Managing the Learning Environment Essay Example | Topics and Well Written Essays - 2500 words

Managing the Learning Environment - Essay Example This student was called in the staff room and was warned due to his misbehavior. after few days the student behaved ill mannered with the teacher by saying her that she doesn't know how to communicate with the students and she has a fake accent as she was an Indian teacher. Initially, the teacher did not mind but later she took serious actions towards the student as he was diverting the mind of his classmates. His fellow classmates ignored her and did not pay much attention in the class. moreover, the other students who were sincere to the teacher wanted to join the other section as the class was always disturbed. later the teacher decided to manage the class effectively to get the grip on the situation so that she gains the attention back and make the class more interesting. instructors can talk the help of staff to handle such situations and can discuss such discussions. Many common examples of disruptive behavior are:- -Users of cell phones in classrooms -Inappropriate demands for attention -attending class late and leaving early -creating noise and disturbing the other students -inattentiveness in class(sleeping, reading, chatting and other such things which should not be done in class). -threats to harm oneself or others -monopolizing classroom discussions How to deal with disruptive behavior? †¢ The instructor should serve as a model by demonstrating respectful and responsible behavior with all interaction with students. †¢ the instructor should deal with disruptive behavior immediately ... how to communicate with the students and she have a fake accent as she was an Indian teacher. Initially the teacher did not mind but later she took serious actions towards the student as he was diverting the mind of his class mates. His fellow class mates ignored her and did not pay much attention in the class. moreover the other students who were sincere to the teacher wanted to join the other section as the class was always disturbed. later the teacher decided to manage the class effectively to get the grip on the situation so that she gains the attention back and make the class more interesting. instructors can talk the help of staff to handle such situations and can discuss about such discussions. Many common examples of disruptive behavior are:- -Uses of cell phones in class rooms -Inappropriate demands for attention -attending class late and leaving early -creating noise and disturbing the other students -inattentiveness in class(sleeping, reading, chatting and other such things which should not be done in class). -threats to harm oneself or others -monopolizing class room discussions How to deal with disruptive behavior The instructor should serve as a model by demonstrating respectful andresponsible behavior with all interaction with students. the instructor should deal with disruptive behavior immediately if this behavior isignored the behavior of the student is expected to increase. If the student behavior is irritating, but not particularly disruptive, consider talkingto the student privately, but do not shout on the student or insult the student inanyway. talk to the student calmly, if you feel unsafe being alone request any ofyour colleagues to accompany

The European Union in International Commercial Negotiations Essay Example for Free

The European Union in International Commercial Negotiations Essay Commercial negotiation is negotiation in the context of a business setting such that it involves the management of commercial activities that includes contract negotiation and project management with the sole intention of making maximum returns from the same. This process allows for the development and creation of new business opportunities CITATION Bea00 l 1033 ( Beasor Steele, 2000). The job description of commercial negotiators includes an overviewing role in the whole sales process and to some extend responsible for the implementation of a detailed business sales plan. The overall role is to make sure they retrieve the best deal out of any business opportunity. It is therefore important for a commercial negotiator to have a grasp of the customers’ business needs in order to offer the required products and services demanded by the consumer. Commercial negotiation entails the following vital functions. Conducting market research of the different products by the business, analysis of data from the sale activities of a business, provision of financial reports to the senior management of the business and also to the different stakeholders of the enterprise. Another function is the identification of new opportunities for the business, commercial negotiation also includes reviewing and assessing opportunities for new businesses. Commercial negotiators play a critical role in the maximization of the revenue from the business. Commercial negotiation thus requires one to have the necessary skills to excel in the field. One needs to have great interpersonal skills that will enable them to easily interact with people. This is important in order to win and sell ideas to the people one interacts without stepping outside one mandate. Procedural and communication skills are necessary for commercial negotiators because of the constant flow of information from team members. One should also be accommodative of other team member’s opinions that are different from dependable as a commercial negotiator. Commercial negotiators play a pivotal role in the success of any business. A successful commercial negotiator brings together control elements and definitions and operates them efficiently. This means that a successful commercial negotiator will apply leadership skills already applied in the departmental running. The role of a commercial negotiator is to blend responsibilities related to project execution, planni ng, monitoring and achievement of the desired goals. For someone to be a successful manager they should have demonstrated ability to lead others and organize work CITATION Gat11 l 1033 (Gates, 2011). A commercial negotiator needs to have contact with other required resources. For projects that need coordination between divisions and departments, a commercial negotiator with contacts outside a single department is required. An aspiring commercial negotiator should ensure and develop contacts within the organizations departments to help run a project successfully. They should also be able to coordinate a diverse pool of resources. This would be achieved by working with different people from different backgrounds and disciplines. As an aspiring commercial negotiator, one should be able to supervise and delegate work in areas alien to their background. All this is possible by having a close rapport and teamwork. Procedural and communication skills. This is because of the constant flow of information from team members. One should also be accommodative of other team member’s opinions that are different from dependable as a commercial negotiator. Commercial negotiation skills and techniques in the western world (European Union) and China For one to do business abroad he has to understand the various cultures and practices that are accepted in the process of commercial negotiation. Before travelling to the European Union one has to consider the required etiquette that is observed and required in the meetings, negotiations and business protocol. Europeans are known to be humorless, stubborn, and aggressive they also pay attention to details. A successful business has to understand the cross cultural aspects to present the right etiquette. The Europeans are strictly formal while doing business and according to them it’s wrong to swap jokes or have informal chats when working. Europe is a significant trade partner for many states. Learning to do business in Europe and understanding their business practices, culture and etiquette improves skills and success of international business men CITATION Meu05 l 1033 ( Meunier, 2005).The first aspect of etiquette in Europe’s business spheres is Organization. They are usually uneasy with ambiguity and disorder. They lean towards conservatism and conformism they don’t like uncertainty so one has to have first-hand information and facts at hand. When doing business in Europe, one has to emphasize on careful planning. One has to consult and get a consensus before presenting his idea and opinions. European commercial negotiations appreciate statistics, facts and details and there is no room for mistakes and omissions. To observe business etiquette one has to avert risk and negate uncertainty. The stress on conformity and fear of risk makes them apprehensive and they guarantee security through risk analysis. This is ensured by keen deliberation and scrutiny based on factual evidence and not intuition. They prefer written documentation as it is the safest and objective for analysis. In communication the Chinese mind their privacy and they usually divide their private and public life. While communicating one has to be formal and stick to official duty. They don’t talk about their private lives as they are protective of personal issues. They prefer their communication to be short direct and straight to the point. They consider emotions unnecessary in conversations at the work place.They don’t talk out of context as they only stick to the issue at hand. The Chinese also prefer brief greetings and that’s why they only do short handshakes When several people are being introduced they take turns to greet each other and they avoid reaching out over someone’s hand. They find it rude to greet someone with one hand in the pocket and when women enter a room the men stand as a show of politeness. The men sit after all the women have taken their seats. The Chinese etiquette requires that people are addressed using Mr., Ms or Mrs. followed by the s urname. The only people who are allowed to use the first names are family members and very close friends. The Chinese culture also insists on the use of professional titles such as doctors, academics and others. One has to establish professional titles before any meeting. They use the surnames to maintain formality and respect CITATION Lam00 l 1033 ( Lam, 2000). Punctuality is another important aspect of etiquette in Europe. Punctuality is a serious issue as they value their time. The business people are usually under a lot of pressure and they plan for their time very well to meet their daily objectives. Being late shows disrespect for people and their time, it is also a show that the person is not interested or not serious about the business deal or meeting. The punctuality is seen as a sign of commitment to the business. Europeans also don’t mix humor with business affairs. If jokes are made they should be in context and tasteful. They usually have a very strict protocol in their meetings leaving little room for humor. They believe that when jokes are made during business then the meeting seizes to be formal. In doing business with Europeans one has to plan ahead the meetings should be booked two to three weeks in advance. They have a culture where they hold their meetings between eleven to one and three to five p.m. They avoid mee tings on Friday afternoons, during their regional festivities and the holiday months of July, December and August.Their meetings in most cases are usually formal, functional and they stick to the set agenda. The set start time and finish time are obeyed by all means so everything is done within the time limit. They prioritize business as they discourage relationship building and small talks CITATION Lam00 l 1033 ( Lam, 2000). They analyze commercial negotiation proposals thoroughly while considering every detail. They ensure the information and facts are provided in written and scientifically presented. They make logical conclusion basing on the empirical details. Decisions are not made based on the subject’s charm or marketing skills but they consider concrete facts and the accuracy found in the details. The Europeans are slow when it comes to making decisions hence the proceedings should not be rushed. They take their time as they try to furnish the decisions with additional information. Once a decision is reached they rarely change their mind regarding the same. They give respect priority and they give each other personal space in the work environment. They are not allowed to touch during meetings and business dealings. They don’t mix official meeting with social issues. They prefer official dressing when doing commercial negotiations .They rarely dress in casual clothes when working. Europeans trade show participants do not wear badges. Introductions are saved until the visitor shows interest. If the introduction is made too early they consider it superficial and intrusive. Europeans also don’t give their business cards quite easily. They value their privacy and in case they hand you one it should be treated as confidential and private. It should not be passed to another person without the owner’s permission. In calling the Europeans they take it offensively when they are not referred to by their title and name. Europeans shake hands to say hello and goodbye. The hand shake should be done using a firm grip. This is a show of respect and also it depicts the appreciation of the colleague. Women are the ones to be greeted first and not while seated. The men have to stand before they greet women this clearly shows the high level of respect they maintain in the working area. They also have a culture of maintaining eye contact. This is a show of confidence and legitimacy. In Germany company stability and long term commitment are top priorities. Europeans are usually curious about the company ownership, history and the product lines. References will be requested to prove honesty and reliability. Because of all this the process may be slow and trying to speed them up is considered rude and suspicious. Importance of Knowledge on Target Culture in Commercial Negotiation The influence of cultural diversity has major impacts on work relationships in most organizations commercial negotiation. The cross cultural occurrence affects communication between employees, causing confusion and thereafter results in misunderstanding in the workplace. It is therefore important for both managers and their employees to understand the target cultures’ communication process and recognize the sources of cross cultural conflicts. Depending on how they are managed, cross cultural conflicts may have either positive or negative outcomes. It is also important for managers to develop better skills that help in handling the complications caused by different cultures. Managers should be able to convert the problems of cultural diversity into strengths of the organization CITATION Bea00 l 1033 ( Beasor Steele, 2000). This is so to avoid getting in disputes in different cross-cultural platforms. As a commercial negotiator it is important to identify and address any underlying disputes or conflicts before anything goes wrong at the workplace. I have made it clear to my employees of the expected behaviors at the work place and most importantly during their interactions with foreign customers. As a negotiator one is the greatest ally but greatest obstacle to effective management of my employees. One has to closest to the junior managers who need to adapt to the new behaviors and cultures associated with management programs. Getting supervisors and managers on board and taking the lead in supporting cultural diversity is an important aspect of my commercial negotiation skills. This will ensure that employees are given an opportunity and platform to interact and raise any issues or concerns that they might have. Most importantly, employees should be given a chance to develop their own competencies and skills for enhancing cultural sensitivity among other employees in the company. As a commercial negotiator working in a multicultural company, it has been necessary for me to develop my skills in cross-cultural conflict management which affects productivity in the long run. Cross-cultural disputes have often lead to voluntary employment termination. These conflicts resulted in the loss of working time and loss of morale CITATION Bea00 l 1033 ( Beasor Steele, 2000). References   Beasor, T., Steele, P. (2000). Business Negotiation: A Practical Workbook. London: Gower Publishing, Ltd. Lam, M. L.-L. (2000). Working with Chinese Expatriates in Business Negotiations: Portraits, Issues, and Applications. Greenwood Publishing Group. Meunier, S. (2005). Trading Voices: The European Union in International Commercial Negotiations. Princeton : Princeton University Press. Adoranti, F. (2006). The Managers Guide to Understanding Commercial Contract Negotiation. New York: Global Professional Publishers. Burke, W. (n.d.). An examination of the commercial principles of the late negotiation between Great Britain and France in MDCCLXI: In which the system of that negotiation with regard to our colonies and commerce is considered (Google eBook). Printed for R. and J. Dodsley. Fox, W. F. (2009). International Commercial Agreements: A Primer on Drafting, Negotiating, and Resolving Disputes. Kluwer Law International. Gates, S. (2011). The Negotiation Book: Your Definitive Guide To Successful Negotiating. New York: John Wiley Sons. Marsh, P. D. (2001). Contract Negotiation Handbook. London: Gower Publishing, Ltd. Pye, L. W. (1990). Chinese Commercial Negotiating Style. Hong Kong: Oelgeschlager, Gunn Hain, Publishers. Ward, D. (2012). Contract Negotiation Handbook: Getting the Most Out of Commercial Deals. New York: John Wiley Sons. Source document

