preferentially, it was simply not within the range of one s knowledge, experience, or understanding; strange; therefore, unfamiliar. Greek philosopher Plato, an astute student of Socrates, his focal point - an advocateRead MoreMy Philosophy On Philosophy Of Education852 Words   |  4 PagesMy Philosophy of Education My philosophy of education is founded on a belief that all students have a desire to learn and to feel accepted. Learning takes place when students are able to have their specific needs meet inside the classroom, to feel accepted in the environment, and find the learning to be meaningful. I believe that before learning can take place a proper educational environment must be present inside the classroom. In order to make any classroom work I believe you need meet three criteriaRead MorePhilosophy of Education985 Words   |  4 PagesMy Personal Philosophy of Special Education Christina L. Richardson Grand Canyon University: SPE-529N November 18, 2012 My Personal Philosophy of Special Education As educators, we need a foundation for why we want to teach, where students with different disabilities fit in that foundation, a rationale for how we teach, and a principle that keeps us striving to be the best educators we can be. The purpose of this essay is to point out what I believe the foundation, student location, rationaleRead MoreThe Philosophy Of Education And Education1175 Words   |  5 Pagesbeliefs is called a philosophy of education. â€Å"A philosophy of education represents answers to questions about the purpose of schooling, a teacher s role, and what should be taught and by what methods† (Philosophy of Education). Educational philosophies differ among all individuals in education. With individual educators, some choose a teacher-centered philosophy and others choose a student-centered philosophy. It appears that both realms of philosophy play an important role in education inside the typicalRead MoreThe Philosophy Of Education And Education1201 Words    |  5 PagesThe philosophy of education seeks to study the process and discipline of education in order to understand how it works, improve its methods and perfect its purposes in today’s society. How this is done is determined by how well the learner internalizes the concepts of the discipline taught by the educator. Educators have a tremendous responsibility not only to prepare students for their lives ahead, but also to contribute to the evolution of knowledge for future generations. Each generation notRead MoreThe Philosophy Of Education And Education Essay1545 Words   |  7 PagesThe philosophy of education is not a topic that can be fully taught and understood by reading and studying a textbook, or a few textbooks for that matter. I believe that the philosophy of education is somewhat subjective, rather than objective, and that there exists numerous answers to what is the â€Å"philosophy of education†. I feel that one’s answers can not be expressed w ith a single word nor a sentence; and that one has to â€Å"experience† rather than just read to find the answer. Yes, a huge part of

DB 3 - Art Example

Essays on DB 3 - Art Coursework Symbols in Artworks Insert Insert s A symbol can be defined as a written or printed sign used for presenting an element, operation, quality, quantity or relation as in music, artworks or mathematics.The piece of art that is going to be examined with respect to the symbols it has is Leonardo Da Vinci painting Mona Lisa. Whilst the art is viewed under a microscope, Italy National Committee for Cultural Heritage discovered that when the eyes of â€Å"Mona Lisa† are magnified, there are tiny numbers and letters, which can be seen (Pisa, 2010). Historian experts argue that the barely distinguishable figures and letters represent something of a real-life Da Vinci Code. The symbol in the right eye seems to be letters LV that could well stand for the artist’s name, Leonardo Da Vinci. In the Mona Lisa’s left eye there are also symbols; however, they are not as defined. Even though it is hard to make them out clearly, they appear to be letters CE, or could be letter B.The Mona Lisa Painting also has a symbol of Dan Brown blockbuster, which is The Da Vinci Code (Pisa, 2010). It was converted to a film in 2006 that starred Tom Hanks. Hanks character interprets secret messages that are hidden in the painting and Da Vinci’s other artworks.Part 2The symbol that I often encounter every day is a Cross. I usually pass nearby a cathedral. The cross means the symbol is the intersection of the love of God and His justice. The next symbol is the apple logo, which I usually see on a billboard on my way to school. The symbol is derived from the Bible story of Adam and Eve. The bitten apple signifies the fruit from the ‘tree of knowledge’. The similarity of the symbols is their hidden meaningThe Cross The Apple Inc LogReferenceNick Pisa, 2010. Mona Lisa Painting ‘Contains Hidden Code:’ The Telegraph Media group Limited. Accessed on 26th February 2014 from http://www.telegraph.co.uk/culture/art/art-news/8197896/Mona-Lisa-painting-con tains-hidden-code.html

HSC Health Maintenance Act of 1973

Question: Describe about theHSC: Health Maintenance Act of 1973. Answer: Background on the HMO Act 1973: The Health Maintenance Act of 1973 which was enacted as a statute in the United States on 29th of December 1973. It is also known as HMO Act; it is a federal law which encourages and promotes the federal trial. The primary founder of the federal HMO Act was Sen. Edward M Kennedy. Principles-It is a team lead by Dr Paul M Ellwood, Jr. The principle motto of HMO Act is to provide and grant loans for start and expand of health organisations. This act provides various assistant such as financial and several others for their promotions. They offer various and comprehensive benefits packages. HMO also provides traditional health insurances for the employees. Thus, it can be stated that the motive of HMO is to develop health organisation system (Sivaramakrishnan Ramanathan, 2013). Zibulewski: EMTALA its means and uses to Physicians: The Emergency Medical Treatment and Active Labor Act was passed in the year of 1986 by the US Congress which was a part of (COBRA), the maximum of it was dealt Medicare issues. This was used providing medical care for a patient and to prevent the patient the patient to transfer from private to a public hospital due to financial lack. Its initial and emergency medical condition cover the interpretation by the Health Care Financing Administration, which is presently known today as centres for Medicare and Medicaid Services. This statute now is now potentially applicable to the patient care in the hospital setting. They help all the physicians and hospital staffs to be familiar with all kinds of general requirements. They also help in promoting hospitals with specialised services as per their capacity to treat them (Robinson, 2013). Basics of COBRA: The Consolidated Omnibus Budget Reconciliation Act (COBRA) helps in the health benefit provisions and helps in group health programming. This programming helps the maintaining in the group health program in private sectors which has at least 20 employees or also in state and local governments. Many states have laws similar to that of COBRA (Bacon et al., 2015). It is also said that the law is a plan passed by Federal Government and certain church-related organisations the purpose of COBRA is- Hospital cares for outpatient and inpatient; Care by Physician; Surgery and various other medical benefits; Prescription drugs; Care including dental and vision; Erisa: The Employee Retirement Income Security Act of 1974 was enforced on 2nd of September 1974, and it is the codified under the Federal law which establishes a minimum standard of pension plans especially in private industry and also supports the important rules in federal income tax transaction which is related fundamentally to plans for employee benefits. Erisa was mainly established for the protection regarding interest of employee beneficiaries and programs under particular condition- Requiring for the disclosure regarding financial matters and also other information concerning the recipient programs; Establishment of standards for conducting fiduciary plans; Providing of proper remedies about access it in federal courts; The responsibilities enforcement and interpretation of Erisa is classified among the Departments of Labor and Treasury and also in Pension Benefit Guaranty Corporation and Internal Revenue Services (Andersen, 2013). Reference List: Andersen, M. B. (2013). Employee Retirement Income Security Act Governed Health Plans Win, Equitable Doctrines Lose: A Look into US Airways v. McCutchen and Its Impact on Future ERISA Litigation. Duq. Bus. LJ, 16, 291. Bacon, D. L., Prater, S. D., Tucker, D. W., Knickerbocker Jr, D. C. (2015). Continuation Coverage Under Group Health Plans (COBRA). Employee Benefits Guide, 1. Robinson, D. I. (2013). The Emergency Medical Treatment and Active Labor Act (EMTALA) and psychiatric patients in the. Behavioral Emergencies for the Emergency Physician, 320. Sivaramakrishnan, S., Ramanathan, C. S. (2013). 7 Social Security on Health Care. Governance, Development, and Social Work, 36, 129.

