Business Proposal Outline Essay Example for Free

Strategic agreement Outline Essay This is a rundown that can respond to the inquiry: what kind or sort of business am I in? You should have the option to answer this with a one sentence answer that sums up everything youll do. Youll utilize this as a slogan when meeting agents as you advertise your business or as an initially explanation introduced to a moneylender. Structure Characterize your business as a Sole Proprietorship, Partnership, C Corporation, S Corporation or Limited Liability Corporation. To achieve this will require the abilities and cost of a decent lawyer work in independent company. The board See more: contention paper group Youll need profiles and continues on your chief cooperative people, including subtleties of their experience, training, essential accomplishments and why youll figure they will be a benefit. Workers what number and in what manner will you employ them? What capabilities would you say you are searching for? Will you re-appropriate? Shouldn't something be said about pay, benefits, workmans comp protection or wellbeing plans? Funds Accounting In house or subcontracted? Modernized? What programming will you need? Youll need a proforma benefit and misfortune proclamation with pay and benefit projections determined out three years. What sort of a monetary record technique will you use? Youll need three-year projections of advantages and income. Will you re-appropriate for ability around there? Who would you be able to recruit and who can suggest solid experts? What amount will a certified CPA cost you a year? What administrations will he/she give? Innovation What are your needs? In what capacity will you utilize your hardware and in what parts of your business? What document databases would you say you will keep up? How much force do you have to keep up these? Can you alternative for online sellers or do you need to introduce an in-house framework,? Shouldn't something be said about IT? Re-appropriated or employed? What is you spending plan for redesigns of gear and programming? Will you do illustrations and special materials configuration in-house or redistributed? Shouldn't something be said about spyware, malware and infection securities? In excess of An Afterthought Composing a marketable strategy that is exhaustive will require a great deal of work and thought. In any case, when its done, youll have a device that can inhale and develop as your business develops. A fruitful strategy format will be partitioned into areas permitting the peruser a simple understanding of what your objectives are and how you intend to accomplish them. It ought to incorporate the accompanying: †¢Cover Sheet. Incorporates the name of the new business and the principals in question. †¢Table of Contents. Effectively separates the arrangement into various segments and takes into consideration simple exploring. †¢Executive Summary and Mission Statement. Presents the business thought, sums up the thoughts and objectives and what you mean to achieve. †¢Start-Up Costs and Operations. Records all the subtleties of the things and costs required to begin just as the working expenses once the business has opened its entryways. This incorporates all costs, for example, lease, supplies, organization, hardware and workers. †¢Marketing Plan. Your system for promoting and different strategies for picking up customers. †¢Revenue Projection. Your budget ary estimate over a time of quite a while. †¢Appendix.

Commodity Essay Example | Topics and Well Written Essays - 500 words

Item - Essay Example Since 2007, as indicated by Park (p8), milk costs have been on the decay, which has been an invite advancement for milk customers yet an awful sign for the economy and an alert sign for a potential log jam. Costs began going down during the 2002-03 and 2009 downturns, yet later went up in 2001, 2004, 2007, and a year ago. Notwithstanding, as of late, the costs of milk have been gradually and progressively declining since showing up at a chronicled top in September 2011, going down to about 4% at the retail level and practically 25% recently at the distributer level (Park 9). As of now, the cost of one gallon of milk is $3.86, which is still high by recorded guidelines, yet they will go down as the interest additionally goes down (Catlette and Hadden, 261). Among March and April 2012, the milk future agreement has gone up by 6%, however it is relied upon to go down in view of a milk dairy animals head that s bigger than anticipated. A household economy that is lazy isn't in every case useful at milk costs, so the progressive decay of the cost from 2007 to date is an admonition sign that the national economy is in dangerous territory. Right now, milk items trades are evaluated at 13% of creation (Catlette and Hadden, 262), implying that the low costs might be allocate of a diminished interest for milk and its items n the worldwide market. Regardless of the development of the worldwide market for the utilization of milk and its items, it has kept on becoming both as far as the retail volume and as far as its incentive from 2007 to date. Milk utilization rose in developing markets, offering backing to overall volumes, as progressively well off shoppers moved from expending natural milk to one that is handled, including milk items. Meanwhile, the development continuously retail esteem that is more grounded has ascended from a mix of greater expenses of delivering milk and an expansion sought after for milk

Addictive Gambling vs. Professional and Social Gambling

Addictive Gambling vs. Professional and Social Gambling June 24, 2019 Simon Webb and Duncan Nicholls/OJO Image/Getty Images More in Addiction Addictive Behaviors Caffeine Internet Shopping Sex Alcohol Use Drug Use Nicotine Use Coping and Recovery There are three common types of gambler, the professional gambler, the social gambler, and the problem gambler. Be aware that the problem gambler will often believe themselves to be, or pretend to be, a social or professional gambler. Professional gamblers are the rarest form of gambler  and depend on games of skills rather than luck to make money. They have full control over the time, money and energy they spend on gambling. Social gamblers consider gambling to be a valid form of recreational activity and maintain full control over the time, money and energy they expend on gambling. They consider the cost of gambling to be payment for entertainment. What Is Problem Gambling and Gambling Addiction? Problem gambling involves the continued involvement in gambling activities, despite negative consequences.  Gamblers can have a problem without being totally out of control.  Problem gambling  is any gambling behavior that disrupts your life. If you’re preoccupied with gambling, spending more and more time and money on it, or gambling despite serious consequences, you have a gambling problem. Gambling addiction  is an impulse-control disorder in which sufferers cannot control the impulse to gamble despite the fact that it is causing problems in their lives and the lives of their loved ones. All gambling addicts are problem gamblers, although not all problem gamblers have a gambling addiction. Signs of Addiction While there are no obvious symptoms or physical signs of gambling addiction as there are in other types of addictions such as drug and alcohol, there are some red flags that signal a problem:   Feeling the need to be secretive about gambling.  Feeling a high or thrill from making big betsUsing gambling as a way to escape lifes challengesGambling even when money is not available and accumulating debtHaving family and friends who worry about your gambling.  Continuing to gamble despite the consequences.  Having another behavior or mood disorder.   Causes Often, many things contribute to a gambling addiction, including biological, genetic and environmental factor. Addicted gamblers may notice they feel desperate for money, get a thrill or high from gambling, seek the social status of a successful gambler, and have other mood and behavior disorders that contribute to or result from their gambling addiction.   Treatment for Gambling Addiction Like other addictions, breaking the cycle of gambling addiction can be very difficult. Feeling like you may be able to win back the money youve lost may fuel the problem. While quitting gambling is not easy, it can be done. There are three main methods of helping patients overcome gambling addiction. They include:   Psychotherapy, including  cognitive-behavioral therapy, focuses on teaching skills to change the thoughts and behaviors that lead to gambling.  Medications such as  antidepressants and mood stabilizers may be helpful for patients who have other psychiatric disorders that accompany their gambling problem like depression, obsessive-compulsive disorder, or ADHD. In addition, certain medications known as narcotic antagonists that have been found useful in treating substance abuse may also be helpful in treating some patients with gambling addiction.Self-help groups, such as Gamblers Anonymous, which can be an extremely helpful part of treatment as well as prevent relapse.

