Sustainable Operation Management Assignment Example | Topics and Well Written Essays - 2500 words

Sustainable Operation Management - Assignment Example According to Appleby (2013) this basically not only deal with supply chain and the introduction of raw materials but also the wider development and design of processes as well as waste disposal, this also deals with the incorporation of lifecycle analysis focused on ensuring that sustainability efforts is inclusive in all the processes (Appleby 2013). Sustainable practices within organizations must be developed to ensure the reduction of carbon footprint throughout the specific targeted processes in the organization. Sustainable operations management is evident in many in order to achieve the desired outcome. REFILLING WATER IN SWIMMING POOL IN SPORT HALL Sport swimming pools sometimes need to be completely drained and then refilled. Pre-balanced water is usually needed to be refilled directly into the empty pool. It is important to identify effective and efficient process of refilling and maintaining the swimming pool to meet the set standards for sports. Therefore preventive swimmi ng pool practices should be adopted in this process in order to save time as well as costs. Boosting the efficiency of the sports swimming pool is very important in reducing the underlying carbon footprint facilitating achieving sustainable lifestyle (Finkbeiner 2009). The process of refilling the sports swimming pool to achieve sustainability there has to be energy conservation, water and the chemicals at the pool. Increased carbon footprint at the pool leads to a great dent on the environment. An overview of sustainable operations management concerning swimming pool water refilling is to facilitate environmentally labeled â€Å"Green Home† swimming pool more concern put on pool evaporation, reduced carbon footprint and long term sustainability (Finkbeiner 2009). The following is the processes that are followed to achieve sustainable operations management in refilling water in swimming pool. Cleaning the swimming pool This is mainly the first step after the pool has been dri ed out. The surface composition needs to be determined. These basic procedures enhance efficiency and save a lot of time. Deck and cover cleaning is a common method which facilitates removal of debris and spa deck. A quick sweep facilitates removal of debris near the swimming pool. In conducting this process care should be taken to avoid abrasive surfaces while dragging the cover off the pool. Surface skimming is applied in removing dirt floating on the surface. It is remembered to empty skimming debris into the lawn so that it does not blowback into the pool when it dries up. Tile brush and tile soap to clean the tiles and this is done below and above the waterline. It is notable that evaporation and refilling of the swimming pool usually changes the waterline. Brushing is the most efficient way of removing algae from the surfaces and directing the dirt to the main drain so that it can be sucked in the filter (Appleby 2013). It is important to clean the filter and run fresh water i n the circulation system to purge away all the dirt from the lines. The general effective and efficient process in carryout this is to drain, clean and to refill the swimming pool. Refilling the swimming pool The pool is filled direct in the sunlight in cases where it is filled above the ground. The direct sunlight facilitates stretching of the liner as the pools fills. The spigot is turned on

The American West and Its Disappearing Water Essay Example for Free

The American West and Its Disappearing Water Essay The author outlined the geography of the semi-arid region of the West. According to him, although the West have rivers and large basins of water, the erratic nature of the landscape as well as the orientation of water flows cannot sustain large numbers of people. The convex nature of the river system allows only a minute flow of water into potential settlements and farms. People living in California, Arizona, and Idaho faced perennial shortages of water. These perennial shortages are due perhaps to the relative orientation of the settlements along river banks. Usually, the flow of water was downward, rather than upwards. The implication: there is relatively shortage of water to sustain irrigation-based agriculture. One can easily see the geographical distribution of people in the West prior to the 1900s. Most people preferred settling in either north of Arizona or West of California. In less than a century though, people began to transform the landscape of the West. Dams were built to provide irrigation and potable water to households and farms. The landscape of the West became a semitropical region (this is though misleading – only a significant area of the West was turned into ‘almost’ semitropical areas). As a result, settlements flourished. The area allocated to farming increased significantly. In essence, the attempt of the people to end the scarcity of water in the West became an attempt to change the orientation of the environment. The collective action of the people was not without political or economic support. Various legislations were enacted to increase water shortage funding. The state governments, with the support of some private individuals, allocated higher budget for constructing dams and modern irrigation facilities. All these efforts were made to neutralize the relative scarcity of water in the region. Environmental History of the West The first chapters of the book deals with the environmental history of the West From the 16th to the 17th century, the Spaniards attempted to colonize regions above California. Most of the expeditions sent by the Viceroy of Mexico failed because of scarcity of water in the region. The attempts of Spanish soldiers to divert water from rivers were futile. The same case can be said when the Americans arrived. The retreating of the desert forced many inhabitants to increase the supply of water from the rivers to households and farms. The relative demand of water by the settlers provoked what Reisner called ‘little imperialism. ’ The officials of the developing urban center (with the support of the population) manipulated the ‘common folks’ of the countryside to secure an efficient supply of water from the Owens Valley. In a sense, Los Angeles stole the Owens River for its own development. This generally led to the decline of the Owens Valley. The continuous use of the river caused perennial inflows which generally reduced the amount of water entering Los Angeles. The stealing of the Owens River was not without political support. The state government promoted homesteading to ensure maximum usage of the river. It sold public lands for settlement and irrigation-based agriculture. When the supply of water from the river withered, the state government ordered a general reversal of its reclamation policy. When the government saw the disastrous effects of its reversal, it implemented a new reclamation scheme. This time, only rich individuals were able to avail of the project. Newcomers and even those living near the Owens River were not able to avail of the project. In short, only some individuals were able to benefit from the project. Dependence on Dams and Aqueducts Most cities and urban centers depended much on dams and aqueducts. Dams provided electricity to the growing industrial and manufacturing sectors of the West. Although aqueducts were few, those constructed were efficiently used. After the Great Depression, the federal government launched several water-based projects. In the West, about 250 000 dams were constructed, of which several thousands were of obvious economic importance. The Role of the Federal Government The role of the federal government was evident. The federal government distributed large mount of capital to local, municipal, and even state governments for dam buildings and other related constructions. The political machinery of the federal government was intended to shove the disastrous effects of water shortage in developing urban centers, at the cost of the environment. A new class of people, the irrigation and dam engineers, gained enormous technical power. Most of their advices were followed by both the federal and state governments to the letter. The emphasis, of course, of these technical advices was on the economic importance of the building projects. There was little regard for the welfare of the environment. History of the Colorado River Basin Then came the history of the Colorado River Basin. It deals primarily with one fateful man-made structure, the Colorado River Basin. For many environmentalists, the project was powerful ‘sin against nature. ’ For the economic liberals in both government and the chambers of commerce, the project was an approximation of the ideal. The real effect though of the project could be best understood on the individual level. Because of the Colorado River Basin, agriculture in the West was heavily subsidized by the government. This created a general distortion in the prices of agricultural goods. Prices of agricultural goods in the West were substantially lower than the prices of the same commodities produced in the East. The general subsidy program of the government only hastened the urbanization of the West, which eventually resulted to further degradation of the river system. The New Deal: A New Chapter on Environmental Degradation Most of the policies implemented in the West focused on water-based projects. The projects implemented during FDR presidency in the West were politically motivated. The water-based projects were implemented to increase the mineral supply of the United States. This mineral supply was vital to the growing manufacturing industry in urban centers. With the outbreak of the Second World War, these projects doubled the supply of aluminum available to the armaments industry. Dams provided the necessary hydroelectric power to run the armaments industry. The damage to the environment was unprecented. To increase the supply of aluminum, mountains had to be ripped off. To power the armaments industry, additional dams would have to be built or those already existing over capacitated. Here again the theme of environmental exploitation is presented, although in a different condition. The demands of the war dominated the demands for a more responsible management of the environment. The Army Corps of Engineers vs. the Bureau of Reclamation After the war, the Army Corps of Engineers was tasked to build water projects around several rivers. The relative obsession of the Engineer Corps on efficiency shortened the life spans of river and outlet flows. Although the short term value of those projects could not be denied, its long term effects were generally disastrous. The author argued that only after 10 years (since the construction of those projects), their marginal value declined sharply. The Army Corps of Engineers clashed with the Bureau of Reclamation over the implementation of the Reclamation Act of 1902. This act gave the federal government the funding for constructing irrigation projects in semi-arid regions. The Corps of Engineers insisted that it was part of their duty to implement the said act. The Bureau of Reclamation reacted quickly, passing an implementing order to all its sub-agencies in California and Arizona. Chapters 8, 9, 10, 11, and 12 are generally an outline of the major steps undertaken by various presidents and NGOs to prevent further environmental degradation of the Arizona river system. Here, the author outlined the positive effects of restoring the environmental value of the river systems without due reference to its economic implications. According to the author, only political motivation can only save the remnants of the river system. This political motivation though is hard to achieve as the economic importance of the river system continue to dominate the minds of politicians. Environmentalist Tone of the Book The tone of the author’s environmentalist leaning can be found in the first pages of the book. It reads: a lot of emptiness amid a civilization whose success was achieved on the pretension that natural obstacles do not exist Thanks to irrigation, thanks to the Bureau [of Reclamation] states such as California, Arizona, and Idaho became populous and wealthy; millions settled in regions where nature, left alone, would have countenanced thousands at best what has it all amounted to? not all that much. Most of the West is still untrammeled, unirrigated, depopulate in the extreme Opposition against building of water-based projects increased considerably during the Nixon and Carter administration. Carter supported the move because it was part of his government platform. In any case, the building of water-based projects in the West fell by about 85%. Major Arguments in the Book Here are some of the major arguments of the author in the book: 1) The intrinsic value of the environment is more important than its perceived economic value. The economic value of an important resource would tend to decrease as more and more of its utility is consumed; 2) Environmental degradation is correlated with the level of economic usage of a particular environmental resource. Relying from historical sources, the author argued that economic usage of a particular resource is inversely related to sustainability. An optimum level of usage can only be achieved if an optimum level of degradation is achieved; 3) And, political motivation is both a key in environment degradation and environment protection. This proposition is evident in the book. The degradation of the Owens River and the Colorado Water Basin was politically motivated. Equally speaking, the solutions proposed by the Carter administration to relieve environmental protection were effective, and thus, are under the nexus of political motivation. Analysis Analysis Many of the author’s arguments are generally full of unnecessary fallacies. At some point, he argued that the ultimate cause of environmental degradation was faulty political policies. At some other point, he argued that the massive ‘excessiveness’ of the urban centers was the sole cause of increased environmental degradation of the river system. The contradictory nature of these two statements is obvious and unrelenting. It can also be said that most of the author’s arguments lack verifiable evidences. Historical evidences cannot be translated into verifiable evidences because of the static nature of the former. Multiple references to sources are a necessity in verifying historical claims. Conclusion Much of the author’s arguments need more authentic verification. The historical proofs provided by the author were either devoid of associated empirical facts or simply lacking in credibility. For example, the term ‘political motivation’ has multiple meanings in the book, but the author failed to clarify it. Reference Reisner, Marc. 1993. Cadillac Desert: The American West and Its Disappearing Water. New York: Penguin Books.