2016 Republican Presidential Power Rankings

2016 Republican Presidential Power Rankings (Rankings Updated 1/25/2016) These rankings are not based exclusively - or even heavily - on polling data, but instead on a combination of factors including debate performances, favorability ratings, evidence of momentum, and general campaign activity. Who will move up, down, or out of this these rankings moving forward? OFF: Paul, Huckabee, Pataki, Santorum, Carly Fiorina 7. Ben Carson (Previous: 5) - Carson is just in a free-fall right now and he appears to be putting all of his eggs in Iowa. Though he had strong poll numbers, his support levels were always soft in regards to those who were definitely voting for him. They seem to have gravitated towards Cruz for the time being. Carson is still popular enough to do some damage in Iowa, but his dreams of being a legitimate contender seem over. 6. Jeb Bush (Previous: 6) - Just about everybody has written off the 100-Million-Dollar-Man, and he has outspent opponents big time with nothing to show for it. Has Jeb had a single good moment in 6 months?   His message gets lost in constant word stumbles and poor phrasing. On a stage of smooth-talkers, his ineloquence is becoming a liability. This was supposed to be the shock-and-awe campaign that scared everyone away. The opposite happened. What the polling data shows is that Jeb better find a way to start getting Republicans to really like him. Much of Trumps appeal seems to be that everyone is afraid Jeb will get the nomination. But thats starting to seem far less likely. 5. Chris Christie (Previous: 4) - Before the debate, I said this: He still has some Northeastern appeal, but he would need Jeb Bush, Marco Rubio, and John Kasich to have serious meltdowns. Jeb Bush his flailing, and Christie probably had the 3rd best showing at the 3rd debate. Christie is a great talker, and he is reminding us of when he was a favorite a few short years ago. But there are probably still too many negatives to imagine him pulling this off. But he could spoil some things for Rubio in New Hampshire. 4. John Kasich (Previous: 8) - Kasich feels like he was plucked out of central casting as a 1990s-era Presidential candidate. Hes definitely the kind of moderate, boring candidate that the GOP is known for nominating. He has gone all-in in New Hampshire, a geographically-friendly state. He could end up second there and be the establishment pick. 3. Marco Rubio (Previous: 1) - Rubio loses the top spot and we no longer think he has the best odds at winning the nomination. His plan to surge with the help of high-powered endorsements has not materialized a week out from Iowa, and he remains in a distant third place in Iowa and in a jumble for distant second in New Hampshire. I received the endorsement of the Des Moines Register, but his lack of a lane - hes neither establishment nor anti-establishment - seems to have left him in neutral with no core base. 2. Ted Cruz (Previous: 2) - Cruz was finally forced to go after Trump after a long political bromance, but it may be too little to late, as he is a very distant second everywhere (except Texas). If anything, his actions gave Trump more power than he would otherwise have and talk radio and conservative media never had to choose between the duo. Cruz strategy of not attacking Trump was almost exclusively reliant on having the establishment do it for him, and frankly they have refused to do so. When Cruz did pivot, he simply did not get enough anti-establishment leaders to move to him from Trump. 1. Donald Trump (Previous: 2) - Trump remains an incoherent mess and, magically, 10 points ahead or more just about everywhere. The mainstream and conservative media are fueling his campaign, and he picked up an endorsement from Sarah Palin. Nobody dealt with him seriously from the start, and now he may be unstoppable. In the first debate, he praised socialized medicine and bragged about his role in buying off politicians for business favors. He threatened to run as a 3rd party candidate for leverage, and then doubled-down on his theory that the Mexican government was intentionally sending criminals across the border. In the second debate, Carly Fiorina got the better of him time and time again, and Trump continued to show absolutely no interest in developing policy positions. Does he have any campaign infrastructure? Does he really think people believe he is going to self-fund a billion dollar campaign? I long assumed that those pushing Trump would eventually pivot away to Cruz, and now that we are 1 weeks away that has not happened. (But we think this has more to do with Cruz not seizing the opportunity.) Until someone actually does damage to Trump, or unless Talk Radio backs away, hes the one to beat.

Canadian Senate essays

Canadian Senate essays The Canadian Electorate: Good, Better, Best There is a tendancy to believe that ones own electoral system is the best way of choosing a government. For this reason and the fact that Canada possesses an overall efficient and fair system, there is usually not too much controversy among the general public about the way political officials are elected to office. The fact of the matter is that the issues surrounding the First Past the Post (or Single Member Plurality) system are serious enough to be considering a better alternative. Canada would, in fact, be better served with a different electoral system. The party system suits Canadians well, due to its cultural, regional, linguistic and other diversities. However, it is the brand of party system that is incorporated which is slowing down the electoral system. To better understand where the current system (FPTP) could be improved, a discussion of some major flaws will be addressed followed by the offering of the Proportional Representation as the best alternative. The first-past-the-post system encourages strategic voting which can be very compromising. Citizens are encouraged to vote for one of the two options most likely to win, even if it is not their most preferred option. An example of this type of voting could be easily recognized in the 2004 Canadian federal election; where many people were believed to have only voted for Liberal or Conservative, respectively, because one of these two forerunners was the lesser of two evils. New Democratic Party leader, Jack Layton, expressed his concern immediately following the election that many potential NDP voters chose the Liberal alternative, only because of their distaste for the Conservatives. The reason why this type of voting comes to be is because the first-past-the-post system designates one clear-cut winner. Citizens become fearful that they will cast a wasted vote&ap...