Comparing personnel management and HRM

Comparing personnel management and HRM Human resources must be appreciated, located and recovered, organised and managed with great care. Sound human resource management practices are necessary for retaining effective workforce. The HR function of Hilton Hotels focuses on actions that build workforce competencies and motivation that in turn positively influence their corporate strategies and gives them a competitive advantage. INTRODUCTION 2.1 Terms of reference According to some authors, Human Resource Management (HRM) is no different from personnel management and maintains that the obvious change is a relabeling process (Legge 1989, Torrington 1989). However, the new terminology may at least rid personnel management from its unfortunate welfare image and other negative connotations Sisson (1990) and thus save the ailing function from marginalisation. Some Human Resource academics argue and maintain that new labels on old bottles may have their uses even if it is only for marketing purposes. (Armstrong 1987, Guest 1989). The aim and objective of this report is to critically analyse the human resource strategies and policies of Hilton Hotels. In order to critically analyse and evaluate the human resource methods of Hilton Hotels critically, human resource management theories and models have been discussed and related to the success of Hilton Hotels The main themes for this report are General HRM overview of Hilton Hotel, learning and development, reward systems and training and development. The ways in which their strategies and policies support organisational goals have been evaluated. Recommendations have been made in areas that require improvements. 2.2 Overview of HRM Human Resource Management emerged in the 1990s.It can be traced to Drucker, McGregor and Bennis Drucker (1955) who introduced management by objectives (MBO) proposing that managers should direct employees towards a common goal through directed leadership. McGregor (1960) advocated management by integration and self control a strategy for managing people which increases motivation and pervades the whole business. Bennis (1964) introduced the idea of organisational development (OD). He argued that people have complex cognitive and social need, they respond better to collaboration and reason rather than power based on coercion and threat; and an organisation should be based on humanistic, democratic ideas, replacing the mechanistic value system of bureaucracy. Factors such as globalisation, competition and technological innovation caused the fading of personnel management. This change increased people management which addressed more strategic issues that personnel management ignored. There was therefore the need for managers to be more strategic in terms of managing their work force hence a new way of managing people strategically. Human Resource Management can be defined as the planning, acquisition and development of human resources necessary for organisational success. (Kreitner, 1995, p. 331). French (1964) expressed the importance of human resources by saying it creates organisations and make them survive and prosper. He advocated that it is the talent and skill of employees in using other materials and energy that result in the creation of useful products and services. (Braton and Gold 2003) defines HRM as a strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies , programmes and practices. Human Resource Management involves five key models; The Michigan model of HRM (USA) ( Tichy, Fombrun Devanna (1982), Fombrun, Tichy Devanna 1984) The Harvard model (USA) (Beer, Spector, Lawrence, Quin Mills Walton 1984) Guests (1987) Model of HRM (UK) The Warwick model of HRM (UK) (Hendry and Pettigrew ,1990) Storeys (1992) Model of HRM (UK) (lecture notes) 2.3 Background Hilton Hotels Corporation is recognized around the world as a pre-eminent lodging hospitality company, offering guests and customers the finest accommodations, services, amenities and value for business or leisure. The Hilton brand has, for more than 80 years, been synonymous with excellence in the hospitality industry. Hilton is able to offer guests the widest possible variety of hotel experiences, including city center hotels, convention properties, all-suite hotels, extended stay, mid-priced focused service, destination resorts, vacation ownership and airport hotels. (Hilton webpage ). Hilton Hotels was founded in 1919 by Conrad Hilton. Hilton has 2,645 hotels offering over 485,000 rooms to the general public. Currently Hilton employs 135,000 members worldwide. Positions at Hilton range from receptionists to general managers to CEOs. The company manages property holdings under different names around the globe. These include Hilton Hotels, Conrad Hotels and Hampton Inn and Suites. METHODS 3.1 Data collection methods The data used in this research has been obtained mainly from secondary sources. Hiltons corporate website, independent websites, online journals and text books have been used. These sources gave insight into Hiltons human resource management strategies. Text books helped link HRM theory to the practices of Hilton. 3.2 Issues and challenges The first challenge encountered by the group was deciding on which organisation to choose. Several organisations came up but eventually we decided on Hilton Hotels because they had a very attractive website with a lot of information we needed to complete the report. There was also the challenge that comes with working in a group. The Elevator graduate scheme for this year has been postponed. This made it impossible for us to gather adequate information in that section for the report. There were also problems accessing information for the other graduate schemes because such information is only made available during recruitment times. There was the issue of time constraints for the report due to other assignments due in the same week. RESULTS 4.1 Business strategies Traditionally, the firm had focused on place, product and promotion, by establishing the finest hotels in the most attractive, convenient and sometimes expensive places in the world. In the new millennium, particularly after the attacks on September 11th, Hilton has gone after the mid-priced client and the more affluent lodging clientele. The Hilton hotels focuses on the brand identity and quality, structural growth, brand equity, operational efficiencies and 100% customer satisfaction guarantee when it comes to their business strategies. In 2006 a new strategy that boosted the hotels profits was to maintain management contracts rather than full ownerships. Another business strategy of the Hilton hotels was to ensure to keep up to the promises of all the connectivity demands of the Hilton guests. This was done in May 2009 as Hilton hotels connected with BT (British Telecom) and ensured high speed internet usage in 60 Hiltons across United Kingdom and Ireland. This strategy ensured Hiltons commitment to extra ordinary levels of customer services (Wolf G.M. Neumann, Area president UK). Hilton opened midsized hotel segments to mark 20 years of award winning leadership in 2004. Hiltons started carrying out 20% reductions in carbon dioxide emissions, waste output and energy consumption, 10% reduction in water consumption t o prove themselves as environment and customer friendly. 4.2 HR Strategies Goals and Missions The Hiltons want to establish themselves as a world premium choice of hotels and want Hilton to be a brand inclusive of everything. It wants to boost its international connections and mark many locations as Hilton. Hilton hotels want to operate the business in a way that provides for current needs as well as allowing future generations to meet their own needs. Hilton hotels set their annual goals based on the prior years actual results and performance. At the end of the calendar year a hotel must have achieved their goals in each of the Key Performance Indicators of the Balanced Scorecard, the Hilton award winning performance measurement system.   The Key Performance Indicators are   Operational Effectiveness,   Revenue Maximization,   Brand Management,   Loyalty, and   Learning Growth.   Their mission is To be the first choice of the worlds travelers, building on the rich heritage and strength of our brands by: Consistently delighting our customers Investing in our team members Delivering innovative products and services Expanding our family of brands Continuously improving performance in our balanced scorecard (Hilton hotels corporation). The objective of Hilton is to matain a high standard in HRM and to create a business culture which everyone can grow and develop their careers. Giving themselves a 10 year time frame, Hilton is looking to add another 1000 properties to its international decision. They intend to move into areas such as Russia where they have never been before. HR strategy involves a central philosophy of the way that people in the organisation are managed and the translation of this into personnel policies and practices.It requires personnel policies and practices to be integrated so that they make a coherent whole and also that this is integrated with the business or organisational strategy. Hilton offers comprehensive HR support for managed properties. This support includes but is not limited to all of the following areas: full review of HR systems and standards to ensure corporate and governmental compliance, compensation administration, team member relations, risk management, professional education and training, HR information systems, in-house benefits support, legal and labour compliance, HR communications and workforce planning and analysis. Our HR team is dedicated to the pursuit of excellence in every area of team member loyalty and support. Hilton follows different approaches to manage HR(Hilton webpage). Ethnocentric approach: In which central values and business practices of home country are prelevant. The criteria for valuation and control are ascertained centrally from the headquarters. Polycentric approach: In this, under the supervision of local managers, subsidiaries are developed in each every country which results in little communication between headquarters and subsidiary. Geocentric approach: it tries to involve more integration between centre and subsidiaries to ensure close co-operation between the different parts of the chain, and implement both universal and local standards for evaluation and control. (Johnson 2003). 4.3 Overview of Hilton HR practices Successful organizations keep people issues at the fore front of their thinking and at the core of their decision making and planning. At Hilton hotel they believe Only those who feel valued can truly add value. This is the ethos behind every decision they make. A highly successful organization is one that has a unique organizational culture. Hill Jones (2001) described organizational culture as the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization. At Hilton, There is a culture of support and sense of belonging that all workers of the Hilton family of hotels are made to feel at the work place. On their careers at Hilton page, emphasis has been laid on the fact that, recruits will be part of a growing company and a special family that is dedicated to a positive, productive and diverse working environment. Management looks forward to the special skills that individuals will bring to the job and at the same time, they have made an assurance that they are committed to the success and growth of their workforce. This implies that, they have in place a very good employer employee relationship at a strategic and operational level which creates job satisfaction ( see appendix A).The word family has been used considerably in their site. And if you join us, what should you expect from Hilton Hotels? Yes, you should expect to work hard, but above all you should expect to be treated as an individual, be rewarded for good performance and giving the little extra touches to our customers those Hilton Moments and, of course, enjoy your time with the Hilton family. So whether you are a seasoned professional or just starting out in this very diverse industry we would be delighted to welcome you to our family. (Hilton Hotel website). It clearly employs that there is an atmosphere of collectiveness of the workforce and a feeling of belongingness which does not only benefit the workforce but the organisation as a whole and effect contribute to satisfactory productivity, motivation and morale. It is therefore not surprising that they have one of the most enviable records of consistent international growth. Their work force is also referred to as team members. Team consists of individuals with different skills, knowledge, ideas and capabilities drawn from different background to execute a particular task. (Stuster 1996). Hayes (2002) suggests that a team is unlikely to function well unless its members are able to communicate effectively with one another and unless it is able to get over the interpersonal problems and conflicts which arise between individuals. Referring to the workforce as team members implies there is effective communication, engagement and also the influence of one another among employees and management, which enhances their performance. Engagement can be seen as ultimately about performance, because harnessing the discretionary effort of people does improve performance. If individuals are performing at their top potential, then it makes sense that teams, divisions, departments and organizations will work more effectively. Customers will receive better service, efficiency will improve, waste will be reduced, and overall performance will be enhanced (LGA, 2009:1). Hiltons HR team is dedicated to the persuit of excellence in every area of team member loyalty and support. 4.4 Training and Development The continuous learning and development of individuals are of crucial and strategic importance to organisations and thereby also to the overall economy. Organisational approaches vary greatly, but organisations that demonstrate a high commitment to HRM policies include as part of this commitment extensive training learning and development enabling them to achieve superior performance through their people. (Beardwell 2007:263). Hilton relates the success of their business to the skills, energy, initiative and commitment of their employees and team members. There is constant review of benefits available to employees to make sure they are competitive and can attract and retain the best people. (CSR Report 2005). Esprit is a Human Resource Management Programme based on Hiltons brand service standards which are truly extraordinary, focuses on courtesy, communication and guest satisfaction. Esprit helps employees develop their skills through ongoing monthly reviews, evaluation, certificates, and rewards for improving their knowledge and skills. This leads to higher employee satisfaction, higher standards of guest service and higher revenue and profits. With such great employee satisfaction Hilton International is able to recruit and retain the best in the industry and maintain high standards of people management (David LeMan, Regional Director of Human Resources Arabian Peninsula).