American History Paper Essay Example | Topics and Well Written Essays - 500 words

American History Paper - Essay Example After years, American became an imperial power of an isolationist foreign policy while in years; the government and corruption were replaced with a reformer’s progressive government. Due to significant impacts of both policies, the achievement of social and politics of the progressive government had some reaching effects than the American empire buildings. Before 1890, America somehow uninvolved in foreign affairs, but by 1902, it became an imperial power. Through motivation of new desire for new markets, and the image of strong navy, it was only a matter of time before America played a major role on the world stage. The war with Spain was the first major imperial action. When the war ended, the United States annexed Puerto Rico and the Philippines so as to Christianize and civilize them, leading to the start of Benevolent Assimilation policy. Therefore, Cuba received its independence with some limitations that intended to ensure that the United States had a practical control of the nation. In 1901, President McKinley was assassinated while Teddy Roosevelt as a progressive reformer was given the Vice-Presidency to end his political career and thereafter made to be the president. The reformers strengthen the people through referendum, initiative, direct primary elections and the direct senator’s election. Women’s political power increased and thus gained the right to vote by 1920. Teddy Roosevelt’s deal finally protected the consumer’s needs through acts like drug act and pure food, while giving the government power over the corporations that previous led the government. Most of the progressive accomplishments have evolved further from their initial conception. The progressiveness of the domestic policies has had a huge impact on the United States Development. These policies made huge gains in rights of women, consumer protection, labor reform, conservation, fiscal reform and projects of public works. The current set of government’s framework was

Globalization and Its Impact Essay Example for Free

Globalization and Its Impact Essay Globalization has a major impact on the management of human resources in developing countries like India. The roles and responsibilities of Human Resource Departments are transforming as the modern business faces pressures of globalization. With accelerating globalization, organizations have had to change and new trends have set in even in the management of human resources. Globalization has forced organizations and their human resources to redefine their strategies. It is necessary for the management to invest considerable time and amount, to learn the changing scenario of the Human Resource Department in the 21st century. Now organizations need to place greater emphasis on attracting human capital rather than financial capital. In order to survive the competition and be in the race, HR Department should continuously update itself with the transformation in HR. Suitable HR Policies that would lead to the achievement of the organization as well as the individuals goals should be formulated. The prime objective of the paper is to identify issues related with Globalization and its impact on Human Resource Development. The paper focuses on a number of outcomes of globalization, which promotes human resource development. It also states about several factors that inhibit the human resource development. Finally, the paper provides few strategy recommendations to develop human resources of developing countries in a changed situation of political economy of trade liberalization. Several articles of the renowned thinkers and practitioners are consulted to get a clear concept of the topic in respect to objectives mentioned above. Besides, different other publications were also consulted to make the paper informative and objective oriented. Keywords: Globalization, Human Resource Development, Management of Human Resources, HR Challenges, HR Policies ; Strategies. INTRODUCTION: Globalization is the closer integration of the countries and peoples of the world brought about by the enormous reduction of costs of transportation and communication, and the braking down of artificial barriers to the flows of goods, services, capital, knowledge, and human resource across borders. Globalization as an effective instrument of international exchange of goods and services has to have a human face, based on ethical consideration rather than on cut throat competition. It should play a positive role in reducing economic and social disparities within and among, the nations. It should be also effective tool for improving sustainable development. In the era of globalization, with the increasing competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization. In order to succeed, HR must be a business driven function with a thorough understanding of the organization dig picture and be able to influence key decision and policies. In general, the focus of todays HR mangers is on strategic personnel retention and talents development. In todays aggressive global market it has become necessary for organization to expand internationally to gain competitive advantage. Globalization has forced organization and their human resources functions to redefine their strategies. It is necessary for the management to invest considerable time and amount, to learn the changing scenario of the Human Resource Department in the 21st century. In order to survive the competition and be in the race, HR Department should continuously update itself with the transformation in HR. Suitable HR Policies that would lead to the achievement of the organization as well as the individuals goals should be formulated. HR Practitioners of every organization and also for those who have significant interest in the area of Human Resource Management should realize the growing importance of human resource and understand the need to build up effective HR strategies. Peoples are important assets. Placing this value on employees, requires the organization to emphasize on human resource practice, including reward for superior performance, measures of employee atisfaction, careful selection of employees, promotion from within, and investment in employee development. Just taking care of employees would not be enough; new HR initiatives should also focus on the quality needs, customer-orientation, productivity and stress, team work and leadership building. The researcher has thrown light on the emerging HR trends and discusses HR issues in various industries like Financial Services , IT, Power, Healthcare etc. It is