Organizational Behavior Essay Example | Topics and Well Written Essays - 1000 words

Organizational Behavior - Essay Example This is a particularly interesting subject to discuss due to the fact that it allows the reader and the analyst to see that regardless of the size, scope, or recognizability of the firm in question, key organizational challenges continue to rear their heads and cause problematic situations for the individuals that make up these organizations. It is the hope of this author that such an analysis will be able to identify some of the key moments at which a different outcome could have been realized than the one which the student has already related within their analysis of the organizational issues that transpired. Key Questions: Firstly, with regards to the implementation of the new data management and inventory system, the student did not make any mention of prior training that went into effect prior to the beta test version being release for widespread use within the department. Although this may have merely been an oversight, the fact of the matter is that seeking to implement such a broad and overarching organizational change without first seeking to integrate this with the shareholders in the form of trainings and integration with the knowledge management leadership, such an approach almost guarantees the organizational difficulties that the student has defined within the first sections of the report. Moreover, a secondary issue that springs to mind from a review of the report that the student submitted is the lack of interest that the other employees within the unit expressed with regards to attempting to integrate with and learn the system prior to being led to attend trainings on the topic. Although it is understandable that these employees might not all be proactive in seeking to acquire knowledge that would ultimately make their jobs easier in the long run, the fact that there was no mention of the desire by any of the individuals within the inventory control department to seek to learn the program that ultimately has such a powerful impact upon the efficiency of their primary tasks. The third and final aspect of organizational strategy and management that was of interest within the piece had to do with the fact that the shareholders within upper management within Nokia allowed for the issues to be exhibited for a long period of time (approximately one month) prior to seeking to provide an amelioration to them. This is curious due to the fact that the student notes that the component areas of the firm relied heavily upon the inventory management and control aspects in order to track and fulfill current needs (Wen et al, 2011). One is left to wonder why, if the organization re lied so heavily upon such an aspect of the process, it was left to chance to determine the means whereby the new system would be integrated and understood by the individuals in question. Recommendations: Finally, the reader should attempt to engage an understanding of the different approaches that could have allowed for a more smooth and effortless integration of the new system into the workflow and lives of the individual shareholders in question. With respect to the first one that has been discussed, it is painfully obvious that the organization and the shareholders could have taken a more active role in seeking to integrate with the software package prior to it being forced upon them (Lindberg & Foss, 2011). The discussion that has been integrated within regards to the case of Nokia brings to mind several of the theories of organizational that have been discussed thus far in the course work. Firstly, the butterfly effect theory is fully integrated due to the fact

Stewardship, Sustainability and Faith Essay Example | Topics and Well Written Essays - 1500 words - 1

Stewardship, Sustainability and Faith - Essay Example g to this model, God definitely rewarded us with power over our environment, but as long as we use it as sensible stewards, using our power with sympathy and kindness. This is the point of view that is favored within conservative and evangelical communities, to the point that this branch of Christianity decides to deal with the environmental concern (McFague 2000). The New Testament refines these ideas and attaches a radical necessity with its explanation of stewardship. This radical quality is an important alternative to several of the more severe moral perspectives in traditional environmental ethics. The story of the talents and story of the good steward in the Bible sum up the idea (Vischer 1997). The protection of what is entrusted to use requires an understanding of the creator’s orders for the environment. We should be aware of the laws, needs, and limits of the planet for us to know how to use them well. The parable of the talents tells us that we who are chosen with the environment will be asked to explain our duty to take care of the planet (McFague 2000). The stewardship perspective says that the environmental and moral limitations are valued, and it attaches the duty to share out the fruits equally. Ecological sustainability has been identified as addressing the requirements and demands of the present without giving up the capacity of future generations to fulfill their needs. Religion can contribute well to the concept of sustainability—by extending the point of view to all those expectations and thoughts that reach outside the practical and social abilities of human beings—hence by leading the way towards God and to a truth that we do not have control of, or protect the earth on our own (Bakken, Engel, & Engel 1995). An equally balancing connection hence exists between the idea of Christian duty for creation and sustainability. Our duty for creation, on the one hand, has to pursue the direction of sustainability so as to become socially

Strategic Human Resource Management

Strategic Human Resource Management INTRODUCTION: Strategic Human Resource Management (SHRM) is a subject that is in continues phase of transition, from its first emergence in the mid-1980s. In past two decades many authors, theorists and consultants suggested variety of theories and models which can be practically applied in the organization to manage people more effectively. However, according to Legge (1995) and Grantton et al (1999) cited by (Michael Armstrong 2004: 1) there is often a gap between rhetoric of SHRM and reality. Therefore, the main emphasis of this assignment is on the practical execution of these theories and models with the particular reference to Telenor Pakistan (Subsidiary of Telenor ASA, Norway). For the better understanding of the Strategic HRM it is essential to know the basic concept of HRM: it can be defined as strategic and coherent approach to the management of an organizations most valuable assets the people working there who collectively and individually contributes to the achievement of its objectives. (Armstrong and Baron 2003: 3). Development of SHRM: In the last 15 years SHRM has grown considerably. According to Schuler et al. (2001) the development of SHRM is two phased transformation: from personnel management to traditional human resource management (THRM), and then from THRM to SHRM. To survive in the cut-throat competition, organization HR must focus on a new set of priorities, which are more business and strategic oriented such as flexible workforces, quality improvement, team-based job designs, employee empowerment and incentive compensation. Definition of SHRM: Strategy is derived from the Greek word strategia, which means Generalship. The term strategic has been borrowed from the military and modified for the use in business. In business, as in the military, strategy bridges the gap between policy and tactics. Together, strategy and tactics bridge the gap between ends and means. (http://home.att.net/~nickols/strategy_definition.htm) In spite of high focus paid by different scholars the term SHRM still remains unclear. Some theorists have suggested SHRM as an outcome, others have suggested it as a process, and other scholars have recommended it as a combination of both: outcome and process. As an outcome, (Wright and McMahan 1992) cited by (Armstrong 2004: 41) defined SHRM as the pattern of planned HR deployments and activities intended to enable a firm to achieve its goals. Likewise, (Snell et al 1996: 62) described SHRM to be organizational systems designed to achieve sustainable competitive advantages through people. As a process, (Ulrich and Lake 1991) defined SHRM a process of linking HR practices to business strategy. Furthermore, (Bamberger and Meshoulam 2000) suggest that SHRM is a competency-based