Injuries and Ailments of Hamsters :: Hamsters Animals Veternarians Essays

Injuries and Ailments of Hamsters In general, hamsters (especially those in the wild) are robust little animals and aren't affected by many natural diseases. But, they are very susceptible to the infectious diseases of other animals, including humans. Many of the problems and ailments now associated with hamsters are a direct result of captivity. Because they are small, a minor illness can rapidly become major if immediate treatment isn't pursued. Since they are nocturnal many of the early signs of illness are not noticed. To insure good health, hamsters should be checked regularly: to include eating habits, exercise habits, teeth, limbs, body check for lumps, cuts and abrasions, etc. etc. A sick hamster generally becomes irritable and "bitey." They frequently become lethargic or walk almost stiff-legged if forced to move or may sit in a "hunched" position. The eyes are usually dull, sunken and sometimes watery. And, they don't eat much, which results in weight loss. SYMPTOM POSSIBLE CAUSE Blood in Urine Bladder & Kidney Infection Bloody Diarrhea Intussusception Breathing Heavy Shock - Colds & Influenza Broken Limb Broken Limb Bulging Anus Constipation - Intussusception - Rectal Prolapse Closed Eye(s) Impacted Pouch - Irritated Eyes Constipation Endoparasites Crusty Lesions in ears, face, feet Ear Mites Cuts & Bites Abscesses - Cuts & Bites Dragging Hind Quarters Broken Limb - Cage Paralysis - Hind Limb Paralysis Dry Scaly Skin Demodicosis - Mange - Mites - Ringworm - Sarcoptic Mange Eating Babies Cannibalism Eggs in Feces Endoparasites Excessive Drinking Bladder & Kidney Infection - Diabetes Extreme Diarrhea Tyzzer's Disease - Wet Tail Eye Rupture Eye Prolapse

Relationship between Hamlet and Rosencrantz Essay

Are there any acceptable reasons to lie to a friend? This question brings us to the issue of true friendship. In the play Hamlet, by William Shakespeare, the relationship between Hamlet and Horatio as well as the relationship between Hamlet with Rosencrantz and Guildenstern are presented. These relationships are portrayed by the occasion on which the friends meet, the method in which Hamlet’s friends treat him, and how they act towards him. From these incidents, Horatio proves to be a better friend to Hamlet than either Rosencrantz or Guildenstern. As the play develops, we see that Horatio treats Hamlet with more kindness than both Rosencrantz and Guildenstern. This is exemplified in Horatio’s actions in particular, his first meeting with Hamlet where he informed Hamlet about his father’s ghost, then advised him not to follow the ghost, and helped him perform the mousetrap in order to prove Claudius’ guilt in the murder of King Hamlet. In the beginning, after witnessing the appearance of King Hamlet’s ghost, Horatio informs Hamlet of what he saw. â€Å"I think I saw [your father] yesternight.† (I, ii, 188). The fact, that Horatio would tell his friend that he saw the ghost of his dead father every day for the last week proved that Horatio cared for Hamlet. Next, Horatio tried to protect Hamlet by warning him of possible dangers that could arise if he followed his father’s ghost. Hamlet: â€Å"It will not speak, then I will follow it† Horatio: â€Å"Do not, my lord†¦What if it tempt you toward the flood, my lord,/ Or to the dreadful summit of the cliff.† (I, iv, 62-63, 69-70) From this scene, Horatio is shown to be protecting Hamlet from dangers that could occur, an act that a true friend would carry out. Finally, Horatio helped Hamlet to perform the mousetrap in order to determine if Claudius really killed King Hamlet. Hamlet: â€Å"one scene of it comes near the circumstances which [Hamlet] have told [Horatio] of [his] father’s death†¦ Observe [Claudius]: if his occulted guilt.† Horatio: â€Å"well, my lord:/ If [Claudius] steal aught the whilst this play is playing,/ And ‘scape detecting, [Horatio] will pay the theft.† (III, ii, 75-76,79, 87-88) In this act, Horatio has agreed to team up with Hamlet, and defy his allegiance to the King of Denmark, to see if the Claudius killed King Hamlet. These events are evidence of the true friendship Horatio has with Hamlet. During the play, Hamlet is also introduced to his childhood friends Rosencrantz and Guildenstern. Though they have known each other from a young age, Rosencrantz and Guildenstern prove not to be as true in their friendship to Hamlet as Horatio. This is evidenced by their reason come to Denmark, their first meeting with Hamlet, and the way in which they treated him. When Rosencrantz and Guildenstern arrive in Denmark they are welcomed by Claudius and Gertrude because they were sent for by the King and Queen. â€Å"Welcome, dear Rosencrantz and Guildenstern†¦ The need we have to use you did provoke/ Our hasty sending.† (II, ii, 1, 3-4). Since Rosencrantz and Guildenstern came to Denmark because they were called upon, and did not come on their own free will, this proves that they are not true friends to Hamlet. Next, Rosencrantz and Guildenstern agreed to Claudius and Gertrude’s proposal to spy on Hamlet. Claudius: â€Å"†¦ and to gather, †¦Whether aught to us unknown afflicts him thus,† Guildenstern: â€Å"But we obey† (II, ii, 15-18, 29) Since Rosencrantz and Guildenstern agreed to spy on Hamlet, their own friend, this reveals that they are not true friends. Finally, after Hamlet figured out that Rosencrantz and Guildenstern were sent to spy on him did they finally confess â€Å"my Lord, we were sent for.