valuable for practicing HR managers of every organization and also for those who have a significant interest in the area of Human Resource Management, to realize the growing importance of human resource and understand the need to build up effective HR strategies to combat HR issues arising in the 21st century. INCREASING IMPORTANCE OF HRM The human resources management approach which has been gaining the attention of management professionals during the last decade has become the need of the hour due to various reasons. Widespread industrial unrest, growing trade union influence on work force, strained worker management relationship, increasing gulf between management and their people, emergence of militancy in trade unionism, and the growing conflict in the industrial relations scene have resulted in the workers getting out of gear of the management in many organizations in India. This has made the managements to think in terms of carrying their workers with them. Convincing the workers of the managements concern for them may, perhaps, go a long way in getting along with them and ensuring their better performance. This has naturally resulted in the present human resources movement. Humanization of work environment in countries like Japan, quality of work life movement in countries like United States, and the quality circles approach in India itself have initiated action to attain better organizational commitment among the work force. The human resources approach is in consistency with these movements. Changes in business environment have substantially affected the approach to manpower. Technological changes are prominent among them, computer revo1ution, introduction of microprocessor, CNC machines in manufacturing operations, mechanization and automation of office operations, quick communication systems like satellite communication and facsimile introduction or robots, electronic revolution, and such other new developments have revolutionized the vital areas of business. Operational efficiency or manpower must cope with such a revolutionary change in the technology which necessitated a new approach to manpower. Globalization of business is another important aspect of change which takes place in the business environment of today necessitating a human resources approach to manpower. It is not only those Indian firms operate and compete abroad, but they have to compete with multinationals and foreign firms in India itself. Business philosophy, skills, expertise, efficiency and particularly global corporate citizenship philosophy fostered by internationally successful firms necessitate Indian firms to deliberately update their perspective to suit the internationally emerging trends. In conformity with the human resources approach emerging globally, Indian managers must also foster a human resources philosophy to guide their management practices. A widespread feeling now influences at least some management practitioners that the technological development has gone to the extent of machines taking over the human jobs. For example: highly skilled milling, grinding and lathe machines are replaced by CNC machine tools which can take over, not only manual functions but even the intelligent human functions and Robots can lake up human functions in place of real human beings. Increasing influence of illusions tend to reduce the importance of human role. In fact no machine can replace man. The more the technological development, the greater would be the dependence on man. One simple error a computer makes can lead to havoc, where skill and intelligence of man are indispensable. Greater the technological development, greater skill and technical capability are required of people who operate. Obviously greater human approach to people would be required. Moreover installation, monitoring of machines, production, operation, maintenance and controlling the operations need large number of trained and skillful people. Technicians, repairers and service people are also necessary. The more the technical development and automation, the more would be the dependence on human beings. There would, therefore, be greater need for humane approach to manpower. Similarly use of more capital intensive methods would result in greater productivity of men necessitating greater motivating and greater human resources approach of management. Large scale production, increasing effects of recession, technical and technological developments and so on have opened up new training needs for the people at work. Human resources development programmes have therefore; become the need of the hour. Government policy of importing technology has also necessitated introducing new facilities and avenues for training and development. Fresh initiatives and emphasis on research and development in the realm of industry also led to a new policy of human resources development to cope with the increasing demand for technically capable people. Resultantly a need arose for a new approach to human resources.

Different approaches to HRM

Different approaches to HRM (Business strategy, p-3)The meaning and nature of HRM has aggravated much debate (for an overview see Legge, 1995).Sisson (1990) Distinguished HRM by explaining four distinguishing features, that is the assimilation of personnel policies with business planning; responsibility From specialists to line managers responsibility has to be shifted; uniqueness in the management of employee relations and an emphasis on securing employee dedication and initiative. Guest (1992, p.42) argues that HRM is designed to produce, Strategic integration, high commitment, high quality and flexibility and that, Strategic integration refers to the ability of the organisation to integrate HRM issues into its strategic plans, to ensure that the various aspects of HRM cohere and for line managers to fit in an HRM perspective into their decision-making. Hendry and Pettigrew (1986) contrast that strategic HRM is featured by four fundamentals: the use of planning; the design by a coherent approach and management of workforce systems underpinned by some philosophy; business approach is coordinated with the HRM actions and policy; and considering the people of the organisation as strategic resources in the accomplishment of competitive strategy. Human resource requires in an organisation will vary at different stages in the business life cycle and so HR policy choices need to be personalized to the appropriate stage (Kochan and Barocci,1985; Lengnick-Hall and Lengnick-Hall, 1988). Sisson (1994) suggests that it was the pursuit of competitive advantage in the.There is a number of different approaches in HRM to aid the