approach to personnel management that focuses on the development of durable, imperfectly imitable, and non-tradable people resources. Cited by (Chang and Huang 2005: 436) Truss and Gratton (1994) Considered SHRM both: process and outcome, and defined SHRM as the linkage of HR functions with strategic goals and organizational objectives to improve business performance and cultivate an organizational culture that fosters innovation and flexibility. Cited by (Chang and Huang 2005: 436) Michael Armstrong ultimately defines strategic HRM as an approach to making decisions on the intentions and plans of the organisation in the shape of the policies, programmes and practices concerning the employment relationship, resourcing, learning and development, performance management, reward and employee relations. (Armstrong, 2006: 115). In the absence of a common definition, broadly theorists and Authors have been reached to an agreement on its basic function of SHRM, which encompasses designing and implementing a set of internally consistent policies and practices that ensure the human capital of a firm contributes to the achievement of its business objectives (Schuler MacMillan 1984, Baird Meshoulam 1988, Jackson Schuler 1995) cited by (Wei, L. 2006: 49). APPLICATION OF MODELS AND THEORIES: The chosen organisation is Telenor Pakistan (100% owned subsidiary of Telenor ASA, Norway). The Human Resource department is known as Human Capital Division at Telenor; Company regards employees as human capital from which a return can be attained by investing prudently in their development. This concept of managing people is also supported by authors like Fomburn at el 1984 and Guest 1999 cited by (Armstrong 2004: 7) Background of Telenor Pakistan: Telenor Pakistan is one of the leading mobile networks in the country, 100% owned by Telenor ASA-(Norway) and adds on to its operations in Asia together with Thailand, Malaysia and Bangladesh. Telenor launched its operations in March 2005 headed by the CEO Tore Johnson as the single largest direct European investment in Pakistan. Telenor spread across Pakistan, creating 2,200 direct and 20,000-plus indirect employment opportunities. (www.telenor.com.pk) Key facts about Telenor-ASA Group: Employs more than 34,000 people worldwide. Ranked as 7th largest mobile operators in the world. Ranked 5th in Business Weeks 2007 global ranking of the top 100 performers in the technology industry, beating Microsoft, Apple and Nokia Recorded revenues of NOK 91.1 billion (USD 15.9 billion) at the end of 2006 a 37% increase compared to 2005 (www.telenor.com) Telenor PK has been consistently profitable with highest customer satisfaction. This success is reflected in the Revenues increased by 31% and estimated market share increased by 4%. In the year 2007 Telenor has won many prestigious awards like PSHRM (Pakistan Society of Human Resources Management) Preferred Graduate Employer Award 2007, the best brand award, and the most Innovative Mobile Operator at the 6th SAARC Communication Industry Conference 2007, The above landmarks are the true reflection of motivated and well developed human recourse. This can be associated with the dedication and professional excellence of Telenor employees towards the ultimate goal customer delight! (www.telenor.com.pk) Practical Application of Valuing HR: To get the insight of how Telenor Pakistan practices Strategic HRM, first it would be appropriate to know the meaning of SHRM. In 1986 Hendry and Pettigrew suggested that strategic HRM has four meanings: The use of planning; A coherent approach to the design and management of personnel systems based on an employee policy and manpower strategy with underlying philosophy; Matching HRM activities and policies to some explicit business strategy; and Seeing the employees as a strategic resource for the achievement of competitive advantage (Cited by Armstrong, 2006: 114). As the test of fire can only produce the fine steel the application of Hendry and Pettigrew can be reflected by the real example when implementation of planning, good management of human resource brought the Telenor back on track: right after the cartoon controversy of Prophet Muhammad (PBUH) in Jan-06, things got worse for Telenor Pakistan. This incident caused outrage in the Islamic world resulting in consumer boycott for weeks, numerous demonstrations and other protests. In Pakistan due to the western image of Telenor, it became one of the earliest victims of this incidence, resulting drastic slump in sales, and complete abandon of all marketing campaigns. The situation was so critical that Telenor has to make some important decisions as the company had to announce annual salary increments and yearly bonus due after the performance appraisal of past year. Due to the heavy losses and limited funds, it was tough for thee management to pay out the annual bonus to staff. However, analysing the situation closely company decided to pay it out, since it was the right of employee who worked hard in past year. This action of Telenor really standout as other companies has decided otherwise. This made the employee more faithful and loyal towards the company. Furthermore, company was in big dilemma to go for downsizing or not. Lay off would be the common way for other but Telenor decided to retain all the employees; this was even against the employees expectation, as most of the sales people has nothing to do at that time. Yet again to encourage the employees moral and develop their faith in the organization took this bold step. These practical examples can be seen as true picture of how Human capital division regard the people as the most valuable assets for the organisation. Creating Conducive Environment: McGregor in 1960 at the MIT Sloan School of Management came up with two sets of assumptions about human nature (see the Table below). McGregor called these two contrary sets Theory X and Theory Y: with the assumptions underlying that people at work are negative for theory X and people at work are positive and progressive for theory Y. Table of Assumptions Theory X and Theory Y Outdated (Theory X) Modern ( Theory y) Assumptions about people are: Assumptions about people at work: Most people dislike work; they do avoid it when they can. Work is natural activity, like play or rest. Most people must be coerced and threatened with punishment before they will work. People require close direction when they are working. People are capable of self-direction and self-control if they are committed to objectives. Most people actually prefer to be directed. They tend to avoid responsibility and exhibit little ambition. They are interested only in security. People generally become committed to organisational objectives if they are rewarded for doing so. The typical employee can learn to accept and seek responsibility. The typical member of the general population has imagination, ingenuity and creativity . Source: http://www.netmba.com/mgmt/ob/motivation/mcgregor/ Being one of the modern organizations Telenor PK human capital division operates with the norms of theory Y. In one of the interviews, CEO Telenor Pakistan Tore Johnsen said: At Telenor Pakistan our philosophy is to unlock the hidden human potential by building expertise and by providing an energizing environment. Telenor is a young organization with an average employee age of 27 years which means that we are interested in finding young talent and equipping it with the competencies that the fastest growing network requires in one of the fastest growing mobile markets in the world. (http://www.telenor.com.pk/pressCenter/pressrelease.php?release=97lang=en) Telenor HR managers always put high emphasis on incessant customer-centred and employee-driven expansion; such kind of encouraging atmosphere makes employees more confident and allowed them to work freely, whereby they can take their own initiatives to set future direction for the organization which attains competitive advantage. Benefiting Employees to Create Competitive Edge: SRHM is developed in three important phases. All of them hold vital importance to understand the subject and these three phases were: the human relations movement, the total quality management movement, and the contingency approach to management. Theories forwarded by Elton Mayo, Douglas McGregor and Mary Parker Follett were most influential in the human relations movement. Mayo suggested managers to look deep into the emotional side of the employees. On the other hand Follett argued that managers should inspire and stimulate job performance instead of simply demanding it. She also emphasised on quality circles employee