A Midsummer Night’s Dream Essay: The Perspective of Theseus

A Midsummer Night's Dream:  The Perspective of Theseus  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚      In his play, A Midsummer Night's Dream, Shakespeare clearly establishes the feelings of Theseus with respect to love and reason.   Theseus distrusts the nature of love and its effect on people as he states in the following passage: I never may believe these antic fables or these fairy toys. Lovers and madmen have such seething brains, Such shaping fantasies, that apprehend More than cool reason ever comprehends. The lunatic, the lover, and the poet Are of imagination all compact. One sees more devils than vast hell can hold: That is the madman. The lover, all as frantic Sees Helen's beauty in a brow of Egypt. The poet's eye, in a fine frenzy rolling, Doth glance from heaven to earth, from earth to heaven; And as imagination bodies forth The forms of things unknown, the poet's pen Turns them to shapes, and gives to airy nothing A local habitation and a name. Such tricks hath strong imagination That, if it would but apprehend some joy, It comprehends some bringer of that joy; Or in the night, imagining some fear, How easy is a bush supposed a bear (V, i, 3-22)!    Theseus expresses his doubt in the verisimilitude of the lover's recount of their night in the forest. He says that he has no faith in the ravings of lovers or poets, as they are as likely as madmen are to be divorced from reason. Coming, as it does, after the resolution of the lovers' dilemma, this monologue serves to dismiss most of the play a hallucinatory imaginings. Theseus is the voice of reason and authority, but he bows ... ...rs† (V, I, 28-30! Instead of â€Å"Go and fresh days of love accompany your hearts!† (V, I, 28-30) 2.  Ã‚  Ã‚  Ã‚  Ã‚   Your first paragraph seems to be your first point instead of your introduction.   Your first sentence also appears to be your thesis statement.   Your introduction should incorporate all of the points of your paper.   You are introducing all of them.   So, lengthen your introduction and then for your thesis statement you need to list all of the points that you discuss. In his play, A Midsummer Night's Dream, Shakespeare clearly establishes the feelings of Theseus with respect to love, reason. 3.  Ã‚  Ã‚  Ã‚  Ã‚   When quoting lengthy passages from a Shakespearean play or a poem, you should keep the line formation.   Begin a new line when the author of the passage begins a new line.         

How typical is England to Her Sons Essay

How typical is â€Å"England to Her Sons† of the poems in this section of the anthology. Happy is England in the brave that die. This is a line from â€Å"Happy is England now†. In my opinion it sums up the section as a whole because it is stating that the people of England wanted the soldiers to fight and they respect the sacrifices the men have made. The whole section revolves about the acknowledgment of the deaths of the soldiers and also the acceptance of it. Personification is used in England to her Sons and Happy is England Now about England itself. It conjures u a motherly and maternal image of the Motherland towards the soldiers going out to fight. Moreover, it unites England and makes it seem everyone had a positive attitude towards the war when it is mentioned that â€Å"happy is England now as never yet†, which implies that the whole of England is proud and glad that the soldiers are going to war. Happy is England Now projects a very strong and patriotic message of making sacrifices and protecting this picturesque England with â€Å"her hills, rivers and her chafing sea†. It uses natural imagery to stir up a desire to protect the land where these soldiers were born and raised. Moreover, a sense of experiencing this â€Å"Happy England† caused by the sacrifice of war, is created by the intensified senses created in the last stanza where birds â€Å"sing the sweeter in our English ears† and nobleness that â€Å"shines the purer† in their English hearts. It would have created a longing for people to be part of this wonderful land, and therefore they would have wanted to have protected it. Symbolism also has a large presence in these poems and it gives the poems depth and more complexity. England to her Sons uses symbolism to create a sense of ownership of the soldiers, â€Å"Sons of mine I hear you thrilling† and it is also implied that she â€Å"bore† the children† which the Motherland then sends to war. In Fourth of August, the symbolism is used to make the soldiers seem very young and naive, â€Å"Spirit of England, ardent eyed† which makes the soldiers seem very keen and apprehensive, but also innocent and defenceless. Finally, symbolism is used to create a religious link between the War and the â€Å"destroying dragon† which Saint George, who represents England and her Soldiers, slays to protect his people. The soldiers in this section are made heroes for being martyrs. This is shown especially in Fourth of August on the last two lines, â€Å"We step from the days of sour division into the grandeur of our fate†, which shows that the soldiers and people believed that it was a good thing to die for ones country. This is also emphasised again in England to her Sons, where it creates a great sense for the soldiers and England, as they accept the death of their â€Å"sons†, â€Å"save a little space to weep†. â€Å"And the worst friend and enemy is but Death†, is a reference to Peace, and it just emphasises that even though â€Å"Death† reaps them of their lives, it also enables them to come closer with their Maker, God. Overall, England to her Sons represent this section of the anthology very well, because it includes everything that this section is trying to convey to the reader. It shows the sacrifice of England and the soldiers who give their life, and it projects the religious message of God, who will send them to heaven for their good deeds. Moreover it glorifies death by using euphemism, â€Å"And if He in wisdom giveth Unto His beloved sleep†, to acquire an acceptance of the soldiers. Lastly, it also shows the undoubting faith that the people of England had at that time, as they all believed that God would protect them and guide them to winning the War.

Practical Application of Statistics in Nursing Essay

Statistics is a fundamental part of human knowledge. It is known to be the exact science of collection, interpretation, analysis and presentation of data. It is a mathematical science that gathers and explains causal phenomenon or relationship, analyzes and presents measurements, collects and analyzes information base on factual sources and presents data as accurate as possible. As Fowler, Chevannes and Jarvis (2002) put it, â€Å"Statistics looks at ways of organizing, summarizing and describing quantifiable data, and methods of drawing inferences and generalizing upon them† (p. 1). The application of statistics in nursing curriculum is important because nurses, like other medical professionals, deal with a variety of information that needs statistical treatment of the data. For example, on their everyday encounter with patients, nurses need to apply statistics to calculate the average number of patients examined per day, week, month or year. Measuring the average number of patient examination would enable nurses to predict as to what month health consultation is at its peak. Without knowledge in statistics, nurses would be clueless on what to expect during the incoming month or season. Another example, when giving medicine to the patient, nurses must be able to determine the time interval when a patient should take the prescribed medicine. Nurses, too, must be able to identify what percentage of the admitted patients are carriers of transferable diseases, victims of chronic diseases and others. Moreover, application of statistics such as econometric statistical techniques is helpful in analyzing the cause-effect relationships of diseases and the severity of diseases through correlation and regression principles. History of Statistics Application in Nursing  The demand for statistical literacy among nurses was brought by the growing importance of nursing researches which started on Florence Nightingale’s â€Å"Notes of Nursing† published in 1859. Nightingale was able to describe the factors that affected the performance of soldiers who were involved in the Crimean war. She was able to determine that other illness contracted off the field of war and caused unattended wounds. Nightingale’s notes then became the basis for a review of what and how much amount of care the soldiers should receive (Lipsey, 1993). Following Nightingale’s notes, nursing research became an important part of the nursing curriculum which led to the establishment of the American Journal of Nursing. This journal started to publish nursing research studies as early as 1930s. In 1970s, the focus of research was on the investigation of nursing practice and the outcomes of nursing. This required an in-depth knowledge of research design and statistical methods where clinical problems and issues related to nursing practices were subject to investigation. Uses of Statistics in Nursing In evaluating the use of statistics in nursing, Fowler, Chevannes and Jarvis (2002) identified two reasons why nurses need to be statistically equipped. One of the reason is that statistical literacy is required if nurses are to read and evaluate critical and intelligent data, reports and other literature related to managing health care. Another reason is that knowledge in statistics would help nurses whenever they would decide to undertake an investigation that includes the collection, processing, interpretation and analysis of data and reports on their own account. However, statistics have limitations; it does not prove anything, instead it presents the likelihood of the things to happen based on the result of an investigation (Fowler, Chevannes and Jarvis, 2002). Statistics and the Health Care Investigation Health Care investigation generally involves a five-stage process: 1) identifying the problems and objective; 2) planning; 3) collection of data; 4) interpretation and analysis of the data; and 5) presenting and reporting the result of investigation. In doing health care investigation, the following methodologies are usually utilized: sample survey, clinical trials and epidemiological studies. Usually, getting a sample population is needed to conduct such methodology. In statistics, population means a group or collection of individuals who are the subject of investigation. Variables entails the different characteristics of individuals such as age, weight, height, number of heart beat, manifestation of symptoms and economic status which relate to the health condition of individual. Since it is hard to get all the population to be involved in health care investigation, nurses may use smaller groups or sub-set who will represent the group as a whole. This group is known as sample. Each individual or unit in the sample can provide a data like measurement. This record is called an observation (Fowler, Chevannes and Jarvis, 2002). For example, the nurse wanted to find out whether Generation Y babies (which is the sample unit) are malnourished or just on average weight. The nurse must first identify the duration of the investigation, number of babies to be investigated, and the age and gender of the infants. This would be the variables. Observations would be based on the measurement of each sample infant included in the health investigation. Explanatory Nursing Studies and Inferential Statistics Researches which aim to explain the elucidate the relationship among the variables are more complex than other descriptive studies. Lines of inquiry for this study are often based on establishing theories from other research literature. Example of questions could be: Are people born with mental disease more likely to survive Post Traumatic Syndrome Disorder than people with chronic diseases? Are chronically ill patients more likely to improved under the care of nursing home than on the care of their family? In explanatory study, are not being investigated based on the cause-effect relationship rather it attempt to understand how the given variables are related to each other. Thus, inferential statistics are utilized to analyze or explanatory elucidate the relationship of the variables (Plichta and Garzon, 2009). Prediction and Control Nursing Studies and Statistics Statistics, like medicine, is also an important tool to prevent and control diseases. In prediction and control studies, nurses aim to determine which variables are able to determine causality and are predictive. Such studies are usually quasi-experimental whereas the researcher is bound to introduce an intervention. Experimental designs involve random selection, an intervention, two different groups – one group that receive an intervention and another group that do not receive an intervention – and random assignment of the study participants to either the intervention or the control group. Like explanatory studies, prediction and control studies uses inferential statistics to examine the data and provide answer to the research questions (Plichta and Garzon, 2009). The Statistical Analysis of Health Data  Without the use of statistics, it will be hard to identify which diseases or ill conditions are critical or not. On any instance, medical professionals, particularly the nurses, rely on the result of clinically proven studies on attending to the needs of their patients. Nurses need not only rely on doctor’s order but also they need to be well equipped when dealing with patients. Most of the time, nurses are the primary person who attend to emergency situation. Thus, they should also be knowledgeable in analyzing their patients’ condition based on the medical variables related on the illness or disease being experienced by the patient. However, there are studies with similar topic but posses different results. For example, there are studies that prove the effectiveness of applying chemotherapy to cancer patients. On the other hand, there are studies that show how doctors negatively react on the use of chemotherapy to cure cancer patients. For nurses to avoid being trapped on ethical dilemmas, they must know how to critically analyze those studies that are of their concern, particularly those with statistical measurements. Research studies with statistical analysis of the data usually undertake three stages. First, the data should be cleaned. By cleaning the data, it means that all the variables in the study must have valid and usable values. Running frequencies and examining these frequencies must be done for the researcher to be able to identify the valid values, the amount of missing data and the adequate variability. Nurses, when reading and analyzing such data, must also be able to examine the frequencies used by medical researchers. They should be able to identify the missing data and the validity of the values presented in the studies. The second step in statistical analysis is describing the sample. Here, the researcher employs descriptive statistics with a table that displays the sample’s characteristics are presented. For example, the medical researcher uses a graph, a chart or a table to present the sociodemographic characteristics (e. g. age, weight, height and gender) of the sample patients. Such description enables not only the medical professionals but also the common people to understand the sample population involved in the study. Moreover, in describing the statistical analysis, the key dependent and independent variables are given enough presentation. Nurses must be able to categorize which variables are independent and which are dependent. The last step in statistical analysis of health data is to be able to identify the list of inferential statistics that will be used to test the hypotheses. Application of inferential statistics depends on the research design, size of the sample and the distribution of variables (normal vs. non-normal), scale measurement of the variables (ratio, nominal, interval, ordinal) in the hypothesis and the type of comparison that needs to be made. It is also important to note that for small sample population and for variables which are not normally distributed, nonparametric statistics are used while for large sample population and for normally distributed variables, parametric statistics are utilized (Polit, 1996). In order to not to be deceived by the validity of the hypothesis presented by medical professionals, nurses must be knowledgeable on the application of statistics and its variation. Generally, nurses of today’s generation must be well statistically equipped. They should be able to distinguish which studies are applicable on their field of practice and on the nature of their workplace or community. Not all nurses are working with advanced health facilities thus they should be able to manually learn the basic principles of statistics which will be helpful on every part of their duty – from giving medicine to their patient to reporting the results of treatment, generating research studies, predicting and controlling diseases and applying the fundamental results of valid health studies. Without knowledge in statistics, nurses would fail to give enough care and treatment needed by the patient. Moreover, without knowledge in statistics, nurses, who works directly and personally with their patients, would fail to understand the different conditions being experienced by the patients. With the aid of statistics, nurses would be able to contribute to the growing number of medical researches particularly those which relate to the vocation of nursing.