development of business strategy. It can be professed as social ethics, reminding the senior management about their social responsibilities.HRM department spent most of time functioning on personal welfare problems. The main concern of HRM is the control of personnel as well as reduces the absent rate of employee, work force budgeting and headcount. In other way of HRM helps to develop the business, likewise, to adapt the company with the change and strives to have positive influences by using social science applications to man agreement problems by via job redesign, job satisfaction scheme and techniques of communication. Sometimes HRM deals with job recruitment, transfer and termination by the request from manager. Moreover, human resource management concerned strategic business planning, developing long-term human resources plan and industrial relation strategy. HR planning and acquisition Organisation design structure Organisations strategy Training development Compensation Management Organisation Performance Management Management of employee relations HR mobility management HR toolbox management Figure: Human Resource Management system The key success of any business organisation is human resource. So HRM use these human resources effectively to meet the strategic business objectives of the organisation. 2. Necessity of alignment between organisations corporate strategy and objectives and its human resource strategy: P-133,134.In perfect world, the business and strategic organisational plan are the translated form of organisational mission and goals. According to the principle of alignment, to achieve corporate goals in every aspects of an organisations activities have to be incorporated and pull together. The performance of the people within the organisation depends on the achievement of strategy and vision which in turn calls for high level of motivation and dedication among employees. The organisational mission, goals and values is reflected by the performance of the employees and their excellent performance relies on the opportunities how much they are getting from the business. P-75.In an organisation different functional area like: marketing, manufacturing and human resource, after formulating corporate and business level strategy managers need to translate strategic precedence into these areas. This contains all the different aspects of business but predominantly have to be comprehensible between the requirements of organisations strategy and HR policy. There are two types of fit that HR policy and practices require to attain: a) Internal alignment b) External alignment Internal Alignment: In internal alignment managers must have to make sure that their HR practices are all associated with one another within the organisations to set up a formation that is reinforced mutually. From organisations point of view the whole variety of HR practices-job design, training, staffing, performance appraisal and compensation must have to be focused on the same personnel objectives. External Alignment: The link between business strategies and key initiatives in human resource are mainly focused by external alignment. 3. The processes required in order to assess the effectiveness of human resource strategy and its impact on overall corporate strategy: Diagram: Typical strategic recruitment process Dynamic Environment Recruitment requisition Position analysis Vision Position description Strategic business plan Human resource strategy Human resource plans and policy Recruitment process Position evaluation Key stakeholders Budget check sourcing Dynamic Environment Pool of applicants Selection process Source: Nankervis A, Compton, R, Braid, M, 2005, Strategic Human Resource Management (6th edition), Cengage, South Melbourne. Recruitment: A major concern is a recruitment and retention of staff; especially where the pool of availability of workforce is limited. However, due to the requirement of high skill personnel, a shortage of prospective recruits exists in an organisation. [Business .s 2.ref].The decision of staffing has been formalised by the HRM department at head office. Organisation [Managing people: fresh perspectives By Bates Bronwynne, p-214] provide work for people in different position to achieve their own goals. Most of the organisations have vacancy at different time around the year and they need to be filled them on time to continue their work effectively. For recruit and select the best person for the vacancy organisations have to follow certain processes. The personnel decision process helps the organisation to make a decision about the person to who is going to appoint. It makes sure that it will be fairly treated with all the individuals who are going to apply for the post. All the candidates are evaluated on the basis of related skills and behaviours. The outputs of every decision affect the working lives of employees, whose requirements must be met. The organisational productivity increasingly depends on these employees because of hiring right person for the job. The human resources decisions based on the following seven steps: 1. Getting job oriented information through job analysis. The process of identifying tasks, duties and responsibilities is job analysis. Once it has been completed, job analysis leads to identify the knowledge, abilities and skills required to do the job that is job description. After that, organisations will continue through job specification. 2. Identify the measures of job success: There is way of measuring job success called criteria and that is measured through organisational psychologist. 3. Identify predictors and measures 4. Determining the relationship between and predictors job success 5. Developing a recruitment strategy 6. Implementing the selection process 7. Determining the worth of selection system An organisation basically follows two strategies for recruiting suitable qualified individuals. These are- Internal recruitment An Organisation first tries to fill an open position internally through current employees inside the organisation by advertising. External recruitment There are wide range of strategies for recruiting people from outside the organisation like-giving advertisement at newspaper by providing information about job requirements, job duties and responsibilities. The other way of recruiting is through internet. It will create problems for them who dont have the access the internet. Large organisations visit campuses of universities of technologies to recruit their candidates is known as campus recruitment. Sometimes organisations employ human resources recruitment agencies and their services are to provide the whole recruitment