† (II, ii, 292). After the truth came out, Rosencrantz and Guildenstern tried to make Hamlet feel better because he felt that he was in a prison living in Denmark because the ghost  told Hamlet of his murder and the adulterous relationship Gertrude had with Claudius. From examining the events surrounding the relationships of Rosencrantz and Guildenstern with Hamlet, it is plain to see that they were not good friends to Hamlet. In comparing Rosencrantz and Guildenstern relationship with Hamlet to Horatio’s relationship with Hamlet, it is clear that Horatio was a better friend. From the initial meeting of the two sets of friends to how they treated the main character, Horatio proved to be kinder to Hamlet throughout. First of all, the fact that Rosencrantz and Guildenstern are called to Denmark by the King and Queen and did not come because they wanted to see their friend is very telling of the level of friendship they have with Hamlet. This is unlike Horatio, who goes out and seeks Hamlet in order to tell him about his father. Secondly, Hamlet shows his trust towards Horatio when he indulges his plan to figure out if Claudius killed his father. This is in contrast to Rosencrantz and Guildenstern who agreed to help Claudius figure out what was wrong with Hamlet. Finally, Horatio wanted to protect Hamlet from dangers when he warned him that something negative could possibly happen if he followed the ghost. Rosencrantz and Guildenstern only acted nicely to Hamlet once he figured out that they were sent to spy on him. These events provide evidence that Horatio was a better friend to Hamlet than Rosencrantz and Guildenstern were. In conclusion, from comparing the relationship between Rosencrantz and Guildenstern with Hamlet versus the relationship of Horatio with Hamlet, the evidence viewed, such as his first encounter with Hamlet, the way the main character is treated, and how the friends act with him, showed that Horatio was a true friend to Hamlet. Though, a person may make many friends throughout their lifetime, their actions provide the evidence that is used to determine who are in fact true friends.

Human Resource Management Policies and Practices That Can Support Business Strategies and Contribute to Improved Performance of the Organization

HUMAN RESOURCE MANAGEMENT POLICIES AND PRACTICES THAT CAN SUPPORT BUSINESS STRATEGIES AND CONTRIBUTE TO IMPROVED PERFORMANCE OF THE ORGANIZATION PREPARED BY: ROLAND GBENGA STUDENT NUMBER: 0075DSDS1011 MASTER OF BUSINESS ADMINITRATION CARDIFF METROPOLITAN UNIVERSITY MARKETING MANAGEMENT DR. GEORGE KOSHY 6TH DECEMBER, 2011 Table of Contents Table of Figures4 1. 0. INTRODUCTION4 2. 0. LITERATURE REVIEW6 2. 1. Recruitment and Selection (Toyota)6 2. 2.Training and Professional Development (Singapore Airlines)15 2. 3. Performance Management (Quantum)18 2. 4. Employee Benefits and Compensation ExxonMobil19 2. 4. 1. Salary & Compensation:20 2. 4. 2. Additional Benefits21 3. 0. RECOMMENDATION AND CONCLUSION21 Bibliography23 Table of Figures Figure 1 Recruitment and Selection Process7 Figure 2 Job Analysis Model9 Figure 3 Toyota Sales Result 201012 Figure 4 Toyota Recruitment Process for Graduate13 Figure 5 Toyota Recruitment Process for Graduate14Figure 6 Singapore Airline Organizational Hier archy16 Figure 7 Performance Management Model18 Figure 8 Performance Management Process19 Figure 9 Benefits and Compensation Model20 1. 0. INTRODUCTION Gilmore & Williams (2009) said â€Å"People are the most valuable asset†, it is a cliche resounds over and again in the heart of the Human Resource department of an organization. The height of completion in recent years does not leave room for simple executive standard of practices [ (Agawarwala, 2003) ].Different companies inculcates different range of human resource practices and policies because some of them employ certain interwoven practices which has become their attributes and are known to be the root of their achievement through the way the company manage people [ (Pfeffer, 1996) ]. The religious policies imbibed by businesses provides them with the techniques to manage human resource error or risk by keeping up to date with trending things happening in employment standards and required legislation.Business Management Study GuideThis research work seeks to examine different companies who have achieved success through certain characterized human resource practices, a broad overview and a comprehensive analysis into the functions performed by the selected companies as regards maintaining a competitive advantage through concentrated human resource activities. There is difficulty in identifying a company who does all the human resource practices correctly [ (Pfeffer, 1996) ], however there are some companies who have been sustained over the years and are still able to maintain their workforce and also keep them happy and motivated.Organization success and performance are popularly measured assessed by the outlook of the financial statement; the structure behind the system are neglected meanwhile it is the one of the most important aspect of an organization and its harnesses to optimum performance. We neglect the contributions of Human Resources and the various practices put into play in the organizat ions’ success. It is as simple as to say that consumers as happy because there are happy employees who take care of their needs for the company.Why are some employees happy with and are ready to stick with the organization while there are some who wishes for a quick change. The answer to the question above is far fetched but can be streamlined; some organization knows how to take good care of their staffs by creating an enabling and conducive environment them thereby retaining their identity, know-how loyalty while they continue to grow and prove their selves with time. This paper seeks to explore different organization and heir Human Resource practices and how it has helped them to in the establishment of a motivated and highly satisfied workforce which has been a contributor to their performance and their sustainability. It is believed that some company’s strategies and or practices are their strength because the ability to attract, manage and retain vast knowledge a nd experiences are in their best practices. * Performance Management * Employment Security * High wages * Incentive Pay * Employee Ownership * Information Sharing * Participation and Empowerment * Selectivity in Recruiting * Participation Employment Information Sharing * Wage Compression 2. 