African American Culture in the Americas - 741 Words

African Americans brought over a distinctive culture into America from Africa. The Africans can create many different sounds that we never knew about. They revived the way we held church and worship, and brought joy to many citizens. African Americans enslaved by the South created a truly magnificent culture in slavery using new music, oral traditions, and religious ideas. Many African countries are known for their spectacular music, and during the time of slavery many African American slaves used a lot of positive and uplifting music. A lot of our present day language and music has a lot to do with African traditions that occurred during the 19th century (Slave Culture). They performed a lot of sea chanties, yodeling, and created a falsetto to better convey their spiritualness (Slave Culture).They also made quite a lot of musical instruments like drums, banjos, and rattles from a type of gourd that was similarly found in Africa (Sambol-Tosco). When slaves did get some free time on Sundays or holidays, they usually did quite a lot of singing and dancing together (Sambol-Tosco). The African Americans did use a lot of instruments and clapped their hands together in a form of music known as â€Å"patting juba† (Sambol-Tosco). Music and singing held a lot of importance to the slaves both secularly and spiritually, and many great black musicians wer e praised by both black and white citizens (Sambol-Tosco). However, not all of this wonderful music was met with praises, as someShow MoreRelatedEssential Differences in Terms of Black and African American Essay942 Words   |  4 PagesBlack, Not African American†, the term â€Å"African American† is being stressed out and misused. McWhorter says, â€Å"It’s time we descendants of slaves brought to the United States let go of the term â€Å"African American† and go back to calling ourselves black – with a capital B† (527). I agree with McWhorter’s argument about calling African American’s Black. I feel people should not be addressing a person as an â€Å"Italian American†, if one has a heritage in America. So why should the term African American be treatedRead MoreAmerican Identity And American Identity1350 Words   |  6 Pagesthrough with our fight for freedom, the ability to create our own-and americas- path through american ingenuity even in times of great distress. Through the workings of Jackson Pollock, showing how not to conform, and through the Jazz evolution; the american identity has always shown its fight for freedom and independence the country contains. Ever since the Puritans landed on this continent, the american identity was established, illustrating the ingenuity and the â€Å"go out and do it† mentality. TheRead MoreAfrican Of African American Culture1572 Words   |  7 PagesThere is no doubt that African Americans have a rich cultural background and history like the many different ethnic groups who settled in the New World, whose origins lie in another country. For this reason, America was known as the melting pot. However, the backgrounds of each of these cultures were not always understood or, in the case of African Americans, accepted among the New World society and culture. Americans were ignorant to the possibility of differences among groups of people until informationRead MoreThe Three Cs ( Christianity, Commerce And Civilization1172 Words   |  5 Pagesrepatriation movement of African descendants from the Americas that they were looking for the â€Å"Black Nationality† by establishing an American colo ny in Africa. DuBois’ notion of double consciousness shed light on their dilemma in relation to Africa and Africans. 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African-Americans was African slaves of Americans, and Dominicans were African slaves of the SpanishRead MoreLangston Hughes : A Modernist1222 Words    |  5 Pages Credited as being the most recognizable figure of the Harlem Renaissance, Langston Hughes played a vital role in the Modernist literary movement and the movement to revitalize African American culture in the early 20th century. Hughes’s poems reflect his personal struggle and the collective struggle of African Americans during this cultural revival. Langston Hughes’s life contained key influences on his work. As a child, Hughes witnessed a divorce between his parents and the subsequent death ofRead MoreIs America A Post Racial Society?1431 Words   |  6 Pages Many individuals have argued that America is a post-racial society. However, as a nation that as yet to be achieved. Even though, we have a biracial president does not mean that we have yet to achieve the status of all races being equal. 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In, Slavery: A Problem in American In stitutional and Intellectual Life, Elkins asserts that African culture was all but destroyed by a repressionRead MoreLangston Hughes And The Harlem Renaissance1476 Words   |  6 Pagesthat writers and musicians are still influenced by these people’s work published over 80 years ago. To sum it up, the Harlem Renaissance was a cultural movement of African-Americans, that popularized African-American culture, and brought it to the public eye. Also, the Harlem Renaissance brought attention to the struggles of African-Americans through art, poems, songs, books, plays, and movies. One of the writers who accomplished these goals was the one and only, Langston Hughes. Langston Hughes experiencedRead MoreThe Jim Crow Laws Stranglehold On The American People1247 Words   |  5 Pagesbut equal. These three words were used to justify the countless lynchings, riots, as well as legal segregation. The Jim Crow laws stranglehold on the American people was slowly diminishing. The racist re gimes which dictated that African Americans be granted the basic rights but not a thing more, only perpetuated the idea of keeping the African Americans as second class citizens, was slowly coming to a close. Langston Hughes could not accept to be thrown into being a second class citizen when at one

English Verb Tense Resources

Learning verb tenses is one of the most important tasks in any language learning. There are a number of resources at the site that will help you learn tense rules, practice using verbs in different tenses, read sample sentences in a variety of tenses, teach tenses in class, and more. For an overview of conjugation of all these tenses, use the tense tables or the visual guide to tenses for reference. Teachers can use theses guides on how to teach tenses for further activities and lesson plans in class Tense Use Rules and Explanations These explanation resources provide the rules for each tense, as well as examples of proper tense use. Use the time expression commonly used with the tense, as well as the example sentences to help you get started. Present Simple Every day - When do you get up? / Tom usually eats lunch at home.Present Continuous Now - Shes watching TV at the moment. / Im not working, Im reading a newspaper.Past Simple Yesterday - They went on vacation last July. / Where did you meet Tim?Past Continuous Yesterday, at X oclock They were watching TV at 5 oclock yesterday. / What were you doing when he came home?Present Perfect Since / For - Ive lived here a long time. / Have you ever seen that film?Past Simple vs. Present Perfect Ive lived here for many years. vs. I lived there before I moved to New York.Present Perfect Continuous Since / For Time - Weve been working since 8 this morning. / What has she been doing recently?Past Perfect Already - They had already eaten when she arrived. / Had you finished the report by the time he asked for it?Future with Will Tomorrow, Next week - Well get together next week. / Will you be able to come tomorrow?Future with Going to Tomorrow, Next year, semester, etc. - Theyre goi ng to study Russian next semester. / Where are you going to stay?Future Perfect By, By the time - Ill have finished by the time he arrives. / Will you have done the work by six?Future Continuous At X oclock, This time next year, month, week / What will you be doing this time next year? - Shell be working tomorrow at 10 oclock.Conditional Forms If questions - What would you do if you had enough time? / If she is in town, shell come to the meeting.Alternate Conditional FormsModal Forms Asking Permission, Giving Advice, etc. - May I help you? / He should see a doctor.Modal Verbs of Probability Stating guesses - He must have stayed at home today. / She might be downstairs. Tense Use Rules For Beginners These tense explanations cover basic tenses and are especially for beginners. They include easier English as well as example dialogues of tense use. Present SimplePast SimplePresent PerfectFuture with WillFuture with Going toModal Form Basics Tense Quizzes Once you understand the tense use, these quizzes will help you test your knowledge. The more you practice, the more confident you will feel using various tenses. Past Tenses ReviewSimple Past or Present PerfectPresent Perfect or Present Perfect ContinuousAdvanced Tense IdentificationConditional FormsPassive Forms Quiz Tense Review If you have a good understanding of tense use, these pages will help you review tenses as they relate to each other. The resources include a tense timeline, and a special section focusing on auxiliary verbs - the key to verb conjugation. English Tenses TimelinePresent Tense Auxiliary VerbsPast Tense Auxiliary VerbsFuture Tense Auxiliary VerbsSimple vs. Progressive VerbsExample Sentences in All Tenses Tense Use Lessons These lesson plans can be used in your classes. Each lesson plan includes an introduction, a step by step guideline to teaching tense use, and class exercises to be used during the lesson. A Difficult Situation: Using Modal Verbs of Probability in the PastA VIP - Present Perfect Simple and Continuous Lesson PlanConditional StatementsIntegrating Past ContinuousPassive VoiceTense ReviewTime Expressions and Simple Past or Present PerfectReported Speech: Developing Production SkillsTense Review for Advanced Levels

Factors that Impact Demand for an iPad Free Essays

Internal: Pricing decisions Unique features (Apple’s iPad was one of the first tablet to have the app world where user can download applications such as games or books and use it right away after download has been completed. ) External: Availability of competitors’ products Price of substitute products Incomes of potential customers There are several essential factors that impact the demand for iPads, these are: price of the product (internal variable), price of substitute products, and incomes of otential customers (external variables). As the primary principle of the demand function stated, that if price of a certain product or service increases, the quantity of that same product will decrease. We will write a custom essay sample on Factors that Impact Demand for an iPad or any similar topic only for you Order Now Most, if not all, customers make their purchasing decision of a product based on its price (all other things held constant). If there are two similar products but one is more expensive than the other, it is rational to choose for the cheaper product. Now, how can an expensive product such as iPad still reate a lot of demand in the market? The answer that I could think of is product uniqueness and product loyalty. When Apple’s iPad first came out in 2010, this product was not cheap. But it was due to its unique features that the competitors did not have that made iPad successful. Today, there are a lot of tablets that have about the same features as the iPad and offer a lower price. I would say that product loyalty is also one of the reasons why there are still demands for ‘Pads. How to cite Factors that Impact Demand for an iPad, Papers

Compare and contrast two different writing styles free essay sample

Journal Four For Journal Four I am going to use Katherine O. Seelyes lurid Numbers on Glossy Pages! (Magazines exploit what sells) and Peter Stiglins Seeing as believing: The Paintings of Judith Belzer. I am going to compare and contrast the views and writing styles of these two readings. Katharine talks about the celebrity magazines and other magazines read by the younger generations. Her article involves the influence of these magazines on ordinary people. She talks about how the editors are in constant search for some new ossip and other stories related to celebrities or something which might be interesting for the reader. She also used quotes by different people in her article. Peter Stiglin on the other hand talks about paintings. He talks more philosophically. He started his essay with a quote by John Berger, We only see what we look at. To look is an act of choice. We will write a custom essay sample on Compare and contrast two different writing styles or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He did not use any quotes, he rather explained and described the beauty of the painting. Both the articles talk about our interest. Katherine talks about the glamour and hype the ordinary people are interested in; and Peter talks about the beauty and the story behind the painting in which a common person would be interested in. The style of writing is different in both the articles. Katherine uses interviews of different people and explains their thoughts, Peter talks about his opinion and the way he looks at the painting. At the end both the articles are interesting to read, depending on the information the reader is looking for. Compare and contrast two different writing styles free essay sample O. Jellys lurid Numbers on Glossy Pages! (Magazines exploit what sells) and Peter Stalins Seeing as believing: The Paintings of Judith Belier. I am going to compare and contrast the views and writing styles of these two readings. Katharine talks about the celebrity magazines and other magazines read by the younger generations. Her article involves the influence of these magazines on ordinary people.She talks about how the editors are in constant search for some new gossip and other stories related to celebrities or something which might be interesting for the reader. She also used quotes by different people in her article. Peter Stilling on the other hand talks about paintings. He talks more philosophically. He started his essay with a quote by John Berger, We only see what we look at. To look is an act of choice. He did not use any quotes, he rather explained and described the beauty of the painting. We will write a custom essay sample on Compare and contrast two different writing styles or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Both the articles talk about our interest. Katherine talks about the glamour and hype the ordinary people are interested In; and Peter talks about the beauty and the story behind the painting In which a common person would be Interested In. The style of writing is different in both the articles. Katherine uses Interviews of different people and explains their thoughts, Peter talks about his opinion and the way he looks at the painting. At the end both the articles are Interesting to read, depending on the Information the reader Is looking for.