process. These are not on low-cost. The least costly external recruitment technique is employee referrals technique. This is a technique by which ask to someone in current employees about they have someone who is interested for this open position. The main advantages of external recruitment are that helps to get new ideas and skills into the organisation. Sometimes it does create problems for them because they dont have knowledge about the new environment and culture. Employees need to spend more time on that. Selection: The process of choosing appropriate candidates for the organisation when it has received applications for open jobs is known as selection. This is the final steps of recruitment process. It is the combinations of eight basic steps. Recruiting candidates Carrying out application form Screening test Checking of reference Arrangement of psychological test Arrange interview for selection Medical check up Making an offer to successful candidates There are some additional terms which used by the organisational psychologist during the process of selection. This are-job selection ratio, realistic preview of job and cut-off. Retention: It is very important and ongoing issue. Its a serious problem when an organisation will have to face continuously for the estimated future. An organisation always wants to retain employees in short of supply and they want to have alternatives. Organisations always keep going on developing their own plan to retain employees by conveying responsibility. The main base of retention job description, recruitment, selection and orientation. (Keeping your valuable employees: retention strategies for your organizations most important resource, By Suzanne Dibble, p-27, 31).Mainly retention focus on job satisfaction and fit with the organisational culture and the strategies based on this should focus on maximising three types of satisfaction. These are personal, professional and social. If organisation fails to recruit right person for the right track then organisations has to suffer and employees has to suffer as well. For example; hidden cost incurred by the management to fix that problems. F or that reason organisation has to loss their productivity. From the employees point of view-they have to face problems due to not having proper skills in specified job. They have to spent more time and energy on finding new position. Overall they become frustrated. Communication, recognition and future orientation are the key attributes for successful strategies for retention. There are different types of retention strategies based on organisational situations-strategies based on compensation, strategies based on work environment and strategies based on career orientation(Strategies for managing IS/IT personnel,Magid Igbaria, Conrad Shayo,Idea Group Inc (IGI), 2004 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics,p-13). Strategy based on compensation: There are some organisation focuses on compensation such as IT firms. Strategies based on work environment: Most of the organisations focus on internal environment of the organisation or the culture of the organisation. Strategies based on career development: some companies focus on retention strategies through career development. Training, Learning and Development: Training plays an important role for the development of all employees which responds to individuals and helps to achieve organisational requirements by improving performance and understanding (Armstrong, 1992).Considering with the strategic direction, how the organisations core competencies of employees can be identified and advantages taken from environmental factors. From the training and development terms, this can implement the classical training cycle and business planning come close to determining training needs (Mayo and Pickard, 1998). [Human resource development: learning training for individuals organizations By John P. Wilson, p-88] Organisation objective Planning Evaluating Delivering Figure: Business objectives within the training life cycle (Winter, 1995). The training strategy is a system that determines the competencies required for the organization in the future and how it can be achieved. Organisations need these training strategies for different perspectives like- -To increase the productivity through expenditure on capital improvements -To increase the productivity through spending on developing human capital (http://ezinearticles.com/?How-to-Develop-a-Training-Strategyid=1608871; How to Develop a Training Strategy-By Janine Sergay; 18.08; 2.50pm). Different methods of training for people: Generally there are two types of training methods. a) On-site training methods 1) On the job training: In this training method, trainees get training under the direction of someone and encouraging them to gain knowledge and observe more and more from the existing experienced employees. Though its formal training so every employee get some initial knowledge from it. 2) Job rotation: This training method allows people to move in different department of the organisations. Through this job rotation employees develop skills in different section more than they would get from staying in one department. 3) Apprenticeship: Apprenticeship is a particular form on the job training though which a particular level employees used to get information about skilled trade (Goldstein Ford, 2002).For example; different company like:-electrician,plumber,carpenter,pipefitter,sheet metal worker etc. Is used this approach. b) Off-site training methods 1) Classroom lectures: Its one of the common methods of job training. It can provide large number of information at a time and easy to deliver it to the large no of trainees at a time. 2) Instruction in the form written material or forms based on computer. 3) Computer based training (CBT): Its a way training by which trainees can communicate and transfer and get information from instructor through computer, television etc. (Goldstein Ford, 2002).Its distance learning.