0. LITERATURE REVIEW 3. 1. Recruitment and Selection (Toyota) [ (recruitment. toyotauk. com, 2011) ] Hiring the best people is paramount to the success of any organization more so is the ability to retain a high quality workforce; if there is a vacant position in an organization there should not be panic because it provides the organization with the opportunity to examine the position, set the description and determine the qualifications. [ (hr. uoregon. edu, 2010) ] Recruitment is the preceding step in the selection method in an organization. Read also Analyze the Ways in Which British Imperial PoliciesIt is seen as an activity directed to earn suitable workforces whose qualifications and skills match roles of the pertinent posts in the Organization. While it is defined also as â€Å"the process of identifying that the organization needs to employ someone up to the point at which application forms for the past have arrived at the organization† [ (businesscasestudies. co. uk, 2010) ]. The success of a business is subjected to the skills and competencies of its workforce [ (Gilmore & Williams, 2009) ], it does not stop once it commences, and it gives the rganization the opportunity to pick from a pool of qualified candidates. Among the purpose of recruit to an organization, it ensures a decrease in an organization and individual effectiveness; it even aligns the selection rate by limiting the number of evidently over qualified otherwise under qualified applicants. [ (Bliss, 2012) ] Figure [ 1 ] Recruitment and Select ion Process [ (lyonsshers. com, 2012) ] Man Power Planning The planning of staff of an organization need that the present and future situation of the organization be assessed and compared to the present and the future forecasted resources.Proper steps would then be put in place so as to bring the demand and supply in equality. Hence the first step is doing a review of the whole existing workforce and their profile which include the total number, gender, age, sex, experience, flexibility, forecast capabilities and characters of the existing staff of the organization and plans are made ahead for like a period of like 3, 5, 10 years as the case may be taken into consideration normal staff turnover, retirements and planned staff movements along with company plans for the same time frame. accel-team. com, 2012 ) The Human Resource manager is faced with the obligation to scrutinize and modify other mangers crude predictions in accordance with the organizational need and forecast along wit h the organizations future demands as regards workforce.Below are the scenarios the Human Resource Manager must take into consideration, forecast of sale and production; the effects of technological change on task needs, variations in the efficiency, productivity, flexibility of labor as a result of training, work study, organizational change, new motivations; changes in employment practices ( for instance Toyota outsourced the recruitment and selection to Kentucky Department of Employment in 2007); differences, which respond to new legislation, for instance the payroll taxes, safety requirements and new health; the changes in Government policies (investment incentives, regional or trade grants, etc. ) Job Analysis Job analysis is concerned with the formal process of determining the characteristics and what a job entails and the specific qualities or attributes required to perform the job. (Gilmore & Williams, 2009) Job analysis is the primary tool in human resource management (www. managementstudyguide. com, 2012); it is also defined as the procedure required to obtain information regarding the responsibilities, duties, results, essential skills, and the working environment of that particular job.The human resource manager requires a lot of data to gather up job description which is the eventual result of job analysis. (Dessler, 2012) Figure [ 2 ] Job Analysis Model [ (www. managementstudyguide. com, 2012) ] Job Description Job description is based on information gathered from job analysis; it is a list that can be used for general tasks, or functions, and responsibilities of a position. Sometimes it includes to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or a salary range; it helps employees understand their responsibilities Job Specification It is also known as employee specification [ (www. managementstudyguide. com, 2012) ].It is further explained to be a clearly stated level of experienc e, educational qualifications, specific qualities, techniques, communication skills, physical and emotional state needed to perform the job, another responsibility involved in executing the job and other uncommon demands. They comprise of general health, intelligence aptitude, memory, leadership skills adaptability skills mental health, manner, creativity ethics and values and many more as the case may be. Other processes are as follows: Sources of Selection Advertising Short listing Interview Health Examination Induction [ (Murthy, 2010) ] Every company has their well-defined employment and recruitment policies and hiring procedures among which gives them a competitive edge while searching for quality skills.Toyota Motor Company is renowned for their recruitment process, and generally its management philosophy. Being the largest car manufacturer [ (www. theweek. co. uk, 2011) ] the company sold 8. 