Democracy In South Africa Presaged The Transformation Agenda Business Essay - Free Essay Example

Sample details Pages: 12 Words: 3632 Downloads: 2 Date added: 2017/06/26 Category Politics Essay Type Analytical essay Tags: Africa Essay Did you like this example? Democracy in South Africa presaged the transformation agenda essential to the building of a just and equitable post-apartheid state, and it is safe to say that the concept of transformation has become the central reference point that provides the momentum for the rebuilding of the South African state from its apartheid ruins (Jammine, 2009). To this end the South African government had passed various laws to stimulate the diversification of the labour force (Commission for Employment Equity Report, 2010). Likewise, the South African labour market has increasingly integrated previously disadvantaged groups at all levels of the organisation. Don’t waste time! Our writers will create an original "Democracy In South Africa Presaged The Transformation Agenda Business Essay" essay for you Create order From what Dà ¼weke (2004) calls new racism the process of recruiting and retaining a diverse workforce is arduous as a result of this historical competition between the diverse groups (Kerr-Phillips Thomas, 2009). Background The transformation agenda of South Africa coincided with increasing globalisation that also counts up to the challenge of diversity management. For instance, due to the increase in trade between South Africans and Chinese, it has become essential for South African organisations to understand Chinese business negotiation styles and behaviours as well as determinants of cross-cultural negotiations (Horwitz, Hemmant, Rademeyer, 2008). South African companies do not only have to contend with the many cultures across national boundaries but also within their organisations (Nkosi, 2007 Nyama, 2009) mainly as a strategy to gain a competitive advantage (Farrer, 2004). For mergers and acquisition (MA) this necessitates the importance of retaining a diverse and competent workforce (Horwitz, et al, 2008; Palmer Varner, 2007). Business Case for Retaining Workplace Diversity Integrating the previously disadvantaged groups at all levels of the company and managing South Africas highly diverse workforce is not always easy. Zulu and Parumasur (2009) observes that more and more black talent is job-hopping as a direct result of culture clash, stifling corporate cultures and hostile working environments. To be successful the human resources strategy to recruit and retain a diverse and competent workforce must carefully address these factors. Marginalising the majority from key sectors of the economy, organisational and management control is both unjust and unsustainable. For instance, women account for 52% of the population, yet only 7% of South African directors are female, 3% of chairpersons of boards are female, and 2% of CEOs are female (Commission for Employment Equity Report, 2010). Monolithic companies are losing out from the business and organisational qualities and the innovation of these women and other marginalised groups (Zulu Parumasur, 2 009; Davidson, 2009). Levin and Matis (2007:60) building a business case for the inclusion of women list the following reasons: women constitute the largest segment of the increasingly diverse US labour pool; Women are a highly educated group from which corporate America will need to recruit and develop future leadership; women have had a leading edge role in transforming the American workplace; the lessons companies learn from managing gender diversity will serve them well in developing initiatives to manage other forms of diversity; and women continue to be the primary buyers of consumer products. Moreover, a more diverse workforce is likely to take advantage of the fact that there seems to be significant differences in how different racial groups perceive product and service value and quality (Terblanche Boshoff, 2010:6). Despite more and more South African companies beginning to see the value of gender equality and social justice 16 years into the countrys democracy has d one nothing to change the status quo. White men still monopolise top management positions, and are recruited, trained and promoted more than any other group (Employment Equality Commission Report, 2010). Mergers and acquisitions are in a good position to transform into a more diverse workplace (Kilfoil Groenewald, 2005). Diversity and legislation To democratise the workplace the South African government came with legislation such as the Labour Relations Act 66 of 1995, the Employment Equity Act 55 of 1998 and the Promotion of Equality, Preferential Procurement Policy Framework Act 5 of 2000 and Prevention of Unfair Discrimination Act 4 of 2000 (Employment Equity Report, 2001). Though these laws are clear in their intentions to encourage diversity in the workplace, business is still lagging behind in diversity management, and employees do not believe that their companies have done enough to employ and promote previously disadvantaged groups as envisaged in labour legislation indicating a serious need for managers to walk the talk (Zulu Parumasur, 2009). Duweke (2004) believes the implementation of employment equity is the key to turn this situation around. The views of white and black emigrants on the implementation of employment equity are dichotomous. For blacks the process is too slow while for whites it is hurried (K err-Phillips Thomas, 2009). Problem Statement There seems to be no clear understanding of the process of retaining a diverse and competent workforce before and during an MA. Purpose of the Study The main objective of the study is to unpack the nature of retaining a competent and diverse workforce before and during and MA. Retaining a competent workforce encompasses the whole human resources strategy. The focus will be on recruitment, selection, development, talent management and employer branding as a strategy to retain a diverse yet competent workforce. To accomplish this, a model will be suggested to outline the process for the retention of the diverse yet skilled personnel. 1.3.5. Demarcation of the study Before delving into the model to retain a capable labour force within the MA, the next section will review the essential literature to slowly build a business case for the model. The main focus of the study, the retention model will/////// The essay will then make recommendations. This will be followed by the conclusion suggesting that/////// LITERATURE REVIEW Introduction An effective, competent and skilled workforce is pivotal for a companys success especially before and during an MA to retain the mergers competitive advantage. Nowadays such a workforce must be as diverse as possible not only to capture different types of markets but also to boost innovation (Roberge Van Dick, 2010). Diversity According to Fouche, De Jager and Crafford (2004:7) diversity is race, gender, age, language, physical characteristics, disability, sexual orientation, economic status, parental status, education, geographic origin, profession, lifestyle, religion, position in a company hierarchy, and any other differences Benefits of Workforce Diversity Typically the goal behind business strategy is to capture new technologies, increase market share, gain a competitive advantage, and ultimately optimise profits. Nyama (2009) reported that cultural diversity, as influenced by religion, race, gender, education, upbringing, and language, has a positive effect on the working relationship of various groups. Roberge and Van Dick (2010) note that the team members greater variety of perspectives improves creativity and innovation. Roberge and Van Dick (2010:300) further warn that diversity, if poorly managed, is likely to reduce intra-group cohesiveness leading to tensions and squabbles which, in turn, can lower employee satisfaction, citizenship behaviours and increase turnover. Che Rose, Kumar, Abdullah and Yeng Ling (2008:54) reveal that companies that know how to develop their cultures in an effective way most probably have the benefit of advancement in productivity and the quality of work life among the employees. Internationalisation and Global Diversity Global diversity in the workplace is a mix of people skills and cultures that enable a range of viewpoints to challenge traditional thinking (Palmer Varner, 2007). Though the composition of corporate boards of multinational giants has not kept up with the increased focus on global operations in the USA, they are beginning to value diversity (Palmer Varner, 2007). Diversity Management Diversity Management ensures that on the job processes and functions serve all the groups of employees effectively (Pitts, 2009). Pitts further argued that managing for diversity is managing for all differences, and regarding the MA Pitts (2009) suggests the effective management of the following seven aspects: Ensuring management accountability; examining organizational structure, culture and management systems; paying attention to representation; providing training; developing mentoring programmes; promoting internal advocacy groups; and emphasising shared values amongst employees. Multicultural understanding will be imperative for management to be able to deal with and oversee the work of the diverse employees from the merging companies. Discrimination must be avoided at all cost. Employee Development as a Retention Strategy For organisations embarking on a change process such as an MA, there is a need for a HR strategy that is aligned to the organisations business strategy with the intention of gaining a competitive advantage. To be effective the strategy must have measurable objectives that are specific, relevant, time bound and attainable (Henderson, 2008). According to Tsosa (2008) a business strategy is the commercial logic of the organisation defining the area of operational, rationale for such operations, the source of its competitive advantage and distinctive competences it is going to provide. Considerations Before the Merger The strategy even before the merger begins is embedded in a good communication strategy (Kilfoil Groenewald, 2005). Good communication (and lots of it) is the best way to prevent rumours, uncertainty and anxiety from becoming the most important source of information to employees. The time before the MA is the crucial stage for taking a close look at the cultures of the merging organisations to check differences in basic management styles and values which could prove problematic in the long run. MAs usually bring together not only diverse individuals but also diverse skills bases and competences needed by the new company (Kilfoil Groenewald, 2005). The HR strategy is an MA must, first, before the merger, look at the extent that the strategy aid in retaining personnel with the skills that are commensurate to help the organisation develop distinctive competencies in the market place. For an MA it is imperative to align the right kind of leadership and managers to emerging company s various teams in building the new culture even before they begin job evaluations, analysing and grading. Leadership theory suggests a positive relation between transformational/transactional leadership and other constructs such as organisational commitment, job involvement, job satisfaction and organisational citizenship behaviour. For instance, teams of transformational leaders tend to accept change as compared to laissez-faire and transactional (Mester, Visser, Roodt, Kellerman, 2003; Trott Windsor, 1999). Considerations During the Merger The next step, during the MA, is complex due to its attendant uncertainty and anxiety (Bosch, 2008; Kilfoil Groenewald, 2005). However, in this stage of implementation the human resources department needs to develop a coherent HR development strategy that is aligned with the new companys business strategy. The model (below) must outline learning interventions that will address employee developmental needs during a merger both within and outside the workplace. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Secondment ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Acting position ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Job rotation ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Re deployment OFF THE JOB ON THE JOB FORMAL TUITION SELF PACED LEARNING SHORT PERIODS LONG PERIODS WITHIN PRESENT JOB OUTSIDE PRESENT JOB ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Professional membership ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Conference/seminars ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Personal growth experiences ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Degree/Diploma ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Post graduate studies ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Leadership/Management development Programmes ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Courses ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ In house short training programmes/ courses WITHOUT CHANGE TO JOB CONTENT WITH CHANGE TO JOB CONTENT ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Counseling ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Coaching ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Mentorship ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ New approaches ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Job enrichment ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Special projects ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Job role review THE BUSINESS STRATEGY ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Secondment ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Acting position ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Job rotation ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Re deployment OFF THE JOB ON THE JOB FORMAL TUITION SELF PACED LEARNING SHORT PERIODS LONG PERIODS WITHIN PRESENT JOB OUTSIDE PRESENT JOB ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Professional membership ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Conference/seminars ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Personal growth experiences ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Degree/Diploma ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Post graduate studies ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Leadership/Management development Programmes ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Courses ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ In house short training programmes/ courses WITHOUT CHANGE TO JOB CONTENT WITH CHANGE TO JOB CONTENT ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Counseling ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Coaching ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Mentorship ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ New approaches ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Job enrichment ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Special projects ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Job role review HUMAN RESOURCES DEVELOPMENT STRATEGY As it is imperative to deal with uncertainty and anxiety during the merging stage (Bosch, 2008) and the fact that MAs inevitably lead to changes in a number of processes (Kilfoil Groenewald, 2005) the development strategy must not only focus on competent staff but also ensure that all employees are accustomed to what the company stands for and understand the role they have to play in achieving the set business goals. To minimize the fear of the unknown including the concern of capacity and competence, a training plan must be in place. The plan will only be implemented once all the employees are in their new structure and roles. Employees will then be trained based on the skills audit identifying relevant skills gap to be filled. Micro-factors in SA companies and Skills Retention Using the Psychological Career Resources Inventory and the Organisational Commitment Scale Ferreira, Basson and Coetzee (/////////////) report a strong link between the psychological career resources and organisational commitment making it important to have a model that looks at both the individual and organisational factors in retaining diverse and competent skills. More and more organisations are beginning to see the importance of organisational career-development support in quality human resource management (Baruch Quick, 2007). In South Africa the retainment of competent skills is invariably influenced by many factors including the post-apartheid culture, multicultural and ethnic differences in workplaces dominated by Eurocentric and hierarchical conglomerates (Thomas Jain, 2004, Walumbwa, 2004). Kerr-Phillips and Thomas (2009) report that job insecurity, competitive remuneration, organisational culture, uncertainty around transformation are mentioned as key factors in competent employees decision to leaving companies. These micro factors are, according to Kerr-Phillips and Thomas (2009), by the fact that not all groups in an organisation share a vision for the competitiveness that can be achieved from diversity and that knowledge sharing among diverse employees is difficult. Employer value proposition (EVP) Organisational career-development support is increasingly being recognised as a critical aspect of quality human resource management (Baruch Quick, 2007) but an investment in human resource practices is key in engendering a positive organisational commitment ( Terblanche, Boshoff, 2010). Regarding what attracts employees Kerr-Phillips and Thomas (2009) mention four common themes: Quality and depth of company leadership development programmes, including personal growth and development opportunities High-performance workplace cultures that offer challenging and stimulating work opportunities Attractive company brand and a culture that actively promotes people development and is ethical in its business Approach Competitive remuneration packages. Many workers are now attracted to organisations that promises higher EVP manifested in loyalty (Terblanche, Boshoff, 2010), job satisfaction, commitment and career satisfaction (Martin, 2007). This is essential in attracti ng and retaining competent and highly sought after skills. THE MODEL FOR THE RETENSION OF A COMPETENT STAFF AND DIVERSE For a model to retain competent and diverse workers, the process must be driven by an HR department well-versed on diversity, diversity related legislation and dealing with highly-skilled employees (Panaccio, 2010). They must also be sensitive to cultural differences and able to think strategically and within a people-centred framework (Shena, Chandaa, DNettob Monga, 2009). Figure 1 Model for the retention of a diverse yet competent workforce Evident on the model is that Human Resources Management (HRM) is a set of unique performances, tasks and procedures that are aimed recruitment and selection, training and development as well as management and retention of an organisations human resources (Henderson, 2008). Recruitment and Selection Legislation, human rights and the competitive advantages organisations stand to gain from maintaining a workforce that reflects local communities necessitates recruitment processes that will capture the most diverse yet competent workforce (Palmer Varner, 2007; Farrer, 2004). Shena and others (2009) note the importance of training the staff involved in the selection process on the diversity related legislation, human rights and the importance of workforce diversity. Panaccio (2010) advocates the formation of a representative diversity committee to drive the process. This mature awareness of the cultural differences and the best ways to handle those differences and the attendant stereotypes is crucial in ensuring that all groups feel comfortable with the selection process and their attraction to the organisation is augmented. Lamenting that some companies are either unwittingly reflecting an image of homogeneity or poorly perceived, Panaccio (2010) sees the role of the diversity committee as advertising in networks used by the minority and actively encouraging them to submit applications. Organisations must remodel both internal and external recruitment processes to appeal to minorities. Internally, the organisation can create an internal database/skills inventory to identify under-represented groups for promotion, ensure selection panels are representative, as well as redesigning the referral system to ensure it is not discriminatory; while the externally the organisation must analyze and improve the image of the company; adjust external advertising campaigns towards the targeted communities; and developing links with targeted communities (Panaccio, 2010:59). Training and Development It is crucial to integrate the diverse groups during the MA (Kilfoil Groenewald, 2005). An orientation strategy to familiarise workers to the ethos, values and mission of the new organisation must be developed. The programme should adopt a zero-tolerance to discriminatory tendencies and include company policies regarding diversity (Panaccio, 2010), effective diversity awareness training (Cavaleros, Van Vuuren and Visser, 2002) and the human rights of employees (Shen et al, 2009). Implementing a mentoring system that goes beyond the glass ceiling responsible for the discrimination of female employees (Shen et, al, 2009:241) is imperative to facilitate the integration and development of all groups (Panaccio, 2010). Performance Appraisal Performance appraisal is crucial in salary increases in a lot of companies, and the trend is to take diversity issues into account when dealing with assessments (Shen et, al, 2009). Panaccio (2010) observes that the biases that may influence yearly performance assessments are the same as those at work during the selection interviews, and must be attended as such. Salary In South Africa payment discrepancies among races elicit strong emotions (Zulu Parumasur, 2009) and it is a main cause of job dissatisfaction and poor performance (Pitts, 2009). Management must be aware of this HR hot potato as it may reverse the gains made in retaining a competent and diverse workforce. The merger must address equity and fairness when determining employee payment systems. Caruth and Handloglen (2001:2007) explain that effective compensation programmes utilize direct and indirect financial rewards as well as psychological rewards to attract, retain and motivate employees. Determination of rewards for employees of the merger will be perceived as fair if training programmes are perceived by employees as designed to boost their growth. Taiwo (2007) mentioned on the job training that equips staff with relevant skills, induction training enabling employees to meet the desired expectations, as well as an alignment of off the job training and on the job training. Link ing this to rewards means management can use the reward system to recognise the efforts of individuals and ensure recognition is given consistently and transparently. Develop a framework of retaining a diverse workforce Have developed clear and specific objectives that are measurable and time bound, management must establish a comprehensive model through HRM to retain diversity without compromising competency. The framework must nurture multiculturalism and inclusivity. According to Shen and others (2009) the structure must be aligned to the relevant laws and policies over and above monitoring progress. The model (see figure 2) suggests that the framework should encompass the HR strategy from recruitment to the payment of workers. Attraction and retention factors of competent employees include effective management of performance and diversity, learning pathways, management style, stretch assignments, work/ life balance, recognition, non-monetary rewards, high job involvement, job security and stability, physical working conditions, flexible pay and employment practices, autonomy, personal development, award schemes, and a caring workplace (Dà ¼weke, 2004; Palmer Varner, 2007; Farrer, 2004). T hese findings are in line with Kerr-Phillips and Thomas (2009) report that job insecurity, competitive remuneration, organisational culture, uncertainty around transformation mentioned as key factors in employees decision to leaving. Implementation of HR diversity policies Every plan will be a stillborn unless there is a clear implementation strategy (Henderson, 2008). To translate all the wonderful ethos, policies and diversity objectives into action the organisation must put together a budget and human resources to carry out these plans. Kilfoil and Groenewald (2005) also ropes in an implementation strategy steeped in dealing with resistance, anxiety and uncertainty through adequate communication. MAs are likely to arouse such feelings that will have a negative impact on performance in the short and long term which is a dynamic turmoil that calls for strong leadership. Communication Before and during the integration process the merger must ensure a good communication strategy is in place to support the merger process. The key messages regarding recruitment, training, rewards and performance management systems must be clear to all involved and deal with perceived increased burden, loss of benefits and deal with resistance. The HR managers must ensure communication deals with the uncertainty, anxiety and resistance that ensue as a result of some employees feeling sidelined. As suggested by Kilfoil and Gronewald (2005) the communication strategy must, inter alia: Answer the question: Whats in it for me? Anticipate and address conflicts openly, flexibly and promptly. Focus less on things and more on processes. Avoid creating losers from the change; work for win-win. Offer choices wherever possible to combat anxiety. Mergers inevitably lead to change in the type of work and skills demanded to perform certain tasks (Kilfoil and Groenewald, 2005) . There will be additional workload to some workers and this will affect the way they perceive rewards. HR managers, through internal communications, must design messages that are sensitive to cultural diversity and recognise the extra effort put in by individuals to individual support for the change. Monitoring and Evaluation A merger has direct impact on performance in a short and medium term therefore can be considered both a phenomenological and significant life changing event for both the organisation and its employees. Thus how people will cope with and respond to merger has direct impact on the institutional performance in a short and medium term. Monitoring and evaluation measures must be in place to ensure all involved work for the common organizational goals. Goldman (2007) asserts that the role of leadership in monitoring and evaluating the change process during merger is critical. The leadership must be sensitive to the personnel critics of deficiencies in leadership as appose to the efficiencies. Goldman further states that the transformation period affects the organisational identity and architecture, operating procedures and processes, individual behaviour and interaction as well as personal beliefs and attitudes. This will have an influence on performance management as well as motivati on and must be monitored.