( Work in the 21st Century: An Introduction to Industrial and Organizational Psychology By Frank J. Landy, Jeffrey M. Conte,p:331-334) Development of HR: Human Resource is the framework for employees can develop their personal and organizational skills, knowledge, abilities. Human resource development include; employee training, employee career, development, performance management and development, coaching, mentoring, succession planning, key employee identification. oclock, 23 March, 2010) Understand the organizational needs and future demand as well as future capability, and know what talent it has available to it. And prove, as far possible, a career challenge to individuals that helps them to meet their aspirations. In developing the organization, personal development also important for the organizational improvement, because a individual persons are the set of organizational power mean resources. In bellow there the method of development: Individual Support- Organizational Interest- Dialogue Accreditation Organizational Mapping Performance Management Career-counselling Succession planning Appraisal discussion Career-planning Secondments Career discussion Personal plans Manpower/skills planning Development centres Mentoring Training prioritisation Vacancy management Learning resource centres Retention Strategies Self-managed learning 360 degree feedback Potential assessment Managerial coaching External coaching High-flyer development Flexible working Training facilities getting to grips with the requirements of a job quickly, and by improving the knowledge and skill of worker it allows the employee better quality, and enhance of skill based on the employee could lead to their job enrichment with benefits to both the individual and the organization. Motivational impact of training in a manifest when staff feel a sense of reorganization when sent on training course, and after been trained they are motivated to acquire new skills, particularly when rewards follow the acquisition and use of skills. Identification with organization could be fostered when a better understanding of mission statements and corporate objectives is achieved through training. (Graham, H T, Bennet, R. (1995). Human resource Management (ME Book).Eight Editions. Singapore: PWD Redmond) Strategies for positive employee relation: (Employee relations: how to build strong relationships with your employees By Laurie Dicker, p-2) Employees are the stake holder of the organisation and cant be compared with task, functions, process or products. Emotional support and personal considerations are required for them to understand them. Its very complicated to draw up employees inventory and arrange them in warehouse in a systematic way. Any decisions regarding this will attempt a negative impact on them and may cause a break down in operations. So it is very important for the organisation to identify and value those differences and always give importance on the achieving positive and fruitful employee relations. The main concern of employee relations strategy: -How to minimise the conflict by maintaining employee relations through building stable and cooperative relationships. -How to achieve employee commitment though involvement of employee involvement and communication processes. -How to develop interest in employees towards the achievement of organisational goals. Strategic direction. ( Strategic human resource management: a guide to action By Michael Armstrong) The approaches of human resource management towards employee relations: -To drive them for commitment: To get all the employees with the organisations by winning their heart and minds and make sure a fruitful return on training and development. -A emphasizing on mutuality: getting the letter across that we are all together in this. -A shifting of collective bargaining in the organisation to individual. -By using of employee involvement techniques. -Through applying total quality management (TQM) -To use human resources more effectively sometimes increase flexibility in working environment, including multi skilling -By giving more importance on team work (Human Resource Management- By Derek Torrington, Laura Hall, Stephen Taylor,p-453)Once organisation has established it is very difficult to change the organisations culture, this means to change the employee relationships culture is also difficult. The organisation will become more successful when senior management think employee relationship strategically in employee perception rather than rival organisations. It can be achieved simply by aiming to recruit and retain more effectively and by developing employee relationship strategies to increase the overall satisfaction of employees though chances (like feeling interest in job, job security, positive completion, and influence them performance) and decrease the dissatisfaction. Performance management: Performance in an organisation cannot be defined but it can be measured. Its measurement of muti-dimentional construct depending on variety of factors (Bates and Holton, 1995). Bernadin el al (1995) concerned that Outcomes of work should be defined as performance because it creates a strong linkage with organisational goals, customer satisfactions and economic contributions. It is about managing of the organisation in the perspective of internal and external environment. There are different stages of performance management showed in figure 2.1: High performance Improved performance Low performance Start year Agreement of performance During year Monitoring and review against agreement End year Review of main performance Figure 2.1: Different stages of performance management Performance management involves continuous review of performance against organisational objectives, requirements and plans and the performance agreement, enhancement by implementation and developments line-up for the next. Business strategy, employee development and total quality management (TQM) are main processes in the business that should be linked with the performance management for achieving business performance (Hartle, 1995). Basically the force for vertical and horizontal integration is performance management. Vertical integration: Vertically It can be achieved in two ways. Firstly, it facilitates the coalition of strategies and plans of the business with individuals and teams. There targeted aims are those that support the success of corporate goals.secondly, the organisational core values and capabilities should take place through vertical integration as well as values adopted and the level of potential achieved by individuals. Horizontal integration: It is the association of performance management and human resource strategies that deals with valuing, paying, relating and developing people. Organisations effectiveness can be increased through the impact of performance management. The effectiveness of the organisations can be improved by adopting with various processes of managing, motivating and developing people through successful integration with performance management (Performance management: key strategies and practical guidelines Michael Armstrong Kogan Page Publishers, 2000 259 pages, P-2-10). It shows in figure 1.3: Figure 1.3: Performance management as a central point for integrated HR activities Reward: Reward management: a handbook