Example Sentences of the Verb Bring for ESL Learners

Example Sentences of the Verb Bring for ESL Learners This page provides example sentences of the verb bring in all tenses in English. Study examples of positive and negative sentences, as well as questions. Make sure   Infinitive: To Bring Use the infinitive form to bring when combining with verbs that take infinitives as an object: She hopes to bring that up at the meeting. Base Form: bring Use the base form bring together with helping verbs in the present simple, past simple, and future simple: Do you usually bring your homework to class?They didnt bring any news of the situation.They wont bring anything to eat. Past Simple: brought Use the past simple brought in positive sentences with the past simple: Peter brought his racket last weekend.   Past Participle: brought Use the past participle brought in past, present, and future perfect forms: Hes brought a number of friends to the party. They hadnt brought anything to eat, so they went out.She will have brought enough food for everyone. Present Participle: bringing Use the present participle, or ing form, for present, past, and future continuous tenses, as well as for all perfect continuous tenses: Shes bringing the drinks tonight.Tom was bringing up the idea when she interrupted him.They have been bringing a lot of new information to the discussion. Each of these forms is used with different tenses. Bring is an irregular verb and should be memorized.   Present Simple She often brings friends to work.How often do they bring their children to work?Peter doesnt usually bring anything for lunch. Present Continuous Mary is bringing Jack to the party. Why are they bringing up that topic?We arent bringing our friends to the show.   Present Perfect I havent brought much food today.How much money have they brought to the table?She hasnt brought any homework with her. Present Perfect Continuous She has been bringing her friends along for years.How long have you been bringing up that topic?They havent been bringing much to our potluck lately. Past Simple Alice brought a new friend to the party.When did you bring that subject up with him?She didnt bring any luggage with her last weekend. Past Continuous I was bringing out the present when she burst into the room.What were you bringing up when he interrupted you?He wasnt bringing about any change when they let him go. Past Perfect The others had brought the food before they arrived.How many books had you brought to the study session?She hadnt brought up that topic until you mentioned it.   Past Perfect Continuous She had been bringing different friends to work for years before her boss told her to stop.How long had they been bringing their lunch to work before they started eating in the cafeteria?She hadnt been bringing many friends around when he asked her to stop bringing anyone.   Future (Will) Janice will bring the dessert.What will you bring to the party?She wont bring that up at the meeting.   Future (Going to) I am going to bring the drinks to the party.When are you going to bring your friends around for a visit?They arent going to bring her instrument to the concert.   Future Continuous This time next week we will be bringing about a number of changes.What will you be bringing up at the next meeting?She wont be bringing anything to eat, so were going out.   Future Perfect They will have brought enough food by six oclock.How many times will you have brought a dessert by the end of the year?We wont have brought enough steaks, so Ill go shopping. To continue learning, make sure you study other irregular verbs and practice using a variety of tenses. Continue your focus on irregular verbs and practice using a variety of tenses. Continue your focus on bring with the following quiz. Bring Quiz Use the verb bring in the correct tense in the sentences below: I __________  the cake to the party before he arrived.We  __________  the product out twenty years ago.Who  __________ the wine to the party?I think Tom  __________ his girlfriend to the party, but Im not sure.Alex always  __________  work home with him.She ______________ up the topic when he rudely interrupted.They  __________  many friends to dinner since they moved here two years ago.Susan ____________ a few friends over before I arrived.She  __________ the list right now. Dont worry.My neighbor  _______ up a few topics at the meeting last week.   Answers: had broughtbroughtwill bring/is going to bringwill bringbringswas bringinghave brought  had brought  is bringingbrought

Free Essays on College Vs High School

College versus High School School plays an important role in our life. Many of us will spend more than fifteen years at school in order to get the qualifications that are required to work in a specific field. Two important steps that we go through are high school and college. Even though some people would think they are almost similar, there are significant differences between them. Throughout this essay one should see many differences in high school and college in the areas of expenses, relationships between teachers, amount of work required, and the social environment. It is true to say that college is more expensive than high school. Of course, it provides a higher level of education, but by having such high fees it does not give a chance to them. In college students must have buy their own books whereas in high school they borrow them from the school for a year. As they do for high schools, the government should pay for the books and then borrow them to students, as they do in high schools. Paying for education can get expensive, but many people have to pay even more. Many cities do not have colleges, so students who want to get a higher education have to move away to another city where they will be provided the education they need. This often involves paying for an apartment, food, and sometimes for the bus, which is not, unlike high school, free. Clearly, college is a lot more expensive than high school. However, the cost is not the only thing to consider when comparing high school and college. The relation between teachers and students is also quite different. At high school, they see their students lower than them, not as equals. To tell the truth, it is very hard for high school students to become friends with their teachers, because of the fact that they are seen as simple students who have nothing to learn from their teachers. However, at college, it is easy to have a friendly relation with a teacher because their st... Free Essays on College Vs High School Free Essays on College Vs High School College versus High School School plays an important role in our life. Many of us will spend more than fifteen years at school in order to get the qualifications that are required to work in a specific field. Two important steps that we go through are high school and college. Even though some people would think they are almost similar, there are significant differences between them. Throughout this essay one should see many differences in high school and college in the areas of expenses, relationships between teachers, amount of work required, and the social environment. It is true to say that college is more expensive than high school. Of course, it provides a higher level of education, but by having such high fees it does not give a chance to them. In college students must have buy their own books whereas in high school they borrow them from the school for a year. As they do for high schools, the government should pay for the books and then borrow them to students, as they do in high schools. Paying for education can get expensive, but many people have to pay even more. Many cities do not have colleges, so students who want to get a higher education have to move away to another city where they will be provided the education they need. This often involves paying for an apartment, food, and sometimes for the bus, which is not, unlike high school, free. Clearly, college is a lot more expensive than high school. However, the cost is not the only thing to consider when comparing high school and college. The relation between teachers and students is also quite different. At high school, they see their students lower than them, not as equals. To tell the truth, it is very hard for high school students to become friends with their teachers, because of the fact that they are seen as simple students who have nothing to learn from their teachers. However, at college, it is easy to have a friendly relation with a teacher because their st...

The Efficiency-Wage Theory in Economics

The Efficiency-Wage Theory in Economics One of the explanations for structural unemployment is that, in some markets, wages are set above the equilibrium wage that would bring the supply of and demand for labor into balance. While it is true that labor unions, as well as minimum-wage laws and other regulations, contribute to this phenomenon, it is also the case that wages may be set above their equilibrium level on purpose in order to increase worker productivity. This theory is referred to as the efficiency-wage theory, and there are a number of reasons that firms might find it profitable to behave in this way. Reduced Worker Turnover In most cases, workers dont arrive at a new job knowing everything that they need to know about the specific work involved, how to work effectively within the organization, and so on. Therefore, firms spend quite a bit of time and money getting new employees up to speed so that they can be fully productive at their jobs. In addition, firms spend a lot of money on recruiting and hiring new workers. Lower worker turnover leads to a reduction in the costs associated with recruiting, hiring, and training, so it can be worth it for firms to offer incentives that reduce turnover. Paying workers more than the equilibrium wage for their labor market means that it is more difficult for workers to find equivalent pay if they choose to leave their current jobs. This, coupled with the fact that its also less attractive to leave the labor force or switch industries when wages are higher, implies that higher than equilibrium (or alternative) wages give employees an incentive to stay with the company that is treating them well financially. Increased Worker Quality Higher than equilibrium wages can also result in increased quality of the workers that a company chooses to hire. Increased worker quality comes via two pathways: first, higher wages increase the overall quality and ability level of the pool of applicants for the job and help to win the most talented workers away from competitors. (Higher wages increase quality under the assumption that better quality workers have better outside opportunities that they choose instead.) ​ Second, better paid workers are able to take care of themselves better in terms of nutrition, sleep, stress, and so on. The benefits of better quality of life are often shared with employers since healthier employees are usually more productive than unhealthy employees. (Luckily, worker health is becoming less of a relevant issue for firms in developed countries.) Worker Effort The last piece of the efficiency-wage theory is that workers exert more effort (and are hence more productive) when they are paid a higher wage. Again, this effect is realized in two different ways: first, if a worker has an unusually good deal with her current employer, then the downside of getting fired is larger than it would be if the worker could just pack up and get a roughly equivalent job somewhere else. If the downside of getting fired if more severe, a rational worker will work harder to ensure that she doesnt get fired. Second, there are psychological reasons why a higher wage might induce effort  since people tend to prefer working hard for people and organizations that acknowledge their worth and respond in kind.

Letter to the Editor Assignment Example | Topics and Well Written Essays - 500 words - 2

Letter to the Editor - Assignment Example All road users are directly affected by this issue whether in a public, vehicle, private vehicle, or on foot. Cases have been observed where pedestrians have been swept dead by over speeding cars. Moreover, onlookers have been reported to have been knocked down after a vehicle lost its way. It is, therefore, arguable that any individual is at risk of losing their life as long as they are using a road within the country. Before describing the possible solutions to this menace, it is essential to take a careful analysis of its causes. A recently carried out research on the commonly affected roads within the country held that road accidents were majorly as a result of poor roads. Most roads within the country are poorly constructed and, therefore, a challenge to most drivers who get involved in such accidents. Some drivers have further argued that the climatic conditions, especially during the cold seasons, affect their vision on the road. It has been observed that more accidents occur those mornings when there is plenty of mist in the atmosphere. This mist inhibits drivers’ ability to see approaching vehicles, resulting to accidents. Carelessness on the road is also a factor that results to these accidents. Some drivers are either not qualified, or are just careless. Such drivers use phones while driving, or get drunk. Such are significant factors for the increased number of road accidents in the country. Some pedestrians, too, are careless as far as crossing the roads are concerned. After such analysis of the problem, it is essential to describe a solution to the issue. One of the solutions to this issue is that better roads should be constructed, as well as repair to the already existing ones. As long as these roads are in bad conditions, road accidents shall be witnessed. It is, therefore, important that, to reduce the number of deaths on roads and accidents, roads should

The Cold War in Berlin Research Paper Example | Topics and Well Written Essays - 1750 words

The Cold War in Berlin - Research Paper Example He stated that if one was claiming that communism was good, he should come to West Berlin and see the capitalism taste. This was meant to demonstrate how well the capitalism ideology had spurred significant economic growth and political freedom in West Berlin. He also asserted that dividing people and putting them under oppression was not only contravention of individual human rights but a recipe to economic backwardness. He reiterated the need for a united people and pursuit of capitalism which was characterized by democracy â€Å"Freedom has many difficulties, and democracy is not perfect But we have never had to put a wall up to keep our people in, to prevent them from leaving us!† He demonstrated how West Berlin had prospered despite being physically separated from the rest of the world and directly championed for adoption of democracy as a tool towards capitalism before he gave a closing remark amidst a cheering crowd of how proud he was to be a West Berliner (Smyser, 200 9).It is worth to note that John. Kennedy’s visit was also meant for a meeting with the Soviet Union Leader Nikita Khrushchev in Vienna Austria for a retreat in terms of the oppressive rule over the East Berlin people. The meeting ended in a stalemate and increased tension between US and Soviet Union. At some point, the US threatened to react with military force if their rights in West Berlin were interfered with in any way by the communist Soviet Union. To achieve this, the second wall which was known as border wall 75 was created in 1975.