Employee Performance in Management

Introduction The management of employee or the human resource is very instrument towards success in terms of performance. Proper management makes the employees be motivated and feel that they are working in a friendly environment.Advertising We will write a custom essay sample on Employee Performance in Management specifically for you for only $16.05 $11/page Learn More The performance management is affected by different factors that surround the employee. These range from social, economical and even work related reasons. The organization is supposed to reduce to the least attainable levels the factors that may affect an employee in order to realize the full potential of the same. A clichà © goes â€Å"a happy employee makes a happy boss†. The concept of performance management seeks to improve the general efficacy and the efficiency of human resource. An efficient and proper system of performance management can be used for several purposes. These include communication of the organization goals, gauging the performance of the organization as well as giving feedback as to how to improve the current existing performance. Performance management is defined as: â€Å"a process used for establishing a shared understanding of what is to be achieved, and the approach to managing and also developing people in such a manner which increases the probability that it shall be achieved in the desired short and long term† (Armstrong Baron 19). From the definition, it is self evident that performance management is a key process in any organization. It plays an important in determining how fast an organization will grow. It is also important to the employee as it makes him be aware of his strengths and development during his career.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is not a single process. Neither is it a technique. Itâ€⠄¢s a comprehensive set of process combined with philosophies that seek to determine the factors that can improve the performance of an employee and the way which these will be employed (Aslam 3). This means that performance management involves a deeper understanding of the employee and the factors surrounding his ability to perform a certain duty as well as coming up with a solution to remove these hindrances and develop an efficient employee. In order to ensure that the full potential of employee is achieved, step must be taken to ensure that performance is attained. The steps begin before the work is actually carried out and it continues even after the completion of the work. In pre planning, there are role setting and objective determination while in post work there is the employee appraisal (feedback) and the overall review of the employee performance. The steps involved generally include role definition, performance benchmarking, performance development and performance review. Role definition and Profiling The first step in performance management is understanding the role and niche that the organization seeks to fill. In understanding this, the company then goes ahead and profiles. Here the managers sit and define the purpose of the organization as well as the priority of each. It is also during this step that the managers shall set the objectives of the organization and the purposes that the same shall seek to fulfil. The managers also clearly define the roles of the organization in accordance with the core values of the organization. The role is normally on tandem with what the objectives of the organization are.Advertising We will write a custom essay sample on Employee Performance in Management specifically for you for only $16.05 $11/page Learn More It is comprehensive enough to include the mission and vision of the group. These are important as they set an overview of how an employee shall be expected to carry out his duties during the tenure of his employment. They also provide a general idea of how an employee shall conduct himself during the performance. Setting the Performance benchmarks In setting the performance benchmarks, there is need to understand the objectives and the goals that the organization seeks to achieve. In this stage the managers shall sit down and define the organizational objectives as well as how these objectives shall be achieved. In order to measure performance, there should be benchmarks against which the performance shall be measured against. The managers shall also determine the suitable management model that shall be applicable to the organization. There are different forms of management. It is therefore upon the managers to carefully interrogate these models and come up with one that fits the nature of performance that is desired by the organization. Steps involved in performance management The first important step that the line managers take is to have a meeting a nd set the objectives as well as the strategies. Performance management shall be aimed at attaining a certain objective. The sales manager shall have the objective of ensuring that the sales in a particular business increase by at least twenty percent. The strategic planning manager shall give his target objective and the strategy to ensure that that particular objective is attained.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In setting the objectives, the managers are required to be realistic. The managers are supposed to take a REAL (Realistic, Efficient, Acceptable and Long lasting) approach. An unrealistic plan or objective is likely to stress the employees and consequently reduce the input of the same. Furthermore, having unrealistic goals can end up demoralizing the management as failure is likely to occur. The objectives themselves are supposed to be SMART (Aslam 6). SMART is an acronym for Specific, Measurable, Achievable, Relevant and Time framed. These are the core considerations that an organization shall bear in mind when deciding on the objectives. The second step involves brainstorming and coming up with how to achieve the objectives set in step one. In this step, the managers have to consider the different roles each department plays and employ relevant and corresponding tactics that will work out. One of the methods that shall be employed is the use of self managed teams. The rationale be hind this is that the employees in such a group have a sense of independence and also have team work bonding. The self managed groups, unlike the directed groups, are normally innovative, take initiative and own the organization goals (Elmuti 235). The third step involves competence assessment. Here the managers shall be involved in matching the employees to the duties that correspond with their skills. Competency also means assessing whether the organization’s human resource has the required know-how people to carry out the means set in step to achieve the objectives set in the first step. Competence assessment shall ensure that no employee is given a duty which beyond his capability. Assigning an employee a duty that is beyond his capability imposes stress and pressure and consequently reduces the performance. After the competence assessment is complete then the managers can now embark on duty allocation. Incompetence assessment the manager should look at the holistic stren gths and weaknesses of an employee. They should also consider factors such as experience and leadership skill of the same. Any mistake made in the allocation of the duties to the employees shall extend and contribute towards the performance of such an employee. Proper allocation of duties is likely to deliver better performance. Also worthy of note is that poor allocation of duties leads to waste of talent on the part of the employee and poor delivery to the organization. Staffing is therefore very important in increasing employee performance. Execution is the next step. During execution of a plan, there is need for constant monitoring and evaluation of how the employees are fairing. This is important in order to make sure that any mistakes are immediately corrected before they go deep into affecting the whole plan. The monitoring should take place at all levels and should be both horizontal as well as vertical. There should be a proper communication channel during the execution. Th e channel should be both upwards and downwards. The upward communication channel allows the employees to communicate the challenges they are facing. It is axiomatic that these challenges have an impact on their final performance. Downward communication is important to let the employees know whether they are performing a good job or not. Communication has a bearing on the performance of an employee and it is also a great instrument for passing the goals and targets of the organization. Lastly there is the process of performance evaluation. It is during this process that performance rating and grading. While rating and grading performance it is important to bear in mind the benchmarks, objectives as well as the goals that the organization sought to achieve in the first place. Performance evaluation and rating is the basis for performance review. In order to do a proper review, you need to compare your current grading to your former grading. It is also during the performance review tha t an organization can trace and find out where or what influenced poor performance in a certain organization department. From here, the managers shall then communicate the feedback and performance appraisal to the employees. Feedback to the employees is good for two main purposes. Worthy of note is that in an organization there are three levels of goals. There are the employee’s individual goals, the team or group goals and finally the overall organization goals. Good management need to delve into what the employees’ individual goals are. In order to motivate the employees in achieving the target company goals there is a need to synchronize employee goals with the overall goals. Sometimes within a team, ones individual performance appraisal can have the impact of interfering with the intended group goals and targets. This is mainly through emphasizing the individual (Wiese Buckley 234). Dealing with underperformance It is axiomatic that individual performance differs from one employee to another. What is important is that all the employees give their best and at least manage to attain the minimum target. In order to motivate the underperforming employees the company shall offer rewards and promotions to the performing employees. This will serve as an enticing gesture towards working hard. It will also motivate the workers. There is a connection between performance at work and the social life of an employee. The organization shall allow the employees to have a social welfare group. This shall be in charge of advocating and promoting the social welfare of the employees. An employee who is socially relaxed performs better than one who is disturbed. Another way of dealing with underperforming employees is to try and develop them in terms of expertise and technical ability. This can be done through sponsoring them to formal education. This can be done through sending them to seminars or even providing them with loans (at a lower interest rate) to fur ther their education. Setting semi-autonomous work groups are also helpful in terms of improving employee’s capability. When in teams it is easier for an underperforming employee to learn from others. However, important to note is that this shall depend on the level of bonding between the members. It is thus important for an organization to ensure that there is enough bonding sessions so that the employees can acquaint themselves to each other. Also during boning session, an employee who is seen as underperforming can have the chance to showcase his strengths. These strengths can be useful in other departments. As a result his underperformance in one department shall lead to his transfer to a department in which he has strengths and thereby improving his performance. Employee development It is important that an employee develops and not just stagnate in terms of his expertise. Development is important as the employee increases his know-how in both technical and managerial abi lities. Development can be done through training in seminars, workshops as well as through experience gained in the work. The best way to encourage employee development is to offer rewards through promotion. Another means of employee development is rotational responsibility. In this scenario, the leadership position in a group does not permanently rest on one employee but rather revolves around after a certain period of time. Through this, all the employees will develop in terms leadership as well as technical skills. Apart from that they will also appreciate the challenges being faced by the leaders and therefore respond more supportively whenever a challenging situation emerge. Having an ongoing dialogue platform is also a very important means to ensure the development of an employee. It is through constant dialogue that the management can find out means and ways to increase the efficiency of an employee. Dialogue also facilitates a route to feed back to the employee on his perfor mance. With that communication, motivation is built and the employee’s overall performance is increased. Involvement of employees in Strategic planning Strategic planning is important in the development of an organization. Involvement of the employees encourages direct contribution towards the plan. The employees feel involved and end owning the plan and not feel as if the plan has been imposed on them. Involvement can be done at different levels. For instance, a department manager may have a strategic plan meeting with the employees working under him. He gets the views from these employees on how to improve the plan. The employees feel that they are involved and end up giving their best in order to achieve the goals set in the strategic plan. The achievement of a goal is easy when the goals are set by the employee themselves than when the goals have been imposed on them. It is suggested that by allowing the employees to chip in when setting the goals they also get the opport unity to raise the potential challenges that might affect what they are to do in order to achieve these goals. This makes the manager as well as the employees have ample time to deal with matters which would otherwise affect the performance of an employee. Recommendations The creation of independent groups in the organization is recommended as it allows the members to increase their contribution and innovation. This is contrary to the traditional directed groups where innovation was limited and the members just waited to act upon directives given from managers. Direct groups are those traditional teams that work only upon the directive of their seniors. Here there is inhibition of innovation which is not good for the organization. Their contribution is limited and the motivation is also lacking compared to the self directing groups. A self directing group is independent and self starting. It therefore makes the performance of employees increase due to the presence of innovation. Ano ther recommendation is encouraging the employees to have a working social welfare within them. The welfare should be autonomous. Those shall form an avenue for social interaction and bonding. Bonding and social interaction form the main ingredients of successful teamwork. Giving bonus and other remuneration based benefits to recognize good performance is also a means by which an organization may use to motivate the performance of its employees. Encouraging team and communication is also recommended in improving the performance of the employee. Through communication the organization goals reach the employees and through the same the employees are able to communicate the problems that might affect their performance. Dialogue between the managers and the employees is the best way to clear all the hindrances that affect employee performance. Works Cited Armstrong, Michael Baron, Angela. Performance Management: The New Realities, London: CIPD, 1998. Print Aslam, Hassan. â€Å"Improving Performance Management Practices in IT Firms of Pakistan.† Journal of Management Research 2.2 (2010): 3-6. Print Elmuti, Dean. â€Å"Self managed work teams approach: creative management tool or a fad?† Management Decisions 35.3 (1997): 233-239. Print Wiese, Danielle Buckley, Ronald. â€Å"The Evolution of The Performance Appraisal Process.† Journal of Management History 4.3 (1998): 233-249. Print This essay on Employee Performance in Management was written and submitted by user Payten Olsen to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Babies Having Babies essays