42 million vehicles in 2010 has a total employee of 300,734 all over the world. The s uccess the Toyota Motor Corporation can also be attributed to their recruitment and selection programme which is designed to fetch the best people. The Toyota recruitment and selection procedure helps to illustrate how the process itself can interpret into better performance for the whole organization. Toyota Motor Corporation is searching for foremost interpersonal skills, due to the company’s importance on the interaction of the team.In addition the company’s whole process is to advance job processes through employee dedication to quality, and reasoning and problem solving skills are also vital manpower requirements. [ (Piatkowski, 2004) ] Furthermore since quality is the Toyota Company’s central value and so it is also seeking a history of quality commitment to the people it employs. The Toyota production system is based on consensus flexible career path decision making and Job rotation. [ (recruitment. toyotauk. com, 2011) ] Figure [ 3 ] Toyota Sales Result 2010 [ (www2. toyota. co. jp, 2011) ] Figure [ 4 ] Toyota Recruitment Process for Graduate [ (recruitment. toyotauk. com, 2011) ] Figure [ 5 ] Toyota Recruitment Process for Graduate Table [ 1 ] Toyota Selection Process Phases| | Objective| Conducted |Phase IApplication/Orientation | The phase includes filling of application forms and a 1 hour video showing the selection system process and Toyota work environment | To familiarized potential employees about the company while collection information about work experience and skills| Kentucky Department of Employment Services| Phase IITechnical Skills Assessment | Paper and Pencil Test General knowledge assessment (2hrs)Tool and Die general assessment (6hrs)| To test general Knowledge and potentials | Kentucky Department of Employment Services| Phase IIIInterpersonal Skills Assessment | Individual problem solving ability test (4hrs)Production assembly simulation (5hrs)| Assess decision making and interpersonal skills| HR Toyota Motor Ma nufacturing | Phase IV Toyota Assessment | A general Interview and evaluation (1hr)| Discussion of achievements and accomplishments| HR Toyota Motor Manufacturing| Phase VHealth Assessment | Physical test and drug or alcohol test (2. 5hrs) | To ascertain the physical condition | Scot County and General Hospital & HR Toyota Motor Manufacturing| Phase VIOn-the-Job observation | Guidance and coaching on the job after being employed | Assessment of Job performance and development skills | HR Toyota Motor Manufacturing| 3. 2. Training and Professional Development (Singapore Airlines) Organizations see training and development and as a vital human resources activity as they consider it as a motivator for employees to do their job better and consequently contributes to their career development.Improvement of an employee’s capabilities plus their professional development as well as the organizations is part of the purposes of training and development Types of training: Aviation remai ns a large and growing industry. It facilitates economic growth, world trade, international investment and tourism and is therefore central to the globalization taking place in many other industries (syl. com, 2006). In the past decades Air travel has grown by 7% per year, travel for both business and leisure purposes grew strongly worldwide; the large aircraft such as the Boeing 747 (Boeing , 2012 ) made it convenient and affordable for people to travel further to new and exotic destinations.The airline industry in Asia Pacific Region is highly competitive and price wars are a common occurrence. (Chan, 2000) There is constant fighting for territory and expansion which has led to the merger of Air Asia and Malaysian Airline, a merger which was fronted based on being a major player in the industry   along with Qatar Airline, Emirate Airline and more who have concentrated on lowering their costs and improving service to customers thereby posing as a strong competitor. However Singap ore Airline has risen to the challenges and are therefore one of the biggest players in the airline industries by going extra miles in their strategies and they are basically the trend setter of the airline industry.SIA has employed many innovative strategies since it began. These strategies have been supported and strengthen over the years, and have led to the success, the company enjoys today. To be successful in the airline industry you have to employ superior efficiency, quality, innovation and customer responsiveness. Figure 6 Singapore Airline Organizational Hierarchy [ (singaporeair. com, 2012 ) ] Human Resource Management in Singapore Airline inculcated a system that helps their worker achieve the best they can be, the culture of the company ensures that their employees have full opportunity of extensive learning and development which enhances their personal and professional development.Joining the company gives the employees to be open to experience a full experience rangin g the normal orientation programs, visiting of the company sites and attachments so they can exposure to the company and the industry as well, further also the company would embark on leadership and general management programs on the average each employee receives eleven days of training each year. Some employees may be assigned to a mentor in their first year who might be their line manager who plays the role in imitating training relating to job skills, a system in place to help the employees adapt to the working life and adjust to the Company’s culture.The company is committed to helping its employees develop into â€Å"true airline professionals†. The company thrive in the business due to the diverse nature of the business require a different scope for development. SIA involves its employees in job rotation schemes which ensure that employees perform their duties in their field of specialization or across functional areas. It is so planned that throughout the caree r stages and advancement employees will have to interact with his/her colleagues as well as senior management staffs across the whole organization and globally, through involvement in the committees and task forces. Even opportunities for overseas duties are available to Employees of Singapore Airline.Employees after working for a period of experience years can apply to join the company’s Overseas Manager Scheme. This is a good career development as they have the opportunity to become one of the Airline's General Managers oversees. Such manager would be in charge of the company’s overseas business interest which ranges from sales and marketing, Human Resource, finance, management and government relations. As a graduate entry at Singapore Airline would start from the junior management level but can rise to the senior management positions such as vice-presidents and above with experiences, training, exposures, and stellar performance as they case may be. [ (singaporeair. com, 2012 ) ] 3. 