Character Analysis Voltaires Candide - 1827 Words

Enlightenment poem â€Å"Candide† translated into Romanticism Voltaire’s â€Å"Candide or Optimism† was written in the enlightenment era. Voltaire’s story is published in The Norton Anthology of Western Literature. Voltaire’s character Pangloss is a philosophy who taught about the all-powerful God, who created the world. Pangloss indicated the world must belong to God, for he was the only divine creator. Pangolss was also a mentor to Candide, who was the main character in the novel. Candide had a good heart, but felt very hopeless in life. Pangloss took Candide under his wings teaching him the â€Å"best of all possible worlds.† The enlightenment movement is closely seen in Voltaire’s writing style on page 378. Pangolss†¦show more content†¦Free will then potential can improve on our current world, as we choose to do so. Pangloss belief that we have the ability to make the world better, yet a person cannot re ally say it is the best of all possible worlds. Pangloss translation of free will then cannot possible be an effect without a cause, therefore he cannot say free will is the best of all possible worlds. On the other hand changing Voltaire‘s â€Å"Candide† form of writing transforming it from Enlightenment to Romantic can be viewed in a more formidable reasonable way of distinction to the world, where the wording is seen in this line on page 378 â€Å"Stones were made to be hewn and to construct castles, therefore My Lord has a magnificent castle. â€Å" In this line, Voltaire was presenting concerns with how things work and not with the essences of how one’s navigates in the world. Voltaire was clearly ahead of his time, and saw the movement changing and transforming into a Romantic Movement. Voltaire revolved into a writer that strongly opposed certain Enlightenment philosophers like G. W. von Leibniz. Leibniz was known for his optimistic stori es, and for his conclusion of the universe; as to the true logical explanation of the world, that God could have created the world. Voltaire would also go on to create andShow MoreRelatedEssay on Voltaires Candide Character Analysis1426 Words   |  6 PagesVoltaires Candide Character Analysis Voltaires Candide seems to display a world of horror, one filled with floggings, rapes, robberies, unjust executions, disease, natural disasters, betrayals and cannibalism. Pangloss, the philosopher, has a constant optimistic view throughout the entire novel even despite all of the cruelty in the world. While looking back on the book I couldnt think of many characters that displayed admirable qualities. Even though Pangloss stuck to his views that everythingRead MoreCharacter Analysis of Candide in Voltaires Candide1860 Words   |  7 Pagesï » ¿ Candide According to the author, naming the main character Candide was done on purpose and was not an accident at all. As explained in the introduction, the name is based upon the Latin word candidus, meaning white, and leading eventually to our modern candidate. One could then easily draw the figurative assumption of Candide being spotless, unadulterated, and innocent. However, Candide according to the story may not necessarily been all that innocent considering the fact that he also had anRead MoreThe Influence of Voltaires Philosophical Works on the French Revolution1128 Words   |  5 PagesThe Influence of Voltaire’s Philosophical Works on the French Revolution The philosophical works of Voltaire, such as Candide, influenced the beginning of the French Revolution, promoting new ideas and concepts. Voltaire used both wit and sarcasm to prove his points against injustice and cruelty. Voltaire was exiled to England for many years, and while there, he became influenced by the English government systems, associated himself with Sir Isaac Newton, John Locke, and Sir Francis Bacon. VoltaireRead MoreVoltaires Use Of Distortion1620 Words   |  7 PagesSimi Singh Ms. Russell Humor and Satire (H) Sept. 20, 2017 Candide Essay Prompt: In questioning the value of literary realism, Flannery O Connor writes: I am interested in making a good case for distortion because I am coming to believe that it is the only way to make people see. Following your study of Candide, write an essay in which you examine Voltaire’s use of distortion; how is he using it and to what extent does he succeed in â€Å"mak[ing] people see†? In other words, how did Voltaire incorporateRead MoreThe s Candide And The Old Woman Arrive Of Cadiz, And Of Their Embarkation1422 Words   |  6 PagesVoltaire’s Candide, or Optimism is widely regarded as a work of the enlightenment period and offers a satire on philosophy, religion and current events (of the time). This essay aims to provide an analysis of Chapter 10: In what distress Candide, Cunà ©gonde and the old woman arrive in Cadiz, and of their embarkation. Firstly considering terms of context this essay will look at the way knowledge of philosophy and attitudes towa rds women illuminate the readers understanding of the passage. SecondlyRead MoreCritical Analysis on Voltaire’s Candide, â€Å"Eldorado†2027 Words   |  9 PagesThe story of Candide, â€Å"Eldorado† and what the meaning is, has been one of debate as to what Voltaire was interpreting in the story by some authors. The scene of Eldorado is the visual philosophy of Voltaire’s thoughts of what an ideal society would be. It is a land of richness and where there is a state of being equal in status, rights, belief, and opportunity; it is free of greed, claiming titles or importance, religious strife or contention, and there is no suffering (Mason 55). Eldorado also bringsRead MoreOptimism as a Theme for Candide Essay1121 Words   |  5 PagesOptimism as a Theme for Candide Just as on the title, Candide, or Optimism, Optimism is also used as a major theme. Voltaires satire of philosophical optimism is one of the major issues of Candide. Throughout the story, satirical references to the best of all possible worlds contrast with natural catastrophes and human wrongdoing. According to Wikipedia, optimism, the opposite of pessimism, is a lifeview where the world is looked upon the as a positive place. Optimists generally believe thatRead MoreVoltaire s Candide And Dostoyevsky s Notes From Underground1870 Words   |  8 PagesWhile there have been many brilliant works created to provide emphasis to the importance of moderation, two philosophers in particular, Voltaire and Dostoyevsky, have conceivably accomplished the most exemplary job of delivering evidence in Voltaire’s Candide and Dostoyevsky’s Notes From Underground. Each use the two concepts of reasoning and currency in different ways to express the importance of moderation. In contemporary society, daring to ask a pertinent question on a social platform is feasiblyRead Morecompare and contrast aphra Bhens Oroonoko the royal slave and candide, or optimism1618 Words   |  7 PagesWRITE AN ESSAY OF 1,500 WORDS IN WHICH YOU COMPARE AND CONTRAST THE TWO PASSAGES BELOW, TAKEN FROM BEHNS _OROONOKO_ OR THE ROYAL SLAVE AND VOLTAIRES _CANDIDE_, OR OPTIMISM. IN YOUR DISCUSSION PAY PARTICULAR ATTENTION TO THE WAYS IN WHICH THE CONTEXTS OF EUROPEAN COLONISATION AND EXPLORATION INFORM THE TWO PASSAGES. Aphra Bhen was a prolific female playwright and author during the restoration period of English history. Bhen herself stood by the power of the monarchy. Her book _Oroonoko_Read More The Naive Protagonists of Candide and Forrest Gump Essay example3382 Words   |  14 PagesThe Naive Protagonists of Candide and Forrest Gump      Ã‚   Society can be, and is, corrupt in many different ways. Within our lives we are subject, but not limited to, corruptions within religion, corruptions of morals, and corruption within the government. Voltaire, the author of Candide, and Robert Zemeckis, the director of Forrest Gump, both use grotesquely naà ¯ve protagonists to illustrate their view of the world in which they live. Nevertheless, Candide and Forrest, surrounded by a