(Hilton annual report 2002). With this approach to human capital investment and development, Esprit sets Hilton apart. It is therefore not surprising they have the worlds best hotel brand. Esprit focuses on the four Hilton core values expressed in its training manual; Customer to know who our customers are and provide them with the product and service they want. Quality that the customer is provided with an exceptional product by exceptional staff in terms of service and flexibility. People to work together and enjoy being part of a team and pulling together to provide excellent service. Profit to ensure that sales are maximized in answering the customers needs and that costs are controlled without compromising quality. (Hilton webpage) Hilton has a history of promoting from within the company. They provide opportunities for personal and professional development. Hilton believes that with their mission of becoming the preeminent global hospitality company the first choice of guests, team members and owners alike, they can only achieve this by constantly developing their workforce so that they can keep in tune with trends and developments in the hospitality industry. Hilton University is a worldwide award winning online portal available for team members to learn, train and develop. With more than 700 courses to choose from, employees can discover the best way to welcome guests, manage their time or coach a team of co-workers. This is available in different languages and a wide range of subjects (700 courses) to offer learning opportunities for staff in order for them to develop their skills on the job. It ranges from management skills, personal development courses, learning a language or financial training covering a range of skills for the hotel industry, from operational and technical to finance and general management. (Treven 2001; Johnson, 2003; Data monitor 2004; Brochure) It is a great way for staff to learn because it has been designed to help individuals learn at their own pace. It can be accessed from the hotel or office and even away from work. There are also virtual classroom sessions where staff can learn alongside other team members. Over 10,000 Hilton employees around the world have completed more than 80,000 courses at Hilton University since its inception (CSR Report 2005). This is a clear indication that a large number of employees take active part in the development programmes (appendix B). People are the only source of differentiation and sustainable competitive advantage. Essential to that is learning. Hence the director general for the IDP claimed that staff management and development will become the primary weapon available to managers to generate success (Rena, 200) cited in (Beardwell 2007: 263). The continuous learning and development of individuals are, therefore, of crucial and strategic importance to organisations and thereby also to the overall economy. (Beardwell 2007:263). Hilton has recognised the fact that majority of its team members are not English speakers. In 2003, the company gave 200 people the opportunity to improve upon their English by assessing an on line programme called Global English. This has benefited those employees involved. Most of those who had the opportunity of taking part are form developing and under-developed countries that did not have access to formal education which is often taken for granted in the West. (Brochure; Article, 200 2; Cushing, 2004). Elevator and premier class are also forms of training and development programs at Hilton (Appendix C for requirements). The aim of elevator is to develop a group of talented, internationally mobile people and fast track them to General Management positions within 5-8 years of starting the Program. It entails an initial 18 month training that consists of two international nine month placement. It is a combination of operational, all-round experience working in the 4 main areas of hotel business operations namely Business, development, Human resources and finance. There is also off the job training and business driven projects to complete. During elevator, progress is constantly assessed to make individuals know how well they are developing. Participants take part in four residential courses during the period. They will also have access to Hilton University the online learning and development tool to make use of their online business library. The elevator programme helped Hilton win the Best Development Program for Young Employees award at the 2005 World wide Hospitality Awards. Premier class is a nine month management and development program for employees aspiring to be department heads within the business. It focuses on key management skills needed to drive personnel and business performance in their hotel. Topics covered in this program include managing people and improving quality. We live in a changing world, new ideas and approaches emerge every day. Problems arise that need new solutions. This means constantly learning to keep up with the rapid change in the business environment. Hiltons learning culture acts as a source of job motivation and job satisfaction for employees which in the long run benefits the organization. 4.5 Performance Management and Reward Systems An organisations reward strategy is perhaps the area which, for employees provides the biggest bridge between rhetoric and reality. It is not only an essential tool in terms of retention, motivation and recruitment, it is an opportunity to demonstrate the culture of the organisation in a way that has real impact on employees. (Briscoe 1995; DAnnunzio-Green, 1997). Hilton believes there is the need to recognize and reward deserving and outstanding employees for their hard work and success. Employee benefit package is made up of a wide variety of features depending on the division and grade of the employee. Equilibrium is a worldwide quality initiative developed by Hilton. The aim is to ensure that individual guest needs are met and because Service quality is central to this, Esprit has been developed to embrace the key principles of employee recognition, respect and reward. HILTON INTERNATIONAL ESPRIT CLUB Only those that feel value can truly add value (Hilton hotel website) Human beings are diverse and complex and have different needs at a particular time. Therefore what satisfy one person will differ from another and also how a person is motivated depends on the needs, motive or drive of the individual. (BuchananHuzynski, 2004). Esprit encompasses a series of competitive training and development initiatives and a rewards program that gives colleagues a choice of benefits. Employees automatically become members of the Esprit club after completion of the training program. Employees are encouraged to create Hilton moments. The reward for this is Star points, bonds or certificates the currency for Esprit. This can be earned through Hilton as rewards for achievement and great guest service. The star points can be redeemed through a range of benefits. Examples are discounted hotel accommodation and food and beverage, health club membership, special rates on flights and car rental and mobile phones. Other reward systems include the the bright idea award, employee of the year or month award. Employees can also be nominated to representatives of the Hilton exchange committee, a forum where team members share ideas with the management to improve the hotel. In addition to the basic pay and remuneration received by employees, additional features are made available such as corporate discounts on hospitality services and travel. 4.6 Recruitment and Selection According to Armstrong (2005) organizations require employees with the right skills to ensure and sustain competitive advantage. Hilton believes that although year after year independent research confirm that they are the worlds most powerful hotel brand operating over 2800 hotels worldwide in more than 80 countries, in order for them to remain number one, they need to attract and develop the right people to be regarded as an employer of choice. Hilton relies heavily on the internet to advertise for candidates. They use websites like CatererGlobal.com, Milkround.co.uk, jorapido.co.uk and their own corporate website careersathilton.com. Occasionally they advertise in their annual brochures. Beardwell (2007) described outsourcing as a distinct business function from inside the business to an external third party. He goes on to say that outsourcing has become more and more common. Hilton receives over 1 million resumes annually. The company was therefore faced with the challenge of streamlining the hiring process in order for them to effectively assess viable candidates from among hundreds of applicants for specific positions. There was also the issue of administration being burdened with huge paper applications. Hilton deployed Oracles PeopleSoft Enterprise Human Capital Management Suite as Hiltons HR system of record worldwide, improving productivity, efficiency, and flow of critical data. (Oracle web site). This move helped them manage over 1.5million resumes annually, reduced administrative cost and burden, and helped to eliminate the paper based recruiting process enabling candidates to apply online. One of the ways in which they achieve this is through their award winning fast track graduate development Elevator program. THE ELEVATOR SCHEME The elevator scheme comprises of four stages selection process Stage 1- Application form: an on-line application form will have to be filled at this stage. Information such as personal details, education and work experience will be required. Based on this form, you may be invited to progress to Stage 2 of the process. Stage 2 Analytical reasoning tests: The applicant will have to go through a number of tests to assess his or her verbal and numerical reasoning ability. Based on the results at this stage, the applicant will be invited to complete Stage 3. Stage 3 Psychometric tests: This stage entails a series of tests that measure the applicants values and preferences. Successful applicants will progress to the next stage. Stage 4 Assessment Centre: At this stage, successful applicants will be accessed as in depth on several competencies. Only those who qualify will be offered a place on the elevator program. (Hilton.co.uk 28/11/09). 4.7 Managing the Employment Relationship . Beardwell (2007) described the employment relationship as containing an economic component, the exchange of work for payment but also includes a sociological dimension centred by power and authority. Hilton Hotels have their own in house team of attorneys and paralegals that provide various forms of legal support to their hotel management teams. Management of Hilton Hotels believes it is their responsibility to provide their employees with training in employment law, antitrust, privacy and ethics. Legal support is also provided in areas such as hotel operations and resources which include online answers to frequently asked questions and periodic newsletters. A prewritten specialized form of agreement is made upon employment between employee and management .This is made up of pay, working hours, holidays, and notes on grievance and disciplinary procedures. Hilton has available a panel of qualified counsel that help manage both insured and uninsured litigation. They respond to government subpoenas like wage garnishments and other legal orders made by the government. Hilton has a principle of equal opportunities based on merit. No employee or job applicant should receive less favor on the grounds of sex, religion, age, nationality, race, disability, marital status, or disability. Hilton strives to meet high ethical standards. They abide by the provision of Universal Declaration of Human Rights. Being a global hospitality and leisure company means Hilton operates in different communities and employs people with different cultures thus the workforce will be diverse. Having an equal opportunity policy works to the advantage of Hilton. This will ensure fair treatment of employees and the avoidance of discrimination. Hilton operates a whistle blowing policy which allows employees to bring acts of discrimination to the attention of senior management. Health and safety throughout operations is practiced for the entire workforce. A culture of risk management to ensure accidents and incidents is kept as low as possible. 4.8 Employment Involvement Hilton stresses much on employee involvement at all levels of the organization. For example, during the graduate development schemes, participants are assessed based on real life situations. Hilton outsourced giving Susan H.Lickert Hospitality Consulting Group (SHL) the responsibility of handling the assessment centre aspect of the recruitment process. SHL designed the process to take the form of a real hotel day to day experience. Candidates are given roles like receiving guests, taking orders etc and are assessed on their performance. This offers a true picture of the high demands in the industry that the selected candidates will go through. This level of training candidates go through prepares them for any situation they are likely to encounter when they take up their roles in the company. It also helps managers to know whether they are progressing the right and the expected way. It is not surprising Hilton has committed and talented managers in their hotels worldwide. Hiltons goa ls and values are embraced from the very beginning by the trainees and this leads to them performing as a team rather than at the individual level. With the SPARK Management program, employees are assigned senior management mentors who support and encourage them to get involved with projects and activities in the company. Employees are also invited to create career development review of what they have learned and what they hope to achieve in terms of career development within their respective departments. 5.1 HORIZONTAL INTEGRATION Whichever major city one finds him or herself there is a big chance of coming across a Hilton Hotel. Hiltons rapid expansion globally, example in the UK was based on the acquisition of competitor hotel chains like Statis. One of their strategies is gaining 1000 more properties within the next 10 years. This is linked to their HR practices. Their international expansion included the purchase of Scandinavian hotel chain Scandic. The acquired hotels are carefully evaluated to see whether their property profiles fit with the property requirements of Hilton Bran. Those that do not meet the requirements are sold. They enjoy economies of scale that lead to increased profit margins because they have the ability to leverage higher brand awareness by owning more hotels and spending more on marketing communications. They also have the opportunity of expanding operations more efficiently and quickly by gaining access to capital markets. (Bowie 2004). 5.2 VERTICAL INTEGRATION To add value, HR needs to achieve vertical integration. Hiltons business strategy, organizational culture and values impact the vertical fit. Hilton has very clear and certain strategic goals and this helps them in achieving a better vertical fit. They are able to merge their Business strategy into designing of HR practices that are compatible with their strategy. Hilton continues to demonstrate that building a satisfied and valuable workforce is not a quick-fix procedure, but an integrated approach that permeates through every aspect of the organization. Hilton tries to recognize the importance of employ