3. Performance Management (Quantum)Figure [ 7 ] Performance Management Model [ (hr. cornell. edu, 2012 ) ] Performance Management, according to Dessler, (2012) is a â€Å"continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with organizational goals† some schools of thought still refers to performance management as performance appraisal while some say it is just a branch of performance management that deals with reward for performance (Dessler, 2012). Quantum Corporation manufactures and renders services of recovery, and archive solutions for customers ranging from small businesses to multinational enterprises (investing. businessweek. om, 2012); it came into computing business as a supplier of hardware to manufacturers and end users in 1980. The activities below are the regular practices of Quantum Corporation that seemly infer they are practicing performance management. * Maint aining a result Focus * Decision Making with the best interest of the Company in mind * Working together Collaboratively * Finding problem Troubleshooting and fixing them * Setting high standards * Being open, honest and direct * Staying flexible and adaptable * Taking initiative for one’s own development * Resolving issues in an objective manner Figure [ 8 ] Performance Management Process [ (Office of Personnel Management, 1999) ] 3. 4.Employee Benefits and Compensation ExxonMobil ExxonMobil a multinational oil and gas corporation was formed from the 1999 merger Exxon and Mobil, the corporation was rated as one of the largest publicly traded company by market capitalization. In 2011 the company recorded a revenue of 354,674,000 and a sale of 30,460,000 [ (money. cnn. com, 2011) ] and recently ExxonMobil was rated by Forbes as the number 1 largest company among 200 [ (DeCarlo, 2012) ]. The amount of employee in the company is 102,700 [ (CNN, 2010) ] happened to be the second after Wal-Mart. The Human Resource Department of ExxonMobil places high emphasis on the benefit and compensation of its employees.It stresses the fact that that to stay at the top the corporation has to attract retain and develop the best man power that would meet their business needs, hence the strategy the company is to stay aloof in their HRM activities is the attractive and competitive compensation and benefits. Figure [ 9 ] Benefits and Compensation Model [ (trueinfos. com, 2012 ) ] ExxonMobil is aware of the effect of reward is, in terms of remuneration and benefits which they are given to employees for their intelligence, passion and ingenuity in performing their duties to the company. The company feels there should be satisfying balance in what the employees seeks in their career and personal pursuits while outside work; hence the company provided necessary resources that would meet their various needs. At ExxonMobil there is this believe that employees should be properly re warded because of their hard work. 3. 5. 1. Salary ; Compensation:A very competitive salary (including 13th ; 14th month) – regular salary for staffs are paid with concrete research into salaries paid by other competing companies in their various positions all over and a benchmark is set. Further in that extra months pay to workers. A Pension Savings Plan – The Company contributes to the pension saving plan of each employee which would be added to the government pension payout. Commuting Allowance – Every mileage used from home to work every day are reimbursed by the company. Even on business trips, travel cost are burn by the company no matter the time duration. 3. 5. 2. Additional Benefits ExxonMobil adds some tokens as benefits on top of the interest and their competitive salaries paid to their employees.They range from savings plan, pension plan, medical plan, dental and vision plans, disability plan, life insurance plan and other programmes such as vacation , global fit discount program, product discount, flexible work arrangements and leaves of absence: Medical Coverage (for you and your dependents) – this is an insurance plan in place for medical cost not provided for the employees basic policy (BE) or medical cost contribution. Accident ; Disability Insurance – Insurance plan in place for employee accident both during worry and outside work area, industrial accident insurance police Product discounts – Rebates of 10% (excluding taxes) given off to employees for using ‘Esso Card’, rebates on heating oil, and many more Savings Plan- ExxonMobil employees are provided with a saving scheme where they contribute a certain percentage of their pay and receive the return even with interest.Disability Plan- the programme is in place for employees who are absent from work for both short-term and long-term due to illness or injuries that happened on or off the job. Dental and Vision Plans – dental servic es and vision service are done for both preventive and corrective ones. The cost of incurred would be shared between the company and staff. Employees are eligible for this programme once you start working with ExxonMobil. Pre- Tax Spending Plan – All the staff of the company that participated in the dental and a vision plans are all involved in pre-tax spending plan. Holidays – ExxonMobil pays for 8 designated holidays and each employee is eligible to go for 2 paid ones. Scheduling of holidaying varies for company paid for some locations.Global Fit Discount Program – the scheme paves way for the company employees and retiree and their families to join top rated health club at a discount rate. 3. 