Babies Having Babies essays As todays family values slowly decline, the teen pregnancy rate slowly increases. Each year teenage girls are getting pregnant at a younger and younger age with no guarantee of a father by their side. Many girls are left with the responsibility of supporting young children financially, and many girls arent even ready for the responsibility of caring for another human being. In order to solve this teenage pregnancy problem society as a whole needs to come up with a solution that will guarantee that no unplanned, unwed, or under-aged teenage pregnancies occur. I have come up with a solution that I feel will eliminate this problem. Before any girl enters into elementary school it will be required by law that they get a vaccination shot that will keep them from procreating life. Only after getting married will they be given a booster that will kill off this vaccination and allow them to have children. It wont be required to get this booster right away, you have the option of getting it whenever you wish, but it will only be given with proof of a marriage certificate issued by the state. This way only married mothers will be having children. By getting this vaccination young girls will be protected from pregnancy. Not only will this allow teenagers to participate in sexual activities , but also keep rapists from impregnating young, innocent children. Although I am not for teenagers having sex, in todays society many are participating so this will allow them to have sex without the worry of procreating. What could be better than the guarantee of not getting pregnant? This vaccination guarantees no pregnancy, this way children arent having children. ...

Assigment Essay Example | Topics and Well Written Essays - 1000 words - 1

Assigment - Essay Example The general assumption is that wealth is equally distributed among the citizens yet it is a few individuals who are rich. Secondly, the quality of goods and services that comprises the output and externalities like pollution are not taken into consideration. In addition, increase in output may be attributed to long working hours with less leisure time. There is a lot of money in the black economy like prostitution, which is not included in the GDP computation. Non-market transactions such as volunteer and household chores are also not included. Sustainability of growth is not considered in the calculation of GDP because the country may have exploited its resources hence increasing its GDP. b) % change in nominal GDP is calculated by change in the GDP *100; from 1981 to 1991 and 1991 to 2001 , the nominal GDP has changed by 91.18% and 70.50% respectively while the real GDP has changed by 43.75% from 1981 to 1991 and by 21.96% from 1991 to 2001. (b) The last few years after the crisis have witnessed a gradual decline in productivity growth and the situation may persist for much longer (Orszag). Projections indicate that the trend is likely to persist for a much longer period. One of the reasons behind the slowdown in productivity growth is the fact that a significant percentage of the population is not engaged in active productive engagements. An aging population has also been cited as one of the reasons behind the slump in productivity. The author points out that workers usually display less enthusiasm and productivity after a crisis. The impact of the crisis manifests at the level of confidence on the part of the workers as many of them become affected by insecurities that hamper their capacity to produce. The studies indicate that the levels of productivity have been going down even before the crisis reached its peak in

Journal opinion article Essay Example | Topics and Well Written Essays - 750 words - 1

Journal opinion article - Essay Example In earlier years, the government followed the policy of increased government expenditure and public debt in order to boost the aggregate demand in the economy of the country. The fiscal policy of the government embraced budget deficits in order to fuel the GDP growth rates of the country. An examination of the demand supply curve would help to explain the previous fiscal policy of the government. With the increase in government spending, the flow of money in the economy increased leading to higher purchasing power which boosted the demand of the market. Thus the demand line shifted upwards as shown in the graphical representation. In order to maintain equilibrium in the markets, the private investments and production in the economy rose thereby resulting in increased GDP growth rates. As a result of the increase in demand against the prevailing supply in the market, the prices of goods and services also increased. With the occurrence of financial recession, the production level in th e economy fell and thus due to the fall of supply in comparison to the demand, inflation cropped up. The slowdown of the economy of US resulted in job cuts and increase in unemployment rates which cropped up to even 9.1% in the periods after the financial crisis. Along with the plunge in economic performance, the displacement in the position of equilibrium resulted in the hike in prices of goods and services. This prompted a change in the policies of the government of US. The occurrence of economic depression highlighted the drawbacks of Keynesian economic policies of increasing government expenditure in order to boost the demand of the economy. In doing so, the US government incurred a deficit of $ 1 trillion (Elwell 50). Thus the fiscal policies adopted by the US government were framed with an objective to achieve economic consolidation and reduce budgetary deficits. After the presidential election of 2012 in US, the democrat government in US adopted the policy of reducing the gov ernment expenditures in order to control the budgetary deficits. The government decided to impose cuts on the military budgets while spending on areas like health care and education. The budgetary deficits have been reduced and it is forecasted that the government would keep the deficit under control in near future. In order to stabilize the economic scenario of the country and to neutralize the effect of decline in government spending, the revenue collection of the government was also decreased by adopting fiscal policies of tax reduction. This fiscal policy of the government is likely to continue in future till the time the economic position of the country is revived. The taxes have earned the highest revenues for the country through ages. The government strategically adopted the policy of reducing the collections through taxes in order to maintain a balance with the reduction of government spending. Leaving the conventional path of boosting private investments though government e xpenditures, the US government focused on the growth of the middle class and the labor markets, thereby encouraging the services industry. In order to reduce unemployment in the country, the government has brought new legislations on outsourcing. The unemployment rates have decreased comparatively post 2012 from 8.3% to 7.6%. In order to gain economic revival, the government has almost doubled its exports in order to tap the opportunities of overseas markets. The growth in exports of