The Role of the New HR Director for an Organisation

Question: Discuss about the role of the new HR Director for an organisation. Answer: Introduction: The Human Resource department of an organization has always been known to play an important role, as it helps in the organizational success, by recruiting the employees, and looking after their benefits and ensuring healthy relation among the employees. However, in the recent era, as Chang has asserted in his book The Passion Plan at Work, the HR plays a more vital role in the strategic planning of the organization. The HR Director of the emerging organization, Hunter Mason Company, must not only focus on the recruitment of employees, but must also adopt innovative strategies to help the employees develop their career and contribute more efficiently to the development of the organization. For this reason, the HR needs to chalk out a strategic plan to ensure that his task is not just limited to the duty of providing well-being to the employees, but is also to connect the immediate goal of the organization with the performance of the employees (Deshler et al. 2016). Company Vision and Mission: A strategic HR believes in concentrating more on the immediate needs and goals of the organization. For this reason, he needs to carry on regular interactions through formal discussions and meetings, with the executives to understand the most important and urgent concerns of the organization. The organization is an acclaimed real estate company which aims at becoming the most successful company in the market (Sharp et al. 2013). Hence, it ensures that the employees of the organizations are quite technologically updated as well as professionally skilled to make sure that they are able to respond to the needs of the clients in a faster and more prompt way. At present, majority of the consumers are technologically savvy and are busy in their workplaces, hence they like to keep themselves updated about the purchase or sale of land, buildings etc through their cellophanes. Since, the organization is a very reputed one, it usually serves upscale consumers, who are mostly occupied in their busy lifestyles, and so the organization aims at offering updated information to the consumers about the recent offers through the official website of the organization. The organization also believes in striking effectively persuasive communication with the clients, so that the employees can jot down the specific details regarding what a client is looking for, while buying a property. Hence, the HR also needs to frame a strategy that will enable the existent employees of the organization acquire a training on soft skills and personality development. The real estate industry has undergone drastic change through technological advancement in the recent years, and hence the company has to invest sufficiently for improving the interpersonal communication skills of the employees, as well as the decision-making and affective skills (McDonald 2015). Further, the HR should discuss and keep a note of the targets of the organization for the current year, and then formulate a plan chalking out the actions and the responsibilities to be vested on the employees. Based on the plan, the HR should announce rewards, as and when the targets are being achieved by the respective employees. Further, at the end of the year the HR must make an annual report on the performance of the employees, and should remain absolutely fair and unbiased in doing the same. On submission of the report, it should be reviewed and evaluated by the higher authority, and then it is the duty of the HR to know where are the loopholes in the performance of the employees, in the given period, and should communicate the problems to the respective employees (Robinson et al. 2013). Key Strategic HR Issues: The major issue that the HR of the organization will be confronted with, is that human resource, unlike the other resources of the organization, is not considered as asset, but is shown on the side of the expense. Hence, the HR needs to plan a strategy which will help the organization to extract the best out of the human capital to serve the organization and help in the development of the firm through the skills and capabilities available among the employees. Next, the HR of the Hunter Mason company, must also understand the requirement of the organization, and in accordance with that, must be able to draft the required policies and practices, which are needed to develop the human capital. However, the company is a growing and an emerging one, and hence it does not have a huge financial strength to invest on its employees. Due to low financial strength, the HR of the company has to adopt some cost-effective method of training the employees (Uysal et al. 2014). Another major problem, the HR is confronted with, is the dissatisfaction of the employees. Through discussion with the employees, it was found out that they are not content with the employment benefits and the salary scale that is being offered to them. There has been continual demand among the employees to hike the salary, as the employee salary scale has remained more or less unchanged from the beginning. Further, the HR of the organization has received various complaints from its skillful employees, that despite having worked well they were not being rewarded sufficiently. There have also been several instances of the employees demanding reduction of the working hours. Hence, the major issue that the HR of the company is facing at present, is to adopt a successful strategy that will help him to merge the desired benefits of the employees with the goals and targets of the organizations. The employees are the actual assets of the organization, and hence the organization must find out ways to retain the p otential ones and also to provide them incentives to improve the quality of their service. The company also needs to identify the weak performers, and should adopt sufficient measures to track and understand Further, since the organization has some financial constraints, the HR has to research well about the cost effective methods that can be used to train and develop the skills of the employees (Ulrich et al. 2013). 12 Month HR Plan: There is a set of key objectives towards which the organization is working and these factors should be well considered before chalking out the 12 month HR plan. This plan will help the organization achieve the desired goals within a given time, by providing incentives to the employees, as well as by arranging personality training and development programs for the employees (Sparrow et al. 2013). Name of the course or the program Description of the objectives Career Development Program It has been observed that many employees of the organization, are lacking in the written as well as the verbal communication skills. It is very important to update the employees with the innovative change in business, and hence on completion of a minimum of 2 years in the company, an employee will undergo a career development course. This course may involve, brushing up the employees communication skills, or refining his soft skills, and even providing him basic training on the relevant computer courses and software applications (Noe et al. 2014). Software Training It has been observed that the organization has many employees of different ages, and some middle aged employees are not much acquainted with the application of basic computer programs. Therefore, the company has to arrange computer-training programs, so that it can help the employees in the acquisition of basic computer handling skills, such as learning the applications of the Microsoft office, or designing an attractive pamphlet for advertisement purpose. Further, the employees with knowledge of basic computer skills will also be required to learn to open up a webpage, design the website and to post pictures and summarized information on the official business page of the organization (Basili et al. 2013). Introduction of a new promotion criterion The senior executives of the company will first chalk out a target plan, that will be chiefly focused on the present financial year, and the management authority of the company will hold a meeting with the employees stating to them that the achievement of the immediate goals will only assist them in getting promotional benefits (Altmann et al. 2012). Incentives The company also consists of a variety of efficient and talented employees, and it is important for the company to retain them, for the better development, in future. Therefore, the company is going to keep a track on the top ten performers for each month, and these performers will be rewarded accordingly. The company should keep on providing increment on salary, higher amount of bonus, extra casual leaves to the competent performers to encourage them in future. The company should also arrange for programs and annual functions that will recognize the talent of the employees, by giving awards, such as the Employee of the Year award (Barambi et al. 2012). Implementation of Healthy work Culture The company will also organize different interesting programs and participatory game shows once in a two months, to help in developing the personal relation among the employees. The organization will arrange seminars that will help in strengthening the unity and a sense of belonging of the employees, so that each one of them, can unify their skills and talent to provide the best possible result for the organization (Madsen et al. 2013). Introducing the idea of an inclusive and diverse workplace Australia is a multicultural country, and it consists of people belonging to various ethnic groups and cultural backgrounds. So, while employing the employees, the company will try to hire people from various backgrounds, and even the aboriginal people, if well-qualified, should be hired in the organization. A diverse workplace reflects a healthy attitude that the company possesses and will help in integrating diverse skills of people belonging to various regions of the nation (Barak et al 2013). Arrangement of a Skill Audit The HR will also organize a skill audit, which will help the company to identify and recognize the skills and talent of the individual employees and this can help the company to reward the deserving candidates, through financial means as well as through recognition. The skill audit will also be beneficial as it will help the company understand the skill gaps, if any, and to find out the ways as to how to fill up the skill gaps, either through fresh recruitment procedure or through introduction of a training program specially for the semi-skilled workers (Rao et al. 2014). Collection and management of information of the employees personal details The HR is responsible not only for collecting the necessary information from the employees, but also for storing them in a very organized manner, so that they can be accessed easily for reference in future. Hence, the HR of the company will henceforth store the information of the employees in the computer, and will keep a back up copy of the information, in case the data gets deleted or misplaced (Carroll et al. 2014). Conclusion: The success of any Real Estate firm largely depends on five factors, which are- good communication skills (both interpersonal as well as intrapersonal skills), market research skills, relationship building skills, patience and analytical skills. The HR of Hunter Mason has to ensure that these skills are present in the candidates who are being recruited, and at the same time, if they are wanting in these skills, he must implement these skills in the employees. The responsibility lies on the shoulder of the HR to look after the well-being of the employees, and to link the employee well-being with the overall well-being of the organization (Srimannarayana et al. 2015). Recommendation: It is advisable that Hunter Mason adopts the 12 year strategic plan, as this plan will help the company in including several changes to the existent process, in terms of deployment of employees, training the skills of the existent employees, offering recognition and other benefits, and also helping the employees in advancing their careers. However, the HR of Hunter Mason must also consider the financial expenditure that is to be incurred, and must ensure that the strategy is planned in accordance with the financial condition of the company. Reference List: Altmann, S., Falk, A. and Wibral, M., 2012. Promotions and incentives: The case of multistage elimination tournaments.Journal of Labor Economics,30(1), pp.149-174. Barak, M.E.M., 2013.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Barmby, T., Eberth, B. and Ma, A., 2012. Incentives, learning, task difficulty, and the Peter Principle: Interpreting individual output changes in an organisational hierarchy.Labour Economics,19(1), pp.76-81. Basili, V.R., Heidrich, J., Lindvall, M., Mnch, J., Regardie, M., Rombach, D., Seaman, C. and Trendowicz, A., 2013. Linking software development and business strategy through measurement.arXiv preprint arXiv:1311.6224. Carroll, J.M., 2014.Confidential information sources: Public and private. Elsevier. Deshler, R., 2016. HRs role as change transformation agent.Strategic HR Review,15(3). Madsen, J.A. and Mabokela, R.O., 2013.Culturally relevant schools: Creating positive workplace relationships and preventing intergroup differences. Routledge. McDonald, S., 2015, July. Protecting Hiring Managers from Themselves: Organizational Dynamics and Discriminatory Online Candidate Screening. In27th Annual Meeting. Sase. Noe, R.A., Wilk, S.L., Mullen, E.J. and Wanek, J.E., 2014. Employee Development: Issues in Construct Definition and Investigation ofAntecedents.Improving Training Effectiveness in WorkOrganizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout (Mahwah, NJ: Lawrence Erlbaum, 1997), pp.153-89. Rao, T.V., 2014.HRD audit: evaluating the human resource function for business improvement. SAGE Publications India. Robinson, C. and Cotman, C., 2013. Making the case for the super nucleus: The next generation of corporate real estate, HR and IT enterprise integration.Corporate Real Estate Journal,3(1), pp.24-36. Sharp, D., 2013. Risks ahead: the transformation of the corporate real estate function.Journal of Corporate Real Estate,15(3/4), pp.231-243. Sparrow, P., Farndale, E. and Scullion, H., 2013. An empirical study of the role of the corporate HR function in global talent management in professional and financial service firms in the global financial crisis.The International Journal of Human Resource Management,24(9), pp.1777-1798. Srimannarayana, M., 2015. Line and HR Managers' Perceptions of HR Importance, Effectiveness and Contribution.International Journal of Business and Management,10(12), p.249. Ulrich, D., 2013.Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press. Uysal, G., 2014. Taylor, HRM, strategic HRM with jobs, employee performance, business performance relationship: HR governance through 100 years.International Journal of Business and Management Studies,6(1).