PM 3G should launch this year (internationl businese) Article

PM 3G should launch this year (internationl businese) - Article Example It has not been introduced in some countries because of the initial cost of setup. These 3G machines are very expensive and also, licensing fees for its provision is really high. In Thailand's case, though, licensing wouldn't be as expensive as other countries and Thailand's Prime Minister seems to be concerned about the notion of the existence of 3G technology in Thailand. Furthermore, the world is moving towards technological change and it is no more an environment to sit back and relax. Companies and countries alike have to act and adapt quickly, otherwise they fall behind economically and in other world affairs. In a very short time from now, we would move into the age of 4G or something similar, but more advanced than 3G. 3G has hit the market few years ago and engineers are continuously working to develop more sophisticated and advanced technology. This is the time to make money. These days, product life cycles are very short and based on my knowledge, 3G technology would be replaced soon. Look at the example of the U.S. The U.S. telecommunications' providers have capitalized on the opportunity and offered the 3G mobile broadband at sufficiently high prices to match demand. Now, the demand for 3G mobile broadband has gone down a bit, so the providers are offering good deals and discounts to make use of the few remaining days of the current techno logy.

Social Work Mental Health Literature review Example | Topics and Well Written Essays - 3000 words

Social Work Mental Health - Literature review Example Social workers themselves can, in turn, influence people to raise their own levels of self confidence through the positive work that they do, as well as the quality services that they provide (Gray & Schubert 2010). The degree of expertise that a social worker has, and the skill sets that they come into the position with, largely depends on the quality of the training that they have received. With this in mind, it can be said that social workers need to be trained to take it upon themselves to improve their own effectiveness in work with individuals that have a mental illness, all in an effort to perform the various job functions assigned to them with excellence. To accomplish this objective will require possessing the ability to manage a complex discipline, in addition to the challenging situations that arise on a daily basis, in order to provide maximum benefit to both the individual and to society as a whole. The focus of the following literature review is to provide the reader wi th a cursory overview of the function that social workers play within the treatment of mentally ill individuals, as well as a critical analysis of two health models that more effectively cover this topic in depth (Bogg 2014). Recent trends indicate that social workers can literally transform the lives of people that have a mental health condition. This demonstrates their significance in modern society (Allen 2014). This is accomplished through their ability to improve the quality of services provided to people that have a mental illness and through the dedication exhibited by social workers, as they are the very professionals trained and this field and possess the capability to truly make a difference in this discipline. It should be mentioned, as well, that the field of mental health is a ripe area for the practice of social work, and within this context such individuals are well positioned to impact society in a positive manner. Social workers do provide

Natural Law Jurisprudence Essay Example | Topics and Well Written Essays - 1500 words

Natural Law Jurisprudence - Essay Example Jurisprudence implies creating a body of law and methods for interpreting the law, studying the relationships between law and society, and predicting the effects of legal decisions . It is the science or philosophy of law. It applies to substantive law and to the legal system in general. It is based on the fundamental principle of 'just society' which means in a democratic country, all are equal and their rights (personal and property rights) should be protected before law. Judges apply it without favor or fear. Jurisprudence implies creating a body of law and methods for interpreting the law, studying the relationships between law and society, and predicting the effects of legal decisions.(Wikipedia) . The purpose of jurisprudence is to "achieve social order through subjecting people's conduct to the guidance of general rules by which they may themselves orient their behavior" (Fuller 1965, 657). The word ' Teleology is derived from the Greek word 'telos, which means "goal", purpose".(- page : socillogy 3rd ref ). The ancient world was permeated by teleological thought, that is, a belief that everything has a pre-ordained purpose - there's a pattern to the world and to each thing in it . (Socrates, Aristotle, the Stoics - also the Oracle in The Matrix). It is based on the Greek concept of 'eudemonism' which means that people live a satisfying life based on Universal laws. The Greeks viewed the universe as self correcting." The state, like all things, has a certain end. A just state is one that is organized in such a way as to achieve this teleological purpose."( Plato : The Republic)."Within the state, every person has a role or function, and 'just conduct' lies in fulfilling his or her role. "( Aldous Huxley's novel Brave New World). Aristotle and Thomas Aquinas were great supporters of teleology .Whether " Natural Law Jurisprudence automatically lends itself to the teleolo gical approach" In order to analyze this question , first we have to understand the characteristics of Natural law and teleology . Natural Law Jurisprudence has the following distinguishing features which separates it from teleological law . i. Natural law is universal and unchanging - it's always available to legislators, judges and citizens of any jurisdiction in the field of justice - correcting wrongs and distributing goods (Harris) ii. The sources of natural law are customs, usages, case laws and precedents iii. It is discoverable by human reason iv. Natural law attempts to analyze, explain, classify, and criticize entire bodies of law, ranging from contract to tort to constitutional law. v. It commands obedience from people and people obey it in moral sense. vi. In the US and many parts of the world, Natural Law has become very much influential. vii. International law derives its validity from natural law. International Law is based on the principles of Natural law jurisprudence. UN Charter recognizes natural rights, and principles. viii. The formation of the

Kodak and Fujifilm Term Paper Example | Topics and Well Written Essays - 1750 words

Kodak and Fujifilm - Term Paper Example Throughout this period, the company has undergone through various transformational phases which has seen it even be declared bankrupt in January 2012 (Eastman Kodak Company, 2004). Eastman Kodak Co. is known for its best photographic film products which has for ages, been the central part of its business. Mostly, these products included cameras, printers and other machines for use in the production of film products. This company became very dominant for a longer period of time and history has it that most of the 20th Century, it was the only company that held a high prestigious and dominant position in the industry (Eastman Kodak Company, 2004). The first argument one can give forth is that probably there was no greater competitor back then which left Kodak as the only sole producer of the said photographic materials thus; it thrived as a worldwide monopolist. For instance, the company had nearly 90% of the United States of America film share of the market. The remaining percentage w as left to the struggling small companies which were no match to its growth success (Devereaux et al, 2006). In the late 1990s, Eastman Kodak Company started facing financial struggles, which after in-depth analysis, were found to be due to under-performance in its sales prospects leading it to incurring greater transactional and production costs. The resultant effect was the decline in the sales of its photographic materials. Consequently, Kodak’s dismal performance during this period was attributed to the uptake of information technology by firms in their operations. This sudden shift caught the company unawares since it continued producing these film products when the market for the same was diminishing gradually with each passing moment. Sooner or later, the company had no positive sales records. Its slow response to transit to digital photography despite it having invented the current technology in use, in modern digital cameras, led to its fall. However, as a turnaround at around the year 2007, Kodak started using digital photography in its operations, a move which led to it registering profits in its operations. It also focused on digital printing of the films and even started using generating revenues through an aggressive litigation of patents. In the month of January 2012, the company filed for a bankruptcy protection and followed this move in the succeeding month with an announcement that it had ceased production of pocket video cameras, digital cameras, and the digital picture frames. Instead, it stated that its focus would be on the corporate market of digital imaging. August the same year, the company announced for the sale of its commercial scanners, photographic film but not the motion picture film, and the kiosk operations all of which served as measures to emerge from the bankruptcy state. Kodak also sold most of its patents Intellectual Ventures and RPX Corporation, which was an umbrella corporation for companies like Apple, Amazon, F acebook, Samsung, Microsoft, Google and HTC. Fujifilm Company Ltd. This is a Japanese multinational imaging and photography company that was established in the year 1934 and has its headquarters at Tokyo, Japan. The aim of its establishment was to regard it as the first Japanese photographic company producing photographic films. At its inception, this company had only one goal of being a cinematic-film producer but, overtime, it has grown into being a fully fledged multi-dimensional

Natural Law Jurisprudence Essay Example | Topics and Well Written Essays - 1500 words

Natural Law Jurisprudence - Essay Example Jurisprudence implies creating a body of law and methods for interpreting the law, studying the relationships between law and society, and predicting the effects of legal decisions . It is the science or philosophy of law. It applies to substantive law and to the legal system in general. It is based on the fundamental principle of 'just society' which means in a democratic country, all are equal and their rights (personal and property rights) should be protected before law. Judges apply it without favor or fear. Jurisprudence implies creating a body of law and methods for interpreting the law, studying the relationships between law and society, and predicting the effects of legal decisions.(Wikipedia) . The purpose of jurisprudence is to "achieve social order through subjecting people's conduct to the guidance of general rules by which they may themselves orient their behavior" (Fuller 1965, 657). The word ' Teleology is derived from the Greek word 'telos, which means "goal", purpose".(- page : socillogy 3rd ref ). The ancient world was permeated by teleological thought, that is, a belief that everything has a pre-ordained purpose - there's a pattern to the world and to each thing in it . (Socrates, Aristotle, the Stoics - also the Oracle in The Matrix). It is based on the Greek concept of 'eudemonism' which means that people live a satisfying life based on Universal laws. The Greeks viewed the universe as self correcting." The state, like all things, has a certain end. A just state is one that is organized in such a way as to achieve this teleological purpose."( Plato : The Republic)."Within the state, every person has a role or function, and 'just conduct' lies in fulfilling his or her role. "( Aldous Huxley's novel Brave New World). Aristotle and Thomas Aquinas were great supporters of teleology .Whether " Natural Law Jurisprudence automatically lends itself to the teleolo gical approach" In order to analyze this question , first we have to understand the characteristics of Natural law and teleology . Natural Law Jurisprudence has the following distinguishing features which separates it from teleological law . i. Natural law is universal and unchanging - it's always available to legislators, judges and citizens of any jurisdiction in the field of justice - correcting wrongs and distributing goods (Harris) ii. The sources of natural law are customs, usages, case laws and precedents iii. It is discoverable by human reason iv. Natural law attempts to analyze, explain, classify, and criticize entire bodies of law, ranging from contract to tort to constitutional law. v. It commands obedience from people and people obey it in moral sense. vi. In the US and many parts of the world, Natural Law has become very much influential. vii. International law derives its validity from natural law. International Law is based on the principles of Natural law jurisprudence. UN Charter recognizes natural rights, and principles. viii. The formation of the

Religious Summary Essay Example | Topics and Well Written Essays - 500 words

Religious Summary - Essay Example The situation of famine in Canaan gave way for the men to move with their respective families towards Goshen in Egypt. The Jews within Egypt was not appropriate for the same. The Israelites became the slaves of the pharaohs and thus built the huge statues and monuments which exist even to this day. (Rousseau, 1983) The book of Exodus states that the new leader of the Jews - Moses led the people from their state of bondage within Egypt and thus the defining moment came within the Jewish tradition when God spoke to Moses and presented him the Ten Commandments which were engraved on different stone tablets. In a period of forty years, the Jews did come back to Canaan and thus drove out the present day inhabitants as well as named the city as Jerusalem, which was in essence the capital. The religion of Christianity is focused on the teachings of Jesus Christ while Islam derives its basis from Mohammad, the last messenger sent by God on earth. Christians believe Jesus Christ as the Son of God while the followers of Islam, called Muslims do not believe in God having anyone in His family, let alone anyone related to God. For the Christians, Jesus Christ has revealed the basis of God which is not different for the Muslims for whom Mohammad discovered that there was One God alone upon whom Muslims should base their thinking ideologies and beliefs. (Swidler, 2002) Christians are of the view that Jesus has ascended into heaven and he is the one who will eventually differentiate between the living and the dead whilst allowing the everlasting lives to those who follow the teachings preached by him. This is pretty true in the case of Islam where Mohammad will pave the way for the Muslims to enter heaven on the Judgment Day and will ask God to allow the followers of Islam to enter heaven and thus seek an everlasting life full of God’s bounties and splendor. Christians base their beliefs on the Holy Book