empowerment. (http://books.google.com/books?id=AiIPAAAACAAJdq=Mary+Parker+Follettei=2U0qSMj6GJXEyQTUyYmnCg) These viewpoints instigate new way of thinking about human nature behaviour. HR managers in Telenor Pakistan hold tight to these views by providing flexible working environment to staff and hiring only those employees who can understand the companys strategy. Staffs are benefited by profit sharing and incentive schemes which can keep them focused to work more efficiently. Taking the high care of emotional side of employees, one of the benefits that company provides is the free medical treatment policy which is exactly the same for all the staff e.g. from president to junior officer all are entitled for same health benefits. Talking to the local press Nayab Baig (VP HCD) said: we believe in continuous improvement of employees and taking the standards of service to the utmost levels of excellence. (www.telenor.com.pk) Management skills: According to (Kreitner and Kinicki 2004: 6) there are 11 skills exhibited by effective managers, as shown below: In Telenor above mentioned skills are often displayed by the HR managers to deal with the employees in order to induce high performance and employee morale. Moreover these skills also play a vital role in building the climate of trust and motivation among the team members. Lower turnover rate from all the departments of the company as compared with other telecom operators and consistency with higher employees satisfaction, are the factors that exhibit the high involvement and administrative expertise of HR managers in Telenor. To set every staff member in the same direction Human capital Division uses the technique known as Hochin which means compass to check the direction. To enhance the communication level Telenor operates Open environment in offices, whereby there are no cabin for senior staff and every employee from president to junior officer need to work on the same floor. This also inculcates fun and informal culture in the company. With the help of clear communication managers make sure that companys vision and mission, as well as job description are clear to the employees. To provide the feedback on employees performance there is automated IT-system known as TDP (Telenor Development process). This helps company to use performance relationships that can achieve the purpose SHRM to create competitive advantage. Employee Motivation: Terence Mitchell in 1972 proposed a model that provides the basis for how motivation among staffs influences job behaviours and performance. Following is the model which combines the elements from different motivational theories to explain the relationship between motivation and job performance. As mentioned in the below diagram, employees bring set of unique characteristics to the work place, such as their ability, emotions, moods, job knowledge, traits and values, these individual set of skills are then enhanced by the motivational process and transformed into the job performance. Individual inputs Ability, job knowledge Dispositions and traits Emotions, moods, and affect beliefs n value Skills Motivated behaviour Focus: direction, what we do. Intensity: effort, how hard we try Quality: task strategies, the way we do it. Duration: persistence, how long we stick to it. Performance Motivational Process Arousal Attention Intensity and Direction persistence Job context Physical environment Task design Rewards and reinforcement Supervisory support ancoaching Social norms and organisation culture Enable, limit Source: TR Mitchell, Matching Motivational Strategies with Organisational Contexts, in Research in Organisational Behaviour, Vol19, ends LL Cummings and BM Staw (Greenwich, CT: JAI Press, 1997) P 63. To motivate the employees at all levels Telenor offers competitive pay, excellent benefits and exceptional advancement opportunities. With the caring atmosphere Telenor provides relaxed and enriching working environment. Furthermore, training and further education programs ensure a high professional standard amongst all staffs. Such motivational tools create bunch of talented and loyal workforce which plays a crucial role in the organizations ongoing business success. Moreover, to get the 100% commitment from the employees Telenor uses following management criteria for all managers for annual evaluations. They are; (a) Passion for business (b) Change and constant renewal (c) Operational excellence (d) Empower people (e) Integrity. Source: http://www.telenor.com.pk/careers/whyTelenor.php Task 2: Role of the HR Function: According to (Armstrong 2003: 38) The role of HR function is to enable the organization to achieve its objectives by taking initiatives and providing guidance and support on all matters relating to its employees. Moving one step further Michael Armstrong emphases on basic aim of HR function which is to deal effectively with everything concerning the employment and development of people and the relationship that exist between management and workforce. As the personnel standards (Lead Body 1993) cited by (Armstrong 2003: 39) suggested that Personnel management is exercised as a part of full management process and cannot be viewed in isolation. Although a support activity it must be proactive. It must promote business solutions that take advantage of opportunities stemming from business issues just as it must find solutions to apparent constraints. Activities of HR functions: According to (Mithis and jackson 2006: 6) the HR function becoming transactional as organizations compete globally. Furthermore they have suggested seven key HR activities which ideally the every FR function should perform in the organization, those activities are as follows: Strategic HR management Equal employment opportunity Staffing HR development Compensation benefits Health, safety and security Employee and labour relations By combining the HRM function with business strategy, SHRM creates more efficient and effective arrangement and utilization of human resources to attain the organizational goals, and which helps organization to gain a competitive advantage. Telenor Pakistan has developed strong relationships among teams, which helps in creating high levels of coordination and therefore instigating high levels of quality and performance efficacy. This is only possible because of HR function is performing the required tasks within the organization. All the HR activities mentioned above are critical for the success of Telenor and theses activities are often displayed by the Telenor leadership at the top and the frontline managers, to create an environment in which employees can achieve the level of excellence, by not only performing their jobs effectively but also developing their skills and capabilities to the ever changing demands of contemporary organization. The main focus of SHRM is to develop the firms capability in order to deal with changes in an external environment through a better utilization of human resources. Telenor Pakistan has embedded this strategy in their core business, so the company can respond quickly to external changes. HR Function Models: There have been many attempts to categorize the work of the HR function in order to analyze its verity, diversity and complexity. One of the oldest and perhaps one of the best models was proposed by Karen Legge in 1978 cited by (Marchington and Wilkinson 2005: 131). In 1986 Tyson and Fell came up with their own building Site analogy in which they have identified three roles for the personal function. However, Tyson and Fell (1986, p24) rejected the assumption that HR assumes great maturity as it develops along the continuum. Storey (1992) forwarded another model which was updated by Caldwell (2003). This model proposes fourfold map based on two dimensions: the degree to which HR is strategic or operational, and the extent to which it intervenes and has a high profile. (Marchington and Wilkinson 2005: 131-132) Author (date) Categories for the HR roles Reasons for differentiation Legge (1978) Conformist innovator Deviant innovator Problem-solver Relating the work of HR to the values and norms of the organisation Looks for new innovation often based on social values not economic ones Identifying and resolving problems Ways to gain power and influence Tyson Fell (1986) Clerk of the works Contracts manager Architect Predominately administrative serving the needs of line managers Often where systems and procedures and heavily formalised involving industrial relations Greater integration into corporate strategy HR planning and development are important Time-span for decision-making Degree of discretion Involvement of HR Story (1992) Caldwell (2003) Handmaiden Regulator Adviser Change-market Provide a service to meet the demands of the line managers Mainly concerned with managing problems and discontent Operate at strategic level, provide support for line-managers and work to help shape policies and practices Internal consultant leaving much of HR practice to line managers Level-strategic or tactical Degree of interventionism Ulrich (1998) Administrative support Employee champion Change agent Business partner Improving efficiency within function and organisation Improving contribution commitment and engagement of workforce Improving the organizations ability to transform and change Implementing and developing the strategic plans of the organisation Level, focus and time-frame Managing processes for people (Armstrong, 2006, pp. 76-81) Ulrich in 1998 pointed out that there is sort of disconfirmation between the activities that HR perform and the real work of organization. He believes that HR should not be defined by what it does but by what it delivers. Furthermore he proposed that HR can deliver excellence in for in four different ways: (a) Business partner (b) Administrative support (c) Employee champion (d) change agent. Ulrich model for the HR function: Source: (Marchington and Wilkinson 2005: 135) Application of Models: All of the above stated models hold great value in present world, but the model that fits the Telenor Pakistan HR function is combination of these; Proposed Paradigm: Deviant Innovator Architect Regulator Change agent Employee champion Deviant innovator: Here the HR looks for new innovation driven from social values rather than economic ones. Telenor Human Capital Division plays this role by providing equal opportunities to all employees and providing flexibility in working hours where the staffs is studying or doing some other courses. Empowerment is the key in this role of HR, in Telenor Pakistan line managers are encouraged to delegate authority to their lower level, where by encouraging junior staff to gain confidence and develop their capabilities to cope the future demands. Architect: According to Tyson and Fell this is the most sophisticated role of Hr function it is concerned with grand designs at a senior level and the integration of HR into the broader business plans. Telenor HR managers display the quality of architect by creating the right culture in the organization e.g. open environment to promote speedy work and higher level of communication. Secondly operating as business managers rather than personnel professionals, those can proactively work to analyse the present and future needs of employees. Regulator: Telenor HR work as regulator by managing and resolving departmental conflicts, for example, different incentive plans for Sales and Customer services department can create discontentment among the employees, such issues are regulated by HR to compensate the staff equally. Moreover, HR develops policies practices, and level of hierarchy at which decisions are taken. Change Agent: This role of HR seeks to develop new processes culture and providing new vision to the company. Human Capital Division in HR work as change agent in a manner that it develops the organizations ability to sustain the change forces and transform vision into reality. For instance the service centres operations timings were increased from 9:00am to 9:00 pm to cater the changing demand of customers. However, to facilitate employees company has provided conveyance allowance with higher rate of pay to keep the workforce motivated. Employee Champion: HR in Telenor performs this role by working as a representative of employees by conveying the concerns of the employees to the higher management. Furthermore, as suggested by Ulrich, HR department keep regard of things by which employees are kept motivated and will to work beyond contract when needed. For example in Telenor there is IT regulated system know as service desk, if any employee has any issue he/she can log that complaint on the system and HR will take care of that issue. Source: (Marchington and Wilkinson 2005, pp 132-135) Horizontal vertical Integration: HRM Align: Alignment of Human resources simply means integrating people management decisions with a core business strategy of the organization. By align or integrating human resources management into the organisations planning process develops and promotes strong relationship between HR and management. By this action of management it ensures that the management of human resources contributes towards the achievement of desired goals of company and for any shortcomings managers are held answerable for their HRM decisions. In contemporary organization like Telenor Pakistan, in routine the work requires high level of coordination and most of the work is interdependent among the employee groups. To facilitate high level of coordination and to generate quick response all the Telenor employees are trained for multitasking with very little job description, which clearly mentions one thing at the end: Working for Telenor is better than working for department. This kind of HR structure prevents its not my job attitude and the absence of rigid work roles develops strong partnerships between different departments and create efficacy. Why to align? Study of (Miles Snow 1984, Baird Meshoulam 1988, Wright McMahan 1992) related to SHRM put high emphasis on creating fit between HR practice and business strategy. Implementation and execution of effective HR policies and the design of a HR system align with the firms overall strategy, are vital for the successful implementation of business strategies which can gain competitive advantage.(Lengnick-Hall Lengnick-Hall 1988). HR alignment increases the firm capabilities to better serve and anticipate its customers needs, aggrandizes the organisations strength to implement strategic business goals, and provides decision-makers with vital information for resource provisioning. Finally, it is important for the firms accountability. By regularly defining, maintaining, assessing and communicating HR goals throughout the organisation ensures that the management of human resources contributes towards the mission accomplishment. For any shortcomings managers will be liable for their HR decisions. There are the other areas as well where HR office contributes to align with mission accomplishment, such as HR function working as a consultant, for instance Telenor Pakistans HR office provide consultation to the manager rather than telling manager what he/she can or cannot do. (Wei, L. 2006) Horizontal Integration: One of the vital roles of Strategic HRM is create horizontal integration which aims to ensure that the different elements of the HR strategy fit together and are mutually supportive. (Hendry C and Pettigrew A, 1986: 2), also cited by (Michael Armstrong, 2006, p156). (Walker, J. W. 1992), described strategic HRM as the means of aligning the management of human resources with the strategic content of the business. Vertical integration: Vertical integration focuses on developing a reciprocity or two-way communication between strategic planners and human resource planners in organisations (Milkovich et al., 1983). Walker, J. W. 1992 in his book Human resource strategy suggested that vertical integration is necessary to provide congruence between business and human resource strategy so that it supports the accomplishment of the business. Such two-way methods of communication results in meaningful information regarding human resource being fed into the strategic planning process. Following is the graphical presentation of how the Horizontal and vertical integration creates an overall fit for the organization. Determinants of Both Types of Fit: In Telenor Pakistan Integrative strategies are executed by involving the coordination of human resource planning and the personal functions such as recruitment, training, and career management. These strategies are also practiced to minimize the cost and to instigate efficient coordination of resources to obtain their maximum output. Telenor horizontal and vertical integration goes a long way in building a team that is vibrant and well coordinated for achieving the corporate objectives and long-term goals. Moreover, Telenor practice Vertical integration, to emphasise the congruence of a HR measures with the strategy the firm is pursuing. This in long term can gain a competitive advantage for the organization. Telenor HR exercise vertical and horizontal integration by the help of following Hr tools: Clarifies goals and objectives Encourages participation Planning and organises Facilitates work Provides