Managing Emerging Technologies

Managing emerging technologies is inevitable for firms that operate in the current business world. Competition is rife and any misstep would result to serious losses. Technology offers the solution as regards to managing competition in the business world. However, if not harnessed properly, it may turn out to be the very source of destruction for the firm.Advertising We will write a custom essay sample on Managing Emerging Technologies specifically for you for only $16.05 $11/page Learn More Assessing Technologies Technology has been in continuous change. According to Day, Schoemaker and Gunther (2000), changes in technology is not a sudden occurrence as others may have thought. The inventions and innovations taking place may lead one to think that the advancements in technology entail an overnight thing, especially given the rate at which it changes. A deeper analysis reveals something very different. According to the authors, changes in technology can be compared to the biological theory of evolution. As Charles Darwin holds in his theory of evolution, the current organisms trace their origin from a single parent. However, organisms adopted to their different environments that led to differences in development. This theory also holds that the process of evolution takes time since an organism takes time to transform from one status to the other and that this process is continuous and never stops. This case is analogous to the changes taking place in the field of technology. Depending on the environment we live, different needs arise. Humankind has developed tools and machines to respond to these changes. The rate at which development takes place depends on the degree of the perceived need. This change is not radical, and neither will it be complete. The process is gradual meaning that it takes place at a pace similar to that of evolution. However, because of the fact that researchers initiated their studies at different times and on different backgrounds, the introduction of technological products always come to the market at close intervals, creating the notion that such inventions were done by the same individuals in quick succession. For instance, it is similar to DNA developed by different individuals differently. This is the path taken by technology. For a firm to be stable in the market, it is very important to identify and asses the emerging technologies as soon as they come into existence. New technologies can turn out to be the solution of a firm’s current predicament. On the other hand, technology can also be irrelevant and investing in it may only be a waste of both material and time resources. The assessment can take the analogous form. In this case, a firm would try to relate closely the past technological inventions to the emerging one. This would demand that a firm develops an analysis of the trends taken by the successful inventions. Through this, the firm is able to differentiate thos e emerging technologies that are relevant from those that are not.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Governments have a role to play as far as inventions and innovations that take place in the field of technology are concerned. The government comes in as a regulator or a buster of technology. According to Day, Schoemaker and Gunther (2000), the current technological advancements witnessed in the internet age would not have been successful were it not for the government support. The government came in to support the scientists both morally and financially. Internet technologies currently are so advanced. On the other hand, the government may regulate inventions and innovations in some fields. This may be due to public policies or other reasons known and found to be relevant by the concerned government. Application From the above analysis, it is evident that the current managers have a lot to do in terms of embracing practical technologies. Technology is multifaceted. On one end, it brings success in form of competitive advantage. On the other end, it poses a real threat of failure in form of obsolesce in the market. At the workplace, the researcher would recommend an early adoption of emerging technologies. In order to reap from technological changes, the researcher would consider adoption of a clear mechanism of analyzing the emerging technologies and embracing them as may be appropriate. Time would be given the priority in the process of adopting emerging technologies. This is because a slow response to such emerging technologies may be a blow to the firm as other competitors may overtake it in the process. It is therefore very important that a firm closely monitors changes in technology and respond appropriately. Managing Markets The market in the new technological era is very difficult to predetermine. This is because the new inventions and innovation s are ambiguous and very unpredictable. It is practically impossible to say that what technology will bring in the market tomorrow is beneficial. Due to its unpredictable nature, the future market driven by technology must be planned today for there to be a successful tomorrow. As Day, Schoemaker and Gunther (2000) note, it is not easy to plan for a non-existent item in the market. It is much easier to plan for an actual thing that is presently known than an imaginary one. Some of the challenges faced by firms in managing such markets pertain to lack of history. In the marketplace, experience plays a very important role. It is through experience that a firm would know how to approach its clients suitably. However, such new products lack precedence in the market, hence making the experience of the firm not only irrelevant but also destructive. The experience is destructive because the firm may try to take an approach that may be contrary to the market needs. This explains why new ent rants always beat developed firms in adopting new technologies. This is because new entrants enter this field with an open mind.Advertising We will write a custom essay sample on Managing Emerging Technologies specifically for you for only $16.05 $11/page Learn More They therefore find it easy to develop a strategy that works in embracing the emerging technologies. Another challenge that faces developed firms is that a business unit may not know the real customers of such new inventions. In the market, there are specific segments targeted by business units. The target market is always determined by the attributes of the products. It becomes very difficult to assign a product to a market if the said product is non-existent. Another issue that comes out in assessing future markets for new technologies is the rate of acceptance of the new technologies in the marketplace. The market may not be ready for the emerging technologies. In this case, the effort ta ken to harness new technologies may not be reflected on its gains. In addition, assessment of the future market regarding the size of the market is also of concern. Firms are always left guessing whether the future market will be able to sustain the emerging technologies. To overcome such challenges, a firm needs to devise strategies that would help it navigate the market. Moore’s law is one such approach that may be of help (Day, Schoemaker, Gunther, 2000). The marketplace for emerging technologies is lumpy. There are many ups and down in the market that a business unit experiences. However, there is no option for such business units but to devise methods that would help in navigating the stormy market. Devising a technology strategy that is able to withstand this rough road may not be easy. However, any firm that wishes to succeed in this market must be in a position to understand the emerging market keenly and devise plans that would work. Incumbent firms may take advanta ge of their current complementary asserts to gain footage in the market. Commercializing emerging technologies through complementary assets may be one of the options that a firm can adopt in gaining the competitive advantage in the market. Application From the above discussion, it comes out that the marketplace can be very unpredictable. However, there is need to manage emerging markets in order to gain from it. Although the market may be lumpy and very difficult to navigate, especially for the firms that have been in this industry, the researcher would consider devising methods through which success can be attained. One such practical way is by using the current array of assets of the firm. The inventions are always made on existing products. The researcher would therefore take advantage of this and relate the new inventions with the current products. The researcher would also consider commercializing the current products that are complementary to the new products that come into th e market.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Making Strategy The business environment has remained very unpredictable. However, a unit must develop the means of navigating it if it is to remain relevant and competitive in the market. Creativity plays a major role in this case. The management of an incumbent firm should embrace creativity in its operations. To come up with a working strategy in the market, there is a need to ensure that the management comprehensively understands the trend taken by technology. The creativity of a firm should be based on principles that are acceptable within a particular working environment. When dealing with technologies, it is important to appreciate the unpredictability with which it comes. Planning would therefore be of great help to a firm that hopes to manage the disruption that is likely to be caused by the changing technological environment. A firm should be in a position to identify key forces, with high importance and high uncertainties. After this, there should be a method of managing these forces in a way that would bring to the foreground the benefits that are likely to be derived from such technologies. In so doing, a firm can create a scenario where it is faced with a mock challenge that was not preplanned. Such is the approach taken by General Electric Company. It has been keenly trying to create scenarios, which bring undetermined challenges that are destructive. The entire team has always devised measures to counter this challenge, a plan that has seen it remain relevant in the market in the face of all the changes and disruptions (Day, Schoemaker, Gunther, 2000). The new inventions and innovations come at a cost. Firms spend substantial amount of money and resources in order to undertake a research that would lead to new inventions and innovations. It should therefore be important that the gains from this undertaking be worth the struggle. The ultimate objective of every firm when embracing modern technologies is that it is successful in gaining a compet itive advantage within its industry. Gains from emerging technologies can take many fronts. It can be a simple need to remain relevant in the market, the need to make more profits due to new inventions or the desire to gain the competitive advantage in the market due to the new means of conducting business. Whichever approach it is given, it should be worth the effort. Application As reflected above, technology has kept the business world guessing. For this reason, the researcher would consider devising methods through which the firm may counter the negative effects brought by this technology, as the firm embraces the positivity brought by the same. Planning would be the solution to this. Planning for an unknown may not be easy. It entails planning for a visionary product whose attributes are not known. As challenging, as it may seem, this may be the only method through which a firm may be in a position to manage the emerging technologies. To help in this planning, the researcher re commends that a firm should devise scenarios where huddles are created and measures to tackle them devised. In this undertaking, it is important that one analyses the cost to be incurred and the gains to be gotten from this process. The two should have some correlation. Investing for the Future Emerging technologies brings with them various options for the currently existing firms. It may not be advisable to choose several options that present themselves in the business world. A firm needs to devise mechanisms through which it may scan and choose the best of the options that fit its scenario. When managing the real markets, some factors ought to be put in place. The firm must be in a position to define its current position, and make plans for the future. Through this, it would be able to select the most appropriate path for future success. The path taken should be cost effective. A firm should develop financing strategies with its projects in a way that would guarantee returns. In d eveloping a financial strategy, a firm should ascertain the worth of the venture before determining the amount of capital to invest in it. Biotechnology ventures are such ventures that need practical innovative financial strategy. If not taken from this perspective, the investment may not be reflected in the outcome of the project (Day, Schoemaker, Gunther, 2000). Application Financial analysis could promise a means to determine the viability of the project and is always advisable before making a financial commitment. From a practical point of view, a firm should take the least costly option and be innovative enough in so doing. Within the workplace, it would be necessary to determine the worthiness of an emerging technology. From this, then a decision on how to invest in it will be determined. Rethinking the Organization Individuals and organization participate in development and commercialization of emerging technologies. There is need to share this knowledge in development, whic h may give rise to a kind of network between the developers. There has been a continuous need for advancement in innovation and inventions in various fields of technology. The flight industry is a typical example. There was a simultaneous release of two innovative aviation developments in 1970 that would help in training military pilots. This arose from the need for better flights for the military. Air Transport Association’s Training Committee and Federal Aviation Administration’s Advanced Simulation Plan Working Group were some of the organizations that stood to benefit from this invention in the air sector. They therefore came out strongly to support the research and development in the field. The Flight Training Device (FTD) on the other hand got support from the military. The aviation community later in 1980s realized the importance a network where knowledge could be shared between intellectuals in order to enhance inventions and innovations. In forming networks su ch as those in the aviation sector, there is always a need to ensure that each unit in the network has a very clear role to play to advance the collective objective of the organization. In such alliances, knowledge sharing is highly encouraged as a means of enhancing development of the existing technologies or coming up with completely new ones. The impact of knowledge sharing is always felt through the outcomes of the whole process. For this reason, there is need to manage the networks in order to increase the advantages associated with them. In order to manage the emerging technologies, alliances may become inevitable. Many firms have come to realize that they can use alliances to build their competitive advantages in the market. In the formation of alliances, key strategic features should be witnessed. This would include cooperation among firms, coexistence of the involved parties, and some uniqueness. Some of the strategies used in developing relational advantages in an alliance include creating knowledge sharing routine, choosing complementary partners, building and managing co-specialized assets and establishing effective governance process. Any firm that hopes to prosper in the current competitive world may not avoid dynamism. New organizational forms come in a number of ways. Some of the elements of organizational forms to be put into consideration when moving towards new organizational forms are given as below. The goals and broader objectives of the firm, strategies that are intended to be employed in achieving the set goals, the position of authority held by the firm in the industry either in the alliance or in the entire industry, technological concern, the market in question and the process intended to achieve the above (Day, Schoemaker, Gunther, 2000). Application From the above, several issues come out very clearly. With emerging technologies, rethinking the organizational structure is one of the important ingredients of success. Alliances are very important and for any firm that hopes to remain afloat, it is an option that may be considered inevitable. In application of this therefore, the researcher finds it necessary to define clearly the roles of each member of the alliance and the expectations of each party. Human resources should also be categorized according to their speed towards adoption of technology. They should also be remunerated appropriately and their welfare considered. Emerging Technologies The world is changing due to the scientific developments. Through these inventions, new ways of doing things are developed. Technologies have completely redefined most of the activities that people employ. In an attempt to make life easy, scientists have been spending most of their time trying to come up with new ways through which work can be done. They have developed new machines and tools that have made it easier for humankind to perform various activities. Emerging technologies refer to the new inventions and innov ations in science that are capable of transforming existing industries or creating new ones. These technologies are in continuous development and they have far-reaching effects. Electronic banking, high temperature super-conductors, robots, personal computers, digital photography and the internet are some of the faces of emerging technologies. Emerging technologies transforms our lives in dramatic and exciting ways. Reference Day, G., Schoemaker, P., Gunther, R. (2000). Wharton on managing technologies. New York, NY: John Wiley and Sons. This essay on Managing Emerging Technologies was written and submitted by user Yaretzi Williamson to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Free Essays on Praise Of Folly

