Business munication And Peroformance Free Sample

Reflecting on the individual’s growth is very important for learning, understanding, visualizing person identity and also individual research.   In the present group study, prising of five members I have learnt and experienced a number of munication traits and also an in-depth understanding on resolving the conflicts while being in a group of individuals sharing their ideas and beliefs on different articles and the references. While contributing to the group project I had experience of developing my own skills to learning through online tools, materials from textbooks and utilizing the library resources productively. Participating in the team work, contributing and analyzing to innovative ideas and the quantum of knowledge involved in the group enlightened me on how to resolve any issue or disagreement and appear with an appropriate resolution (Danks, 2012). Likewise, such writing assignment also enhanced my writing skills along with others group members ideas as an added ad vantage. Group project has obliged me with a fresh insight to work in a group. The group work has provided me an opportunity to learn various activities as a part of project. It b es easier to work in teams which exhibits involving and derive satisfying participation for the students. I input my maximum involvement while engaging in this project which made me more task oriented and I achieved better satisfaction. Although the group project demand a set of skills and prove to be challenging too (DuPont, 2013). This project helped me to understand how to tackle plex situation and what kind of plexities are involved in such kind of task oriented groups. Earlier, it turned out to be quite a difficult task for me to get acquainted with the teamwork process and utilization of munication skills but eventually this project helped me to develop good judgment with stronger intellect pushing me towards the achievement of the task. Undoubtedly group working enhances one’s skills and brings attention to one’s personality. It gives an idea of opening up to the variety of people, experiencing good as well bad traits, learning new definitions towards achieving goals and ensures an overall growth of the personality (Johnson and Wiggs, 2011).   The best trait I learned with this project is to interact with new kind of people and improve over my munication skills. It helped me develop a skill which I wasn’t sure of. Most importantly it helped me to get organized, meet the deadlines or sometimes even before that, work in union and raise concerned matters if any. Collective working makes the project bigger as pared as working individually (Ellis, 2012). Group activity has developed a sense of helping in me, and I achieved more in less time simultaneously keeping a check on group members and helping them out if anyone is in need. Precisely, the work distribution done fairly and evenly has been of great praise and work done in efficient and on time has proved to be a boon for the group project. The trait which took my attention was passing of ill ments over other members back or over the members being non-participant during the project work. I am a strong believer of putting hundred percent in any project and be sincere towards the group activity. Another thing which hindered was the availability of all the members at one time (Peterson, 2012). It happens that one will be busy when other is free and vice versa. It’s not the same as when an individual can work at its own convenience. Dependency on other group members for their work has also been one of the issues pondered over during the project study. That’s unfair on the part of a person doing its work on time and meets the deadlines and is focused on pleting the task (Atkins and Lowe, 2011). Group projects involve a variety of people which makes it difficult as pared to working individually. It’s like a river-rafting where all members flow in one direction and make efforts in one direction then journey proves to be smooth and easy-going. Similarly in the reverse condition, it b es inconclusive to mence the journey. To ove e such barriers and to have less obstruction in the working of the project, we decided to elect a team leader that would supervise the progress of the project, conclude team meets and resolve the arguments to maintain the consistency among the members. Initially, it seemed to be like a funny decision, but soon its worth was recognized (Iksan, 2012). Being in a group it became evident that all individuals will try to impose their thinking and this would lead to chaos in pleting the activities. I observed that distributing the tasks among the members became a headache and it ultimately lead to over-lapping of the tasks. The difference of opinion resulted in understanding different perspectives. I also acknowledged that at times some members felt left-out and disconnected. Nevertheless, encouragements from the fellow members kept all of us in unison which enabled the coherence in the group. But overall, whenever the conflicts or any such concerned issues arose we collectively made attempts to resolve and also deliver best ou es which we can. During the course of the project we encountered various difficulties, right from finding the appropriate articles to support our task to quote the references for the same. Numerous researches and methods were made applicable to spot the correct articles and the related online sites were also thorough been looked over to get the suitable material. With the help of such available material I concluded my work assigned task and understood the important notes of prising anecdotes. Another major barrier I faced was the time limit. In exploring the various resources of knowledge, and while going through my research, I always felt short of time and this happen to sharpen my speed in meeting the deadlines (Nixon, 2014). Prominently I excelled in pleting the task that summarized and analyzed the context and topic effectively. I managed to deliver better results for the topic and it didn’t majorly exhibit any plexities in pleting the task. Working in a closely related group of individuals benefitted me the most in a fruitful manner. It gave me satisfaction of discovering the new aspects of the relevant articles with the quantum of knowledge shared by every individual. The best thing I learnt from this group activity was to manage the individuals, work with different mindsets, share the ideas and discover innovations through group members and also sincerely dealing with the conflicts that arose during the term (Largo and Johns, 2008). This project enabled the writing, deriving, piling, organizing and publicizing skills in me to critically review on the subject matter. It made me realize that the project explained negative as well positive attributes. Other than organizing and piling of the related information, I also went through scanning, revising and arranging the important points with supportive examples and keynotes. All this pains in understanding the importance of this project developed the writing skills which has left me also in amaze. Concluding part lead to sense of improvisation in the basic skills I required and enhanced my overall personality. Moreover, not only I shoved off my fear of interacting strangers but also made new subordinates to whom I municated broadly, discussed all the matters which tend to be difficult to ove e and conducted all the tasks as a team. I regard this project as a stepping stone towards the understanding of a better knowledge attributes and incorporating some set of skills which I wasn’t aware of. It had been a useful and a learning experience. This assignment delivered various benefits to me which will be helpful to me for the future assignments. This project again refreshed my research skills from which I had been detached recently. Examining the team attributes, experiencing new challenges every day, developing a sense of critical analysis will definitely help me in future projects. Being a part of a group it ignited the skills of leadership, managing people and groomed myself as a part of team. I am sure all the group members also must have experienced the same as I have experienced. With the available resources it has proved to an easy path to contribute maximum in the pletion of the task and also enhance our knowledge with such improvisation. However, there have been areas where certain changes are needed which would help the group to perform better. Availing the related material onsite on time and make sure that the information is passed on to all the group members together. In the future, the group will perform better with such enhanced skills and deliver with more mitment and sincerity. The project has created a new set of understanding and knowledge which has engraved learning in me and confront me with in-depth obligation to deliver more the next time. I would conclude saying that such reflective learning experience not only groomed my writing skills and enhanced my team work experience but it also immersed me in developing a self-discipline behavior as well a spirit of working in a group. Such group projects enabled to accentuate my hidden personality traits and develop those which I could barely think of.    Atkins, S. and Lowe, S. (2011), Agents of change – a call for effective leadership, University of Boston Press, Boston, Mass Danks, W. (2012), ‘The dynamic boardroom municator’, munication Performance Management, vol. 3, no. 3/4, pp. 82-90. DuPont, A. (2013). munication in action – a review, McGraw-Hill, New York. Ellis, S. (2012). ‘Intellectual teamwork: social and technological foundations of cooperation’, Journal of Sociology, vol. 32, no. 6. Iksan, ZH, Zakaria, E, Meerah, TSM, Osman, K, Lian, DKC, Mahmud, SND and Krish, P (2012), munication skills among university students’, Procedia: Social and Behavioral Sciences, vol. 59, pp. 71–6, Johnson, R. and Wiggs, P. (2011), ‘Change management--or change leadership?’, Journal of Change Management, vol. 3, no. 4, pp. 311-17. Largo, E. and Johns, M. (2008). Sensing of change management – rulemaking for the 21st Century, Swan Page, London. Nixon, D. (2014). munication traits, Manchester, UK, viewed 16 November 2014, . Peterson, H. (2012), Teamwork dynamics, Smithfield Press, New York. Wu, Z. and Xiao, L. 2011, ‘Team builder: a CSR tool for identifying expertise and team strengths’, Allied munications, vol. 12, no. 10, pp. 32-47..

Personal statement Example | Topics and Well Written Essays - 250 words - 2

Personal Statement Example I also developed a strong attraction to law, particularly as it pertains to intellectual property, technology and healthcare. My bilingual and bicultural background enables me to more fully consider a problem and to more creatively generate and synthesize solutions. My professional experience in each culture has equipped me to exercise leadership with confident intention and cultural sensitivity. My cultural sense has been enhanced by travel in Europe and the Middle East. In addition to cultural, linguistic and organizational skills, I have gained recognition for persuasive speaking and official leadership in university social, business and law fraternities. A President’s Scholarship recipient and active member of two international clubs, I devote more than 20 hours each semester to charitable causes (Habitat for Humanity, animal refuge, parks). I am comfortable with people from every socio-economic background, and adapt myself appropriately. This has contributed to my strong presence with university faculty and student body. These are some of the critical factors signaling my readiness to study and practice law with a clear mind, mature judgment and social conscience.