General Education Essay -- essays research papers fc

With living costs as high as they are in this day and age, it is completely unreasonable to expect the average individual to squander already limited resources. Receiving a bachelor’s degree today requires an assortment of classes that often are not directly related to one’s career objectives. For some, they find this to be an enjoyable adventure, broadening their knowledge and learning about new aspects of life, but for others this is just burdensome. However it is looked upon, the college curriculum still requires a diverse selection of courses to develop well rounded, responsible individuals, but in turn creates added pressure upon students. Is it the job of secondary education to start developing all inclusive students who have been familiarized with a broad range of subjects? Is it fair that some children are able to afford private education and expensive tutoring with a one on one basis? The government needs to step in on this matter because the children who are growing up now are going to be this countries future. The rich are always going to be well educated because they can afford it. There needs to be government programs that provide free tutoring and counseling for the underprivileged. But the way things are going this will never happen because education is almost always one of the first things to be cut. One of the greatest sacrifices of college is the money required to attend. The Education Statistics Quarterly says: One of the biggest concerns for many families is how they are going to pay their children's college expenses. In academic year 2002–03, the average total price for full-time undergraduates to attend 4-year institutions—including tuition, fees, room, board, books, supplies, and other education expenses, as estimated by the institutions—was more than $12,800 at public institutions and almost $28,000 at private institutions (College Board 2003a). Over the past decade, inflation-adjusted tuition prices at public and private 4-year colleges and universities jumped nearly 40 percent, while the median income of families with a head of household 45 to 54 years old (those families most likely to have traditional college-age children) rose only 8 percent (College Board 2003b). Such price increases have made it much more difficult for families from nearly all income levels to pay for college. Researchers have, for many years, wondered how... ...eir general education courses. This mentality is not healthy. Not only are general education classes required, they are necessary for the development of well rounded citizens. It may cost a little more but what is a pretty penny compared to ones future. These courses are also valuable because it allows students to sample other aspects of life that they may find more interesting than his/her initial major. General education is quite valuable for the development of a fully literate society. For the development of cultured, interesting individuals, general education must be viewed as a necessity. Works Cited Kirsziner Laurie G. and Mandell Stephen R. Patterns for College Writing, Bedford/St. Martin’s Boston, New York Kozol Jonathan. â€Å"The Cost of an Illiterate Society.† From Illiterate America by Jonathan Kozol. Copyright 1985 by Jonathan Kozol Zinsser William. â€Å"College Pressures.† From Blair and Ketchum’s County Journal, Vol VI, No. 4, April 1979. Copyright 1979 by William K. Zinsser. National Center for Education Statistics http://nces.ed.gov/programs/quarterly/vol_5/5_2/q2_4.asp 1990 K Street, NW, Washington, DC 20006, USA, Phone: (202) 502-7300

My Native Town

My native town is Mandalay it’s also well-known as a culture city of Myanmar. Mandalay is Upper Myanmar's main commercial, educational, health centre and considered the centre of Burmese culture. Mandalay is Located in the central dry zone of Myanmar and on the east bank of the Irrawaddy River. Its also surrounded by Sagaing Hill, Shan Yoma Hill, Kyut Sae Hill and Mandalay Hill. My native town is the second-largest city and the last royal capital of Myanmar. King Mindon founded Mandalay and the royal palace, Mya Nan San Kyaw as a new capital at the foot of Mandalay Hill in 1857. When it was founded in 1857, the royal city was officially named Yadanabon which means â€Å"The City of Gems†. King Mindon also founded the Kuthodaw Pagoda, the Thudhamma Zayats and the library for the Buddhist scriptures. I'm always proud the glory of Mya Nan San Kyaw Palace and Mandalay Kyone. That's a trademark of my native town. Mandalay is famous with the places such as Maha Muni Pagoda, Kyauktawgyi Pagoda, Kuthodaw Pagoda, Shwenandaw Monastery and Atumashi Monastery. Mandalay is Myanmar's cultural and religious centre of Buddhism, having numerous monasteries and more than 700 pagodas. That show my native town is very devout in Buddhist religious. Moreover, Mandalay is well-known in the world by The World's Biggest Book, located in Kuthodaw Pagoda and U Paing Bridge. Most of the famous authors and artists in Myanmar were emerged from Mandalay and they served our traditional culture not to disappear and created new cultural tradition to our generations. Therefore, no matter how much the globalization wave is influenced in Mandalay, Mandalay always has a sense of our Myanmar people's culture and overwhelmed the religious beliefs.

The Granite Prize Summary essays

The Granite Prize Summary essays New Hampshire is a state that would be very important to this years election. The state had been Republican but this year, Democrats are striving to steal New Hampshire from the Republicans. Last election, Bush won by 1.27% of New Hampshires votes, a close election that could very possibly be a Democrat victory this year. New Hampshires average income is fourth highest in the nation. The state is moderate on most social issues and its politics are more liberal than most republican states. For example a majority of New Hampshire supports gay marriage including 35% of republicans. Right now 38% of the people are registered as independents, 37% Republican and 26% Democrat. New Hampshire is full of people who dislike taxes, currently there are no state income tax or sales tax, however a Democrat president might threaten that. In a recent survey by the University of New Hampshire, only one third of the adults in the state was born there and a quarter were from Massachusetts. So as the new generation of voters take place, it will be difficult to predict who they might support in the next election, but they are definitely more liberal than the New Hampshire natives. Iraq is also a prominent factor in New Hampshires election choice and perhaps for all of America. Many believe that anybody but Bush will discontinue sending troops to Iraq. This mindset, however, might not be the winning ticket for Kerry. Furthermore, Kerry is still somewhat undefined to the people of this state, and Bush has a clearer platform. Kerry must win 90% of Democrat votes, about 15% of republican votes and 2/3s of independent votes to sweep New Hampshire. This will be challenging, but at this point it is hard to predict the outcome of the states votes because of the states changing demographics and our current situation with Iraq. ...