The Praise of Folly Before we talk about Desiderius Erasmus and his writing The Praise of Folly, it must be discussed on how the Renaissance came into play and affected the various people including Erasmus. The Renaissance was basically a blending of Classical themes with Christian themes. Erasmus and many others at the time such as Sir Thomas Moore were humanists. Humanists at the time were the drive of the Renaissance. They believed in the realism of an individual and the natural capacities of the self. There were many different kinds of Humanists such as French Humanists, Spanish, and English and Northern European Humanists which Erasmus was a part of. Most dealt with religion and the Christian faith. This new time with a mixed way to look the world, people were able to express how they felt about certain aspects of the political, economical, and social order for the time. Such people as Erasmus made the humanism movement wide-spread and not just a local movement but into an international wa y of thinking. Erasmus and his colleges challenged the very ideas of the Christian hierarchy to the secular princes and rulers of Europe at that time. These ideas made Erasmus and some others stand out from the other humanists at the time. One topic that must be discussed is the idea that Erasmus was very different then most other humanists. At the time, there were many idealists who wanted to change the way the Roman Catholic Church worked. These people such as Luther wanted a reformation in the religious doctrine and practice of the religion. This is why Luther left the church and went his own way. Erasmus on the other hand, was different in a sense that he was more for moral reform in the church and did not leave the church like the others. One moral reform he talks about in The Praise of Folly was that of how the church leaders should care more about their religion and their â€Å"flock† then lining their pockets full... Free Essays on Praise Of Folly Free Essays on Praise Of Folly The Praise of Folly Before we talk about Desiderius Erasmus and his writing The Praise of Folly, it must be discussed on how the Renaissance came into play and affected the various people including Erasmus. The Renaissance was basically a blending of Classical themes with Christian themes. Erasmus and many others at the time such as Sir Thomas Moore were humanists. Humanists at the time were the drive of the Renaissance. They believed in the realism of an individual and the natural capacities of the self. There were many different kinds of Humanists such as French Humanists, Spanish, and English and Northern European Humanists which Erasmus was a part of. Most dealt with religion and the Christian faith. This new time with a mixed way to look the world, people were able to express how they felt about certain aspects of the political, economical, and social order for the time. Such people as Erasmus made the humanism movement wide-spread and not just a local movement but into an international wa y of thinking. Erasmus and his colleges challenged the very ideas of the Christian hierarchy to the secular princes and rulers of Europe at that time. These ideas made Erasmus and some others stand out from the other humanists at the time. One topic that must be discussed is the idea that Erasmus was very different then most other humanists. At the time, there were many idealists who wanted to change the way the Roman Catholic Church worked. These people such as Luther wanted a reformation in the religious doctrine and practice of the religion. This is why Luther left the church and went his own way. Erasmus on the other hand, was different in a sense that he was more for moral reform in the church and did not leave the church like the others. One moral reform he talks about in The Praise of Folly was that of how the church leaders should care more about their religion and their â€Å"flock† then lining their pockets full...

Knights Templar, the Famous Crusading Order

Knights Templar, the Famous Crusading Order The Knights Templar were also known as Templars, Templar Knights, Poor Knights of Solomons Temple, Poor Knights of Christ and of the Temple of Solomon,  and Knights of the Temple. Their motto was Not unto us, O Lord, not unto us, but unto Thy Name be the Glory, from Psalm 115. The Origin of the Templars The route traveled by pilgrims from Europe to the Holy Land was in need of policing. In 1118 or 1119, not long after the success of the First Crusade, Hugh de Payns and eight other knights offered their services to the patriarch of Jerusalem for just this purpose. They took vows of chastity, poverty, and obedience, followed the Augustinian rule, and patrolled the pilgrim route to aid and defend pious travelers. King Baldwin II of Jerusalem gave the knights quarters in a wing of the royal palace that had been part of the Jewish Temple; from this they got the names Templar and Knights of the Temple. The Official Establishment of the Knights Templar For the first decade of their existence, the Knights Templar were few in number. Not many fighting men were willing to take the Templar vows. Then, thanks largely to the efforts of Cistercian monk Bernard of Clairvaux, the fledgling order was given papal recognition at the Council of Troyes in 1128. They also received a specific rule for their order (one clearly influenced by the Cistercians). Templar Expansion Bernard of Clairvaux wrote an extensive treatise, In Praise of the New Knighthood, that raised awareness of the order, and the Templars grew in popularity. In 1139 Pope Innocent II placed the Templars directly under papal authority, and they were no longer subject to any bishop in whose diocese they might hold property. As a result they were able to establish themselves in numerous locations. At the height of their power they had about 20,000 members, and they garrisoned every town of any considerable size in the Holy Land. Templar Organization The Templars were led by a Grand Master; his deputy was the Seneschal. Next came the Marshal, who was responsible for individual commanders, horses, arms, equipment, and ordering supplies. He usually carried the standard, or specifically directed a specially-appointed standard-bearer. The Commander of the Kingdom of Jerusalem was the treasurer and shared a certain authority with the Grand Master, balancing his power; other cities also had Commanders with specific regional responsibilities. The Draper issued clothes and bed linen and monitored the brothers appearance to keep them living simply. Other ranks formed to supplement the above, depending on the region. The bulk of the fighting force was made up of knights and sergeants. Knights were the most prestigious; they wore the white mantle and red cross, carried knightly weapons, rode horses and had the services of a squire. They usually came from the nobility. Sergeants filled other roles as well as engaging in battle, such as blacksmith or mason. There were also squires, who were originally hired out but later allowed to join the order; they performed the essential job of caring for the horses. Money and the Templars Though individual members took vows of poverty, and their personal possessions were limited to the essentials, the order itself received donations of money, land and other valuables from the pious and the grateful. The Templar organization grew very wealthy. In addition, the military strength of the Templars made it possible to collect, store, and transport bullion to and from Europe and the Holy Land with a measure of safety. Kings, noblemen, and pilgrims used the organization as a kind of bank. The concepts of safe deposit and travelers checks originated in these activities. The Downfall of the Templars In 1291, Acre, the last remaining Crusader stronghold in the Holy Land, fell to the Muslims, and the Templars no longer had a purpose there. Then, in 1304, rumors of irreligious practices and blasphemies committed during secret Templar initiation rites began to circulate. Very likely false, they nevertheless gave King Philip IV of France grounds to arrest every Templar in France on Oct. 13, 1307. He had many tortured to make them confess to charges of heresy and immorality. It is generally believed that Philip did this simply to take their vast wealth, though he may also have feared their growing power. Philip had previously been instrumental in getting a Frenchman elected pope, but it still took some maneuvering to convince Clement V to order all Templars in all countries arrested. Eventually, in 1312, Clement suppressed the order; numerous Templars were executed or imprisoned, and the Templar property that wasnt confiscated was transferred to the Hospitallers. In 1314 Jacques de Molay, the last Grand Master of the Templar Knights, was burned at the stake.