Since the title is too long I will put it into instructions field as a Essay

Since the title is too long I will put it into instructions field as a file - Essay Example pecific aspects of the ECHR which have been violated in the case of her son Abel such that an application may be prepared by her, in order to petition for a court hearing before the European Council. Amy Hart is entitled to apply for such a hearing based on the following: â€Å"Article 34 – Individual applications: The Court may receive applications from any person, non-governmental organization or group of individuals claiming to be the victim of a violation by one of the High Contracting Parties of the rights set forth in the Convention or the protocols thereto. The High Contracting Parties undertake not to hinder in any way the effective exercise of this right†(ECHR, 2007). For thousands of years, kingdoms and governments all over the world, have been involved in information extraction techniques that have served only to degrade, humiliate, harm or kill human beings. As medical knowledge and our understanding of the human body has advanced, so has the human propensity to abuse that knowledge. In an age of heightened terrorism awareness, countries in almost every part of the globe have found themselves the focus of news broadcasts exposing detailed reports and photographs of human degradation in the name of anti-terrorism. The problem of terrorism has single handedly given rise to an equally malignant problem and that is the moral decay of democracies and dictatorships alike to the point of justifying the most heinous of human degradation and humiliation. While admittedly, terrorism is itself a monumental problem on a global scale at this point in time, it is also important to realize that tactics which violate human rights such as acts of torture and a bandon of due process only add to the overall problem at hand. The following is an accurate definition as recognized by international law, on what classifies as terrorism: â€Å"Efforts in the United Nations to achieve by consensus a comprehensive definition of terrorism have been pursued since 1996. (2)

Managing high performance work teams and leadership effectivenessjob Essay

Managing high performance work teams and leadership effectivenessjob satisfaction - Essay Example Leadership is a critical part in the field of management. The consequences of poor leadership in an organization would include increase costs, damage to relationships and loss of trust. It is therefore imperative to have an effective leader in an organization to achieve goals and attain success. Effective leadership separates the successful organization from failed companies . But what is effective leadership Defining leadership is very complex. There exists a lot of meaning for leadership, along with theories and models to describe them. Leadership is the process of influencing others to accomplish an objective and the manner of guiding an organization to become consistent and unified (Briner et al 1996). Leadership capitalizes on individual strengths to fulfill the roles of the position. Effective leaders perform in a proactive manner. They also maintain a balance between the internal and external forces at play in the organization. Effective leaders today are very different from leaders from the past. The time has passed and the environment has changed. Today, leaders must have the capacity and capability to lead complex organization in a global setting and proportion. The trend for leaders now is to demonstrate visionary thinking with the ability to execute the vision. He must hold the highest standards of ethics. He should develop other people in different levels, while understanding the business as a whole and building influential relationships with customers and stakeholders. Pioneers of effective leaderships includes Peter Drucker. He searches for answers on what makes an executive most effective. To be effective means that leaders must manage their time, focus on people's contributions to create results, build on strengths, set priorities and make effective decisions (Drucker, 1967). Stephen Covey (1992), a leadership guru, provided insights into facing daily challenges by employing the concept of principle-centered leadership. Jim Collins (2001), a business consultant, defined the five level leadership hierarchy. These are: Level 1-Highly Capable Individual; Level 2-Contributing Team Member; Level 3-Competent Manager; Level 4: Effective Executive; and Level 5-The Leader. Peter Senge (1990) points out the need for an organization not only to adapt to a changing environment, but also to go beyond adapting to a generative learning approach that allows for growth. Building an organization where people are continually expanding their capabilities to shape their future is the key responsibility for leadership. He identified the need to have a learning organization. Margaret Wheatley (1992) looked at how new discoveries in quantum physics, chaos theory, and biology challenged our way of thinking about organizations. She showed that the old models of leadership, such as hero-leader or leader as individual, stands in the way of the organization's innovativeness and effectiveness. She predicted that the ultimate destination of an organization is the realization that teams are capable of being self-managed where the idea of leadership may be different. High performance teams are a product of the learning organization concept and the idea of self-managed teams. This team can work on its own. Senge and Wheatley innovated the new concept of team-based leadership. High performance teams are created with a mission that have developed their own set of norms or rules, which is written as a team charter. The team members have clearly designated

HRM in the London Olympic games

HRM in the London Olympic games The London 2012 Games is organized by two main bodies The London Organizing Committee of the Olympic Games (LOCOG) and the Olympic Delivery Authority (ODA). The Olympic Delivery Authority is funded by government and authority to develop and build new venues and infrastructures for Olympic Games and long term after 2012. LOCOG is funded by private sector which is responsible for preparing and performing 2012 Games. In this report examines different types of HR issues in ODA and LOCOG. Here discuss about the traditional view of personal management and new approach of Human Resources Management and discuss the effectiveness of principles and procedures for monitoring employees. This report thoroughly examined how LOCOG, a privately funded body and ODA as a public body, handle certain HR issues comparative to the best practice. Background The LOCOG (London Organizing Committee of the Olympic Games) is funded by private sector. It is responsible for performing the games. They are planning to employ around 100,000 people on the Games with 3,000 staff, 70,000 