of remuneration strategy and practice Michael ArmstrongHelen MurlisHay Group Kogan Page Publishers, 2007 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics 722 pages The main purpose of reward is to increase job performance, productivity, meet the customer expectation and to hold recognition. In other way- -To achieve the goal -To accomplish the task on time -To take out boring from work place -To promote the employee to work -To meet the higher and lower order needs Strategies for reward: All employees are in the reward strategy for example: line managers, stake holders. All the employees work hard with skills and effort in return they get salary and other performance bonus from employers. Its also good relationships developed between employees and employers through good working environment and excellent communication. In broader sense strategic aims include: -To introduce a more incorporated approach to reward management and encouraging the employees through continuous personal development. -To develop flexible approach. -To reward people according to employees contribution. -To make a clear specification about what behaviour will be rewarded and why. Reward management: a handbook of remuneration strategy and practice Michael Armstrong, Helen Murlis, Hay Group Kogan Page Publishers, 2007 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics 722 pages; p-35, 39 According to Contingency theory applied to reward: -Different reward strategies are required for organisational diversity and cultures. -Different reward strategies and its usefulness vary according the organisations policies and practices. Business strategies may take forward the business strategy inside the organisation. The interrelationship between the employees and managers will influence the strategies at different levels in the organisations. -performance related pay should depends on the way motivation of employees Employee reward Michael Armstrong; CIPD Publishing, 2002 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics 528 pages; p-91, 94, 95 Initiatives for specific rewards: It depends on the examination of present circumstances in the organisation and need of evaluation of the business and its employees. Examples of some possible initiatives: 1) The establishment of contribution pay scheme through replacing of present methods of contingent pay 2) The initialisation of new grades and pay structure 3) The substitution job evaluation scheme with more clarified scheme that shows values and needs of the organisation. 4) The improvement of flexible benefit system 5) The arrangement of announcement and training programmes to tell all the employees about the reward policies and practices. Development of Reward strategy: Development of strategy: In todays organisation is facing fast changing economic environment, technological advancement and globalisation. Organisations have to cope up with these changes. The close fit between business strategy and HR strategy actually help to reach their desired target. Aligning human resources and business strategy Linda Holbeche Butterworth-Heinemann, 2009 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics 498 pages From the business point of view, it has to take account on trend such as concentration on core business, market segments, get maximum values from reward system, and give more importance on flexibility. They have to change the old system with the best practices to meet these requirements. The design of reward system must need to be fair and need to operate consistently to recognize individuals needs. There are many steps for developing strategies: Determine the main issues for business strategy that affects the reward and policy To find out crucial success factors for the business and need to think implications for human resource and reward strategies. Need to keep in eye on old reward strategies and identify any change require for that to adapt that with new changes of the organisations. To identify the implications for HR plans to establish future needs. Discuss with the consultant about how to develop reward strategies Consider external factors like policies of government, income tax regulations, peoples pay and pressure from local or international.

Medellin, Colombia :: essays research papers

Medellin was founded in 1616 in the scenic Aburrà ¡ valley, but remained small until the coffee boom. Medellin now has a population of almost 3 million people, with an area of 362 kilometers squared, and an average temperature of 85 degrees Fahrenheit. Medellin is widely regarded in Colombia as a clean, well-organized and economically vibrant community. Its people are hard-working and industrious. Major industries include coffee and flower export, information technology and hotel services. It is also the fashion capital of Colombia. Each year the "Feria de Las Flores" (Flower Festival) attracts visitors from all over South America for parades and conventions. The city's fast and efficient metro is the only public transit subway system in Colombia. In culinary delights, Medellin is said to have created Colombia's unique "arepa" - a bread and corn patty stuffed with cheese which I enjoy very much, but both of my parents hate. The Medellin Lady, affectionately called Paisa, is seen by many as the most beautiful of the Colombian Latinas. A famous Colombian saying goes: "If you want a pretty mistress, go to Cali, but if you want a beautiful wife, go to Medellin." Medellin is considered by many outside of South America to be the most dangerous city in the world, Medellin, Colombia is internationally renowned as the home of Colombian icon Pablo Escobar, a drug lord. During the Pablo Escobar time, people were scared to roam the streets in fear for their lives. It was said that Pablo Escobar owned a lot of the government and that because of him the police department was a corrupted one. After Pablo Escobar's capture in 1982, a prison was built specifically for him the man who was known as "the billionaire godfather of international cocaine trafficking." This prison, however, actually looked more like a three- or four-star hotel. In July 1992, Escobar escaped, and was killed in a dramatic rooftop shooting. However, some believe he is still alive. With the death of Pablo Escobar, Medellà ­n is slowly recovering, but is not yet a full-fledged tourist destination. However, there is plenty to do and see in the city itself and the scenic surroundings. There is a lot to Medellin that the international community does not see. Medellin is also home of Fernando Botero, as well as the annual Flower Festival, a huge event that takes place in the city in late July and early August.