Analyse The Tourism Industry In Malaysia Tourism Essays

Analyse The Tourism Industry In Malaysia Tourism Essays Analyse The Tourism Industry In Malaysia Tourism Essay Analyse The Tourism Industry In Malaysia Tourism Essay Travel and touristry is chiefly for diversion, leisure or concern intents. Tourism is really of import to the cordial reception industry as it is the chief support of the gross is lodging. From the position of the touristry industry, every section of the industry depends on the others to supply a complete and satisfactory travel service and experience to travellers. Therefore, these people are considered to be tourers ; on a visit that is impermanent and short term. These organisations include to hotels, theoretical accounts eating houses and resorts. There are two types of touristry which is domestic touristry and outward touristry. Domestic touristry is like those people which take vacations or a few yearss trip in their ain state. Example like a household is visit to another portion of the state. Outbound touristry is like those people which travel off from place and visit to another state for leisure or concern intent. However, no affair what type of travel it is, these people wi ll ever stop up in saying in housing. Answer for inquiry 1 In the present, the touristry is extremely diverse and disconnected. It economic system passes all facets of the cordial reception industry that serve for the client demands and wants. From the position of the touristry industry, every section of the industry depends on the others to supply a complete and satisfactory travel service and experience to travellers. This mutuality shows the complexness of the travel and touristry industry, and provides a challenge for directors. Imagine that we do non understand as the hereafter directors, the relationships among all sectors of the travel and touristry industry, we can non foretell the alterations in other parts of the industry and the ripple effects of these alterations on the full industry. There is besides a major ground why a travel and touristry class is normally offered to hotel and restaurant direction big leagues. This is the fact the apprehension of the travel and touristry as a functional system can better the pupil s positions on the industry in order to analyse tendencies in the industry better and develop aggressive and successful cooperation with other sectors of the industry. Other than that, in the modern sense of the universe to go until the agricultural revolution occur when worlds settled husbandmans and built their lasting places. In other major historical events would hold been outlined and debated since the agricultural revolution. In add-on, a assortment of touristry subjects, authorities, and if you have studied in industrial applications in the countries of great societal topographic point where this cultural, economic, because of the impact on the environment. The touristry industry after the Second World War the planetary industry and became a leisure experience. Modern mass touristry is a major first 50 old ages of the 20th century, technological, economic, societal and merged as a consequence of a series of alterations. Technically, the debut of commercial jet travel has become faster and more comfy. Car, which means another advanced technological progresss in the history of travel. Attractions, transit systems, there are several ways to develop touristry industry in Malaysia is the Ministry of touristry publicity. Plays an of import touristry attractive force is the function of touristry development in Malaysia Program rating and development of touristry resources will increase the attraction of the fin ish, to make a good image as the end. There are three touristry attractive forces in the natural landscape, cultural and historical attractive forces and the chief facets of the subject park. Natural attractive force is normally made of natural admirations, and physical comfortss. Natural admirations are nationally or internationally recognized functions and dramatic physical belongingss in the mark country, such as: canons, rivers, mountains, waterfalls and etc besides being celebrated for its natural beauties, other physical installations, such as watercourses, forest, beaches, lakes, and others can be to the full exploited for touristry sight visual perception and recreational activities. Natural attractive forces entice travellers because of the beauty, relation and inspiration they provide. In assorted parts of the universe, our cultural and historical attractive forces can be found to be both touchable and intangible signifiers of human civilization. Concrete edifices and artefacts reflect the aspirations of certain groups of people that live in topographic points with cultural values. Intangible signifier, such as imposts and music are a manner of life revealed a peculiar society. Cultural and historic attractive forces, touristry attractive forces that appeal to the tourism`s cultural significances. By adding cultural and historical attractive forces are extended. They can be a impermanent event`s suspirations and lasting sites. Attractions lasting site can be based on touristry trial throughout the twelvemonth. These can include sites such as museums and historic temples. Otherwise, it has been staged for tourers, such as smoking to certain times of the Chinese New Year Parade in Kuala Lumpur impermanent event topographic point. Vanished civilisation cultural, historical attractive forces, about people and / entreaty to those that are inspired by modern-day or long acquisition. Natural, cultural or historical subject Parkss are magnets for finishs. They are the springs that pushed a big portion of humanity travel for centuries. Therefore, the Department of the touristry industry in Malaysia will be advancing these kinds of facets of the universe. Theme park amusement can besides be called unreal. Subject Parkss are developed specifically for touristry ingestion. In add-on, the subject Parks offer visitants a really thematic and travel experiences presented which is filled with merriment, emotion and exhilaration. Theme Parkss like Genting Highlands, Lost World and Sunway Lagoon are good known subject Parkss in Malaysia. Three were some new subjects for the park development in recent old ages. The Ministry of Tourism Industry in Malaysia must construct H2O Parkss in the subject Parks because it is one of the most dynamically developing amusement and H2O Parkss should be combined with slides and pools of H2O. Education and nationalism were besides of import i ssues of touristry development in recent old ages. By add-on, a chief of the industry concerns travel and touristry traffic in individuals by aeroplanes and rental autos. The motion of people off from their lasting abodes is facilitated by assorted conveyance manners. The development of conveyance systems has had a considerable impact on the altering landscape of the travel and touristry industry. The velocity and handiness are two specific parts that modern transit has made the addition in travel and touristry. Speed of motion is an of import factor in travel because of clip restraints on many travellers. With the debut of jet aircraft engine, the side by side trip was shortened to several hours. The high velocity of motion allows tourers to see many finishs in a comparatively short clip. Therefore, the Department of the touristry industry in Malaysia should supply these types of conveyance for people populating in Malaysia. The planetary air hose industry is a multibillion-dollar industry. Harmonizing to Boeing Company estimates the world-wide growing in air traffic over the following 15 old ages expected to be about 5.2 per centum per twelvemonth on norm. This rapid development of Malaysia commercial air power industry creates immense demand for airport substructure development, aerospace, and lodging and providing concerns in Malaysia. The publicity has become an progressively of import portion of any concern in this period. The intent of the publicity of touristry in Malaysia, to give messages about merchandises and services came to Malaysia in order to promote aliens to develop trueness to merchandises, frontward the message to people all over the universe have focused on. If they are willing to give some particular price reduction household who deserve non desire so much will now be possible to cut down a ticket for a vacation to Malaysia because of the purchase monetary value. Will assist to come and see hammering to win the circuit, fans can besides travel on circuit with them and follow them about. How to increase the touristry in Malaysia? Giving price reductions for vacations, price reductions for seniors and kids. Sometimes a household s parents or kids want to travel at that place to take on vacation with them is non possible because of the high monetary values of air tickets. Fragmented industry is really diverse to cover all the demands of concern people who are off from place get downing travel