volunteers and many of contractors by 2012 Opening Ceremony. It is mainly responsible for performing Memorable Games in 2012. And it is also responsible for recruiting, selecting and training staff and volunteers and supervision of the four year Cultural Olympiad leading up to the Games. The Olympic Delivery Authority (ODA) is funded by government and it is mainly responsible to build and develop locations and infrastructure for the Olympic Games and using for long-term. Currently more than 10,000 workers work in Olympic park and Athletes village. The employees of the ODA cover a wide area of skills such as planning and project management, transport management and community liaison. CLM Consortium is the Delivery partner of the Olympic Delivery Authority. It is owned by CH2M Hill, Laing ORourke and Mace. CLM Consortium is working on behalf of the ODA by managing programmes of the constructing of places and infrastructures for 2012 Games. Mainly it performs project management for the ODA. Tasks 1.1 Because of the competitive environment in the open economy, Human Resource Management has become the most important factor for the efficiency of organization. Human Resources management arise from the Personal management. The difference between personal management and HR management can be discussed as theoretical. Personnel Management has more administrative environment background. Personal Management deal with Payroll, comply with law of employment, supervise related administration tasks. But Human resource management is managing workforce in the organization to achieve main objectives of the organization. When recognised the difference between the Human Resource Management and the personal Management, HRM can describe broadly in scope than Personal Management. Human Resource Management is supposed to incorporate and develop the personal Management, while focusing on creation and development of team works to achieve organizational goals. The personal management uses a unitary method while HRM uses Pluralist method. The Personnel Management deals with the selection, recruitment, job description and work load of the employees. When notice the relationship between employees and the management, can recognize Personnel Management involve for monitoring, supervising and controlling while HRM focus on nurturing and facilitating with relationship. 1.2 The role of the HR director of ODA must parallel with the changing needs of ODA. ODA is more adaptive, strong, easy change with trend and customer-oriented. The Olympic Delivery Authority (ODA) is the government body which is building places and infrastructures for the Games. As the Human Resource Director of ODA, HR Director needs to guide and manage the human resource services, policies and procedures and programmes for the whole organization. The key areas have to be directed by the HR director can discuss as follows. Recruiting new staff for the ODA Performance management and improvement systems Growth of the organization Employment and obedience with regulatory bodies Training and Development Documentation Development of Policies Facilitation of company-wide committee Administration of compensation and benefits Employee safety, Health and welfare The Human Resources Director initiates HR Practices which provide high performance culture, quality, efficiency and Values, achievement of goals and the recruitment and continuing development of a greater workforce in The Olympic Delivery Authority (ODA). The HR director directs implementation of services, policies and programmes over his staff. HR Director has to report to the CEO of Olympic Delivery Authority (ODA) and assists and instructs the company managers regarding Human Resource issues in the Olympic Delivery Authority (ODA). 1.3 Responsibility for Human Resource Functions rests with every manager in an organization (Weather et al, 1985; Weather and Davis, 1989). HRM is a responsibility of every manager in an organization. Even when a Human Resource department is created within the organization, a dual responsibility exists among operating managers and human resource experts. Individual managers involve in planning, selection, orientation, training, development, compensation and other personnel activities. Line managers find implementation of HR Practices at the operative level difficult and show lack of enthusiasm with their responsibilities. Though, line managers have become accountable for the implementation of HRM and therefore, their performance is serious for effectiveness of HRM of the Olympic Delivery Authority. The Line managers are highly skilled people. Now they are involving with needs of employees which create the better working environment in the organization. They have capabilities to support to the employees with many challenging circumstances they have to go through, as an example if an employee couldnt meet his targets at that time line manager would have regular intervals to decide what they have to do and fix a new target to achieve. Front line manager have to set clear prospects with his employees in terms of what they have to be delivered and how they are going to be delivered estimated products. Then front line manager has to be involved with leading the performance appraisals and approved personal development plans. After agreeing with personnel development plans, line managers must observe the weaknesses of their subordinates and identify the way of bridging the gap via training. The line managers should be able to identify the range of learning and development involvements which existing to them. The Line managers also responsible for effective provision of coaching and guidance and increase the satisfaction of employees, motivation and employees commitment, if the front line manager wants to be a really effective line manager; he has to identify his responsibility as a sponsor of his employees learning and development. 