The Essence Of Human Resource Management Theory Management Essay

The Essence Of Human Resource Management Theory Management Essay According to Martyn Shuttleworth (2009), literature review is a critical and in depth evaluation of research in which all sides of an argument must be clearly explainted, and areas of agreement and disagreement should be highlighted. In order to deal with the objectives and question proposed in the chapter 1, the author is going to find related theories in academic journals both online and paper, and other academic sources to provide the supervisor as well as readers a comprehensive overview of why the author is pursuing the research. In the chapter, the definition, components and practice of human resource management, human resource management in Vietnam and SMEs will be presented. In addition, the author will address the problems and find solutions to improve human resource management. 2.1: Human resource management definition There have been many lessons and also so much research both national and interational on the human resource management, which are widely applied in enterprises. And these primarily concentrate on the areas including the concept of human resource management, functions of human resource management and its applications. An debate on what is the essence of human resource management theory is still ongoing conversation. A review and research agenda put forth by Guest (1997) has endeavoured to pull all those arguments together. He indicates that there are diverse theories about human resource management including illustrative, strategic and normative. Firstly, descriptive theory states that the important inputs of an alternative of human resource management policy and practice such as creating employee influence, enforcing human resource flows and establishing incentive reward systems will influence on four key effects, which are commitment, competence, congruence and cost effectiveness. These leading to they will produce low labor turnover, loyal and faithful employees, who will commit to build up an organizations efficiency. This statement is also presented by Beer et al (1984) and Beaumont (1993). Secondly, strategic theory suggests that a good coordination between business strategy, human resource policy and practice will strengthen enterprises performance. Finally, normative theory describes a set of value that indicates human resource management practice applied to gain normative targets of high commitment to the enterprise. This will affect the performance of enterprises. Definition of human resource management is still in argument. Boxall and Purcell (2003) argue that this definition is affected by three issues. Firstly, human resource management is derived from a range of antecedents and depends on the stance and philosophy of the analyst. Secondly, it contributes to the analysis of the employment relationship, and is reliant upon context. Finally, the significance of human resource management is variable, which emphasize people, strategy, employment relationships etc. In order to emphasize human resource management, Redman and Wilkinson (2006) compare it as the utilization of individuals to achieve an organizations objectives. People management not only critical to business performance but also much more significant than priority over quality, technology, competitive strategy or RD terms of influence on the bottom-line. They present functions of human resource management, which include employee and labour relations, staffing, human resource development, compensation and benefits, safety and health. Storey (1995) states, similarly, that human resource management is a distinctive approach to employment management which seeks to achieve competitive advantage through strategic development of a highly committed and skilled workforce, using an integrated array of cultural, structural techniques. In addition, Cherrington (1995) confirms that human resource management is responsible for how people are treated in companies. It is the commitment on taking p eople into the organizations, assisting them carry their work out, compensating them for their labours, and settling issues that arise. 2.2: Human resource management functions and performance According to Mondy (2002), there are four functions in human resource management including recruitment, training and development, performance appraisal, compensation and benefits. Together they make up the human resource management system. Top management views these functions as an important tool to enhance competitiveness. Recruitment is, firstly, the process of attracting individuals on an opportune basis, in sufficient numbers and with suitable qualifications, and motivating them to apply for jobs with an organization. This process involves analyzing and forecasting the talent that companies need to execute their business plan, it is an important strategic step, enabling the organization to recognize, develop and sustain the workforce skills it needs to successfully accomplish its strategic intent whilst balancing career and lifestyle goals of its employees. Better recruit would lead to improvement in organisation productivities outcome compare to a poor recruit process. This process is very crucial to the success of the business. Failure to recruit appropriate worker will result in slow or stunted the grow of business (Boxall and Purcell 2000, p.140). The firm may then select those applicants with qualifications most closely related to job specifications (Mondy, 2002). He confirms that finding the r ight way of encouraging qualified candidates to put in for employment is extremely important when a firm needs to hire employees. Training and development is, secondly, the heart of a continuous effort designed to improve employee competency and organizational performance. Mondy (2002) argues that training provides learners with the knowledge and skills needed for their present jobs. On the other hand, development involves learning that goes beyond todays job, which has a more long-term focus. It prepares employees to keep pace with the organization as it changes and grows. Training Development activities have the potential to align a firms employees with its corporate strategies. According to Leonard Nadler (1984), training and development are ornanizational learning experiences took place in the certain period of times in order to increase the job performance and improve the development capacity of organizations and individuals. The concept emphasizes the ultimate goal of human resource development is to develop the organization, also focuses on the combination of personal development goals together with development objectives of the organization. However, the term also confirmed the development activities only increase job performance and organizational development capability since only when are employees interested in appling the learned knowledge to the work then the change will be created. On the other hand, the concept also clarified the role of direct managers in improving the job performance of employees yet definition of the concept is still in debate. Similarly, Henry J.Sredl Willam J. Rothwell (1997) defines training and development is to refer to the organizational learning experiences which are sponsored by the business ower. They are designed and implemented along with the goal of improving the job performance and enhancing the human condition through ensuring the combination of organizational and individual goals. The concept emphasizes the support of employer for their employees in the human resource development activities. On another view, Jerry W. Gilley (2002) states that training and development is the process of promoting organizational learning, improving job performance, and creating changes through the implementation of solutions (official and non-official), initiatives and management activities aiming at performance improvement, competitiveness and innovation which has more emphasis on the official and non-official remedies in human resource development activities, and also more focus on organizational management s olutions. Thirdly, according to Mondy (2002), performance appraisal (PA) is a formal system of review and evaluation of individual or team task performance. While assessment of team performance is essential as long as teams exist in an organization, the focus of PA in a number of companies remains on the individual employee. In spite of the emphasis, an effective appraisal system evaluates achivements and initiative plans for improvement, targets, and objectives. Finally, Mondy (2002) shows that compensation administration is one of managements most difficult and challenging human resource areas on account of containing quite a lot of elements and has a far-reaching impact on an organizations plans. Compensation is the total of all awards provided to employees in return for their services. Generally speaking, pay system are designed to attract, preserve, and encourage employees, to attain internal, external, and individual equity, and to keep a balance up in relationships between direct and indirect forms of compensation, and between the pay rates of supervisory and non-supervisory employees. As far as the relationship between human resource management and organizations performance is concerned, there has been increasing numbers of research. Most of them support the positive correlation between high performance as a result of human resource management practice and efficiency of enterprise performance. Poole and Jenkins (1996) examined the development of comprehensive human resource management policies by the survey of 909 firms in Britain and investigated that human resource management is one of the key factor to achieve a competitive advantage. With the general consensus, Dunphy and Stace (1992) have the same view with Poole and Jenkins. They emphasize that people themselves and their skills are the important factor to the added value of the organisation and human management will have an influence on enriching the efficiency of an organization. As a result, human resource management must be added in enterprises strategic development. The empirical study on effects of management training of Wong (1997) finds out that there are considerable impacts of management training and development on reforming performance of small and medium enterprises. In addition, Bratton and Gold (1994), Bearwell et al (1994) and Storey (1995) conclude that an organisation, which strives to improve its operations and demand for success, leads to the greater emphasis on human resource management. Hence, these studies have suggested that policies and practices of human resource management contribute to business success. Furthermore, there are several studies in which have included performance-based compensation as one of the high performance in human resource management practices. Redman and Wilkinson (2006) state that compensation is the total of all rewards provided employees in return for their services. There are two types of compensation including financial and non-financial compensation. Financial component consists of wages, salaries, bonuses, social security, health services etc. In contrary, non-financial one covers the satisfaction that an employee receives from the job itself and job environment such as teamwork, skills, autonomy, flex time and others. Huselid (1995), Delery and Doty (1996) consider compensation and benefits as the single strongest predictor of an enterprises performance. Based on empirical studies, these authors conclude that there is a positive correlation between performance-related pay and company performance. Therefore, performance-based compensation and merit-based promotions can be evaluated as important factors in incentive systems (Guest, 1997 and Huselid, 1995). At present, there are quite a lot of ways to progress the practice of human resource management. One of the key factors for the success of enterprises in a competitive market is to keep up continued competence through the development of human resources, which employee performance appraisal is a crucial tool. Borman (1991) defines that performance appraisal is a system of reviews and evaluations of an individuals or teams performance. It covers human resource planning, recruitment and selection, training and development, career planning and development, compensation programs and evaluation of employee potentials, of which compensation is widely apply in performance appraisal. A professional appraisal system could significantly improve employee performance and enterprise profitability (Robert, 1995). 