Managing & Coordinating the HR Function-Free-Samples for Students

Questions: 1.Give examples of the main Organisational Objectives that the HR function is responsible for delivering and briefly explain how these have evolved/are evolving in contemporary organisations. 2.Give a brief summary of two different ways HR Objectives can be delivered in Organisations. (AC 2.1) 3.Give a short explanation of at least two major theories of Change Management. 4.Your CEO has asked for a report on the contribution of the HR function to the Business. In preparation for the report, give a brief summary of the criteria and methods you would use to evaluate the HR function's contribution. 5.In consultation with your tutor, select an article that Identifies and evaluates research evidence linking HR Practices with positive Organisational outcomes. Answers: 1.For the contemporary business organizations, human resource management is one of the key aspects to be considered in order to enhance their productivity and effectiveness. There are various organizational objectives for the human resource management in the current business scenario (Armstrong and Taylor 2014). One of the key objectives of human resource management is to driving and enhancing organizational productivity. Human resource functionaries have the responsibilities of defining the clear and precise organizational goals and aim for the employees. Stating out clear goals will help the employees to have the fair idea about the goals and objectives that they have to accomplish in the organization. Thus, it will help them to work accordingly (Shinkle 2012). Moreover, another objective of the human resource management is to maintain the effectiveness of the organizational structure be effectively recruiting and training them. Human resource management is responsible to select ri ght employees for the right job at the right time. Thus, having the rightly expertise employees for the right job will help the organization to have more effective and efficient workforce. In addition training being given by the human resource functionaries also helps the existing employees to enhance their expertise and skills according to the current market and business requirement (Chinomona 2013). Another key organizational objective is the creation and maintaining of coordination and understanding among the departments in the organization. For the current business scenario, coordination among the departments is required and importance to have the end products or services according to the requirement of the customers. Thus, human resource management is responsible for the effective coordination of the all the departments in the organizations by effectively allocating resources and training their employees (Bouckaert, Peters and Verhoest 2016). Moreover, various activities are being initiated by the human resource management in the organization in order to increase the mutual cooperation and understanding among the departments. Another objective of human resource management is to enhance the job satisfaction of the employees. Various initiatives being taken by the human resource managers such as initiation of the employee welfare activities along with providing and skill develo pment training and different types of job enrichment will help the employees to be more equipped and more motivated in their workplace (Gunaseelan and Ollukkaran 2012). However, for the contemporary business organizations, the definitions for human resource management are rapidly evolving. This is due to the reason that, contemporary business organizations are operating in different and diverse sectors and competing with several competitors. Thus, definition and organizational objectives for the contemporary business organizations are different and diverse. For instance, the importance of training being discussed earlier is different for different organizations (Ford 2014). A few years ago, the key motive to provide training to the employees is to train them in accomplishing the particular job. However, the definition of the training from being just providing assistance for the employees have been evolved to one of the key factors of enhancing the motivation of the employees (Lazaroiu 2015). For the contemporary business organizations, training helps them to equip the employees in dealing with the organizational challenge. Moreover, for the employee s in the contemporary business organizations, employees have to be trained with different set of skills and expertise, which are also to be enhanced by the use of the training. In the human resource management, recruitment and selection of the employees refers to the selection of the right employees for the right job. However, in the contemporary business organizations, recruitment depends on various different and diversified aspects such as the different needs in different departments (Bryson, James and Keep 2013). Accordingly the human resource managers have to select the employees. Moreover, in the current business scenario, human resource managers have more options of having talent pool such as having the option of online job portals. At one point of time, the key objective of the human resource managers is to maintain the human resource in the organization. On the other hand, in the contemporary business organizations, human resource managers not only will manage the human resources, but also they have to look after the effectiveness of the employees and accordingly they have to initiate various initiatives (Bratton and Gold 2012). As discussed earlier, human resource management plays an important role in enhancing the effectiveness and productivity of the employees as well as other stakeholders, however, the key objectives of the human resource management will only be achieved if it is being managed ethically and professionally. This is due to the reason that, the key concept of the human resource management stands on the ethical principles (Crane and Matten 2016). As discussed earlier, human resource management deals with the employees and thus initiation of the ethical principles in managing human resources will help the organization to instill the ethics among the employees. Moreover, following of ethics and professional code of