2.1 Human Resource Planning (HRP) is the process of determining future employee needs and deciding steps or strategies to achieve those needs for the purpose of accomplishing organizational goals and objectives. The institute of personnel management (UK currently known as Chartered Institute of Personnel Development) has defined HRP as HRP is a process which more systematic and continuous to analyze and organize the necessities of the human resource that need to be changed conditions and developed rules and regulations suitable for long term effectiveness of the organization. Because of HR costs and forecasts both affected by long term cooperate plans, HRP is an important part of cooperate planning and budgeting procedures. (Armstrong, 1992, p. 289) Information required in HRP process are information regarding future demand for HR and information regarding future HR supply. Information regarding future HR demand is; Olympic Delivery Authority (ODA) is considering about talented, enthusiastic and dedicated employees work within a greater range of job roles. Therefore, there is a high demand for skilled and unskilled people for those from the five London boroughs nearest the Olympic Park. The Olympic Delivery Authority (ODA) is accountable for building and developing places and infrastructures Olympic Games and use after 2012. Therefore, their strategic plan also decides future HR need for this project. Expected number of retirement, resignations, deaths and terminations from this project. Information regarding external factors such as economic, social and political forces prevailing in London. ODA has developed a strategy to outline how it will create new jobs. Information regarding HR supply is; Information of current HR in ODA There are more job opportunities to support for building of Olympic Park. The Olympic Delivery Authority (ODA) has Varity of job opportunities in Professional, Admin, Management, Technical, Information Technology and trades/operation level available in the Olympic Park. II Information required for possible replacements. The Olympic Delivery Authoritys Jobs Skills Stocks has obtained thousands of people for different types of jobs in Olympic Park. The aim of the ODA is offering more jobs up to 7% of the on-site labor force in construction for people who are unemployed previously. There are five steps involved in HRP process. Forecast future demand for HR. ODA has forecasted that the three major Stratford-based projects alone the Olympic Park, Olympic Village and Stratford City development will create around 30,000 jobs over the course of the construction period. Estimate future HR supply of ODA It can be anticipated by observing building and construction industry. Compare forecasted demand with estimated supply. Decide strategies to be taken to bridge the gap between future HR supply and demand. Assess the HRP effort of ODA. 2.2 Structured process for recruitment in LOCOG The London 2012 Organizing Committee (LOCOG) is planning to employ around 100,000 people on the Games with 3,000 staff, 70,000 volunteers and many of contractors by 2012 Opening Ceremony. As the biggest post-war campaign in the UK, LOCOG is waiting for self-motivated, talented and dedicated people who represent the diversity of London and UK to spread on greater range of volunteer roles. A person who selected to volunteer at the event will be known as Games Maker. LOCOG recruit employees in various ways. They allow applying apprentices, people with disabilities, school leavers and via a LOCOG technology internship program. Structure for Recruitment Process in ODA The Olympic Delivery Authority is planning to provide job opportunities for more than 10,000 people in a hard time for construction Industry while seeking to meet commitments to safety, employing, training and developing local people and trainees. A Job agent service, in cooperation with five Host Boroughs and Job Centre plus which match the job opportunities in Olympic Park with candidates who are living local areas and elsewhere in the UK, The National Skills Academy for Construction is funded by The Skills Funding Agency and the London Development Agency. This organizes training programmes within range of suppliers which is including Thames House Training Centre other than a Plant Training Centre for people to grow their skills that need to be success on the Olympic Park and endure their career development while they are working. A guarantee to another 250 traineeships to be created in the Olympic Park and Athletes Village including the specific necessities to take on trainees in future contracts. The Olympic Delivery Authority (ODA) collects and publishes figures on the Olympic Park workforce which is collect through the enrolment process to ensure transparency regarding the workforce. The workers in Olympic Park and Village have to be spent at least five days over the period of measurement applied. They are counting local workers only in the Olympic Park and Village who are giving permanent address in one of the five Host Boroughs. Before a person categorized as a resident there The Olympic Delivery Authority (ODA) doesnt have a minimum time period for the residency. Many of public authorities such as Her Majestys Revenue and Customs, Local Taxation and Valuation using this agreement, London 2012 is a Game for everyone, so they encourage to employment opportunities regardless of their age, gender, ethnicity, sexual orientation, faith or disability. Recruitment methods that can be used Simple word of mouth Job posting and bidding Skill inventories and management inventories Intranet Succession plan Employee referral (internal and external) Walk ins and write ins Educational institutes Employment agencies Professional institutes Advertising 2.3 Interview as a selection technique Selection interview is a face to face, oral and observational evaluation method of appraising an applicants acceptability with regard to a certain job. The interview creates on in-depth conversation between a prospective employer and an applicant for the purpose of deciding whether the applicant is the most appropriate person to fill the vacancy being considered. Interviewing has some distinct advantages over other alternative methods of selection. It gives the interviewer with an opportunity to assess the candidate in terms of self presentation, verbal abilities and behavioural characteristics such as way of talking, manners and sociability. Interviews can be adapted to various types of employees such as managerial, technical, clerical, skilled, semi-skilled and unskilled employees. It can fill information gaps and enable to clarify questionable responses. There are some disadvantages relating to method of interview. Errors associated with interviewers use of inappropriate standards are one of the disadvantages of this method. Those errors are Halo effect, personnel prejudice, pseudo-scientific premises and over-emphasise on one criterion. There can be problems with interviewee. One major error is inability of interview to listen. Also the interviewee attempts to behave in a pretended manner which is socially desirable. Normal interviewee attending an interview is nervous and fearful resulting in that he / she is not in a position to use his/her real skills, knowledge and attitudes to face the interview successfully. Alternative selection methods that can be used are application evaluation, background investigation of prospective candidates and conducting an assessment centers to identify the best candidates 2.4 To be selected for LOCOG Technology internship program, they use some frequently asked questions. There web site shows what is expected by LOCOG team. It is a structured process of selection. As an example for the question of how do I qualify for LOCOG technology team? would expect an answer of set of qualifications specifically mentioned for each post. The Olympic Delivery Authority (ODA) is the government body which is responsible for building and developing the places and infrastructure for the Games use after 2012. Therefore, they select the most appropriate candidates for the authority via apprentice programs, construction contacts, support organizations and offering job opportunities that related to construction and direct employment for women with contractors in the Olympic Park. ODA has a relatively unstructured mode of selection rather than LOCOG. 