2.3: Human resource management in small and medium enterprises Hill and Stewart (2000), with respect to human resource management in small and medium enterprises, state that SMEs lack resources like large enterprises, which tends to follow informal modes of operation such as short-term perspectives and the owners preferences and experience. However, many studies indicate that issues in SMEs are similar to those facing large enterprises such as the difficulty of linking investment in training with performance outcomes, the delivery of training courses and impacts of technology. Patton et al (2000) suggest that understanding the link between training interventions and achieving performance might be complicated by several variables that could impact the relationship. These factors might contain surrounding factors and particular ones to the firm, such as the owner and background of the management team, and the partnership between the training supplier and the recipient. Patton et al recommend that it could be more productive to encourage training as beneficial to the firm in the widest sense rather than attempting to reveal clear causal relationship. Huang (2001) argues that inadequacies in the definition and measurement of training have hampered attempts to show links between training and improvements in performance. Huangs study suggests that, where firms grow up sophisticated training courses with efficient management assistance, the effectiveness of the investment in training will be high (Huang, 2001). However, it might be argued that, by their very natu re, small and medium enterprises might lack the ability to build up sophisticated training programmes, with or without management assistance. There is a huge challenge in thinking up incentives for small firms to invest in formal job related training when it is often difficult to argue that it is in their short-term interests to do so. In relative terms, the effect of the owner manager in a small firm is much more pervaise and powerful than may be the case with the CEO of a big firm. In the view of Mazzarol (2003), he suggests small businesses are the product of their owners, whose personality and personal involvement dominate. The owner managers perspectives to training will be an essential hindrance or assistance in the implementation of training programmes. Hankinsons (2000) study of owner-managers found that these managers typically invested 93% of their working day inside the firm and made little deliberate attempt to up-skill themselves through joining courses or reading relevant literature as they regarded experience as the most relevant from of their continuing achievement. Managers with these views to training are not likely to encourage high rates of participation in training amongst their staffs. One response to this low regard many owner-managers have for the relevance of available training and developm ent schemes might be to develop an approach based on mentoring (Hudson-Davies et al. 2000). Sharply becoming a key issue, technology is in association with training on two sides, first the rapid development of technology coupled with the increasing pressure to keep up technical skills in order to maintain competitive, should supply an important incentive for continued investment in training and development. As McCole et al (2001) note, the generally negative attitude and low priority given to training in many SMEs is a matter for concern. Following their study of training in SMEs in Northern Ireland, McCole et al summarized that the short-term emphasis in small companies, which depresses investment in longer term masters such as training, might result in small companies experiencing a decline in their ability to keep up competitive in terms of their key human resources. The second side of technology is that new forms of electronically mediated training design and delivery should overcome several the problems of access, that have been often cited by managers in SMEs as a maj or obstacle. In spite of the importance of technology and the chances now emerging, research seems to suggest that SMEs have not been quick on the uptake. From a number of managers of SMEs, a frequent complaint is that available training programmes are not well designed for the commands of the small companies, or are difficult to adapt to the specific requirements of a firm. The issues here might be more complicated than simply a question of content. Anderson and Boocock (2002) argue that the big firm model of learning, on which the majority of formal training courses are arranged, is inappropriate for small companies in which the distinctive culture and communications systems could be more suited to learning which occurs through more informal processes. Advances on training in SMEs has to contain concern not simply for content, but also for problems of timing, location and delivery and such training might require a significant level of customisation given the heterogeneous nature of the SMEs sector. Clearly there is a problem here for SMEs as highly customized products for small clients are not an appealing prospect for training provi ders. According to Patton (2000), he points out that the relationship between training interventions and improved performance may be hindered by factors such as the owner and nature of management team, the relationship between the training provider and recipient. In addition, Mazzarol (2003) states that the influence of the owner manager in SMEs is more pervasive and powerful than ones in large enterprises. Moreover, Huang (2001) argues that SMEs are not capable of designing sophisticated training programs with the management support, which is a challenge for SMEs to invest into jobs related to training programs. 2.4: Human resource management of SMEs in VietNam Vietnamese government with the assistance from international organisations in many countries in the world has paid more and more attention to the development of SMEs since the renovation doi moi. In order to support Viet Nam along with its efforts, some donors came and joined hands to support Vietnamese SMEs as key actors in the countrys socio-economic development. A number of researchers have been implemented with the mandate to provide assistance to the development of SMEs. Almost these researches have aimed at financial issues, businessworking environment of SMEs and business services. This area has been mentioned by some reports in different aspects although there has not been any research specialising in human resources management issues in Vietnamese SMEs. Nguyen Duc Vinh (1999) indicates that the faster the growth experienced by the small firm the more likely it will experience human resource masters. The management of SMEs tends to be small and multi-functional. Often, entrepreneurs run companies dingle-handed or take a disproportionate production of the key decisions, in addition to functioning as the general interface to the outside world. Creating a larger, professional management is desirable, but until a certain size is reached it is difficult to create much division of labour and to develop specialised interfaces. These leading to management functions in a brutal cycle of overwork, which results in inability to consider and exploit externally-derived improvement opportunities, that in turn leads to overwork. The lack of specialised is completely absent. Notably, a number of small firms have no engineers and therefore no intelligent interface to technological changes and opportunities. Other key skill and resources might be abse nt. Usually, for instance, new technology-based companies have few marketing or business development capabilities. SMEs, which are trying to orient to export markets, require good entrepreneurial and management skills. However, business management skills are not up to the mark. Only a few owners are equipped with business knowledge of a market economy. Most of the proprietors run business based on their own experience. In general, entrepreneurs in the SMEs sector are often home-grown, obtianing their skills and leadership qualities in their own workplace and business environment. Beyond a certain point, this learning by doing approach becomes less useful in assisting small firms in graduating into modern small enterprises, equipped with advance models of technology and marketing skills. Furthermore, SME management rely on being experienced and being able to communicate both inside the enterprise and with outside partners. Thus, according to Tuong Lai (1999), training and support programmes might be needed to build up the quality and skills of both employees and management. In Vietnam, the facts have showed that employers are reluctant to invest in training potentially highly mobile workers. To a certain extent, the demand for technical and vocational training is being dampened by employees tendency to leave for a better job once they have been trained. Employers do not believe in contracts that require their workers to stay firm a certain period of time after training, either because the workers are not registered or because they think the contracts will not be enforced. A survey by MPDF in 89 manufacturing companies in both public and private sectors (MPDF, 2000) found that: On average, each month, firms invested three days of internal staff time in training and bought-in an average of 16 days of training services. Seventy eight percent of external training was provided by the public sector. The respondents also state that training content needed to be more up-to-date, of global quality, and localized for the Vietnamese context. Training should be carefully matched to customers demands with both basic and advanced training options. The training itself needed to be practical, not theoretical. The method of instruction needed to be designed to ensure skill transfer from the classroom back to the workplace. Fifty nine percent of the companies indicated that they were not able to get the training expertise they needed in Viet Nam. Additionally, although labour is abundant, most job seekers are unskilled staffs. While only a small number of SMEs could provide training for their staffs, government assistance in training is insignificant. Viet Nam Chamber of Commerce and Industry (VCCI), though, plays an active role on organising seminars and some training courses, a number of private companies do not apply such programs, nor they aware of VCCIs training services that is particularly the situation in the poorer provinces (Stoyan Tenev et al., 2003). According to a survey by MPDF, private firms, especially SMEs are the least preferred place of employment. Students and their parents think of a private employer as failing to provide suitable jobs and to ensure job security for employees (MPDF, 1999). This perception makes SMEs more difficult to attract qualified labour. In a seminar on development of SMEs under the umbrella of Asia Pacific Economic Cooperation (APEC) in 2005, Dodd (2005) points to another weakness arising from the fact that smaller Vietnamese businesses tend to have the bulk of their labour force make up of family members, friends or relatives. In this opinion, good brothers do not necessarily make good associates. It is often difficult for a company leader to have a good judgement of his employees, especially when it comes to one of his skin. And even when the right judgement is made, other employees may still see the directors decision as an unfair one. Brown and Davison (1999) shared this opinion with Dodd that human resource management within family-owned and managed small firms can also be made difficult when family members hold key positions within the business or find themselves in dispute with other or the human resource manager.