Analysis of an Extract from Joseph Townsends Disseration on the Poor Essay

Analysis of an Extract from Joseph Townsends Disseration on the Poor Laws (1786) - Essay Example An important piece of work in this matter is the paper by Joseph Townsend titled, A Dissertation of the Poor Laws (1786). Here, he emphasizes that it is the basic law of nature that the poor should be in a state of improvidence to some extent so as to make sure that there is a perpetual need to accommodate the most servile positions in society. He further notes that in this way, the cup of human happiness remains overflowing, while the so called â€Å"delicate† breed of aristocrats are set free of ever experiencing any kind of drudgery, and the scope of employment is lost so as to spare them the misery of working. In this way, they are at liberty to pursue activities which they feel like, and which are important for the functioning of the state. Regarding the poor, he has said that they should adopt the policy to take up the most menial tasks and the most laborious works, as well as those activities that involve maximum danger. In the meantime, they may entertain themselves with the hope of any reward for undertaking risks and hard work. Without these standards rules of poverty, the fleets and armies of a country face a serious dearth of soldiers and of sailors. This kind of a situation will also exist if sensitivity towards the poor were to universally prevailed. This is due to the reason that it is only distress and poverty which can prevail upon the lower classes of the people to encounter all the horrors which await them on the waves of the ocean, or in the bloody fields of battle. It is a well known and well acknowledged fact that no man who has seen an easy life would be willing to fight in the army or take up risky ventures. Further, he talks about the fact that there must be a degree of pressure, so as to make sure that hunger is either felt or feared. This will fuel the desire of earning one’s daily meals to quietly adjust the mind to undergo the greatest hardships, which will

Globalisation and the Mass Media Essay Example | Topics and Well Written Essays - 2500 words

Globalisation and the Mass Media - Essay Example As the report discusses globalisation can mean many things. There is the economic component of globalisation that is defined as â€Å"the integration of national economies into the international economy through trade, direct foreign investment, short term capital flows and international flows of workers and humanity in general†. As a by product of this economic globalisation is the flow of ideas and culture across national borders. The other definition of globalisation is â€Å"the freer movement of goods, services, ideas and people around the world†.   This definition encompasses the qualitative aspects of globalisation in the sense that it goes beyond mere numbers in defining the exchange of information in a borderless world.This paper stresses that  trade and commerce between nations has always been the case since the first ships carrying silk, spices and muslin from the east and other exotic stuff from the west has set forth for each other’s shores. In fa ct, the famous voyage of Christopher Columbus is a testament to the ability of nations to seek out markets other than their own for trade. Though the world was integrated in colonial times as well, the process received a setback in the 21st century in the intervening period between the two world wars. It was only after the establishment of the Bretton Woods system that the world economy started regaining some of its interconnectedness.   

Juan Luna and Filipinos Great Pride Essay Example for Free

Juan Luna and Filipinos Great Pride Essay The first thing youll notice about the painting is its size. Standing at 4 meters in height and 7 meters in width, the painting no doubt commands attention and gives off a majestic aura. Any viewer of the painting will feel dwarfed by the large painting and may feel overwhelmed by the magnanimity of it. The next thing youll notice about the Spoliarium is the rich colors used. Predominantly, the painter made use of warm colors for his work of art, with reds being a central color that attracts the most attention. In person, the colors are striking and quite unique. The Spoliarium depicts an even during the Roman empire, where gladiators die for entertainment. The painting shows how gladiators are being dragged mercilessly by men towards an unknown darkness, where other tragically killed gladiators are brought. To the left is a cheering crowd, screaming for blood while to the right, a woman is crouched and seemingly in sorrow. The painting shows a tragic event, definitely. But it also shows a deeper meaning, especially for the Filipinos during the time of the Spanish colonization (which lasted over 400 years! ). According to art experts, the fallen gladiators who are being dragged are the Filipino people, while the men dragging them into the darkness are representative of the Spanish rule. The woman crouched on the right side of the painting is believed to be the Mother Country or the Inang Bayan who weeps for her Philippines. The blood thirsty crowd to the left is a representation of the social cancer of that time. Truly, there is more than meets the eye when it comes to Lunas painting. The Spoliarium shows the Spanish governments mistreatment of the Philippines. The dead bodies of the gladiators represent the Spanish killings of Filipino revolutionaries. The Spoliarium is famous among the Filipino people, to say the least. The fact that Luna had gained recognition among other Spaniards in Madrid because of this painting has given the Filipinos great pride. This also shows that the Filipinos have skills that can equal, if not, surpass the Europeans of that time. This is why the painting, along with Hidalgos, are deemed National Cultural Treasures, because they were able to contribute to the development of art in the Philippines. The Spoliarium can be found in the Hall of the Masters of The National Museum of the Philippines. Whether you are a foreigner or a local, take a few hours off your schedule to visit the museum and learn more about Philippine culture and history through the eyes of its artists. It is an educational and enriching experience. The first thing youll notice about the painting is its size. Standing at 4 meters in height and 7 meters in width, the painting no doubt commands attention and gives off a majestic aura. Any viewer of the painting will feel dwarfed by the large painting and may feel overwhelmed by the magnanimity of it. The next thing youll notice about the Spoliarium is the rich colors used. Predominantly, the painter made use of warm colors for his work of art, with reds being a central color that attracts the most attention. In person, the colors are striking and quite unique. The Spoliarium depicts an even during the Roman empire, where gladiators die for entertainment. The painting shows how gladiators are being dragged mercilessly by men towards an unknown darkness, where other tragically killed gladiators are brought. To the left is a cheering crowd, screaming for blood while to the right, a woman is crouched and seemingly in sorrow. The painting shows a tragic event, definitely. But it also shows a deeper meaning, especially for the Filipinos during the time of the Spanish colonization (which lasted over 400 years! ). According to art experts, the fallen gladiators who are being dragged are the Filipino people, while the men dragging them into the darkness are representative of the Spanish rule. The woman crouched on the right side of the painting is believed to be the Mother Country or the Inang Bayan who weeps for her Philippines. The blood thirsty crowd to the left is a representation of the social cancer of that time. Truly, there is more than meets the eye when it comes to Lunas painting. The Spoliarium shows the Spanish governments mistreatment of the Philippines. The dead bodies of the gladiators represent the Spanish killings of Filipino revolutionaries. The Spoliarium is famous among the Filipino people, to say the least. The fact that Luna had gained recognition among other Spaniards in Madrid because of this painting has given the Filipinos great pride. This also shows that the Filipinos have skills that can equal, if not, surpass the Europeans of that time. This is why the painting, along with Hidalgos, are deemed National Cultural Treasures, because they were able to contribute to the development of art in the Philippines. The Spoliarium can be found in the Hall of the Masters of The National Museum of the Philippines. Whether you are a foreigner or a local, take a few hours off your schedule to visit the museum and learn more about Philippine culture and history through the eyes of its artists. It is an educational and enriching experience.

martin scorsese Essay -- essays research papers

For my final project, I chose to learn more about my favorite director, Martin Scorsese. From as far as I can remember, Martin Scorsese’s films have always intrigued me like no others have. There are many reasons why I am drawn to his type of films and his style of directing. Martin Scorsese has directed films that support his ethnic background. He has revolutionized the motion picture industry with the films he has directed. Scorsese has a unique approach in directing his films. Lastly, Scorsese’s favorite actor to star in his films is Robert DeNiro, who is by far my favorite actor of all time. This topic holds much value to me because movies are an escape from reality that I enjoy. I do not believe many people realize how influential movies and all other media are. We already know that watching a movie is what people do to relax, when they are bored, its something to share with a friend or loved one, or when the movie just plain appeals to you or draws your interest. The main reason why this topic is so important to me is because one of my favorite things to do is just kick back, relax, and watch a great movie.   Ã‚  Ã‚  Ã‚  Ã‚  Almost all of Scorsese’s films relate to his Italian descent. They reflect his life and how things were growing up in New York City’s Little Italy neighborhood throughout the 1950s and 1960s. What I like about this is that he is staying true to himself and background. He does not forget where he came from and even exploits it for us the viewers, which was an immediate success because of the realism. He portrays early Italian American life like no other. He displayed a side of culture that many people had never been exposed to. I wish that I could create films relating to my childhood, the environment around me, and at the same time be successful. That is exactly what Martin Scorsese has done since he started directing.   Ã‚  Ã‚  Ã‚  Ã‚  Martin Scorsese built an empire of films that changed the way people view directing. Scorsese created a path for other new and experienced directors to explore their creativity. His first success was Mean Streets in 1973 about life in Little Italy, which was the first of many movies to come starring Robert DeNiro. In 1976, he directed a success with Taxi Driver, a graphic movie about a loner who learns he is disgusted with society and decides to do something about it. He ... ... of all time. He is an incredible actor. No one catches my interest like DeNiro. Martin Scorsese highly contributed to his success. Without Martin Scorsese’s directing I do not believe Robert DeNiro would be who he is today. Choosing Robert DeNiro for movies like Taxi Driver, Raging Bull, Goodfellas, and Casino was brilliant.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Martin Scorsese really is responsible for changing my expectations when I view a film. When I watch a movie familiar to his genre of film, I use his films to compare, which I don’t believe is right, but his films are classics to me. To me, newer films will never compare to the work of Scorsese because society and culture are different, many ideas have already been done, and they just don’t make movies like they used to. I realize that movies he made will always be my favorites and I will never hesitate when someone asks, â€Å"Who is your favorite director?†Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  