Race and Ethnicity Essay Example for Free

Race and Ethnicity Essay Pretend you are driving along on the highway. You see a person on the side of the road having car problems. This is person is wearing an Armani suit and driving a Porsche. The next day, you encounter the same incident but, this time, it is a man wearing baggy jeans with holes in them, a dirty shirt and he looks very unclean. Would you be more likely to stop for the man in the Armani suit, or the the second man? I know that I would stop for man #1. The reason I and most of our society would do so, is because we have a horrible habit. The habit is unintentional and we do it not meaning to hurt anybody This habit is stereotyping people by the way they look or talk based on what society considers normal. In the book, To Kill a Mockingbird, by Harper Lee, Scout, Atticus and Tom Robinson are victims of being stereotyped by others. Each has to cope with being stereotyped. Scout and Atticus have the ability to change their ways in order for people to respect them, unlike Tom Robinson, who is stereotyped as a mutant to the town of Mayberry simply because he is black. For example people are preaching to Scout that she should act like a typical girl. Atticus is stereotyped as a traitor to his people, the white race, because he stands up for a black man, Tom Robinson, who is accused of raping a young woman. Last but not least, Tom Robinson is stereotyped as being a flaw in the human race because he is black. When he is accused of committing a rape, he is not given a fair trial, due to the fact that he is an African-American. During a Sunday brunch, Scout’s aunt, Alexandra, forces Scout to wear a skirt and help her to cook. Being a proper lady, Aunt Alexandra does not want the town ladies to think that she was raising her niece to be a tomboy. Therefore, she has Scout put on a facade. Against her will, Scout does everything a typical polite girl would do. She serves the ladies, wears a skirt, and brushes her hair. Scout goes through this tremendous effort because she does not want to be known as a tomboy simply because she would choose to climb a tree rather than bake a pie. Scout is able to make a deception. Should she change her ways to prevent getting a bad name or should she stick to her beliefs and deal with being called a tomboy. Unfortunately, Scout ignores her morals and changes her ways. Scout is not the only character having to rise above stereotypes. Her father, Atticus, must do so as well. Atticus, a white man, is asked to be a lawyer for Tom Robinson, a black man accused of raping a white girl, Mayella Ewell.. After carefully examining evidence, Atticus realizes that Tom Robinson is 100% innocent. Therefore, Atticus goes to court, where he stands up for a black man in front of a white jury. Atticus gives sure proof arguments and evidence to prove that Robinson is innocent. Unfortunately, after a long recess, Robinson is found guilty of rape. Because Atticus stood up for the truth, and went against his own race, he is stereotyped as a traitor and a blacks lover by the Ewells.. It is truly unfortunate that both Atticus and his daughter, Scout, are cast aside by the population of their town because they go against majorities beliefs and do what they believe is decent. Although, there is one factor that separates Scout from Atticus in this situation. Both Scout and Atticus are able to control what people think of them in these particular situations. Scout becomes a conformist, while Atticus continues to stand up for his beliefs and does not change despite the fact that he will get a bad reputation. Unlike Atticus and Scout, Tom Robinson does not have the ability change his ways in order for him to be seen as an equal because Tom’s fault was that he was born black. This was not his choice or decision. When Tom Robinson was accused of committing a rape, every person knew that no matter how good Atticus’s arguments were, Robinson would be found guilty simply because he was black. Blacks were considered as flaws in a wannabe-utopian society. They were treated as if they were rodents, some inferior animals that were not human because they had a dark skin tone. Being a black man, Robinson lived with this stereotype his entire life. Even though people treated Robinson worse than they would treat an animal, Robinson felt no hate towards these people. He was very polite towards them; he was always willing to lend a helping hand. Unfortunately, Tom Robinson could not change the outlook of the people. It is obvious that Scout, Atticus, and Tom Robinson had to face the world knowing that nobody looked at their character but they looked at the title, an ignorant stereotype, given to them by society. Scout preferred to be comfortable and not wear skirts, therefore, she was a â€Å"tomboy. † Atticus defended an innocent man that was of color, therefore, Atticus was a â€Å"black lover. † Lastly, Tom Robinson was marked guilty in the minds of the people before they even knew what he was accused of because he was born black. Unfortunately, only Scout and Atticus had the ability to change their ways to lose their bad name. Scout, Atticus, and Tom Robinson are only three examples of how society handles issues that contrast the primitive belief of normalcy. We label the object and teach our offspring’s to stay away from this object. Unfortunately, in the process of stereotyping, we ourselves are becoming a stereotype.