Chinese language and literature Essay

Chinese is a unique language. Anyone who learns it will find it difficult to really understand and master the language if he/she does not completely cast away the habits and concepts acquired from his/her mother tongue or other foreign languages. Chinese is a language of great international importance in the present world of globalization. Modern Chinese (also known as Mandarin, Pu Tonghua or Guoyu) is spoken in the People’s Republic of China and Taiwan, and increasingly so in Hong Kong. It is one of the four official languages in Singapore. There are significant communities of Mandarin speakers in Malaysia, Indonesia, Russia, the USA, Mongolia, Vietnam, Brunei, South Africa, Thailand, Laos, Cambodia, the UK and Mauritius. Mandarin is spoken by about 1 billion of people all over the world. It is also one of the five official languages of the United Nations. The communicative unit of Chinese is the sentence. Sentences in Chinese are quite different from those in other languages. During communication, certain parts of a sentence may often be omitted. This is one of the differences between Chinese and other languages. The language and script of the Chinese language belongs to the ‘Sino-Tibetan’ family. Chinese is also described as a tonal language, which means that a syllable generally is pronounced with a characteristic tone. On the whole Chinese lacks the inflections (suffixes, prefixes) that are characteristic of many other languages. While foreigners are under the impression that Chinese characters are countless, the fact remains that even China does not have anyone capable of mastering all the characters. The Kangxi dictionary of 1716 contains 47,000 characters whereas the Chinese dictionary of 1986-90 contains 56,000 characters. In fact there are only 3,000 characters which are often used. Other than being a language it is used for writing and keeping records. Chinese also has a great value in the field of calligraphy and is greatly appreciated as a work of art. Over the vast area throughout which Chinese is spoken, there are many different dialects. Some of which are mutually unintelligible. Chinese characters are the symbols used to write Chinese. Chinese characters developed more than 3000 years ago out of ideographs. Some of these are still in use today. Every Chinese written character represents a one-syllable word. Many Chinese words, however, are compounds composed of two or more characters. In these compounds each character contributes a meaning to the total concept. Modern Chinese characters fall into two categories: One with a phonetic component, the other without it. Majority of those without a phonetic component developed from pictographs. Characters of this type which do not contain phonetic components account for only a small proportion of all Chinese characters, but many of them are in common use. Most of the Chinese characters contain a phonetic component that tells the pronunciation and an idea component that indicates something of the meaning. These idea components are also called radicals and are often written on the left-hand side of the character. There are more than 250 radicals. The phonetic component is often a character in itself. If one knows the pronunciation of the character it is based on, one can know the pronunciation of many characters in which that component is used. One of the unsolved problems of â€Å"pinyin† is that some characters, though written differently and with different meaning, sound the same. However, usually one can tell from the context which one to use. The tone of a Chinese word is just as important as it s pronunciation. This aspect of speaking Chinese is the most difficult for English speaking people to learn. In English, the tone of a word varies with the mood of the sentence; in Chinese, the tone stays the same whether the sentence is a question, exclamation or a simple statement. The Chinese written language is an ancient and unique writing system with a history of 6000 years. There are a total of 60,000 characters, of which only 3000-4500 are frequently used. Ancient Chinese characters evolved from pictures. Each Chinese character is composed of various strokes. These strokes are basically straight lines. From top to bottom and left to right are the main directions. There are eight basic strokes used for writing Chinese characters. These strokes are used in a certain order to write Chinese characters. In the past few decades standard language has gradually been formed based on the language of the norm with Beijing as the norm and a grammar modeled on modern vernacular writing. This language is called ‘Pu Tonghua’ and is gradually being popularized. It will eventually become the form of spoken and written Chinese in universal use. b) Discuss the ways in which Chinas language and literature reflect other aspects of Chinas culture such as kinship, art, politics, religion, economics, and the Chinese world view in general. A Chinese name is composed of two parts – a surname and a given name. The surname comes first, followed by the given name. Most surnames are monosyllabic. The most common surnames are Zhang, Wang, Li, Zhao and Liu. There are a few disyllabic surnames such as Zhuge, Ouyang and Shangguan. Given names can be either monosyllabic or disyllabic.

Is Australia an Inclusive Society Essay

Reports from the Australian Bureau of Statistics (2003a, 2003b, as cited in Ashman & Elkins, 2009, p. 7) show 25% of the Australian population is currently made up of migrants from around 200 countries. This fact demonstrates Australia, on the whole, has a tolerant and inclusive society. A society can be identified as a collection of people who live together in a relatively ordered community (Ashman & Elkins, 2009, p. 7). It could be said, Australia has one of the most inclusive societies on the planet; however, this was not always the case. Net overseas migration has doubled from 146,800 in 2005-6 to 298,900 in 2008-9 (Australian Bureau of Statistics [ABS], 2011). Migrants born overseas account for a quarter of the total population with 50% having direct links with relatives born overseas. Nearly 2. 5 million Australians speak a language other than English at home (ABS, 2003a, as cited in Ashman & Elkins, 2009, p. 7). These facts show how much multiculturalism is now an intrinsic part of Australian society. Some traditional migrant countries, such as the UK, still remain dominant in the proportion of people arriving onto Australian shores; however, more recently, a larger percentage of migrants from Asian countries have started to show in census statistics (Department of Foreign Affairs and Trade [DFAT], 2008). Today migrants can be found in all levels of society and the workforce. Employers are bound by the Racial Discrimination Act 1975 not to exclude any persons on the basis of nationality, race, colour, descent or ethnic origin; however, this was not always the case. The White Australia Policy (forming the basis of the Immigration Restriction Act 1901) from 1901 to 1973 was introduced primarily to prevent Pacific Islanders from being employed as cheap labour in the vast sugar plantations in the Northern part of the country (DFAT, 2008) . The policy was gradually abolished after the Second World War, but the emphasis on European immigration remained until 1966, when the government allowed the migration of ‘distinguished’ non-Europeans. The last vestiges of the policy were discarded in 1973. From 1901 to the early 1970s, policies towards newcomers were based on assimilation. The preference for British migrants remained, and all others were expected to shed their existing cultural identities, including their native languages, to promote their rapid absorption into the host population. (DFAT, 2008, p. 2) A lively debate would ensue to decide if Australia could be seen as inclusive during this period of history. Even with the acceptance of Whites there were still racial undertones in the nicknames of migrants from certain countries. Wogs from Italy, Dagos from Spain, Poms from England (origin has not been verified, but several theories remain), to name but a few. In conclusion with such a large migrant population from so many different countries, Australia has succeeded in becoming an inclusive society. Migrants will continue to arrive onto this big brown land and play a major part in shaping the country in centuries to come. Stereotypes. Collins Cobuild English Dictionary (1995, p. 1635) defines stereotype as an â€Å"a fixed general image or set of characteristics that a lot of people believe represent a particular type of person or thing. † This is a thought that is conceived without actual basis or factual content. Stereotypes can come in many forms. Commonly it is a belief that may have been subliminally imparted by peers, parents or the media. Stereotyping can cross all groups, genders, races, religions or even animals. It is possible social interaction or experience can lead to stereotyping especially if a negative experience is involved. People may all be guilty in some form of stereotyping, although not in a derogatory sense. Some common examples are, left handed people are creative, Asians are hard workers, blondes have more fun, fat people are jolly. A negative consequence of stereotyping is what Sanderson (2010, p. 349) calls stereotype threat. Minority group members experience an apprehension that they may behave in a manner that confirms existing cultural stereotypes. Gender stereotypes are one of the most common encountered on a daily basis. The infamous ‘Glass Ceiling’ still exists in many areas of the professional world, restricting valid promotions simply based on gender. This type of concept can be verified by looking at comparative weekly wages of other professionals in a variety of industries. Most people will generally see female dominated occupations, such as nurse, teacher and secretary as requiring feminine personality traits and physical attributes for success; whereas male dominated occupations such as doctor, lawyer, and business executive are seen to require male personality traits for success (Sanderson, 2010, p. 344). Racism The Cambridge Dictionaries Online (2011) defines racism as â€Å"the belief that people’s qualities are influenced by their race and that the members of other races are not as good as the members of your own, or the resulting unfair treatment of members of other races. In recent history massive wars, resulting in countless lives lost, have been waged simply over not belonging to the ‘right’ or ‘our’ race. Most people would agree the concept of disliking someone simply because they look different and belong to another race, is pure ignorance. To say that because a person has dark skin that they will respond or behave in a certain manner is again ignorant. For most people it is hard to believe that less than twenty years ago Apartheid was still a reality in South Africa. The word ‘apartheid’ is derived from the Afrikaans language and is directly translated as ‘separateness’ (P.  Mason-Jones, pers. comm. , 1998). Its basis was racial segregation for Blacks, Whites, Coloureds and Indians. The Coloureds in South Africa are from mixed race families, predominately White males procreating with Black females. The Indians were mainly from colonial Indian descent sent to South Africa as slaves. The concept of black South Africans not allowed on the same public bus as Whites is hard to grasp. A greater issue for the Black people during apartheid was the fact they were not allowed to vote and decide on their own future in a land they had lived in for centuries beforehand. Modern racism can be described as someone’s negative feelings towards an out-group member, which is not based specifically on their group membership (e. g. , race, gender) but rather generalisations of their moral values (Sanderson, 2010, p. 337). This creates the conception that all Black people do not work hard enough and expect handouts and so are discriminated against for that instead of having dark skin. Prejudice The Concise Oxford Dictionary (1982, p. 809) defines Prejudice as a â€Å"pre-conceived opinion, bias (against, or in favour of, person or thing). The word itself can be split into two components, pre- before and jud- judging. Forming an opinion of someone before there is a chance to talk to them or even meet them for the first time is ignorant. Prejudice can come in many forms; however, it is usually associated with negative or hostile feelings about a person or persons simply based on their belonging to a group. Some popular social examples are, people who wear hats while driving are bad drivers, and, older men who have long beards and ride Harley Davidson motorbikes are dangerous. Similarly, pre-judging all the clean, well dressed and impeccably groomed students to be the most well behaved members of the group would not be substantiated. In the same vein, pre-judging the scruffy un-kempt student to be the most troublesome member of the group could be a terrible mistake for the teacher. Consider this scenario: Stephen Hawking is observed crossing the road at a busy intersection while an individual is travelling in the opposite direction. The individual will have no idea who he is or heard his name mentioned in any context. Some people may consider sympathy with his plight, some may ignore him completely, some may even offer assistance. Yet how many would come to the conclusion he is one of the greatest minds on the planet? People may be guilty of pre-judging his condition, abilities or even intellect. Educational responses to diversity Under Section 22 of the Commonwealth Disability Discrimination Act 1992, an educational authority is not allowed to discriminate against a person on the grounds of the person’s disability (DD Act, 1992). Education Queensland developed a statement in response to this section of the Act, called â€Å"The Inclusive Education Statement – 2005. † This statement is now part of 11 pieces of legislation and policies (Education Queensland, 2011). These policies and legislative pieces comprise of Commonwealth and State Acts. The Commonwealth Acts include, Age Discrimination Act 2004, Disability Discrimination Act 1992, Disability Standards for Education 2005, Human Rights and Equal Opportunity Act 1986, Privacy Act 1988, Racial Discrimination Act 1975 and the Sex Discrimination Act 1984. State legislation includes the Anti-Discrimination Act 1991, Child Protection Act 1999, Disability Services Act 2006 and the Education (General Provisions) Act 2006. (Education Queensland, 2011). Education in Australia is a basic human right; however, the learning journey needs to be fair, productive and include everyone regardless of race, gender, cultural background or disability. Inclusive education is a process of responding to the uniqueness of individuals, increasing their sense of participation and achievement in a learning society (Hyde, 2010, p. 11). Education Queensland (2011) requires their staff to identify processes and procedures in the Inclusive Education Statement – 2005, to achieve learning outcomes and develop skills to work and live productively and respectfully with others from a range of backgrounds, abilities and cultures. This ideology will help to produce accepting, tolerant, co-operative and productive citizens. In the classroom teachers need to address the huge variety of differences in their students. They should be adaptable and flexible to address criteria in curriculum while still following policies and procedures that stem from individual schools up to state level. Curriculum, pedagogy and assessment are aligned and meet the needs of diverse student groups (EQIS, 2005). A teacher, or any member of an educational facility, can be prosecuted if they harass a student, or future student, who has a disability, about the disability (Disability Discrimination Act 1992 s. 37). A successful teacher is required to have a positive relationship with all of their students, while still following policy and procedure so that they can â€Å"build bridges from the knowledge and skills that students bring from their homes and communities to the knowledge and skills they need for success in schooling† (EQIS, 2005, p. ). Schools are required to provide professional learning opportunities to enhance understanding of the recognition of difference and the factors that contribute to educational disadvantage, especially an appreciation of factors such as: poverty; gender; disability; cultural and linguistic diversity; and sexuality (EQIS, 2005). Such professional development opportunities will allow teachers with many years experience to fully understand the changing environment they now live in. People with a disability have the same human rights as other members of society (Disability Discrimination Act 1992, Part 2, Division 19, s. ). Teachers must adapt their classroom planning in response to this statement. Simple methods of inclusion on a physical level will include table and chair arrangement, or repositioning of the teacher’s desk to provide easy access if required; however, it is the school’s responsibility to allow wheelchair access to classrooms. Teachers who believe that they are the most important factor in improving student outcomes are more likely to deliver a connected curriculum, with high intellectual quality and high levels of student engagement (EQIS, 2005). While such policies and statement may seem difficult to implement, the outcome of a successful student who is well versed and ready to stand up in society and enter the workforce should be the driving factor teachers strive for. Personal responses to diversity A teacher’s positive attitude towards their students can have a profound effect on their learning ability. Consideration must be taken into account if the student(s) come from a low socio economic background or disruptive domestic environments. The school community may well be the only positive aspect of their lives. Students who have this sort of background often require more support and nurturing. A teacher’s positive attitude towards this student may well release their inhibitions and personal defences. Once the teacher has broken down these barriers the student is more likely to participate, be co-operative and be more productive in the classroom. A negative attitude directed at the same student is more likely to sustain the barrier he or she has towards adults, or authority figures in general, and remain disruptive and uncooperative. An example of this negative attitude is provided by Munro. 2008, p. 99). Ted Brown saw himself as a good literacy teacher. Many of his students made great progress and achieved high-level outcomes. Each year, however, there was a small group of students in the class who did not progress as he expected. Ted noted, â€Å"These students do not get involved or stay focused. They just did not seem to be interested. I guess there will always be low achievers. Not everyone can learn to read†. His observations were accurate. In his classes, these children did not get involved or stay focused, were not interested and remained low achievers. A replacement teacher, Sally Green, taught Ted’s class for a term. She talked with the underachieving readers and noticed that they had rich imagery knowledge of the topics they discussed but often needed time to put their images into words. She helped them practice doing this. Before they began to read a narrative, she had them do this. Sally also had them talk in sentences about the pictures in the narratives and recall vocabulary. The students began to achieve as readers using their existing knowledge to read and to anticipate the ideas in a text. They learnt to paraphrase and visualise as they read, and to review each paragraph. Ted came back to school from long-service leave and noticed that the small group of students had improved in their reading. Because he did not understand the conditions under which they had improved, he was unable to scaffold their learning. Soon some of the students plateaued in their reading and Ted was sure that this was, again, because of their lack of interest. It can be seen from the above text that Ted simply could not be bothered with the small group of â€Å"low achievers†. He did not provide any inclusive activities; therefore, he was not able to obtain the most out of this group. Sally should have discussed this issue with the Head of Department or Principal during her contracted time. Bringing this issue to their attention may have directed the HOD/Principal to discuss with Ted some alternative teaching options, or offer some personal development in this area. Once the issue had been raised, discussed and acted upon it is reasonable to assume that the students and subsequent â€Å"low achievers† would have gained more out of Ted’s classes and develop their learning journey accordingly. According to Conway (2010, p. 29), beginning teachers will need to make an extra effort because his research found that the majority felt ill-prepared to teach students with ESL, disabilities or from dysfunctional backgrounds. This particular course is highlighting the need for future teachers to recognise, appreciate and implement positive strategies for a variety of students with diverse backgrounds, cultures and abilities.