feedback Empowering and delegates Recognises good performance In practice Telenor HR in many ways influence the achievement of horizontal fit and vertical fit, as achieving both kinds of fits are necessary for company to performance efficiently. More importantly the vision of Telenor is HR and customer oriented which embraces the theories and models discussed above: Our vision is simple: Were here to help. We exist to help our customers get the full benefit of communications services in their daily lives. The key to achieving this vision is a mindset where every one of us works together: Making it easy to buy and use our services. Delivering on our promises. Being respectful of differences. Inspiring people to find new ways. Source: www.telenor.com.pk. Recommendations: Follow are the recommendations to improve the vertical and horizontal integration: (a) There is nothing permanent except change; likewise the top management role in Telenor Strategic Human Resource Management Strategic Human Resource Management Introduction This point of time when globalization become a natural phenomenon, bring human resource in a lime light. A large number of organizations viewed human resource as a source of competitive advantage. There is greater acceptance that distinctive competencies are obtained through highly developed employee skills, distinctive organizational cultures, management processes and systems. However, it is necessary to invest the concept with clear meaning. In todays highly competitive business environment, organizations cannot sustain excellent performance unless they develop a competence for rapid, continuous strategic change. According to Edward E. Lawler (2008) the source of competitive advantage has shifted in many organizations from reliability to innovation and flexibility. Further argue that it is a combination of the right structure and the right people that provides the foundation and tools for creating competitive and innovative organizations. Traditionally, human resource has been considered a factor only after the strategic business decisions are made. Human resource issues were not even discussed during the decision to purchase the business. One human resource executive put it succinctly when he said â€Å"the line job is to tell us where the business is going and then it is up to us to find the people to develop.† Companies like GM and AIG are some of the example when they sour large number of their stake because they had not considered the human resource implication of their purchase. However, companies such as IBM, GE, and Intel use of human resource management as an integral part of strategy formulation. Indeed, many companies have begun to require the human resource component in their strategic plan. Where they begun a great deal of experimentation and problem solving to decide what data are required, what issue should be considered, and how they can relate to the various aspect of the business. The major emphasis in strategic planning has doubtless been on formulation. This led to a conclusion up until 1980 that much time and thought had gone into analyzing and planning strategy yet very little into implementation. But after 1980 it changes to the effective implementation of the strategy. i.e getting people to do the right things to make strategies happen. In this respect, the human resource tools become central and focus. Strategic Human Resource Management Strategic human resource management is a multipart process which is frequently developing and being studied and discussed by academics and commentators. Its characterization and associations with other aspects of business setting up and strategy is not complete and estimation varies involving writers. It has been defined as: * All those activities affecting the actions of individuals in their efforts to put together and put into action the strategic needs of business. (Schuler, 1992) * The prototype of planned human resource deployments and activities anticipated to facilitate the forms to attain its goals (Wright, Macmahan, 1992) In general, Strategic human resources management is defined as the linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility. Boxall and Purcell (2003) argue that strategic HRM is apprehensive with explaining how HRM influences organizational performance. They also point out that strategy is not the identical as strategic plans. Strategic planning is the formal procedure that takes place, generally in larger organizations, defining how things will be done. However strategy exists in all organizations even though it may not be in black and white and expressed. It defines the organizations behavior and how it tries to cope with its environment. Strategic HRM is based on HRM philosophy incorporating the concept of strategy. So if HRM is a logical approach to the management of people, strategic HRM now implies that that is done on a planned way that integrates organizational goals with policies and action sequences. Coppers Lybrand (CL) consider HRM and its development as their top priority. The administration is determined in hiring and retaining skilled and competent workers. Each worker should meet the demands of the highly competitive and growing business industry worldwide. Chairman and CEO says that the attraction and retention of people, which they consider as the highest intellectual capital is the critical objectives of CL. The Basic Architecture of HR Source: Brian Becker et al. 2001 Implementing Strategy There are four generic human resource activities of all the organization 1. Selection/ promotion/ placement process Example of Chase Manhattan bank During the period between 1975and 1980 the bank underwent major managerial changes key to the bank s successful turnaround from a troubled bank in the mid -70s was a careful strategic level selection and placement of executive. Historically in banking in general and specifically at chase senior level positions were based on historical precedent with old-boy net works playing a major role. Also the tradition incident based on historical precedent with old-boy net works playing a major role. Also the tradition in banking was reward those with banker skills not those with managerial skills which were implicitly considered to be less importance .Under the stress of serious performance problems chase manhattan when the trust manager retired corporate management decide that the department whose operation had been essentially stable should focus on a more aggressive growth strategy instead of seeking a veteran banker chase hired a man whose experience had been with IBM because it was felt h e brought a strong marketing orientation to the trust department which the new strategy required. Similarly, when chase reorganized it retail banking business from a low margin operation in which the stress was keeping down costs of to a more expansionary business offering broader consumer financial services it hired because of his entrepreneurial skills an executive who had been a division chief of a small industrial firm and had a track record of entrepreneurial management experience. 2. Reward processes Good selection is the sine qua non of performance. Once people are in job and perform however they should also be rewarded for good performance. These incumbents should also be developed to improve performance and prepare them for a new position. The linkage to reward outcomes reduces or eliminates the developmental value of appraisals. Rather than an opportunity for constructive review and encouragement, the reward-linked process is perceived as judgmental, punitive and harrowing. For example, how many people would gladly admit their work problems if, at the same time, they knew that their next pay rise or a much-wanted promotion was riding on an appraisal result? Very likely, in that situation, many people would deny or downplay their weaknesses. Nor is the desire to distort or deny the truth confined to the person being appraised. Many appraisers feel uncomfortable with the combined role of judge and executioner. 3. Development process Ensuring that organization has an adequate supply of human resource talent at all levels is no easy task especially when organization is going to a rapid strategic changes. The key is to have a human resource planning system that make accurate forecast. In order to plan for the future, an accurate inventory of current human resource stock is important. This should include both the current individual performance and the future potential of an individual. 