Managerial Role in HR Strategy Development

Managerial Role in HR Strategy Development Executive Summary I am pleased to present this report as part of my academic module of Human Resource Planning. The word Change is now a constant term that takes place in every in every part of organisation. Time has brought a huge change with broader invention, new techniques of implication and human feelings and willingness. The Human Resource Management (HRM) has been well diversified and enriched with information resources, development of technology and globally acceptable policies. So we need to find approaches to managerial involvement in developing efficient HR Planning and Management. In this report I tried to critically evaluate Managerial role in HR strategy development and practices including barriers preventing Line Managers(LMs) from getting involved in HR Planning and Management (HRPM), Measures to overcome the barriers, Risk of involving LMs in HRPM to extensive extent and easiness resulted by the development and uses of Technology in involving LMs in HR practices. I specially want to thank RDI for designing such a pragmatic course with great contents including models outline and techniques in such a way that inspired and helped me a lot to prepare this report. Introduction: Planning Human Resource is a critical aspect within overall organizational framework. Time has brought a great extent of change in policies, theories, techniques, HR equipment and in planning and practices if Human Resources to achieve enterprise goals through establishing wide range of successful management and designing efficient HR strategy. Critical evaluation of the role of senior managers in developing an organizations overall Human Resource Strategy: Senior managers play a pivotal role in developing an organizations overall Human Resource (HR) strategy. Before starting the development of Human Resource (HR) Strategy, the managers need to realize Human Resource Management (HRM) activities and their integration to each other and the HR cycle as because of the strategy is designed to perform those activities efficiently to achieve a set of predetermined objectives. HRM activities and HR cycle are shown in the following diagram with their relationship to each other. HRM Activities Figure: Human Resource Management Activities Human Resource Cycle In developing overall Human Resource strategy in an organization there are three steps: Human resource planning in an organisation: To establish effective human resource strategy in an organization the senior managers need to plan Human Resource, which must be consistently aligned with the organizational framework. Investigation and analysis The managers need to investigate and analyze current situation and of internal and external trends of the organization as the first step of planning HR. The managers should mainly focus on the following key issues: Identify which works need to be done Selecting the approach of performing those works effectively and efficiently to achieve the organizations objectives Identify the skills and experience the organization will need Identify the internal and external factors affect the supply and quality of labor, the demand for labor, and the likely people gap Forecasting Senior managers need to forecast beforehand to develop HR strategy where they will: Predict the likely demand for labor Predict the likely level of labor supply Considering both those levels in relation to the numbers of staff and also to the skills and experience that are needed. Based on those predictions, organizations can assess whether the required numbers of people, with the relevant competencies, are likely to be available. If not, then the organization must carefully identify where the skill gaps are likely to occur and decide what it is going to do about those. Planning and Resourcing The Human Resource Strategy Cycle in an organization: Senior managers need to start-up with human resource cycle as depicted by the Michigan Schools matching model of four generic process can be graphically presented by Harvard framework as shown below: Figure: The Harvard Framework The senior managers needs to plan the four generic process of Human Resource cycle in organization where. The components of this process are: Selection: matching people to jobs Appraisal of performance Rewards: emphasizing the real importance of pay and other forms of immediate and long-term compensation in achieving results Development of skilled individuals According to the Harvard Framework the senior managers must develop two aspects of strategic vision. Employees must be involved in and developed by the organization; and HRM policies must be developed to achieve those goals. The approach of senior managers emphasizes the importance of two elements as: Line managers in ensuring that competitive strategy and HR policies are aligned HR managers in setting policies that fit well with the organizations overall aims. The key components of Harvard Framework are shown below: Figure: The Harvard Framework In the first instance, senior managers will carefully identify the fundamental issues, which are important to develop an organizations Human Resource Strategy. These may involve: Workforce plan Skills plan Equity plan Economic plan Motivation and fairness planning Pay levels design, retaining and motivating employees Planning employment issues, which impact, on staff recruitment, retention, motivation etc. Designing a framework of performance management issues Planning career strategy An efficiently designed HR strategy will make it substantially easier for the organization to achieve its goals. Thus the senior managers must have to be cautious about the impact of HR strategy on greater environment of overall organization. A strategic human resource planning model There is no single approach to developing a Human Resources Strategy. The specific approach will vary from one organization to another. Even so, an excellent approach towards an HR Strategic Management System is evident in the model presented below. This approach identifies six specific steps for senior managers in developing HR Strategy: Planning Steps: 1. Setting the strategic direction 2. Designing the Human Resource Management System 3. Planning the total workforce Execution Steps: 4. Generating the required human resources 5. Investing in human resource development and performance 6. Assessing and sustaining organizational competence and performance Figure: Strategic HR model Analysis: Implementation and control Using the process model discussed earlier, the managers need to design specific components of the HR Strategic Plan as described below. Setting the strategic direction Through this process managers focus on aligning human resource policies to support the accomplishment of the Companys mission, vision, goals and strategies. In this regards the following actions are recommended for the senior managers: Perform external scanning evaluating its impact on the organizational objective Identify organizational vision, goal, mission, objective and principles for guidance Identify strategies Designing the Human Resource Management System In this stage managers focus on the selection, design and alignment of HRM plans, policies and practices. Managers will particularly need HRM policies and practices to support strategic organizational objectives. For the managers a good approach in developing appropriate HR strategy is to identify the appropriate HRM practices which support the organizations strategic intent as it relates to recruitment, training, career planning and reward management. In this regards senior managers are recommended to: Identify appropriate human resource plans, policies and practices needed to support organizational objectives Identify relevant human resource best practices Conduct an employment systems review Planning the total workforce Managers need to determine future business requirements, especially those relating to manpower requirements, represents one of the most challenging tasks facing HR managers. The development of a workforce plan is a critical step for managers.Workforce planning is a systematic process of identifying the workforce competencies required to meet the companys strategic goals and for developing the strategies to meet these requirements. It is a methodical process that provides managers with a framework for making human resource decisions based on the organizations mission, strategic plan, budgetary resources, and a set of desired workforce competencies. In this regards senior managers are recommended to do the folloeing: Determining appropriate structure to support objectives Designing key activities Developing workforce planning Compiling a workforce framework and identify designated groups and current competencies for workforce Generating the required human resources In this process senior managers focus on recruit and hire of people, classify them, train them and assign employees on the basis of strategic plan. It requires a comprehensive workplace skills planning which will identify appropriate training priorities based on the organizational requirements within the context of present and future. In this regards senior managers are recommended to do the followings: Evaluating recruitment practices and selection procedure in respect of strategic objectives Developing and implementing comprehensive workplace skills planning thorough training necessity analysis Implementing leadership strategy Adopting occupational techniques and categorizing the group classification Investing in HR Development and Performance Through development responses managers will aim to increase business skills, the application of business skills and the behavioral elements to an organizations effective performance. In many ways, the Skills Development legislation has required managers to re-engineer their developmental methods and practices. Through reward strategies managers aim to align the performance of the organization with the way it rewards its people, providing the necessary incentives and motivation to staff. Its components can be a combination of base pay, bonuses, profit sharing, share options, and a range of appropriate benefits, usually based on market or competitor norms and the organizations ability to pay. In this regards senior managers are recommended to do the following: Determine the appropriate policies, procedures and practices in respect of Designing career path Initiating performance appraisals through relevant analysis Framework of employee development and training Planning reward management Designing promotional activities and classifying job assignment with prudent assignment planning Assessing and sustaining organizational competence and performance Finally, few managers effectively measure how well their different inputs affect performance. In particular, no measures may be in place for quantifying the contribution people make to organizational outcomes or, more important, for estimating how changes in policies and practices, systems, or processes will affect that contribution. In this regards senior managers are recommended to: Evaluating organizational culture Implementing succession plan Evaluating strategy for human resource through quantitative measures Revising and adapting Human Resource strategies Making the HR Strategy integral to the organization The senior managers also should make sure that the strategies of Human Resource are integrated with overall organizational goals. To achieve these goals, the senior managers should: Discuss with all stakeholders about the nature of the strategies; Focus on benefits derived from the strategies; Ensuring real commitment to the strategies at the all levels of organization; Giving feedback on the implementation of the plan; They should involve HR strategy as part of induction process. The barriers which may prevent line-managers becoming more involved in HR Planning Management and Measures can be take to overcome them: HR hierarchy shows LMs are key persons to run the organization where all other department and their activities and success depend upon responses and performance of LMs. So LMs are prevented by many seasons and amongst the two principal barriers to most line managers supporting the HRPM are: Heavy workloads Line Managers (LMs) are always assigned with extensive workload to keep operation department running to achieve predetermined targets. In a study shown that 96% Line Managers agreed that Heavy workload keep them always busy to concentrate somewhere else. As a result, LMs heavy workload prevents LMs from taking part in HRPM as a principal barrier. Short-term job pressures 87% LMs agreed that Time constrain in respect of short-term job pressure as second principal barrier which prevent them from involving with HRPM. To overcome these barriers proper utilization of technology to minimize the workload or increase the number of Line Managers to share short-term job pressures so that there is enough people to take over while another is working in HR. Other barriers to line manager are: Human Resource Planning and Management (HRPM) is a difficult process Line Managers (LM) are designated and assigned for operational activities and performance appraisal through practices of already designed and managed activities HR activities. HR planning and Management is a technical approach where HR manager is specialized with the knowledge and skills to perform the HRP and HRM activities. But the line managers may not have this skills and knowledge. So they most of the times are reluctant to be involved with the process. In this regard, senior managers should design the roles and responsibilities of a line manager very carefully where there are scopes of being involved with HRP and HRM. As a mandatory process top managers may include special training session to enrich them with HR ideologies and management practices so that the line managers without HR background may learn about the technical approaches involved in the HRP and HRM. Lack of desire The fact that LMs are not always sufficiently willing to take on HR responsibilities or that their motivation to do so is lacking highlights a lack of personal incentives for using HR practices. So lack of desire for any reason including lack of incentives, workload, time constraint is one of the barriers that prevent them to be involved with HRP and HRM. Institutional incentives can persuade LMs to give HR activities serious consideration. So adapting such a business policy where line managers are motivated enough to prioritise HR roles or by making HR responsibilities an integral part of LMs own performance appraisals, their job descriptions may improve their attitude towards being invloved with HRP/HRM. Lack of capacity LMs need time to learn and implement HRP/M successfully. Because HR tasks are generally devolved to LMs without reducing their other duties lack of their capacity to deal with challenges involved in HRP/M. This implies, lack of capacity is another constrain hindering Line Managers taking part in HRP/M. The design of line managers responsibilities should apply variability approach where there should be enough room for them to act with HRP/M. they are usually given a short-term target to be achieved and their time is appropriately aligned with other responsibilities. So there should be alternative choices for them to be involved e.g. if a line manager is getting involved with HR practices, their other jobs are shared with other managers i.e. compromise with their workload or extra facilities may attract them to get involved with HRP/M. Lack of competencies There is a need for HR-related competencies for successful HRP/M implementation. LMs lack specialist knowledge and skills in terms of labor law, HR strategy, HR technology etc. So this lacking may prevent them from getting involved with HRP/M. Through a comprehensive training program this barrier can be overcome. There are specific legal requirements and practices and it is evident that many organizations arrange HR training program for Line Managers. Lack of support There is a need for support from HR managers for successful HRP/M implementation. If HR specialists are unable or unwilling to provide clear and proactive support, LMs will lack sufficient HR skills (Gennard/Kelly 1997; Renwick 2000) and proper encouragement to plan and manage the workforce effectively. So this barrier may also prevent the line managers to take part at HR activities. In these circumstances, senior managers have make sure that the HR managers properly cooperate with Line managers. Senior managers can design a certain set of alternatives that the line managers may follow including IT enabled automatic systems in case of HR managers limitations including inability, unavailability or unwillingness where they will be appreciated instead of being criticized. Lack of policy and procedures There is a need for a clear overall HR policy and accompanying procedures to coordinate which practices LMs should use and the way they should take part in HRP/M. This may prevent line managers to take part in HRP/M. In this case senior managers can consult with LMs about the devolution of their responsibilities and design an agreed set of terms and condition for line mangers which will specify their roles and mechanisms they will be willing to be involved in the process of HRP/M. Role and opinion conflict The conflict of roles, responsibilities and opinion may hinder LMs to get involved with HRP/M. Because In this case taking part in the HRP/M by a line manager is monitored and authorised by HR Manager. In this case, senior managers need to improve information sharing between the managers and top-level management may involve to assure and recognize LMs involvement. Rapid Change Rapid change business policy, economic environment and technology also may prevent the Line Managers from getting involved in HRP/M. Because the changes have impact on HR planning and Management practices. Arranging the frequent employee forum discussion or meeting about the changes so that there should not be any ambiguity or conflict about the changes took place in HR practices due to the above changes. The legal framework There are some legal bindings in HR practices which may de-motivate LMs to take part in HRP/M. This may arise from labour and mercantile law relating to nature of business, demographic issues and managerial roles. This is the fact of limitation of knowledge where only the way to overcome this is arranging proper training sessions for LMs about the implications and consequences. In addition to above measures to overcome those barriers, the following steps are recommended to get line managers involved in HRPM: Employment security Pfeffer considers that this is the essential HR outcome. People cannot be expected to offer their ideas, commitment and hard work unless they have job security. Realising that job security for life is not a realistic aim, Pfeffer goes on to describe the benefits of offering internal job transfers rather than sacking people during a period of organisational change. Extensive training, learning and development The aim is to encourage learning that benefits both the individual and the organisation. There are thus implications for the amount of training provided, the types of training, and the ways in which that training facilitates wider employee development. Employee involvement and information sharing By openly sharing information on performance, financial matters, and so on, organisations may show that they trust their employees and may also encourage them to focus on ways of improving future performance. Many modern approaches to teamworking encourage open discussion of current practice and planning ways of creating improvement. This discussion and planning can only be effective if people have the relevant information. Pay and performance-related