Essay Summary of Arthur Miller’s The Crucible - 803 Words

In Arthur Miller’s The Crucible the witch trials in Salem were a devastating time. The entire community was in disorder and chaos because of personal vengeance. This included accusations of innocent town’s people being called witches, so they hanged and were jailed. Throughout the play certain characters help the rise of witchcraft as well as the disapproval of all the innocent people who were being convicted for no reason. Reverend Hale is a dynamic character whom comes to rid of the evil spirits in Salem, yet he later tries to end the trials. Hale realizes the accusations are false, attempts to postpone the hangings, and persuade the victims to lie conveys that he is a dynamic character and changes throughout the play. Hale realizes†¦show more content†¦Hale sees now, and believes entirely that everything he thought was true is a lie and so he leaves town. Secondly, after Hale returns he wants to try and help postpone the hangings because he knows the accused are innocent. He returns just in time for the day John Proctor is to hang. He comes back to town because he knows that John is truly innocent. He has changed into a better man and he wants to now save the lives of those who he had a help in condemning. So he says to Danforth, â€Å"Excellency, if you postpone a week and publish to the town that you are striving for their confessions, that speak mercy on your part, not faltering.† (Miller 130) Hale is trying to show them, that they are helping the Church rid of evil by postponing the hangings and having the accused confess to dealing with the devil. Hale has become more desperate because he wants the accused to live; he blames himself for them being accused and not seeing that the accusations were false earlier. Hale came the first time to rid the town of what he thought was evil, and now he has returned to save the lives of the so called â€Å"evil people†. Lastly, when he knows he cannot postpone the hangings, he tri es to persuade Proctor and the others to lie so that they can live. Hale goes to Elizabeth and pleads with her to tell her husband to lie; this is Hale’s final desperation. He says to Elizabeth, â€Å"You know do you not, thatShow MoreRelatedThe Crucible By Arthur Mills Essay1690 Words   |  7 PagesBecause I cannot have another in my life! Because I lie and sign myself to lies! Because I am not worth the dust on the feet of them that hang! How may I live without my name? I have given you my soul; leave me my name! (Miller, 133) As The Crucible commences, Arthur Mills transports the reader to 17th century Salem, Massachusetts, to reenact the affliction of the Salem Witch Trials, ultimately leading to regret and fatality. Miller utilizes his troubled experience with McCarthyism to advance his writingRead MoreSimilarities Between The Crucible And Mccarthyism812 Words   |  4 Pagesprominent: they both incite hysteria. 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The Salem Witch Trials were intendedRead MoreThe Scarlet Letter and The Crucible Essay example1847 Words   |  8 Pages11  August  2014   The  Scarlet  Crucible      Both  Arthur  Miller’s  Ã¢â‚¬â€¹ The  Crucible​   and  Nathaniel  Hawthorne’s  Ã¢â‚¬â€¹ The  Scarlet  Letter​   include   instance  of  settlers  of  the  New  England  colonies  being  affected  by  Puritan  law.  Their   commentary  on  Puritan  society  is  spread  throughout  their  works.  Their  views  on  the  laws  set   forth  by  Puritanism  are  easily  found  within  their  stories  about  the  various  occurrences  in  a   theocracy.  Through  their  writing,  we  can  understand  Hawthorne’s  and  Miller’s  ideas  about   several  aspects  of  Puritan  societyRead MoreThe Value Of Reputation In Arthur Millers The Crucible994 Words   |  4 PagesIn Arthur Miller’s dramatic play The Crucible, the notable writer successfully argues that the people in Salem rely too much on their reputation by creating a connection to the audience in order to convey the message. 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