0. RECOMMENDATION AND CONCLUSION A careful look at the companies best practices and policies in human resource management as discussed in the previous section, it is observed that there are many practices and policies a company can decide to use to strengthen the organiz ation with its success only depends on their contribution to organizational performance. It has assumed that one of these practices is the sole contributor to organization performance however all the functions of human resource cannot be neglected considering their roles collectively as none of the practices can even function without the other.The competitiveness and success of an organization can not only be determined by human resource activities, the fact cannot be ignored that without human effort an organization can function but so far the companies have been singled out as successful through their revenue, sales, market share and market growth. ExxonMobil is an oil and gas company and they happen to be the number largest company dues because of their revenue. My 3 years experience has given an idea in which human resource practice that has proven to be successful; it is evident in success of Quantum corporation even ExxonMobil. I have had a good performance because at every cl osing hour of the day there is always a review and report writing where the Executive director would sit and redress every variances and also set a target for the next day.Furthermore all the practices of human resource management are applicable it only depends on the human resource executive to choose know which one is best suited for the company and its employees. Bibliography accel-team. com, 2012 . ACCEL. [Online] Available at: http://www. accel-team. com/human_resources/hrm_01. html [Accessed 11 August 2012 ]. Agawarwala, T. , 2003. Innovative Human Resource and Organization Commitment: an Empirical Investigation. The International Journal of Human Resource, 14(2), pp. 174-197. Bliss, R. , 2012. How to Pitch a Campaign (Watching AMC's The Pitch Doesn't Count! ). The Washington Times, 2 June. Boeing , 2012 . Boeing. [Online]Available at: http://www. boeing. com/commercial/cmo/ [Accessed 8 August 20012]. businesscasestudies. co. uk, 2010. The Times 100 Business Cas Study. [Online ] Available at: http://businesscasestudies. co. uk/business-theory/people/recruitment-and-selection. html [Accessed 2 August 2012 ]. Chan, D. , 2000. Capstone summary – Insights and implications for management development. Journal of Management Development, 19(6), pp. 543 – 569. CNN, 2010. Cable News Network. [Online] Available at: http://money. cnn. com/magazines/fortune/global500/2010/snapshots/387. html [Accessed 8 August 2012]. DeCarlo, S. , 2012. Forbes. com LLC. [Online] Available at: http://www. orbes. com/global2000/ [Accessed 1 August 2012 ]. Dessler, G. , 2012. Human Resource Management. 13 ed. Essex: Pearson. Gilmore, S. ; Williams, S. , 2009. Human Resource Management. s. l. :Oxford. hr. cornell. edu, 2012 . Cornell University. [Online] Available at: https://www. hr. cornell. edu/life/career/performance_management. html [Accessed 4 August 2012 ]. hr. uoregon. edu, 2010. University of Oregon. [Online] Available at: http://hr. uoregon. edu/recruit/recruitment -and-selection/guidelines-recruitment-and-selection [Accessed 1 August 2012]. hrfundamentals. co. uk, 2011. HRFundamentals. [Online] Available at: http://www. hrfundamentals. o. uk/employment-advice/introduction-to-hr-policies. php [Accessed 11 August 2012 ]. investing. businessweek. com, 2012. Bloomberg BusinessWeek. [Online] Available at: http://investing. businessweek. com/research/stocks/snapshot/snapshot. asp? ticker=QTM:US [Accessed 8 August 2012]. lyonsshers. com, 2012. LyonsShers Incorporated Sdn. Bhd.. [Online] Available at: http://www. lyonsshers. com/Wizard/WebsiteConsulting/ManPowerPlanning. asp [Accessed 10 August 2012 ]. money. cnn. com, 2011. Cable News Network.. [Online] Available at: http://money. cnn. com/magazines/fortune/global500/2011/full_list/ [Accessed 6 August 2012 ]. Murthy, D. , 2010.Orange County Files civil lawsuit against Toyota Motors. TopNews. in, 14 March. Office of Personnel Management, 1999. Performance Management Process Handbook. s. l. :s. n. Pfe ffer, J. , 1996. Competitive Advantage through People: Unleashing the Power of the Work Force. 3 ed. s. l. :Havard Business School. Piatkowski, M. , 2004. People Selection Process for Implementing Lean Manufacturing. In: s. l. :s. n. , p. 5. recruitment. toyotauk. com, 2011. TOYOTA MOTOR MANUFACTURING (UK) LTD. [Online] Available at: http://recruitment. toyotauk. com/graduates/recruitment. jsp [Accessed 9 August 2012]. recruitment. toyotauk. com, 2011. Toyota Motor Manufacturing (UK) LTD. Online] Available at: http://recruitment. toyotauk. com/graduates/recruitment. jsp [Accessed 9 August 2012 ]. recruitment. toyotauk. com, 2011. TOYOTA MOTORS MANUFACTURING (UK) LTD. 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Critical Review of three Scholarly Journal Articles Essay