4. Appraisal process A basic human tendency to make judgments about those one is working with, as well as about oneself. The human inclination to judge can create serious motivational, ethical and legal problems in the workplace. Without a structured appraisal system, there is little chance of ensuring that the judgments made will be lawful, fair, defensible and accurate. Appraisal systems began as simple methods of income justification. That is, appraisal was used to decide whether or not the salary or wage of an individual employee was justified. In many organizations but not all appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions. Sue Peattie It has been seen that Food market continuous to grow rapidly since 1990 in UK. (Sue Peattie). In order to full fill the demand of the market, markets had to use all available marketing tools. Promotion is one of the major adapted tools to maintain or increase the sales. However, more focus remains on price base promotion. As more and more competition is coming into market. This tool needs more attention. Business tends to use different kinds of promotions to attract more and more sales. Buy one get free one free, buy three in price of one, bundle deal are good attraction for promotion. Example: â€Å"During 1972-82, US per capita consumption of variety meats (offal) reached a high of 5.66 lb in 1977 and then declined to 4.21 lb in 1982. The objective of this market test was to measure the effects of promotional and merchandising strategies on food store sales of selected beef/pigment variety meats. Promotion took place in 8 test stores of one food chain in three test markets (Salina, Topeka, and Wichita, Kansas) during three eight-week test periods (TP). Promotional and merchandising strategies tried were: (1) a special clearly designated display section for variety meats; (2) point of purchase (POP) price signs; (3) colored wall posters; (4) POP nutritional information and recipes; (5) newspaper advertising at two conventional supermarkets; (6) in-store advertising at all stores; (7) price specials; (8) personal salesmanship; and (9) product taste samples. Average weekly sales (lbs) of total variety meats increased in every test store from TP-1 to TP-2. Sales of 5 beef it ems (heart, liver, sweetbreads, tripe and oxtail) increased significantly. Retail sales increased 9.6% in the test stores compared to a 6.0% seasonal increase in purchases by all stores associated with a wholesale supplier (AWG). A seasonal decline in lbs of variety meats sold of 19.6% in test stores from TP-2 to TP-3 was matched by a 19.1% drop in wholesale purchases by all stores. Promotion in TP-2 increased retail sales over those of TP-1, but continued promotion in TP-3 did not lead to further sales increases.† (Source: http://www.cababstractsplus.org/abstracts/Abstract.aspx?AcNo=19901880256) Strategic HRM and human capital management Many writers have argued that strategic HRM and human capital management (HCM) is one and the same thing, and certainly the concept of strategic HRM matches that of the broader explanation of HCM relatively well as the following definition of the main features of strategic HRM by Dyer and Holder (1998) shows: * Organizational level because strategies involve decisions about key goals, major policies and the distribution of resources they be inclined to be formulated at the top. * Focus strategies are business-driven and focus on organizational effectiveness; thus in this perspective people are viewed first and foremost as capital to be managed in the direction of the achievement of strategic business goals. * Framework strategies by their extraordinarily nature provide unifying frameworks which are at once broad, contingency-based and integrative. They incorporate a full accompaniment of HR goals and activities planned specifically to fit extant environments and to be commonly reinforcing or synergistic. This argument has been based on the information that both HRM in its appropriate sense and HCM rest on the supposition that people are treated as assets rather than costs and both focus on the importance of adopting an integrated and strategic move toward to managing people which is the concern of all the stakeholders in an organization not just the people management role. However, the perception of human capital management complements and strengthens the idea of strategic HRM relatively replaces it. (Armstrong and Baron, 2002) Strategic HRM could consequently be viewed as the essential framework within which these estimation, reporting and management course of action take place and make sure that they are iterative and communally reinforcing. Human capital consequently informs and in turn is shaped by strategic HRM but it does not substitute it. Strategic HRM and business performance Since the mid 1990s, CIPD and others have been generating evidence for the impact of people management practices on business performance. Much emphasis has been put on the importance of ‘fit. In other words it is argued that HR strategies much fit both with each other and with other organizational strategies for maximum impact. The main areas of practice which all the researchers agreed have an impact on performance are around job design and skills development. However, CIPD work found that practices alone do not create business performance. They can create ‘human capital or a set of individuals who are highly skilled, highly motivated and have the opportunity to participate in organizational life by being given jobs to do. However, this will only feed through into higher levels of business performance if these individuals have positive management relationships with their superiors in a supportive environment with strong values. All these factors will promote ‘discretionary behavior, the willingness of the individual to perform above the minimum or give extra effort. It is this discretionary behavior that makes the difference to organizational performance. Conclusion The SHRM idea is a influential idea if function properly within an organization. HR groups are able to plan for potential growth and react to any changes that may take place. In addition, SHRM allows companies to completely make the most of their human assets to make real improvement over their competitors. This advantage comes from having the HR policies and strategies perfectly aligned with the corporate goals so that the organization has the right human capital, right remuneration packages and training methodologies to allow the employees to efficiently do their jobs. There may also be an remarkable view of HRM as an implicit part of the major strategic change Initiative, relatively as a critical stand alone component of reform. This view may now be Changing as more and more people realize the need to reform human resources management as an equal and necessary component of overall Government-wide reform and reinvention. In short, SHRM allows an organization to create a competitive advantage with their human capital by aligning their strategic goals with their HRM systems. Author Ronald Sims states it clearly when he writes: â€Å"Successful organizations in the prospect must strongly make parallel their HRM strategies and programs with the external opportunities, competitive strategies, and their only one of its characteristics and core capability. Organizations that fail to clearly define HRM strategy or competitive strategy that explicitly incorporates human resources will not be successful† (Sims, 2002, p. 30). Bibliography # ARMSTRONG, M and BARON, A. (2002) Strategic HRM: the key to improved business performance. Developing practice. London: Chartered Institute of Personnel and Development. # SCHULER, R.S. (1992) Strategic human resource management: linking people with the needs of the business. Organizational Dynamics. Vol 21, No 1. pp18-32. # WRIGHT, P.M. and MCMAHAN, G.C. (1992) Theoretical perspectives for SHRM. Journal of Management. March. pp215-247. # BOXALL, P. and PURCELL, J. (2003) Strategy and human resource management. Basingstoke: Palgrave Macmillan. # DYER, L. and HOLDER, G. Strategic human resource management and planning. In: DYER, L. (ed) (1998) Human resource management: evolving roles and responsibilities. Washington DC: Bureau of National Affairs. Cavusgil, T.S. and Zou, S. (1994), â€Å"Marketing strategy-Performance relationship: an investigation of the empirical link in export market Ventures†, Journal of Marketing Research, Vol. 58, January, pp. 1-21 Sims, R. R. (2002). Organizational success through effective human resources management (1st ed.). Westport, CT: Quorum Books. Truss, C., Gratton, L. (1994, September 1994). Strategic human resource management: A conceptual approach. The International Journal of Human Resource Management, 5(3), p. 663.