rewards There are two key issues relating to rewards. First, high-level employees can be retained by giving higher-than-average rewards. Second, rewards should reflect different levels of contribution particularly successful individuals, teams or departments should be rewarded for their efforts. Harmonization Again based on Japanese production companies, some organisations have tried to make their workplaces more egalitarian, for example through the use of uniforms, shared canteens, harmonisation of working conditions e.g. paid holidays, extensions to share ownership and so on. Risks inherent in line-managers becoming more involved in HRPM An extensive body of literature suggests that giving a major role and influence to LMs in HRM can be problematic (Kirkpatrick et al. 1992; McGovern et al. 1997; Renwick 2003; Maxwell and Watson 2006), and even counter-productive (Thornhill and Saunders 1998). Reservations against assigning strong power to Line managers (LMs) in HRPM challenge their capacity to take on new roles parallel to their current workload, as well as their motivation to care about employees. Moreover, a well-known criticism concerns the gap between what is said and what is practiced. Some researchers even suspect that the trend towards greater delegation of responsibilities to LMs often derives from companies desires to cut structural costs as well as to companies desires to free themselves from some responsibilities. Indeed, due to contradictions that are found in HR practices some responsibilities regarding HRPM are difficult to assume. In this perspective, it is negatively reflected that the companys will is to disengage from specialized services rather than a true redefinition of roles. Thus, the claim that if HRPM is to be taken seriously, personnel managers must give it away can be misleading. As implementing ambitious HR practices is likely to be easier for qualified HR specialists than for LMs, the role of the former is too critical to be given away too quickly. LMs need well designed HR practices to use in their management activities. It is up to HRM specialists to put in place systems that create a favourable climate and enable employees and managers to know what is expected from them. The role of the HR specialists is all the more significant than that of the HR function should be viewed as a critical resource for the company: for example, the expertise necessary for the identification and use of accurate work systems can be thought of as a competitive advantage. In other words, we believe that HR specialists still have a major role to play. This role may be displayed in different ways according to organizational culture. In this context tested hypotheses is that the organizational performance is weak for companies in which decisions regarding major HRPM policies are influence more by LMs than by HR specialists. Line managers are assigned with a critical set operational responsibilities which involves day to day operation with a short-term target. Achieving this short-term target is a basis of overall organisational goals. So if line managers get involved more in HR practices, there is a risk of overall failure to achieve organisational goal due to negative impact on operational success. Despite the positive impact may resulted from Line managers involvement in HRPM, recent research has shown that delegating HRPM responsibility carries a number of challenges and risks of line management involvement in HRPM and there are certain complications. Research provides mixed results about the implications of devolution and the competence of line managers in HRPM work more generally. It has been confirmed that workloads of line managers may marginalize their efforts in developing employees and they may not be able to pay sufficient attention to employee development. Performance criteria and reward systems are more likely to consider business results, than a longer term people development role. The responsibility for HRPM is not very often included among line managers performance objectives. Also, it might be difficult for line managers to play two opposing roles of assessor and coach. Moreover, line managers are not specialists in HR practices and may lack confidence, knowledge and organizational support to assume the responsibility for HRPM. Senior managers must be highly supportive in HRPM role of line managers and an incentive system should be developed to motivate them. Furthermore, acting as a HRPM facilitator demands a coaching management style, as opposed to a directive management style. Lack of coaching skills and insufficient line management motivation for this role is reinforced by findings that the least popular HRPM delivery mechanisms include coaching and mentoring. This may be due to the large commitment of time and resources needed. In respect of Employment law the work of Human Resource functions is increasingly controlled by the requirements of the law. There is an extensive risk of avoiding laws that relate to employment, for example laws on health and safety, on diversity and equality, on employment rights, on rights to strike and so on. The state and the law perform three primary roles in relation to employment as: A restrictive role The state provides a set of rules which limit is what is, and is not, allowed in industrial relations. For example the state defines in what situation workers can go on strike and also defines what management can and cannot do in those situations. A regulatory role This defines the basic rights of all workers. This began with rights for relatively safe working for those employed in mines but has expanded to cover everyone in the workplace. It now also covers many aspects of employment, for example legislation on unfair dismissal means that organisations have to keep careful records on performance, disciplinary procedures and grievances. An auxiliary role Many government bodies give advice, for example on health and safety or equal opportunities, that goes beyond the strict statement of the law. As a result of above employment law being involved in HRPM, excessive involvement of Line manager may result to several conflicts as described below. Conflict with line managers The focus of many line managers will be towards achieving their own, and their teams, targets. This may lead to the manager ignoring guidelines and legislation on working hours, bullying, safety and other issues. Those working in an HR role need to focus on the long-term needs of the organisation: good employee/management relations; working within the legislation, and so on. These long-term needs are of greater importance than achieving a teams short-term targets. Employment and conflicting priorities Managers have a primary aim of adding value to their organisation. By LMs short-term benefit may be gained by sacking employees during periods of low activity. In the long term, however, this is likely to adversely affect staff morale and will also incur costs when new recruits must be found in the future. Freedom and control Conflict may occur between managers wishes to exert freedom in how they run their teams and the strategic need of organisations to exert control and work for at least some degree of consistency. As an example think of policies towards overtime. Line managers may want freedom to use overtime as they think suitable resulting inter-team conflict or problems when employees move between teams. Disputes and grievances The ambiguous nature of HR work is perhaps most clear when disputes occur between employees and management. This may involve a grievance by an individual Line Manager (LM); it may involve a major dispute such as a strike. Technological developments assist the process of facilitating greater line-manager involvement in HRPM Technology Technology refers to the information, equipment, techniques processes required to transform inputs into outputs. It is considered as the basic factor in the process of development. The use of technology lead to increase in the productivity of labor, capital others factors of organization. Role of Technology Increasing the productivity of the workers Utilization of the resources Higher level of output per worker. Creation of the employment More profit for the organization Cost minimization When Human Resource Management (HRM) involves Information Technology (IT) then it is called HRM Information Systems (HRMIS) or in short HRIS. In this modern period of time technology is widely used in HR practices even in developing HR strategy and in their implementation. HRIS is an organized approach for obtaining relevant and timely data, analyze and disseminate data and use them in HR practice and management. We now have the technology to allow us to reduce HR administration and to provide improved levels of service to our internal customers. Through HRIS the managers are able to access up-to-date, accurate, concise, relevant and complete information. Because of HR technology HR roles and practices are changing as shown below: The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. The work time gathers standardized time and work related efforts. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. The HR management module is a component covering many other HR aspects from application to retirement. The training module provides a system for organizations to administer and track employee training and development efforts. The Employee Self-Service module allows employees to query HRPM related data. Thus, development of Technology played a significant role to overcome barriers preventing LMs from getting involved and it contributed positively to minimize the risk of LMs being more involved in HRPM which illustrated below: More efficient and time saving approach Uses of technology save lots of time in the process where Line Managers are involved. The LMs workloads is minimized and there is availability in time to get involved in HRPM. Better Communication Techno Managerial Role in HR Strategy Development Managerial Role in HR Strategy Development Executive Summary I am pleased to present this report as part of my academic module of Human Resource Planning. The word Change is now a constant term that takes place in every in every part of organisation. Time has brought a huge change with broader invention, new techniques of implication and human feelings and willingness. The Human Resource Management (HRM) has been well diversified and enriched with information resources, development of technology and globally acceptable policies. So we need to find approaches to managerial involvement in developing efficient HR Planning and Management. In this report I tried to critically evaluate Managerial role in HR strategy development and practices including barriers preventing Line Managers(LMs) from getting involved in HR Planning and Management (HRPM), Measures to overcome the barriers, Risk of involving LMs in HRPM to extensive extent and easiness resulted by the development and uses of Technology in involving LMs in HR practices. I specially want to thank RDI for designing such a pragmatic course with great contents including models outline and techniques in such a way that inspired and helped me a lot to prepare this report. Introduction: Planning Human Resource is a critical aspect within overall organizational framework. Time has brought a great extent of change in policies, theories, techniques, HR equipment and in planning and practices if Human Resources to achieve enterprise goals through establishing wide range of successful management and designing efficient HR strategy. Critical evaluation of the role of senior managers in developing an organizations overall Human Resource Strategy: Senior managers play a pivotal role in developing an organizations overall Human Resource (HR) strategy. Before starting the development of Human Resource (HR) Strategy, the managers need to realize Human Resource Management (HRM) activities and their integration to each other and the HR cycle as because of the strategy is designed to perform those activities efficiently to achieve a set of predetermined objectives. HRM activities and HR cycle are shown in the following diagram with their relationship to each other. HRM Activities Figure: Human Resource Management Activities Human Resource Cycle In developing overall Human Resource strategy in an organization there are three steps: Human resource planning in an organisation: To establish effective human resource strategy in an organization the senior managers need to plan Human Resource, which must be consistently aligned with the organizational framework. Investigation and analysis The managers need to investigate and analyze current situation and of internal and external trends of the organization as the first step of planning HR. The managers should mainly focus on the following key issues: Identify which works need to be done Selecting the approach of performing those works effectively and efficiently to achieve the organizations objectives Identify the skills and experience the organization will need Identify the internal and external factors affect the supply and quality of labor, the demand for labor, and the likely people gap Forecasting Senior managers need to forecast beforehand to develop HR strategy where they will: Predict the likely demand for labor Predict the likely level of labor supply Considering both those levels in relation to the numbers of staff and also to the skills and experience that are needed. Based on those predictions, organizations can assess whether the required numbers of people, with the relevant competencies, are likely to be available. If not, then the organization must carefully identify where the skill gaps are likely to occur and decide what it is going to do about those. Planning and Resourcing The Human Resource Strategy Cycle in an organization: Senior managers need to start-up with human resource cycle as depicted by the Michigan Schools matching model of four generic process can be graphically presented by Harvard framework as shown below: Figure: The Harvard Framework The senior managers needs to plan the four generic process of Human Resource cycle in organization where. The components of this process are: Selection: matching people to jobs Appraisal of performance Rewards: emphasizing the real importance of pay and other forms of immediate and long-term compensation in achieving results Development of skilled individuals According to the Harvard Framework the senior managers must develop two aspects of strategic vision. Employees must be involved in and developed by the organization; and HRM policies must be developed to achieve those goals. The approach of senior managers emphasizes the importance of two elements as: Line managers in ensuring that competitive strategy and HR policies are aligned HR managers in setting policies that fit well with the organizations overall aims. The key components of Harvard Framework are shown below: Figure: The Harvard Framework In the first instance, senior managers will carefully identify the fundamental issues, which are important to develop an organizations Human Resource Strategy. These may involve: Workforce plan Skills plan Equity plan Economic plan Motivation and fairness planning Pay levels design, retaining and motivating employees Planning employment issues, which impact, on staff recruitment, retention, motivation etc. Designing a framework of performance management issues Planning career strategy An efficiently designed HR strategy will make it substantially easier for the organization to achieve its goals. Thus the senior managers must have to be cautious about the impact of HR strategy on greater environment of overall organization. A strategic human resource planning model There is no single approach to developing a Human Resources Strategy. The specific approach will vary from one organization to another. Even so, an excellent approach towards an HR Strategic Management System is evident in the model presented below. This approach identifies six specific steps for senior managers in developing HR Strategy: Planning Steps: 1. Setting the strategic direction 2. Designing the Human Resource Management System 3. Planning the total workforce Execution Steps: 4. Generating the required human resources 5. Investing in human resource development and performance 6. Assessing and sustaining organizational competence and performance Figure: Strategic HR model Analysis: Implementation and control Using the process model discussed earlier, the managers need to design specific components of the HR Strategic Plan as described below. Setting the strategic direction Through this process managers focus on aligning human resource policies to support the accomplishment of the Companys mission, vision, goals and strategies. In this regards the following actions are recommended for the senior managers: Perform external scanning evaluating its impact on the organizational objective Identify organizational vision, goal, mission, objective and principles for guidance Identify strategies Designing the Human Resource Management System In this stage managers focus on the selection, design and alignment of HRM plans, policies and practices. Managers will particularly need HRM policies and practices to support strategic organizational objectives. For the managers a good approach in developing appropriate HR strategy is to identify the appropriate HRM practices which support the organizations strategic intent as it relates to recruitment, training, career planning and reward management. In this regards senior managers are recommended to: Identify appropriate human resource plans, policies and practices needed to support organizational objectives Identify relevant human resource best practices Conduct an employment systems review Planning the total workforce Managers need to determine future business requirements, especially those relating to manpower requirements, represents one of the most challenging tasks facing HR managers. The development of a workforce plan is a critical step for managers.Workforce planning is a systematic process of identifying the workforce competencies required to meet the companys strategic goals and for developing the strategies to meet these requirements. It is a methodical process that provides managers with a framework for making human resource decisions based on the organizations mission, strategic plan, budgetary resources, and a set of desired workforce competencies. In this regards senior managers are recommended to do the folloeing: Determining appropriate structure to support objectives Designing key activities Developing workforce planning Compiling a workforce framework and identify designated groups and current competencies for workforce Generating the required human resources In this process senior managers focus on recruit and hire of people, classify them, train them and assign employees on the basis of strategic plan. It requires a comprehensive workplace skills planning which will identify appropriate training priorities based on the organizational requirements within the context of present and future. In this regards senior managers are recommended to do the followings: Evaluating recruitment practices and selection procedure in respect of strategic objectives Developing and implementing comprehensive workplace skills planning thorough training necessity analysis Implementing leadership strategy Adopting occupational techniques and categorizing the group classification Investing in HR Development and Performance Through development responses managers will aim to increase business skills, the application of business skills and the behavioral elements to an organizations effective performance. In many ways, the Skills Development legislation has required managers to re-engineer their developmental methods and practices. Through reward strategies