One of the most important finding generated by this paper is the effects of race on the view that police is biased on race. This includes racial profiling of police where Black or minority group in general are most like stopped by police than White American. In all four models, blacks and Hispanics are more likely than whites to believe that police bias is a problem (Weitzer & Tuch, 2005). Blacks however, according to this article perceives police bias more of a problem than Hispanics. One interesting subset of this is that Blacks tend to perceive police discrimination against Hispanics than Hispanics see themselves. So that Black Americans tend to see that Hispanic drivers are being racially profiled compared to white drivers. Another important finding presented by this article is the role of media in shaping the perceptions of people regarding racial discrimination. People who frequently hear or read about incidents of police misconduct, as transmitted by the media, are inclined to conclude that the police engage in racial profi ling, are prejudiced, and discriminate against minority individuals and neighborhoods (Weitzer & Tuchs, 2005). The data gathering method and analysis technique used in this article is solid considering that it is based on a national survey of national survey of 1,792 white, African American, and Hispanic adult residents of U. S. metropolitan areas with at least 100,000 population (Weitzer & Tuch, 2005). The survey results where advantageous in the sense that oversampling African Americans and Hispanics, in contrast to the small number of minority respondents common to other surveys. Another advantageous factor is the tapping of both attitudes toward police and personal and vicarious experiences with the police. Another very important correction factor they have added is idea that there are differences in the number of households with phone access from the three different races, Black, Hispanics and White American. This is very important consideration since the data was collected using random dialing of phone numbers. So in general the data was very reliable. Race-Based Policing: A Descriptive Analysis of the Wichita Stop Study Unlike the previous article which discusses racial discrimination of policing in a wider perspective, this article focuses on racial profiling. The results of this rigorous effort put on the analysis of enforcement pattern do not prove race-based policing. The result of this document instead provides guidance for what are needed on studies to determine if race is a significant determinant for police to decide whether to stop them for inspection or not. According to this article, in order to fully understand the results of these decisions we must document the process by which these decisions are made (Withrow, 2004). Unfortunately, nothing in this data-set or any similar data-set is capable of such an analysis (Withrow, 2004). Although important findings emphasized by this study is that police awareness of the incorrect conceptions of well-established beliefs regarding race plays an important role in dealing with this sensitive police profiling issue. It is however certain that by asking the appropriate questions police administrators have a real opportunity to raise their department’s level of sensitivity to the issue (Withrow, 2004). One important finding that supports this idea is the result of this study that the proportions of searches that produces contrabands does not vary with race. The data gathering method used in this study is based on qualitative information recorded on every police stops from the Wichita Stop Study Dataset and the analysis technique are based on logical reasoning. In late July 2001 representatives from the Wichita Police Department provided the author with a data-set representing the first six months of collected information including 37,454 stops (Withrow, 2004). What is interesting about this data is that to date (relative to this article) this is the largest qualitative data set of this type. This provides reliability of the data gathered and provides validity of the results of this study. Perceptions of Racial Profiling: Race, class and Personal Experience The important result study is to provide a significant basis for the need to examined both race and class determinants of citizens’ relation with the police. In the discussions provided by the author, it was indicated that disadvantage black are more likely to believe that police are abusive of African American because of their personal experience. Another very important point generated in the discussion is with regard to racial profiling. We found that better educated African Americans are more likely than are less educated to disapprove of profiling, to view it as a pervasive practice, and to say that they have personally experienced it (Weitzer & Tuch, 2002). The authors argued that the reason for this is that higher education fosters greater exposure to media and information related to profiling problems. The data gathered were collected from a nationwide random-digit-dialing telephone survey of 2006 respondents conducted by the Gallup organization between September 24 and November 16, 1999 (Weitzer & Tuch, 2002). This offers reliability on the data gathered and considering it has the same strength of oversampling African Americans. Couple this data with various related literature from refutable sources, the data collection are quite valid. The analysis employed in the discussion where supported by citations from previous studies which further validates the ideas presented. CONCLUSION The important results generated by these documents suggest that minority group and Black American in particular, perceives that racial discrimination in the form of racial profiling is an issue. Through proper police awareness of incorrect conceptions that race is a factor that determines people tendency to commit crime, the sensitivity of this issue can be controlled. Couple this with the important role of education in providing proper understanding of the situation there is a possibility of correcting this perception. References Weitzer, R. & Tuch, S. (2005). Racially Biased Policing: Determinants of Citizen Perception. Social Forces from the University of Carolina Press, 83 (3), 1009-1028. Withrow, B. (2004). Race-Base Policing: A Descriptive Analysis of the Wichita Stop Study. Police Practice and Research, 5 (3), 223-240. Weitzer, R. & Tuch, S. (2002). Perceptions of Racial Profiling: Race, Class, and Personal Experience. Criminology, 40 (2), 435-453.