and touristry. All cordial reception concern, travel and touristry industry is an built-in portion. Common support, all sections of the industry in Malaysia, and so unite to organize one of the taking industries in the universe. Significant economic impact in the industry will go on to pull enthusiastic support from the community concerns and precedences around the universe. In add-on, the touristry industry is one of the universe s largest generator of occupations, authorities touristry bureaus, circuit operators, offers a broad assortment of calling chances such as travel agents. As seen in history, going deep and profoundly rooted in all civilizations around the universe. The demand for travel took ; delight alter the political, societal and technological tendencies. However, travel and concern activities are the chase of modern-day civilization will go on to turn quickly. Malaysia s touristry ministry, we are turning, disputing the industry to take part in, beckoning to take the industry in the undermentioned centuries, most of the touristry industry to develop the travel and touristry industry in Malaysia You must do an attempt. Decision The lower working category, so come on vacation to promote household, to let price reductions for flights of Malaysia. Along with a get downing point for flights to all clients that help to advance touristry in Malaysia. The tourers come on vacation with the childs and grandparents can non they afford a ticket because so many has been a job and they can frequently travel on vacation so they can non. Children and the aged get a price reduction on ticket monetary values tourers encourage tourers to come in for a particular price reduction. Give particular bundles for tourers, for illustration, and tour usher to assist you happen your manner. Give the best experience they can acquire the tourer. Question 2 What is felicity? What constitutes felicity for one and non for another Introduction What is happiness? Happiness is something everyone wants to hold. You may be successful and have a batch of money, but without felicity it will be meaningless. So we should understanding what felicity is will give us good land upon which to construct our treatments, at the same clip felicity besides representative the intent of life, the whole purpose and terminal of human being. ANSWER FOR QUESTION 2 What is the intent of life? It is to go happy. Whatever state or society people live in. , they all have the same deep desire: to happy. Yes, there are few ideals as hard to hold on as that of felicity. In our day-to-day life we constantly see felicity and sadness, but we are still rather nescient as to what felicity truly is. A immature friend of mine one time spent a long clip seeking to calculate out what was good luck, happy, particularly for adult females. When she foremost saw her by opportunity on it as a affair of more financially hedged or marry. ( The position into Nipponese society so the felicity of a adult female had been found merely in matrimony. ) But a expression at friends who were married proverb her, that matrimony did nt `t needfully warrants felicity. She saw twosomes who are passionately in love suffer strife shortly after their nuptials was. She saw adult females who had married work forces with money or position but fought invariably with their hubbies. Gradually she realized that the secret of felicity in constructing a strong inner ego that no survey or exigency could destroy were. They saw that felicity for everyone whether adult male or adult female non merely through formal instruction or wealth or of the matrimony. It begins with the strength to face and suppress one s ain failing. Merely so does it go possible to populate a truly happy life and bask a successful matrimony. She eventually told me: Now I can state with assurance that does nt ` t exist in the yesteryear or hereafter happy It merely exists in our province of life right now, here in the present, as we meet the challenges of day-to-day life . I would hold wholly. Are you enduring from hurting or you feel if you know the joy of his best. These things are non known to others. Great wealth, even though the adult male has won legion awards and acknowledgment of societal enduring indefinable yet, concealed deep in his bosom. On the other manus, the simple life entirely, adult females are non economically disadvantaged elderly ; the rise in my head every twenty-four hours, the Sun may experience joy and felicity. Happiness is non problem-free life, the strength to get the better of the job we have to walk the route. Like a life without a job. Trouble is ineluctable. However, the manner we experience, we rely on to react to our jobs. Buddhism teaches that felicity and sadness are the duty of each of our ain. Our energy energy or life force is the sum we are we are really the most of import factor in finding whether the content. True felicity is in our province of head is supposed to be found. This does non be across some distant mountains. It is within you yourself. How much you get off from yourself is non, delight attempt. And wherever you go, if you are weak, enduring will follow you. You have to dispute your failings, can `t alter yourself from within you do non happen felicity. Challenges confronting us in life, the rise in forepart of the climbers, you can compare a tall mountain. The musculus, reflecting weak and non equal preparation for those who are slow, every inch of the ascent will be filled with fright and hurting. The same mountain, but are strengthened by changeless preparation of the weaponries and legs, a thrilling journey for those who are prepared. At each measure up to the forepart, beautiful, you ll see a new position Happiness is to be found in the dynamism and energy of your ain life as you struggle to get the better of one obstruction after another. This is why I believe that a individual who is active and free from fright is genuinely happy. My instructor used to speak about two sorts of happiness- comparative and absolute felicity. Relative felicity is happiness that depends on things outside us: friends and household, milieus, the size of our place or household income. This is what we feel when a desire is fulfilled, or something we have longed for is obtained. While the felicity such things bring us is surely existent, the fact is that none of this lasts everlastingly. Thins change, people change. This sort of felicity shatters easy when external conditions alter. Absolute felicity, on the other manus, is something we must happen within. That we are neer defeated by the trial means that the province establishes a beginning of joy in populating life merely. Is this something we are losing what may be what happens around us or affair is maintained. Deep sense of joy, may be present in the interior ranges of most of our lives, it can non be destroyed by any external force. It is unlimited everlastingly. Happiness is comparative, based on comparing with others. We are happy with a new or larger house than your neighbours might experience this sort. However, the feeling, the minute they start to do alterations to miserable in their new add-ons. The sort of satisfaction is to be found in consistent and perennial attempt, so that we can state, Today, once more, I did my very best. Today, once more, I have no declinations. Today, once more, I won. The accrued consequence of such attempts is a life great triumph. One friend whose dramatic life proved this was Natalia Satz, who founded the first children`s theatre in Moscow. In the 1930s, she and her hubby were marked by Soviet Union`s secret constabulary. Even though they were guilty of no offense, her hubby was arrested and executed and she was sent to a prison cantonment in the frozen deepnesss of Siberia. What we should compare is non ourselves against others. We should compare who we are today against whom we were yesterday, who we are today against whom we will be tomorrow. While this may look simple and obvious, true felicity is found in a life of changeless promotion. And the same concerns that could hold made us suffering can really be a beginning of growing when we approach them with bravery and wisdom. Decision Today, this universe is the desire to be happy all the people, and even of people immature and old. All people want their life with all people with meaningful intent. It is in our day-to-day lives, we experience happiness and unhappiness every bit good as ever, we is still rather nescient as happy. Happiness is non problem-free life, the strength to get the better of the job we have to walk the route. Otherwise, true felicity is found in it, doing our province of head it. This does non be in the distant mountains across several. If we are weak, even where we go, our agony will follow. If you do non dispute our failings, we change ourselves within it can non happen felicity. Happiness is baronial and best in the universe is pleasantest. Therefore, we are happy every twenty-four hours, we need to bask life every clip.