conduct is important in the human resource management due to the reason that, human resources functionaries should have equal and neutral view on all the organizational departments. Otherwise, employees from all the departments will not have the equal opportunity of having training and human resource activities. The more ethical principles and professionalism will be followed by the human resource managers, the more will be the effectiveness of the employees (Shahid and Azhar 2013). This is due to the fact that, the employees will possess those skills, which will be provided to them. Any types of injustice with the employees will have negative impact on the entire workforce. Thus, it can be concluded that the policies and procedures in initiation of the human resource management should be ethically correct and should be implemented in professional way. 2.The objectives of human resource management can delivered in the organization in different ways. The followings sections will discuss about the different ways of how the objectives of human resource management can be delivered. One of the effective models is the traditional model of human resources. According to this model, the human resource service can be delivered to the employees with having a separate human resource department in the organization (Beardwell and Thompson 2014). This organization will look after the management of the human resources in every department in the organization. On the other hand, another model of human resource service delivery is the Ulrichs three leg model (Bamberger, Biron and Meshoulam 2014). Service of human resource can be delivered in different ways such as outsourcing, off shoring and in house. Outsourcing refers to the involvement of third party consulting firms in delivering the human resource service in the organization. Involvement of the consulting firm will help the organizations to have the expertise service related to the management of the human resources (Doellgast and Gospel 2013). Moreover, involvement of the human resources will also help the organization to reduce the cost involved in managing the employees in the organization along with having to take fewer responsibilities. Another effective option of delivering of human resource service in the organization is having the in house human resource managers in the organizations (Tang and Tang 2012). In this case, business organizations maintain the human resource by them. Employees in this department are being selected by the organization. They look after the service delivery of the human resources in the organization. In this case, the key advantages being gained by the organizations are the perfect alignment of the policies of human resources with the organizational objectives. Moreover, the coordination between the employees and the human resources functionaries will also be more in this case. The policies and approaches of human resource management vary with the change in size and operating sectors of the organizations. This is due to the reason that organizations from different sectors and having different size are having diverse and different requirement regarding their management of human resources (Reiche, Mendenhall and Stahl 2016). In addition, the human resources approaches of large and small firms are different due to the different in their workplace requirement and relevant legislations. In the case of the large organizations, the key objectives of human resource includes effectively and strategic alignment of the human resource management with that of the organizational objectives. Moreover, in the case of the large organizations, the human resource managers have to maintain different and diversified organizational requirement and thus the one to one connectivity between the human resource functionaries and the employees may not be possible (Arnellos, Moreno and Ruiz-Mirazo 2014). On the other hand, in the case of the small organizations, the key objectives of human resources are to enhance the productivity of the employees. In this case, human resources managers have to maintain less diversified criterions and they have to mainly concentrate on the productivity of the employees as well as for the entire organization. Moreover, in the case of the small organizations, the human resource functionaries have to also concentrate on generating of innovative ideas in the organizations. This is due to the reason that, in the current business scenario, small organizations have to rely on the innovations and thus, it is the added responsibility of the human resource functionaries to encourage the employees in enhancing their innovative ideas along with maintaining the effective working environment in the organization. On the other, the objectives and goals of the human resource functionaries also vary in case of private and public sectors. In the case of the private sector, the key objective of the human resource department is to enhance the productivity of the employees due to maximize the profitability of the organization (Nda and Fard 2013). This is due to the reason that, private organizations are concerned with profit maximization and thus the key responsibility of the human resource functionaries is to increase the productivity of the employees. Moreover, in the case of private organization, there is more chance of implementing the Ulrich model due to the fact that, private organization is more concerned with the reduction in the internal cost. Thus, it is more probable for the human resource in the private organizations to opt for off shoring or outsourcing the human resource functionaries in order to reduce cost. In the case of the public organizations, the key objective of human resource management is to enhance the quality of the customer service (Jasmand, Blazevic and de Ruyter 2012). This is due to the reason that, in the public organizations, human resource managers have to look after the quality of the service quality due to the fact it will provide competitive advantages in the market. Accordingly, they will have to provide training and other employee welfare activities to equip the employees in providing the effective customer service to the customers. 