3.1 There are five steps involved in pay management process. They are job evaluation, pay survey, job pricing, adjustment of individual pays and finally monitoring and update the pay system. Job evaluation is a subjective process. It is a systematic method to determine the comparative values of jobs which are available within an organization. This is a proper and methodical comparison of jobs to regulate the value of one job comparative to another job and ultimately grade in salaries and wages hierarchy (Dessler, 2005) The purpose of job evaluation is to ensure that base pay of a job possess a good degree of relative equity. Under job evaluation, personnel traits of employees are not taken in to consideration There are five steps in job evaluation process. Appointment of a job evaluation committee. It is better to do job evaluation through a committee, specifically set up for the purpose consisting of persons who are more knowledgeable about the jobs. Examine job analysis information To examine job analysis information, there must be distinctly prepared job description and job specification for each of the jobs available in the organization. Decide the method of job evaluation. There are four methods of job evaluation. Job ranking Job grading Factor comparison Point system However, it was identified that the best method is the point system. Otherwise factor comparison method can be decided to use as the alternative method of job evaluation. Evaluation This step involves evaluating all the jobs available within the organization Rank the jobs according to relative importance After job evaluation, it is possible to ascertain relative worth of each job. According to the relative worth, all the jobs must be put in order of importance. They must be ranked according to the importance of the job. In fact, it is possible to build a hierarchy of jobs arranged by relative importance. After this ranking, financial values should be introduced. Factors of determining the pay are, Government / Legal requirement Olympic Delivery Authority (ODA) is a public body which is in control to build new places permanently and temporarily, works on present sports places, planning and implementation of transport infrastructures and facilities to help the Games, renovating the Olympic Park enduring after the Games. Mainly ODA has to make sure the new standards of project for sustainable development. Therefore, ODA must structure its pay system accordance with acts and ordinances of wages and salaries imposed by the government. Trade Unions Influence of trade unions to determine wages and salaries by controlling labour supply is a frequently seen fact. Trade unions use their power in order to increase wages and salaries by engaging in collective bargaining with employers representatives. Cost of Living Increase in cost of living may affect to increase wages and salaries. Cost of living of employees is measured by basing on a price index and then wages and salaries are adjusted according to changes of the price index. Demand and supply for labor Demand for labor of a certain job and supply of labor for that job influence on determining the wage or salaries of that job. Productivity Ratio between input and output is productivity. When productivity increases, organizations may give higher pays to its employees. Financial ability Organizations financial ability to pay is a major determinant of wages and salaries. Competitive pays The ODA offers competitive market salaries complemented by a performance-related bonus. 3.2 Rewards (Compensation/remuneration) include wages salaries, incentives and welfare facilities. Pay management is the HRM function that deals with development, implementation, and maintenance of a base pay system that is fair. It is the aggregate of all the activities involved in developing, implementing and maintaining a fair base system. It needs to decide whether competency based pay instead of job based pay is applied or not. Job evaluation and other steps of pay management focus on a job based pay not a competency based pay. Competency based pay is pay given to the degree of competency the employee has when the employees competencies increase, pay given to him/her increases. Job based pay is a pay given to the value of the job done by the employee. Mathis and Jackson (2000, p.421-2) describe: paying for competencies rewards employees who are more versatile and have continued to develop their competencies. In knowledge based pay (KBP) or skilled based pay (SBP) systems, employ staff at a base level of pay and receive increases as they learn to do other jobs or gain other skills and therefore become more valuable to the employer Aswathappa (2007, p.300) defines: In the skill based pay system, an employee is paid on the basis of number of jobs he or she is capable of doing or on the depth of his or her knowledge. In traditional system, the employees are given salary or wage base on their jobs held. Traditional system means job based pay system. Skill based system has some advantages. It will motivate employees to acquire additional skills which may reduce boredom and monotony. Then increased satisfaction occurs. Increased skills become useful to the organization. It will increase employee flexibility (having employees to do different jobs and transferability). It may increase effectiveness of work teams. There are disadvantages also. It increases cost of pay as employee increases their competencies. Requests for giving promotions from employees may increase. If employees or trade unions propose a skill based pay system to be introduced in an organization that is following a job based pay system. 3.3 Motivation is one of the strategic objectives of HRM. Motivation refers to the extent to which employees are willing to exert the necessary effort to perform their jobs well. Pay management ensures that pays received by employees meet absolute equity, relative internal equity and relative external equity. Sound management of incentives ensures increasing employee motivation so as to improve job performance. ODA is using these rewards and benefits in order to motivate their employees. They provide competitive market salaries, performance related bonuses, pension, ensure employee wellbeing, season ticket loans and gym memberships. When we consider two factor theory of Fredrick Hurzburg, these incentives can be classified in to both hygiene factors and Motivators. Salaries and wages, bonuses, pensions loans can be identified as hygiene factors and ensuring employees wellbeing and gym memberships are examples for motivators. 