CultureWorks ESL HRM Challenges

CultureWorks ESL HRM Challenges Abstract CultureWorks ESL School has existed since 1998 in Ontario, Canada. Unlike the conventional ESL schools, CultureWorks provides international students with a letter of conditional acceptance to the University of Western Ontario and other affiliated University colleges, which gives international students an opportunity to study in Canada.Advertising We will write a custom report sample on CultureWorks ESL: HRM Challenges specifically for you for only $16.05 $11/page Learn More The school as experienced a tremendous growth in the recent years because of an increase in the number of international students in Canada, especially in the Ontario region. The institution’s conditional offer gives international students an opportunity to study in a well-known university in Canada. A strong teacher team has helped CultureWorks to earn a favourable reputation throughout the world. As a result, CultureWorks expanded its business to Ottawa in collaboration w ith the Carleton University. However, many challenges have emerged during the expansion. For instance, there is a strained relationship between employees of CultureWorks and those of Carleton University. This research explores challenges that face CultureWorks because of a rapid expansion and collaboration strategy. In this regard, the research applies human resource management (HRM) principles to highlight challenges of sustaining the growth and proposes recommendations for effective management of partnership and strained employee relationships. Introduction Many organisations struggle to meet the dynamic needs of their customers as they react to changes in markets. Meeting customers’ needs and beating competitors require an appropriate use of internal and external relationships, which ensure that an organisation has the potential to sustain its objectives and emerging growth initiatives (Rastogi, 2000). The strategic need to collaborate with other institutions and people is now a crucial factor of success in a highly dynamic and competitive environment. Organisations should collaborate with others in order to capitalise on accessibility and resources they lack. Therefore, building a successful organisation in a competitive global economy requires firms to form strategic alliances for mutual benefits. In this regard, firms should create a partnering culture in order to facilitate collaboration with other partners.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Partnership and alliances have a great potential in promoting growths of organisations. CultureWorks and Carleton University should rationalise and combine their facilities, operation, and functions in order to maximise efficiency and service delivery to students. Such affiliations have effects on cultures, norms, and practices of both institutions. The main aims of collaboration were to enco urage enrolment of many students, create synergies, provide a global reach for foreign students, develop a critical mass, facilitate and sustain growth strategies, add core competence of instructors, and finally leverage on external talents, expertise, and technology of other institutions. Challenges that CultureWorks and Carleton University experience during the integration of employees are numerous. One would expect such a deal to bring about a fast growth without strains. However, most of such initiatives fail to meet their objectives. We can attribute some cases of failures to market conditions and financial difficulties of organisations. Still, we can trace causes of failures to neglected human resource challenges in both organisations. Organisations can only realise such growths when information flow freely, but this can only occur when there is a trust among employees. However, this is not the case at CultureWorks and Carleton University. Both institutions have faced internal employees’ challenges because of various reasons. The strained relationship that exists between the two institutions can derail growth strategies of both. It can also have impacts on employee morale, retention, communication, job security, and promotion. However, these are challenges associated with sustaining growth in growing institutions. In this context, the role of the HRM is crucial for both organisations. HR Issues between CultureWorks and Carleton University A number of reasons exist to explain causes of failures in organisations during partnerships. However, the most important area in the process of collaboration is managing human resources in order to retain them and provide opportunities for effective collaboration for increased performance. Under such circumstances, CultureWorks will not meet its objectives in the collaboration programme. Affiliation and partnership strategies have become growth strategies for many organisations. However, most of them usually fai l in the integration process.Advertising We will write a custom report sample on CultureWorks ESL: HRM Challenges specifically for you for only $16.05 $11/page Learn More Findings have shown that some failures result from the inability of employees to embrace and adapt to the new environment or because many employees leave organisations during the process. Thus, managing employees’ issues can ensure that CultureWorks and Carleton University meet and sustain their growth strategies (Kleiman, 2000). Some of the problems from employees, which both organisations faced, were management challenges, loss of talents, differences in organisation cultures, and ineffective management of change and sustainability of change. All these challenges have direct impacts on strategic HRM. Cultural differences and organisational practices could be the most challenging aspects to both organisations. In most circumstances, the HR department has limited roles during the ne gotiation of partnership deals between organisations. This may explain why organisations do not consider their cultures, practices, and employees during negotiation processes. Affiliation has effects on both employees of CultureWorks and Carleton University, and measures to manage such effects could create a strong team, business model, and success for both institutions. The roles of HRM By identifying and developing appropriate response mechanisms, the HR manager can create long-term strategies for success of CultureWorks. On the contrary, failure to take any action can result in the failure of expansion strategies of CultureWorks. It is the role of the HR manager to put the right employees at the right positions. Therefore, effective selection and assessment of employees’ capabilities, especially in leadership positions can facilitate employees’ integration in both institutions. HRM must also account for employees’ integration processes for effective operation between the two institutions. HRM must encourage effective communication between the two organisations. Communication is the main factor to successful organisational during growths and formation of partnership. The purpose of internal communication is to let employees know of the ongoing organisational strategies and possible changes in the institution.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is a challenge to initiate cooperation among employees from different institutions. Therefore, constant communication is necessary in order to establish how employees think about the ongoing partnership with other institutions. This process should be the start of understanding differences in organisational culture between the two institutions. Communication is critical during this process. However, there might be problems with information to communicate due to confidentiality, the kind of information to communicate, especially in a case where trust does not exist among employees. The HRM department must develop a communication guideline for internal communication during the integration process. The blueprint should provide effective communication channels for employees from both institutions. CultureWorks and Carleton University have different cultures, which they have developed over the years. The issue of a sub-culture is a major problem to the HR department when organisations form a team. This is the most difficult area to comprehend because every institution aims at building and instilling unique culture among employees. Therefore, the HR must initiate effective cultural integration mechanisms in order to eliminate barriers within the two institutions. For instance, CultureWorks is a private institution that has limited information in the public domain. On the other hand, Carleton University is a public institution that offers ease of gaining access to important information for employees and visitors on its Web site or institution. Therefore, such differences between public and private institutions are potential sources of organisational conflicts. The HR manager must anticipate organisational culture challenges. Consequently, the department must develop effective strategies of overcoming differences in practices among employees of the two organisations. Employees must understand that organisational practices are dynamic because of changes and growth of the institution. Therefore, it is appropriate for the HR department to determine the level of integration between employees of the two institutions. This is possible by understanding employees’ behaviours and key factors, which influence their behaviours towards other employees. Managing and sustaining changes among employees during organisational growth are a part of the HR roles. In order to achieve optimum results from the partnership, changes in the organisational operation, structures, employees’ roles, compensation, and management of employees are necessary. Change in itself is a problem to the institution, as well as the employees. Effects of changes can cause confusion among employees. Therefore, a proactive HRM is necessary to avert possible negative outcomes. Cultureworks should understand effects of changes among its employees. The organisation can avoid some challenges through effective communication in the organisation. For instance, CultureWorks should a rrange changes in the leadership structures, roles, and transfer of employees to Carleton University. It is also important to recognise central elements that drive change within the institution. The HR manager must encourage participatory approach in which senior executives and line managers take active roles in change processes. Employees from both organisations can development resentments if their managers come from different institutions. This situation may lead to resistance among employees of the two institutions. Employees’ commitments and behaviours to facilitate collaboration between the two institutions depend on effects of change on their roles. This raises the issue of consultation with the affected employees. Employees can only commit to change processes if they will not interfere with their terms of services. Any change that alters work schedules, locations, reporting lines, organisational cultures, and management styles may not be favourable for many employees. Issues have also emerged based on decision-making processes with regard to management of employees’ talents. However, the role of HRM remains critical to successful growth of CultureWorks. In this context, we can focus on two roles in order to understand how HRM can facilitate growth of the institution. First, the HRM must understand the ongoing changes and model the organisation through these change processes. This implies that as CultureWorks experiences changes based on its growth strategies, various HRM problems shall emerge, and there is a need to control them for effective transition during this period. HMR must ensure that the institution assigns the right employees to the right departments. The HR manager must ensure that collaboration does not result in loss of employees. Therefore, effective retention and employee development systems can avoid such impacts. Second, HRM functions should also focus on using its employees to create competitive advantage. According to t he resource based view, organisations can attain competitive advantages if their employees meet certain requirements. In this regard, CultureWorks must use its rare skills and knowledge in employees to create competitive advantage and growth. Such skills and knowledge are difficult for competitors to imitate. Therefore, the organisation can sustain its growth strategies by using its human resources. In this regard, the role of HRM involves planning human resources from attraction, recruitment, retention, and deployment to various departments or locations (Noe et al., 2012). However, we have to note that the institution cannot achieve and sustain growth and competitive advantage from the HRM roles alone. Such achievements and sustainability depend on the way employees commit and implement strategies. Therefore, the team must have management abilities to implement HRM initiatives in ways, which make them inimitable and specific to CultureWorks. Still, CultureWorks strategies for maint aining its growth strategy must focus on developing employees and adopting favourable HR practices during the transition (Wan, 2007). This shall ensure that the institution avoids employee challenges from collaboration with other institutions. Conclusion CultureWorks has experienced a rapid growth in the past few years due to the increasing number of foreign students, who seek the best letters of acceptance in Canada for higher education. Consequently, the institution has collaborated with Carleton University as a strategy for growth. However, there are strained employee relationships and other challenges, which result from change processes. Growth has strained CultureWorks resources, and it has to collaborate with external partners. However, the HR department failed to prepare employees adequately for the ongoing expansion and changes. This created pressure on employees as they reacted to such changes. Outcomes were strained relationships, communication challenges, and issues of in tegrating organisational cultures and practices. Therefore, managing such a rapid growth requires management of change too. HRM policies and practices must also account for such changes, growth strategies, and collaboration with other institutions, especially with regard to employees’ relationships. This can avoid possible losses of employees and resistance to change efforts. Moreover, CultureWorks can sustain its growth strategies through HRM processes and practices, which favour collaboration with other external institutions. Recommendations CultureWorks should consider the following suggestions in order to facilitate growth and improve employee relationships. At the same time, they will ensure that CultureWorks sustain its growth strategies and retain its employees. CultureWorks must develop clear business strategies for collaboration with other institutions. The process must involve inputs from the HR department. Both organisations must communicate collaboration strategi es to their employees. HRM must conduct a thorough study of organisational cultures of both organisations and identify cultures that can work for both Management of diversity in both employees and institutions are crucial for success HRM must identify employees competence and assign new responsibilities based on the ongoing transformation in the institution CultureWorks must create a strong communication culture in order to eliminate cases of job insecurity and fear among its employees. At the same time, the institution should develop a communication channel for its employees and employees from the other institution. Change management is necessary during growth and collaboration with other institutions The institution must engage senior executives in formulating growth strategies and implementation processes HRM must keep employees morale high and implement different methods of employee motivation, especially those affected by collaboration initiatives References Kleiman, L. (2000) . Human Resource Management: A Managerial Tool for Competitive Advantage. Cincinnati: South-Western College Publishing. Noe, R., Wright, P., Hollenbeck, J., Gerhart, B., and Eligh, L. (2012). Human Resource Management: Gaining a Competitive Advantage, CDN Edition. Toronto: McGraw- Hill Ryerson Ltd. Rastogi, P. (2000). Sustaining Enterprise Competitiveness: Is human capital the answer? Human Systems Management, 19(3), 193-203. Wan, H. (2007). Human Capital Development Policies: enhancing employees satisfaction. Journal of European Industrail Training, 31(4), 297-322.