Professional Ethics of Detectives Essay

Criminal Justice Careers can be very exciting but also a risky job. Detective is one that interests me more. Detective went through intensive trainings. The profession requires Diplomas from high school institution they came from. It is also required that they take courses in English, Science, Mathematics, Social Sciences and Physical Education. Skills in foreign languages, journalism, and typing are also essential. Many of the police departments require one or two years of college coursework particularly in law, criminology and police science. Most police detectives were trained for six weeks up to several months, depending on the program they are attending. Those who successfully completed the training program will probably be assigned to detective’s duty permanently. They may be asked to take refresher courses consecutively to update their abilities and techniques. Since many private detectives were former police detectives, almost their education, skill and training requirements are similar to police detectives. Private detectives also acquired skills on the job from experienced private detectives. In some states, private detectives are required to have valid license and participate in specially systematized intensive training programs. Each state asks for a firearm permit. Detective is in charge for crime investigations and prevention. He is also trained to solve crimes against people and their properties. He can work for police departments or choose to be employed by a business firm and institution. Detectives can perform well through their highly specialized techniques and communication apparatuses that are technology’s products. Detectives in any Police Departments are tasks to observe criminals’ actions, produce sources of information, and be in assistance in arresting criminals. They often work in civilian clothes, black robes, sunglasses, wearing huts to undercover themselves and also for protection of their lives. When on duty, they go to locations or places where the criminal often stay for the purpose of getting enough information of the suspect’s activities, people who mingle with him and his moves. For example, detective that is assigned in a gambling case spend his time at the suspect’s favorite clubs and bars, he acts as if he is also gambler and tries to learn as much as possible about the case. A detective may also find informers also witnesses from the neighborhood who might have information about the suspect. After gathering substantial evidences against the suspect, the detectives can now arrest the criminal with the help of police force. Other detectives who work for private agencies or individual client are often former police officers. Some of them were trained by the private agencies themselves. Private investigators collect information from police sources. They observe suspects and interview witnesses but they cannot arrest. Detective’s work may be very rewarding, routine, safe or dangerous, depend on their assignments. For example, a police detective who investigates in drugs scandals may be exposed to the threat of physical violence or even death. Detectives often work in unstable hours and they even work during night, weekends and holidays. Their salaries differ from another; depend on locations, experiences, and the assigned responsibilities or tasks. In 2004, the median wage of a private detective is $32,110 per year while a police detective is $53,990 per year. Experienced detectives have special benefits such as pensions, life and health insurance, and payments during their leave or vacation. Lawyers and other private companies hire detectives to search information for court trials and to investigations including the passing of bad checks, and other illegal matters. Many insurance institutions also hire private detective to investigate insurance claims and dilemmas. Parents may hire them to search for their lost children. On the other hand, Private detective work as bodyguard for people who are in personal danger particularly special witnesses and politicians as well. Store detectives are in charge to investigate against customer shoplifting and dishonest employees. A bouncer ensures that order is served in restaurants, night bars, and other places of entertainment. House detectives, also known as hotel detectives are task to protect patrons from unexpected troubles and troublemakers. Detectives have their own Code of Ethics to follow. This Code is highly based in our Moral Rights and Conducts. Honesty and Integrity is its center. They have to give their full fidelity and sincerity to their client. All investigations should be legal, moral and professionally ethical. Preserving their client’s confidence in all circumstances is also their duty as long as it is not contrary to criminal law. They must counsel their clients against any unethical and illegal course of action. A detective should also cooperate with the government and make sure that all their employees adhere to their code of ethics. He must retain his good reputation as well as his fellow investigators and professional associates. Some Ethical dilemmas are the officer’s misuse of his official position for expected or even actual incentive or gain, including opportunities and engaging in different forms of occupational deviance. Two of the most unique ethical standards of a detective are his honesty and good reputation. Cheating is one potential ethnical dilemma specific to this line of work that the code of ethics is meant to discourage. Since nobody is assigned to watch detectives’ operations they tend to move slow in order to take gain from their clients. As a result, some of the criminal cases are hanged. Another dilemma is distortion of truth when ask to testify in a court. Some hold special evidences to prove the suspect guilty. For, example, if the detective investigates someone who is politically powerful, this influential person can pay the detective to hide the truth. They also sometimes use brutality in acquisition of goods, money and even power. As an economic man, people tend to do their job better when given money as their reward. Detectives should firmly stand as saviors and source of truths of the people and the government. The unethical activities of one detective might cause the public to condemn other investigative agencies and other detectives. This would be a false generalization. Huge majority of private investigators or private detective agencies operate with utmost respect for the law and strict in abiding the code of ethics. In a study entitled Perceptions of Ethical Dilemmas made by a group of people including Dr. McGrath, stated through a survey the twenty unethical behaviors of a professional found in the field of Criminal Justice.   