managers aim to align the performance of the organization with the way it rewards its people, providing the necessary incentives and motivation to staff. Its components can be a combination of base pay, bonuses, profit sharing, share options, and a range of appropriate benefits, usually based on market or competitor norms and the organizations ability to pay. In this regards senior managers are recommended to do the following: Determine the appropriate policies, procedures and practices in respect of Designing career path Initiating performance appraisals through relevant analysis Framework of employee development and training Planning reward management Designing promotional activities and classifying job assignment with prudent assignment planning Assessing and sustaining organizational competence and performance Finally, few managers effectively measure how well their different inputs affect performance. In particular, no measures may be in place for quantifying the contribution people make to organizational outcomes or, more important, for estimating how changes in policies and practices, systems, or processes will affect that contribution. In this regards senior managers are recommended to: Evaluating organizational culture Implementing succession plan Evaluating strategy for human resource through quantitative measures Revising and adapting Human Resource strategies Making the HR Strategy integral to the organization The senior managers also should make sure that the strategies of Human Resource are integrated with overall organizational goals. To achieve these goals, the senior managers should: Discuss with all stakeholders about the nature of the strategies; Focus on benefits derived from the strategies; Ensuring real commitment to the strategies at the all levels of organization; Giving feedback on the implementation of the plan; They should involve HR strategy as part of induction process. The barriers which may prevent line-managers becoming more involved in HR Planning Management and Measures can be take to overcome them: HR hierarchy shows LMs are key persons to run the organization where all other department and their activities and success depend upon responses and performance of LMs. So LMs are prevented by many seasons and amongst the two principal barriers to most line managers supporting the HRPM are: Heavy workloads Line Managers (LMs) are always assigned with extensive workload to keep operation department running to achieve predetermined targets. In a study shown that 96% Line Managers agreed that Heavy workload keep them always busy to concentrate somewhere else. As a result, LMs heavy workload prevents LMs from taking part in HRPM as a principal barrier. Short-term job pressures 87% LMs agreed that Time constrain in respect of short-term job pressure as second principal barrier which prevent them from involving with HRPM. To overcome these barriers proper utilization of technology to minimize the workload or increase the number of Line Managers to share short-term job pressures so that there is enough people to take over while another is working in HR. Other barriers to line manager are: Human Resource Planning and Management (HRPM) is a difficult process Line Managers (LM) are designated and assigned for operational activities and performance appraisal through practices of already designed and managed activities HR activities. HR planning and Management is a technical approach where HR manager is specialized with the knowledge and skills to perform the HRP and HRM activities. But the line managers may not have this skills and knowledge. So they most of the times are reluctant to be involved with the process. In this regard, senior managers should design the roles and responsibilities of a line manager very carefully where there are scopes of being involved with HRP and HRM. As a mandatory process top managers may include special training session to enrich them with HR ideologies and management practices so that the line managers without HR background may learn about the technical approaches involved in the HRP and HRM. Lack of desire The fact that LMs are not always sufficiently willing to take on HR responsibilities or that their motivation to do so is lacking highlights a lack of personal incentives for using HR practices. So lack of desire for any reason including lack of incentives, workload, time constraint is one of the barriers that prevent them to be involved with HRP and HRM. Institutional incentives can persuade LMs to give HR activities serious consideration. So adapting such a business policy where line managers are motivated enough to prioritise HR roles or by making HR responsibilities an integral part of LMs own performance appraisals, their job descriptions may improve their attitude towards being invloved with HRP/HRM. Lack of capacity LMs need time to learn and implement HRP/M successfully. Because HR tasks are generally devolved to LMs without reducing their other duties lack of their capacity to deal with challenges involved in HRP/M. This implies, lack of capacity is another constrain hindering Line Managers taking part in HRP/M. The design of line managers responsibilities should apply variability approach where there should be enough room for them to act with HRP/M. they are usually given a short-term target to be achieved and their time is appropriately aligned with other responsibilities. So there should be alternative choices for them to be involved e.g. if a line manager is getting involved with HR practices, their other jobs are shared with other managers i.e. compromise with their workload or extra facilities may attract them to get involved with HRP/M. Lack of competencies There is a need for HR-related competencies for successful HRP/M implementation. LMs lack specialist knowledge and skills in terms of labor law, HR strategy, HR technology etc. So this lacking may prevent them from getting involved with HRP/M. Through a comprehensive training program this barrier can be overcome. There are specific legal requirements and practices and it is evident that many organizations arrange HR training program for Line Managers. Lack of support There is a need for support from HR managers for successful HRP/M implementation. If HR specialists are unable or unwilling to provide clear and proactive support, LMs will lack sufficient HR skills (Gennard/Kelly 1997; Renwick 2000) and proper encouragement to plan and manage the workforce effectively. So this barrier may also prevent the line managers to take part at HR activities. In these circumstances, senior managers have make sure that the HR managers properly cooperate with Line managers. Senior managers can design a certain set of alternatives that the line managers may follow including IT enabled automatic systems in case of HR managers limitations including inability, unavailability or unwillingness where they will be appreciated instead of being criticized. Lack of policy and procedures There is a need for a clear overall HR policy and accompanying procedures to coordinate which practices LMs should use and the way they should take part in HRP/M. This may prevent line managers to take part in HRP/M. In this case senior managers can consult with LMs about the devolution of their responsibilities and design an agreed set of terms and condition for line mangers which will specify their roles and mechanisms they will be willing to be involved in the process of HRP/M. Role and opinion conflict The conflict of roles, responsibilities and opinion may hinder LMs to get involved with HRP/M. Because In this case taking part in the HRP/M by a line manager is monitored and authorised by HR Manager. In this case, senior managers need to improve information sharing between the managers and top-level management may involve to assure and recognize LMs involvement. Rapid Change Rapid change business policy, economic environment and technology also may prevent the Line Managers from getting involved in HRP/M. Because the changes have impact on HR planning and Management practices. Arranging the frequent employee forum discussion or meeting about the changes so that there should not be any ambiguity or conflict about the changes took place in HR practices due to the above changes. The legal framework There are some legal bindings in HR practices which may de-motivate LMs to take part in HRP/M. This may arise from labour and mercantile law relating to nature of business, demographic issues and managerial roles. This is the fact of limitation of knowledge where only the way to overcome this is arranging proper training sessions for LMs about the implications and consequences. In addition to above measures to overcome those barriers, the following steps are recommended to get line managers involved in HRPM: Employment security Pfeffer considers that this is the essential HR outcome. People cannot be expected to offer their ideas, commitment and hard work unless they have job security. Realising that job security for life is not a realistic aim, Pfeffer goes on to describe the benefits of offering internal job transfers rather than sacking people during a period of organisational change. Extensive training, learning and development The aim is to encourage learning that benefits both the individual and the organisation. There are thus implications for the amount of training provided, the types of training, and the ways in which that training facilitates wider employee development. Employee involvement and information sharing By openly sharing information on performance, financial matters, and so on, organisations may show that they trust their employees and may also encourage them to focus on ways of improving future performance. Many modern approaches to teamworking encourage open discussion of current practice and planning ways of creating improvement. This discussion and planning can only be effective if people have the relevant information. Pay and performance-related rewards There are two key issues relating to rewards. First, high-level employees can be retained by giving higher-than-average rewards. Second, rewards should reflect different levels of contribution particularly successful individuals, teams or departments should be rewarded for their efforts. Harmonization Again based on Japanese production companies, some organisations have tried to make their workplaces more egalitarian, for example through the use of uniforms, shared canteens, harmonisation of working conditions e.g. paid holidays, extensions to share ownership and so on. Risks inherent in line-managers becoming more involved in HRPM An extensive body of literature suggests that giving a major role and influence to LMs in HRM can be problematic (Kirkpatrick et al. 1992; McGovern et al. 1997; Renwick 2003; Maxwell and Watson 2006), and even counter-productive (Thornhill and Saunders 1998). Reservations against assigning strong power to Line managers (LMs) in HRPM challenge their capacity to take on new roles parallel to their current workload, as well as their motivation to care about employees. Moreover, a well-known criticism concerns the gap between what is said and what is practiced. Some researchers even suspect that the trend towards greater delegation of responsibilities to LMs often derives from companies desires to cut structural costs as well as to companies desires to free themselves from some responsibilities. Indeed, due to contradictions that are found in HR practices some responsibilities regarding HRPM are difficult to assume. In this perspective, it is negatively reflected that the companys will is to disengage from specialized services rather than a true redefinition of roles. Thus, the claim that if HRPM is to be taken seriously, personnel managers must give it away can be misleading. As implementing ambitious HR practices is likely to be easier for qualified HR specialists than for LMs, the role of the former is too critical to be given away too quickly. LMs need well designed HR practices to use in their management activities. It is up to HRM specialists to put in place systems that create a favourable climate and enable employees and managers to know what is expected from them. The role of the HR specialists is all the more significant than that of the HR function should be viewed as a critical resource for the company: for example, the expertise necessary for the identification and use of accurate work systems can be thought of as a competitive advantage. In other words, we believe that HR specialists still have a major role to play. This role may be displayed in different ways according to organizational culture. In this context tested hypotheses is that the organizational performance is weak for companies in which decisions regarding major HRPM policies are influence more by LMs than by HR specialists. Line managers are assigned with a critical set operational responsibilities which involves day to day operation with a short-term target. Achieving this short-term target is a basis of overall organisational goals. So if line managers get involved more in HR practices, there is a risk of overall failure to achieve organisational goal due to negative impact on operational success. Despite the positive impact may resulted from Line managers involvement in HRPM, recent research has shown that delegating HRPM responsibility carries a number of challenges and risks of line management involvement in HRPM and there are certain complications. Research provides mixed results about the implications of devolution and the competence of line managers in HRPM work more generally. It has been confirmed that workloads of line managers may marginalize their efforts in developing employees and they may not be able to pay sufficient attention to employee development. Performance criteria and reward systems are more likely to consider business results, than a longer term people development role. The responsibility for HRPM is not very often included among line managers performance objectives. Also, it might be difficult for line managers to play two opposing roles of assessor and coach. Moreover, line managers are not specialists in HR practices and may lack confidence, knowledge and organizational support to assume the responsibility for HRPM. Senior managers must be highly supportive in HRPM role of line managers and an incentive system should be developed to motivate them. Furthermore, acting as a HRPM facilitator demands a coaching management style, as opposed to a directive management style. Lack of coaching skills and insufficient line management motivation for this role is reinforced by findings that the least popular HRPM delivery mechanisms include coaching and mentoring. This may be due to the large commitment of time and resources needed. In respect of Employment law the work of Human Resource functions is increasingly controlled by the requirements of the law. There is an extensive risk of avoiding laws that relate to employment, for example laws on health and safety, on diversity and equality, on employment rights, on rights to strike and so on. The state and the law perform three primary roles in relation to employment as: A restrictive role The state provides a set of rules which limit is what is, and is not, allowed in industrial relations. For example the state defines in what situation workers can go on strike and also defines what management can and cannot do in those situations. A regulatory role This defines the basic rights of all workers. This began with rights for relatively safe working for those employed in mines but has expanded to cover everyone in the workplace. It now also covers many aspects of employment, for example legislation on unfair dismissal means that organisations have to keep careful records on performance, disciplinary procedures and grievances. An auxiliary role Many government bodies give advice, for example on health and safety or equal opportunities, that goes beyond the strict statement of the law. As a result of above employment law being involved in HRPM, excessive involvement of Line manager may result to several conflicts as described below. Conflict with line managers The focus of many line managers will be towards achieving their own, and their teams, targets. This may lead to the manager ignoring guidelines and legislation on working hours, bullying, safety and other issues. Those working in an HR role need to focus on the long-term needs of the organisation: good employee/management relations; working within the legislation, and so on. These long-term needs are of greater importance than achieving a teams short-term targets. Employment and conflicting priorities Managers have a primary aim of adding value to their organisation. By LMs short-term benefit may be gained by sacking employees during periods of low activity. In the long term, however, this is likely to adversely affect staff morale and will also incur costs when new recruits must be found in the future. Freedom and control Conflict may occur between managers wishes to exert freedom in how they run their teams and the strategic need of organisations to exert control and work for at least some degree of consistency. As an example think of policies towards overtime. Line managers may want freedom to use overtime as they think suitable resulting inter-team conflict or problems when employees move between teams. Disputes and grievances The ambiguous nature of HR work is perhaps most clear when disputes occur between employees and management. This may involve a grievance by an individual Line Manager (LM); it may involve a major dispute such as a strike. Technological developments assist the process of facilitating greater line-manager involvement in HRPM Technology Technology refers to the information, equipment, techniques processes required to transform inputs into outputs. It is considered as the basic factor in the process of development. The use of technology lead to increase in the productivity of labor, capital others factors of organization. Role of Technology Increasing the productivity of the workers Utilization of the resources Higher level of output per worker. Creation of the employment More profit for the organization Cost minimization When Human Resource Management (HRM) involves Information Technology (IT) then it is called HRM Information Systems (HRMIS) or in short HRIS. In this modern period of time technology is widely used in HR practices even in developing HR strategy and in their implementation. HRIS is an organized approach for obtaining relevant and timely data, analyze and disseminate data and use them in HR practice and management. We now have the technology to allow us to reduce HR administration and to provide improved levels of service to our internal customers. Through HRIS the managers are able to access up-to-date, accurate, concise, relevant and complete information. Because of HR technology HR roles and practices are changing as shown below: The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. The work time gathers standardized time and work related efforts. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. The HR management module is a component covering many other HR aspects from application to retirement. The training module provides a system for organizations to administer and track employee training and development efforts. The Employee Self-Service module allows employees to query HRPM related data. Thus, development of Technology played a significant role to overcome barriers preventing LMs from getting involved and it contributed positively to minimize the risk of LMs being more involved in HRPM which illustrated below: More efficient and time saving approach Uses of technology save lots of time in the process where Line Managers are involved. The LMs workloads is minimized and there is availability in time to get involved in HRPM. Better Communication Techno