3.4 Establish objectives for each job and compare and monitor performance based on those objectives HRM of ODA must develop proper job descriptions and job specification for each job and frequently monitor them and ensure that they are up to the standard. Continuously allocate them in to a series of training programs in order to ensure their productivity. Frequently evaluating the performance of their employees. Creating a learning culture in London 2012. Implementing open door system and consider employee ideas in decision making. 4.1 ODA is expecting a highly skilled work force for building the stage of London 2012 Games will provide workers in London and UK unprecedented access to new jobs and career opportunities. This will leave a highly skilled workforce that can not only help deliver the Games, but one that is going to have satisfying and sustainable careers in construction after 2012. One of the key responsibilities of ODA is to convert the Olympic Park for long-term use after the Games. Therefore they can absorb some of skilled staff in to permanent cadre and allow them to maintain it in the long run. After 2012, ODA wishes to absorb other skilled employees to government jobs in construction side or provide job opportunities in the private sector. The LOCOG is responsible for performing the games. It is mainly responsible for performing Memorable Games in 2012. And it is also responsible for recruiting, selecting and training staff and volunteers and supervision of the four year Cultural Olympiad leading up to the Games. 4.2 Selection criteria for declaring redundancy of employee In UK the number of redundancies rises in the course of credit Crunch, mostly in construction and finance sectors. In this project redundancies occur when finish the construction of London 2012 and when some jobs are no longer needed for Olympic delivery Authority (ODA). The effect of the economic slowdown is established by less job opportunities. The selection criteria that going to be used by the employer should be identified clearly and exactly, It is usually contain of persons who carry out same jobs in a specific department, who works at a related site or whose work is expected to do so. Selection Criteria have to be based on objectives which including, Length of service period Attendance Records of Disciplinary Qualifications Competencies and Skills Work Experience Performance Last in, First out (LIFO) is not a suitable selection method for selection criteria, because the workers with less service are to be younger employees. Tribunals happy with point system which is scoring to each employees compared with related criteria. Scoring should be performed by two or more independent managers who know all employees in the London 2012.The scores should added together and give total of them to each employee. Sometime following reasons may unfair for selection of employees for redundancy and employees can claim under Unfair Dismissal or relevant Laws. Membership of the Trade Union Reasons related to pregnancy or maternity Sexual orientation Marital status Race or Skin Color Disability When selection is completed the employees who selected for redundancy should be notified by in writing. The London 2012 offer to employees to leaving the London 2012 to maintain their self-confidence and support them to find another job,

Eating Disorders Essay -- essays research papers

Imagine a thirteen-year-old girl who weighs 60 pounds because she is starving herself. Every time she looks in the mirror, she sees herself as fat. Picture her parents watching their daughter literally disintegrating into thin air. This is the life of a family dealing with an eating disorder. Eating disorders are a major problem with the young people of today's society. While anorexia and bulimia are sociological problems plaguing the world's youth, there are also other eating disorders. This "fat phobia", or fear of being over-weight, disturbs people to the point where they are in a way, committing suicide. Eating disorders have been termed the disease of the 1980's. An eating disorder is defined as "a dangerous and intense striving to become thin (Macionis 350). Even though it has been found that "95% of people who suffer anorexia or bulimia are woman, mostly from white, relatively affluent families" (Macionis 350), "the pre-occupation and obsession with food are not limited to women" (Meadow 24). Although some men also deal with eating disorders, most research has been done on women. In 1985, 95% of women felt they were overweight, while only 25% were actually considered medically overweight (Marshall 124). By the age of thirteen approximately 53% of females are unhappy with their bodies, and by the age of eighteen approximately 78% are unhappy (Marshall 124). Are culture could be seen as a narcissist society. Narcissism is a preoccupation with one's self, a concern with how one appears to others, and with living up to an image (Meadow 127). It seems that appearance is an important factor in our everyday life. According to Michael Levine, who in 1987 said, "Our culture transmits powerful messages that, just as men can not be too rich, women can not be too thin" (Macionis 350). While all women want to look as perfect as "Barbie", for some it just isn't possible. For women, being slender is almost synonymous with being successful (Macionis 350). It is also thought that 40% of the adult US population is significantly overweight (Meadow 24). Some experts feel that eating disorders are reaching epidemic proportions and estimate the national rate to be as high as 12% of women (Meadow 24). In fact, according to the Phoenix Gazette on November 7, 1985, "... ...with an eating disorder. If you suspect that your child or anyone you know has an eating disorder you should never: tell them their crazy, blame them, gossip about them, follow them around to check their eating or purging behavior. You should also never ignore them, reject them, tell them to quit the ridiculous behavior, or feel you need to solve their problems (teenhope.com 3). Some things you should do are to listen with understanding, appreciate their openness and the risk they took to tell you, support them and be available. Two of the most important things you should do are to always give her hope, and continuously, but gently suggest counseling. Roughly two million young women suffer from the symptoms of anorexia nervosa or bulimia (Meadow 127). Eating disorders are caused by a striving to "look good". This need to "look good" is so bad that in the mid 1980's 477,000 esthetic surgeries were done, that was up 61% from 1981 (Marshall 127). Although not all is known about eating disorders, we must keep studying them, and the effect society has on causing these problems, so we can someday be able to control and prevent these diseases.