The study showed that many detectives sleep during their working hours. Instead of searching information and watching for the every move of the criminal, they spend their time in entertainments. The conclusion of this study stated clearly that police officers’ views on unethical behaviors are related to their rank and length of time in the service. Those that are considered pioneers are more into disobeying the code. This data is somewhat intertwined into corruption. It is also possible that this can highly affect serious judgments of greater emphasis on ethical issues that now occurs in police training. Nevertheless, these study also emphasized that there is a need for strict implementation of the Code of Ethics from this high level positions.   Any career from criminal justice requires true and reliable professional. This will largely determine how clean one’s government is. They are also a great help in maintaining the order and peace in the society. Any disobedience in the Code of Ethics can immediately affect the society’s stability of good morale. Those who are in highest ranks must be loyal to the code and stand as models to their associates. References Woody, Todd. (May 29, 2000), DNA Detectives, retrieved on February 7, 2008,   from http://www.theindustrystandard.com Bufill, Jose A. (November 28, 2003), Ethical Dilemmas at the Beginning of Death, retrieved on February 7, 2008), from http://www.illinoisrighttolife.org/EthicalDilemmasDefiningDeath.htm Huon, Gail F., Hesketh, Beryl L., Frank, Mark G.,Frank, McConkey, Kevin M., and Dr McGrath, G. M. (1995), PERCEPTIONS OF ETHICAL DILEMMAS, retrieved on February 7, 2008, from http://www.acpr.gov.au/pdf/ACPR125_1.pdf

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buy custom Wall Street Debate essay I firmly wish to oppose my worthy opponent who argued that the bailing out of banks and companies after the 2008 financial crisis was a right move. In my opinion, the action of the Troubled Asset Relief Program (TARD) which was hastily founded in order to aid the financial stability is not worth it. The plans to buy up the mortgage backed assets will turn out to be expensive to the taxpayers if the asset value is not recovered any time soon. The move has also significantly contributed to the swelling of the federal budget deficit from $10.6 trillion to $11.3 trillion. It is also somehow frustrating to see how the senior employees in these companies and banks continue to enjoy huge payments despite having led the institutions into this mess. Even after the bailout, the banks were still much afraid to lend again especially where the mortgage assets were used as collaterals. And with this reaction of the banks, the bailout process did not realize its intended purpose of reviving the economy. Banks and companies bailout was not the right decision for the government since the crashing housing market was the root cause of the crisis (Cox Para 5). Although the bailout allowed the approval of new mortgages, and prevented worsening of the housing crisis,but it could not address the mortgage payment problems that banks were experiencing at that time. The government could therefore have thought of solving the mortgage repayment problems to the low and middle class earners. Solving problems such as unemployment and inflation was the best move towards reviving after the 2008 financial crisis and not establishing or raising the bank bailout amounts. The $700 billion set out by the government to bailout the banks continued to increase the United States National Debt and therefore suppress the economic long-term health. In addition, the amount added an extra burden to the taxpayers who will be required to repay the loan. This is a moral hazard which ought to be completely avoided at all time. We should not encourage firms to undertake reckless risks with an aim of being bailed-out whenever their risks materialize. Government should not over-burden the taxpayers for the mistake of the reckless banks and companies who sort to maximize their risks without weighing their consequences (Muolo 10). And in case the bailout is a must, then the government should seek ownership of stock or equity from the affected companies and banks in order to ensure that the taxpayer benefits from the move later. But it waas important for the government to find a lasting solution for the 2008 financial crisis, other than the bailout effort which was only short lived (Wright 64). The bailout only solved the short-term credit crisis, and it worsened the long-term economic health of the country. It is obvious that the bailout process involves confiscation of money from the productive members of the economy and lending it to the failing ones. It therefore seeks to sustain the obsolete and unsustainable businesses at the expense of the productive ones and its not right (Wright 38). The government ought to have allowed the free market regulation to naturally overturn the financial backlog. Our economy should naturally regulate itself by separating the winners from the losers in the economy. The bailout also significantly lowered the standards of the giant companies since it showed their managerial inefficiencies. Banks and companies should therefore establish strict measures to help them overcome the economic shocks and should not depend on such bailouts in future as they can never be guaranteed. I therefore urge my worthy opponents to join me and the rest of unit ed Americans, and reject the idea that the bank and companies bailout in the 2008 financial crisis was a right move. Buy custom Wall Street Debate essay