Human Resources Assignment Example | Topics and Well Written Essays - 2000 words

Human Resources - Assignment Example This is aimed at ensuring that all the roles work together to drive its business objectives. Tesco has a seven-part framework that describes the major skills and behaviors for each job at every level in the organization. This aids the employees to comprehend whether they have the right skills, knowledge, or resources to carry out their roles We are going to have an insight how Tesco company will utilize workforce planning to ensure that employees work efficiently. This is a systematic assessment of the future needs of the workforce and the determination of actions and strategies that are needed to meet those needs. Moreover, it is a systematic process that is integrated, ongoing, and methodological. It determines the human capital skills, when and where they will be required to meet the objectives of the organization. Discussion Workforce planning, organizational culture and employee efficiency It is very crucial for a company like Tesco to plan ahead thus the need for work force pla nning. This is because the company is rapidly expanding. This is because vacancies arise from the company when it creates new jobs when it changes its processes and technology, if employees leave the company, and when it opens new stores internationally and in the UK. As a result, the company uses strategic workforce planning where the positions are open, funded, and filled. Strategic workforce planning takes into consideration the projected loss of knowledge through exist of employees and the projected knowledge requirements for progressing and sustaining the business. The knowledge requirements may include new skills, technology, new roles, and documentation of key the workforce intelligence or new business demands. Planning is more agile, proactive, not exclusively top-down, less reactive and more driven by the line leadership. Therefore, workforce planning is a method that a business uses to forecast on the number and type of employees they currently need now and also in future. They then match the right type of employees to the requirements of the business. Workforce planning is helpful to many businesses as it helps them to identify trends, anticipation change, and implementing new policies from the human resources. Moreover, it is also an important part of the overall strategic plan of a business and should be centralized to ensure that the whole business can actually be taken into account. Strategic workforce planning helps the business leaders to anticipate the type, quality, and number of talent needed to execute the strategies of the business (Morell, 2011: 56-8). Tesco utilizes a workforce planning table to determine the anticipated demand for new staff. This considers both the non-managerial and managerial positions. The managers use this as a tool for determining where to focus development and also how to leverage the knowledge of the long term workers. For the employees it is an opportunity to contribute ideas and energy for improving the compan ies operations, future career opportunities, and an opportunity to understand the priorities of work and where contribution and skill is required most. The workforce planning process includes planning, implementing, evaluation, and assessment. The steps for workforce analysis include, conducting a workload analysis, assessing the current programs gaps, establishing the future skills gap and the capability requirements,

Project Managment Essay Example | Topics and Well Written Essays - 2000 words - 1

Project Managment - Essay Example Like other projects the Scantel project may have some risks involve on it. The purpose of this paper is to identify the risks that may cause delay on the completion of the project. Upon identifying it the paper will suggest on what strategy will be used to be able to overcome the risks. This will be a step by step analysis to evaluate clearly the risks that might happen along the way. At the end of the paper a conclusion will be presented showing the possible success of this project. The Scantel projects consist of a five major sub-systems: Lens and lens mounting; Vission support system; Display system; Control Logic System, and Chassis and body. The analysis will be done on the five major systems. Risk identification determines what might happen that could affect the objectives of the project, and how those things might happen. The identification should be comprehensive, as risks that are not identified at an earlier time may threaten the success of the project and cause unpleasant result. The process should be structured using the key elements to examine risks systematically. The identification can be done thru brainstorming, since it is the most effective and flexible way of identifying risk. The needed information in identifying the risk includes historical data, theoretical analysis, empirical data and analysis, informed opinions of the project team and other experts and the concerns of stakeholder. In the Scantel Project the diagram is presented in two ways; the full Scantel Network Diagram (Appendixt1) and the Simplified Network Diagram (Appendix 2). The event listings involve the step by step event that will guide the team in planning. A project manager will ensure the success of a project by minimizing risk throughout the lifetime of the project. One of the biggest problems teams face in risk management is their desire to be very precise in their probability estimates. But, because most probabilities are subjective, precision need not extend to the fifth decimal place. It is the facilitator's role to ensure that the team does not spend an excessive amount of time fine-tuning probability estimates. (Merrit, Smith, 2003). Probability risk needs to be assessed. The initial step in assessing the probable risk is to identify the possible risk. In Scantel Project the risks were identified in the five sub system: The lens, Vision support system, the control logic, Chassis and body and the display system. Based on the investigation they have done they were able to evaluate which among the sub-systems are on risk. The probability can be assessed by determining which among the risk will be highly risky that it will clearly affect the project. As what the investigation show among the 5 sub system the most critical event are the Lens. This sub-system involves events 5-38-43-44 (refer to Appendix 1). This is said to be critical because of the complex shape and a degree of curvature of no more than 0.0005 on the projected image that would be permissible if the system was to perform up to its intended design specification. The time frame is affected because the production of lens required high tolerance and it will undergo into a trial and error approach in the manufacture. The exact time to manufacture would be uncertain. Since the diagram shows dependency, it would be impossible to

Urinary Disorders I Essay Example | Topics and Well Written Essays - 250 words

Urinary Disorders I - Essay Example with people of his age with hypertension, this condition is associated with hardening of walls of the arteries and arterioles in the kidney and failure in kidney functions, this is evident by the frequent headaches, swelling of the legs and feet, increase in weight due to edema, feeling tired, loss of blood through urine and many more other symptoms of nephrosclerosis (Izzo, 2008). Due to this condition, there is obstruction and destruction of arteries and arterioles in the kidney. The nephrone which filters the blood in the kidney is destroyed leading to nephritic syndrome, this result in a reduction of proteins such as albumin in the blood which in turn causes the accumulation of fluid in the legs and feet, this is the major cause of swelling legs and weight gain (Izzo, 2008). Since there has been destruction of the nephrone, a lot of nutrients and proteins are excreted in urine together with traces of blood, this requires a lot of water for excretion which in turn results in dilute urine. Blood is also lost in urine in people with this conditions thus they tend to develop anemia in the long run due to deficiency of blood, even albumin constituent in blood goes down. Metabolic acidosis is as a result of retention of the week acids which were to be excreted by the destroyed kidneys thus once they are retained they cause this condition. Treatment for this condition is by administration of antihypertensive drugs in an effort to reduce the pressure of blood reaching the kidneys; the other treatment is by undertaking a kidney transplant although it will not be as effective as the original (Izzo,