Ryanair Business Model

MEMO To: Steven Rand From: Morgan Murphy and James Klein Subject: Response to Memo Assignement Date: February 28, 2013 Purpose: Demonstrate the similarities and differences between an article from a magazine and an article from an academic journal and apply what is learned to future learning. Summary: The areas that will be examined regarding the two articles will be; tone, vocabulary, author background, details about the airline that are included and excluded, as well as length.Using this examination we will decide how to treat academic and magazine articles from here forth. Discussion: To begin with, Ryanair is a European budget airline based out of Dublin, Ireland. They are able to keep prices low, such as a round trip ticket from Dublin to Edinburgh for $30, because of their numerous budgeting techniques. The techniques and ideas used to cut costs, such as paying to use the restroom, cause a lot of controversy amongst the consumers. Still Ryanair has one of the largest fleets in Europe and continually has its flights filled near to capacity.The question asked by these two articles is whether or not this type of business plan can last and if consumers will continue to put up with Ryanair’s budget tactics. The tone of each of the articles is the first trait noticed by the reader. The titles of each of these articles are a good indication of what the tone will be throughout the article. The Newsweek article, â€Å"Is this Any Way to Run An Airline† (Any Way to Run), puts the reader immediately in a relaxed state and almost makes the reader feel as though the author is on their side.On the other hand, the article by the International Journal of Transport Management has a more formal title suggesting to the reader that this article is more for relaying facts than opinions. This article is titled, â€Å"The Sustainability of the Ryanair Model† (Ryanair Model). The introductions for both of these articles are also very different in their tone. â€Å"Ryanair Model† uses only facts and statistics to give the reader a short background as to where Ryanair stands amongst its competitors.However, in â€Å"Any Way to Run† there is a background on the current savings techniques used by Ryanair that directly affect their customers because this article is meant to be read mainly by Ryanair customers. Going hand in hand with tone, vocabulary can also contribute to how formal or relaxed an article may sound. The type of vocabulary used in each article is used to effectively reach the targeted audience of each article. The vocabulary used in â€Å"Any Way to Run† is meant to be simple due to the fact that Newsweek is being read by a much larger audience than an academic a journal would be.There are also many more quotes by Ryanair’s CEO, Michael O’Leary, that are in fairly simple terms. An example of this would be O’Leary’s comment about fares when he stated, â€Å"You paid us a fare of $19-go away†. The other end of the spectrum is more technical vocabulary. Vocabulary that is used in â€Å"Ryanair Model† is only fully understood by economics and business professionals. In the â€Å"Ryanair Model† article, each section begins with pure statistics and facts with many terms such as net margin, industry average, deregulation etc.These terms are somewhat understood by the common reader but in order for their full meaning to be understood it would take a business professional to understand the meanings behind them. There are also many tables and charts included in this article that would make mean more to someone who is familiar with reading those kinds of statistics. The choice of vocabulary is made by the author and the background of the author can determine what kind of vocabulary they may choose to use. The article, â€Å"Any Way to Run†, was written by Daniel McGinn MBA.The academic article, â€Å"Ryanair Model†, was written by Sean Barrett PhD. While these authors are fairly similar in their qualifications for writing, Barrett, being an economics professor at Trinity College, is much more qualified to comment on qualities of business models and McGinn is much more capable of capturing the consumer perspective. After reviewing the author’s profiles it makes sense that Barrett would give the reader tremendous amounts of facts in his article and then comment on whether or not what Ryanair is doing is a good business decision, purely from an economic stand point.McGinn, being a reporter and have some knowledge on the economics behind the Ryanair model, would choose to comment only on quotes from customers and employees of Ryanair. While these authors are writing to different audiences there are still some facts about Ryanair that are included in both articles. Both the Newsweek and the Transportation Journal articles comment on Ryanair’s extensive use of the Boeing 737-800 aircraft. They both m ention how versatile an aircraft it is and how it is able to hold a large amount of passengers. Any Way to Run† goes into more depth about what it means to the consumer to have an aircraft that can hold more passengers. â€Å"Ryanair Model† on the other hand goes more in depth about how Ryanair was able to negotiate with Boeing to purchase these aircraft as cheap as they did. One of the most visible and, aside from tone, the most noticeable to the viewer is length of the article. Length is one of the main deciding factors in how much credibility is received by an article, academic or general.The length directly correlates to how many sources are cited within the article and how much information is available. â€Å"Ryanair Model† is much longer than â€Å"Any Way to Run† because academic articles need many more sources to sustain their credibility in the academic world. In â€Å"Ryanair Model† most of the length is taken up with facts and statistics about Ryanair and its competitors while opinions make up most of the â€Å"Any Way to Run† article. Action Statement: After an in depth analysis and comparison of this academic and magazine article we have realized the different intended uses for each article.From this point forward we will also keep in mind, when reading magazine articles, that they are meant to be appealing to the reader and not necessarily include all the facts about the topic. For academic articles we learned that we may not necessarily understand all the content unless we are well versed in the field that the article is written for. Going forward, if we need an in depth analysis of a specific subject we will research and use academic journals. If we need more of an overview of a topic we will use magazine articles.