Business Ethics Essay Example | Topics and Well Written Essays - 500 words - 2

Business Ethics - Essay Example Maximizing profits should not be the main focus of any business. 2. Argument for Social Responsibility There are many stakeholders in an organization. Some of the important and direct ones are; shareholders, customers, employees, vendors. The usual approach that is adapted by corporations (and advocated by Milton Friedman in the chosen article) is to increase the value for the shareholders and maximize profits as much as possible. John Mackay stated in the chosen feature that maximizing profits would not be the objective of stakeholders like employees and customers. Therefore, a business model should aim to provide value to all of their six stakeholders; customers, employees, shareholders, suppliers, societies, environment. This forms the basis of social responsibility. The following are some of the benefits of an ethical approach to manage business: Increases the motivation of the employees Produces better service and products for the customers as per their requirements Earns a posi tive image for the company Attracts new employees Benefits the communities and environment ‘Capitalism’ has been made notorious due to the concept of maximizing profits at all levels. This concept can be marketed in a better manner if it is realized that all constituencies need to be catered in the management of any business.

Tragedy and Survival of the Armenian Church Essay

Tragedy and Survival of the Armenian Church - Essay Example Thus in the nineteenth century the country was divided by Russia and Turkey. The years under Russia and Turkey were marked with genocide and oppression. Difficult was the life of the Armenians under the Turkish rule. They were treated as servants of the Ottoman Empire, suffered constant attacks of the Muslim bands and were deprived of the basic human rights. The interference of the Western Powers trying to protect the Christian nation did not help much, all the edicts promulgated by Sultan being not supported by any concrete measures. Little effect was produced by international San Stefano and Berlin treaties of 1978. The situation became only harder, so that in 1890 the Armenians organized the forces of their own, those being political parties Clarion and the Armenian Revolutionary Federation. However, this only served as a pretext for massive massacres organized by Sultan Abduhamid. The massacres of 1894-1895 in the province of Mush brought away lives of many Armenians, and nearly 100,000 took refuge in Russian Armenia, The Balkans and Americas. In 1909 the massacre in Adana again brought away lives of the Armenians. The tyrannical rule of Sultan Abduhamid was overthrown in 1908. The Young Turks, the party that came to power, were largely assisted by the Armenian people, who hoped to see better times with the new regime. Their hopes were not to come to life. The Young Turks also had a dream, that being of the creation of monolithic Turkish Empire. They wanted their nation to be pure from alien cultures and traditions. That policy was called pan-Turanism. The Young Turks understood that Armenians would resist turkization. So it was decided to put an end to the Armenian Question destroying or deporting all the Armenians from Western Armenia. However, Armenian people were not aware of those plans and were preparing a program of reforms that was to give them a kind of

Enviornmental Hazard Term Paper Example | Topics and Well Written Essays - 1250 words

Enviornmental Hazard - Term Paper Example Oloruntoba(2005) points out that tsunami often moves in all directions and when the huge waves surge into the land, it takes place in different countries and different populations at the same time. Evidently, each culture has different needs as they differ greatly in socio-economic and cultural conditions. So, it becomes necessary for the various relief and donor agencies to adapt themselves according to the environment. As a result, it takes a comparatively longer time for them to get a complete picture of the disaster and the needs. It is pointed out by Oloruntoba that as the destruction is usually large scale, there arise issues in logistics and coordination. To support the claim, the scholar points out that in the 26 December 2004 tsunami, a landing plane hit a cow on the runway causing a blocked runway for many hours in Banda Aceh. According to Oloruntoba (2005) where there is such large scale destruction, the coordination of the relief response in a large geographical area by v arious international and national agencies becomes a difficult task. Two immediate needs when such a disaster occurs are to evacuate the people to safer places and to repair the roads and infrastructure to reach the place of disaster. In addition, there should be measures to prevent spread of diseases and to ensure food and water. However, when the relief operations are not focused on these tasks, there arises a difference between the needed relief and the provided relief. Oloruntoba (2005) points out a factor that no other scholar in this review seemed to have pointed out. That is, often, the promised donations and funds are not delivered by the donors. As Oloruntoba (2005) pointed out, in Darfur, Western Sudan, only one third of the promised financial aids were received after Hurricane Mitch. Here, it seems that Oloruntoba does not look into the fact that NGOs too can lack in communication and coordination abilities. For example, Nisha Sahai Achuthan, on the third anniversary of D ecember 24 tsunami, looked into the way NGOs work in the State of Tamil Nadu in India where there was a lot of destruction. Achuthan (2009) points out that when the scholar contacted one NGO named n-Logue, it was found that despite their claims of having 1500 internet and voice service kiosks in the tsunami hit areas, they could not provide any information about the locations of these kiosks. Admittedly, the work by Nigel Martin (2007) provides a better insight into as to what goes wrong in nations like Indonesia and India in the case of disaster management. It is pointed out that the very first reason for failure is government information systems and management failure. Though the Indian Air Force was informed about the earthquake and tsunami in 2004 at about 7.30 am that day, the crisis management group of Indian government held its meeting at 1.00 pm, exactly five and a half hours after the initial alert. Similar was the situation of Indonesia too. In the view of Martin (2007), t hough Indonesia was alerted by the US National Oceanographic and Atmospheric Administration, the country seemed to have taken no steps at all. Admittedly, all the scholars point out the fact that the existing political situation in the affected area will have a serious impact on the quality of service provided. When there is discrimination in the existing social system, it becomes a difficult task for the international organizations to offer unbiased attention. The last two

Food and Agriculture Essay Example | Topics and Well Written Essays - 250 words - 1

Food and Agriculture - Essay Example Food can stay for extremely lengthy time before going bad by using methods such as canning and silos for storing grains. These methods make plants and animals to be pest and disease resistance, herbicide, cold and drought tolerance. However, some of these acts are very dangerous in human lives given that environment is largely polluted through the grass and the grains that these animals feed on. Study shows that chemicals used in genetically modified food enhance mortality rate in many species of insect larvae. Increase use of fertilizers in planting crops leads to addition of excess chemicals in the soil thus causing danger to organisms living under the soil. Overusing underground water seriously increases salinity in the soil (Pirro 2010). Although, the issue of food supply has sturdily been taken care of, the plentiful food gradually kills us. Countless children have developed allergies to the genetically modified food both in America and worldwide. Various diseases and disorders such as obesity, cancer, and diabetes have risen due to consumption of these foods that seem healthy in our own eyes yet are full of hormones and chemicals. The traditional way of growing food and rearing animals is the only sure solution to the American food problems (Pirro