Experiment on Osmosis

GCSE – Human Physiology and Health An experiment to investigate what affect sucrose solution has on potato tissue. Background Osmosis is the movement of water molecules, across a partially permeable membrane from a region of high concentration of water to a low concentration of water molecules. A partially permeable membrane is a membrane with holes in it small enough for only water to go through it. Big molecules like glucose cannot fit through it. Osmosis allows plants to take in water through their roots, and is also used in kidney dialysis machines to filter the blood. Aim The aim of this experiment is to investigate how potato tissue changes when placed in sucrose solution of different concentrations. I want to find out if and how osmosis differs, when the concentration is changed. The Fixed Variables There are several fixed variables I can control in order to get a different outcome to my experiment: 1)Temperature of the atmosphere in which the investigation takes place 2)Surface on which the investigation takes place 3)Length of time in which the chip is submerged in the solution 4)Position of potato chip )Size of potato chip 6)Amount of solution 7)Concentration of solution. Diagram Method 1,2,3&4) gather all the equipment needed, as per the list below. A range of sucrose solutions will then be prepared with concentrations of 0. 00 molar, 0. 25 molar, 0. 50 molar, 0. 75 molar and 1. 00 molar. You will need to measure 15ml of each of the solutions in a measuring cylinder. You can check that the volume is at the correct measurement, by bending dow n to eye level. This will give you an accurate reading. You can also alter the concentration by using a pipette. You will then place each 15ml of solution into the correct specimen tubes. You then need to add a label to each specimen tube to advise what sucrose solution is in what. For organisation’s sake, we set up all of the specimen tubes at once, and labelled them individually to avoid confusion later on. You should end up with 3 test tubes of each solution (15 test tubes in all). (5&6) A large potato will be selected and using a number 4 cork borer, push out 15 pieces. A poker will be used to separate each piece of potato from the borer. 7) You should then cut, with a scalpel, the skin from the ends of the potato. The skin is waterproof therefore if you were to leave the skin on, it will not allow the water to enter the potato evenly. (8) You will then measure, with a ruler, each potato, at 20mm. You will need to measure each potato in mms because it will give a more accurate measurement. Cut with a scalpel and repeat this 15 times. This part of the preparation must be done very acc urately as a change in the surface area may allow more or less osmosis to occur. 9) The mass of each potato will be measured, on a 2 decimal place weighing scale. (10) Record each potato mass in a table. (11) The potato tubes will then be placed into the test tubes, taking care to place each potato in each specimen tube according to your table. It is important to keep a record, to control which potato has gone into which sucrose solution, for the results to create an accurate conclusion. (12) Start the stopwatch and leave the potatoes to soak in the sucrose solution for 30mins. (13) After 30 minutes, empty each specimen tube, leaving only the potato inside. 14) Before you weigh each potato again, you need to dab them with a paper towel. If excess water were left on the potato, the weights would not be accurate. (15) Repeat this with the 14 potato tubes left. Once all the potatoes are out of the solution, the potato tubes need to be measured on the same weighing scales used before (2 decimal places). (16) Record the results. By doing the experiment 15 times at once, this will save time, but will also, hopefully produce more accurate results from which I will be able to draw a more accurate conclusion. Table Of Results ConcentrationLength (mm)Weight (mm) Before After 15ml of 0. 00 mol dm-320mm 15ml of 0. 00 mol dm-320mm 15ml of 0. 00 mol dm-320mm 15ml of 0. 25 mol dm-320mm 15ml of 0. 25 mol dm-320mm 15ml of 0. 25 mol dm-320mm 15ml of 0. 50 mol dm-320mm 15ml of 0. 50 mol dm-320mm 15ml of 0. 50 mol dm-320mm 15ml of 0. 75 mol dm-320mm 15ml of 0. 75 mol dm-320mm 15ml of 0. 75 mol dm-320mm 15ml of 1. 00 mol dm-320mm 15ml of 1. 00 mol dm-320mm 15ml of 1. 00 mol dm-320mm Graph See graph paper added Safety IssueRiskManagement Glass tileIf it breaks you could cut yourself. Take care when handling. Keep the tile in the middle of the bench to ensure you don’t knock it off. ScalpelCould cut your fingers if not handled correctlyMake sure your fingers are out of the way when cutting the skin off the end of the potato. Cork BorerCould go through your hand if holding the potatoMake sure the potato is placed on the white tile. Equipment 1)Weighing scales at 2 decimal places. 2)White Tile. 3)Pipette. 4)Scalpel. 5)Measuring cylinder. 6)Potato. 7)Paper towels. 8)Number 4-cork borer. 9)Poker. 10)Ruler. 11)15 specimen tubes. 12)15 labels for sucrose solution.

Understanding Job Analysis

Web Exercise: Understanding Job Analysis Week 3 Human Resources Management Professor Lawrence R. A. Prosper March 23, 2013 1. How easy was it to find the specific occupation you were looking for, and how comprehensive was the information provided about that occupation? I was immediately impressed by the O*NET Resource Center after opening the site. The design was smart and the site was easy to navigate despite the many choices available to explore. This is a great example of what a Government agency working with the business community and the actual workers from each occupation can accomplish.A wealth of useful information is presented to the public at no cost in an easy to use format. I was quickly able to locate information that was specific to my chosen occupation. My current job title is Special Projects Manager which is a hybrid description. My primary duties are to initiate the acquisition of production machinery and when needed, additional building space to install the equipme nt; that is the Project Manager role. I also ideate and participate in projects related to safety, facilities management and production flows which justifies the Special Projects designation.I selected Project Manager in my search and was directed to the page for Architectural & Engineering Managers which gave a brief description of similar titles (Project Engineer, Project Engineering Manager), what these managers do, and what they would be expected to do on the job. The last item listed some on the job duties as to direct, review, or approve project design changes and to confer with management, production, or marketing staff to discuss project specifications or procedures: basically , my assigned duties.Following the link to Advanced Manufacturing, I was able to see examples of descriptive information about specific jobs. This page had a graphic of a sample career Ladder/Lattice for Advanced Manufacturing which was very similar to my actual career path. The job titles were a bit d ifferent but did show a familiar progression from helper, to operator, to production supervisor, to engineering/production manager. This was my path to my current position but I made it here without a college degree, a feat that would be impossible in this company today.I maneuvered to the Engineering Manager page and found more job specific information. A good amount of detail was devoted to the Job Description and some mention of the required education, workforce preparation, work experience, licensure/certifications, salary and the employment outlook for the next 10 years. The information for this occupation was easy to read and comprehensive. As someone who is presently in this field I can say the duties and expectations presented are realistic. For a person considering pursuing a career in this area a path can be established to achieve that goal by using this resource as a guide.What did you think of the occupations O*NET suggested as matching your skills? Was the occupation yo u are in or preparing for among those listed? This exercise has confirmed that I have ended up in an occupation that suits my skill sets, abilities and personality. The non-scientific results earned on the Interest Profiler test were also quite representative of me as a person and the specific area scores did indicate an affinity for my chosen field. My chosen occupation is Project Manager and this was among the professions listed.I continue to prepare for this occupation by attending college to complete my degree despite having worked at my company for 29 years. A Project Manager works alone while being involved with coordinating the work of many unconnected groups simultaneously. It can be a demanding profession and may not provide satisfaction to certain personalities. The skills detailed on the O*Net are well defined and can be interpreted as needing one to be technically knowledgeable, have good people skills, and to be adaptable to changes in the scope of a project.Math skills are important in the product design and for producing the cost analyses and project justifications. I recently completed algebra and statistics which the job description notes as necessary. Character skills are described as needing attention to detail, integrity, adaptability, analytical thinking, dependability and stress tolerance. I match up well in those areas and at times tend to overdo the attention to detail. Problem solving skills are used to notice a problem and figure out the best way to solve it. This is a difficult skill to master and sometimes the logical solution is not the best choice as a solution.Finally, there are project management software tools available and learning to use them benefits the project and the teams involved in the work progression. You can also contact them to tell them your computer has died and you want to use the program on your new computer. They are the ones to reset the activation counts. Just explain what has happened. NP124865399 2. As an HR professional, how could O*NET be useful in conducting a job analysis? Explain specifically how you would use the data from this site to assist your organization. 3. As a director of human resources, would you have your staff use this site? Why or why not?