3.There are various theories being stated by different authors in relation to the change management in the organization. One of the key change theories is the Kurt Lewins model of change. According to this theory, there are three main steps that should be considered by the organizations in implementing the change. The first process is the un-freezing process. In this process, the senior management has to identify the gaps in the existing organizational systems and ware those to the employees (Shirey 2013). Moreover, the employees should be made aware about the limitations of the existing systems and the need and benefits of change management. The next process is the implementation of the change. In this step, the senior management has to implement the change in the organization according to the requirement. The last step is the refreezing. In this step, the employees should be made comfortable and convenient in the new systems and aligning the employees and other infrastructure in th e organization according to the implemented changes (Shirey 2013). Another theory related to the change management is the McKinseys 7S model. This model states seven steps for the organizations to have effective management and implementation of the change process (Singh 2013). This model states more holistic approach and covers more elements for the organizations to have effective implementation of change process. The steps in this model include shared value, strategy, structure, systems, style and the skills. Thus, initiation of this model will help the organization to align their internal infrastructure along in the line of change process. However, Lewins model of change management is the most used and popular model for implementing the change in the organizations. This is due to the reason that, Lewins model helps the organization to initiate the change process effectively and in sequential manner. As discussed earlier, the first process or step in this model is the unfreezing model. In the case of the initiation of the change process, the first step for the organization is to identify and determine the issues in the existing systems (Shirey 2013). This is due to the reason that, the gap identified in the existing systems will be the key areas, which need to be improved by implementing changes in the organization. Moreover, the gap identified will also be helpful and beneficial for the organizations in reducing the resistance of the employees. Thus, determination of the gaps or issues is important for the organization to implement the change. In addition, in the process of change management, chances of having resistan ce from the side of the employees are high (Bateh, Castaneda and Farah 2013). This is due to the reason that, employees will have the fear that the implementation of the change process will may have adverse impact on them. Thus, it is the responsibility of the senior management to overcome the resistance from the employees. They have to make the employees aware about the existing gaps in the organizations and how the change to be implemented in the organization will overcome these issues. The next process is the implementation of the change. This step will involve the implementation of the change in the organization after the initial resistance can be overcome. The change process is being implemented and the associated stakeholders start to identify the changes. This process is important due to the reason that, the effectiveness of the change process depends on how well the change is being aligned with the organizational infrastructure (Nijssen and Paauwe 2012). The last step is the refreezing. In this step, the organizations are being taken back to its existing form. Due to the emergence of the change process in the organization, instability is being aroused in the organization with the employees feel inconvenient to get accustomed with the new process. Thus, in this step, the organizational culture, structure and procedures are being made stable and all the associated stakeholders will feel comfortable and convenient in the new culture. However, the effectiveness of the change process being implemented in the organization should be periodically evaluated by the human resource managers. This is due to the fact that, change is being implemented in the organization to meet the latest criterions in the market and business scenario. Thus, due to the fact that, the current market scenario is rapidly changing, it is important that the change process should be periodically evaluated in order to identify any required changes. 4.There are various criterions and methods to be used in evaluation of the human resource function in the business. As already discussed, the key motive of the human resource function is to enhance the productivity of the employees along with maintaining the effective working environment in the organization (Murrell 2012). Thus, one of the key criterions to evaluate the effectiveness of the human resource function is the productivity of the employees. In the evaluation process, it is to be seen that to what extent the productivity of the employees get increased with the initiation of the human resource management. Another criterion to be accessed is the motivational level of the employees. Human resource management is being initiated to enhance the motivational level of the employees in the workplace. Thus, the high morale of the employees will be another key criterion to evaluate the human resource function in the organization. Another criterion that is required in evaluating the hu man resource function in the organization is the generation of the innovative ideas from the employees (Hoyrup et al. 2012). Human resource functionaries operate in the organizations especially the small organizations in order to generate innovative ideas. Thus, the more will be the generation of the innovative ideas in the organizations, the more will be the effectiveness of the human resource management. In addition to the various criterions regarding the evaluation of the human resource management, there are some other methods that are being used in evaluating the human resources in the organization. One of the methods is the commitment. It refers to the fact that employees are working effectively in the organization and their individual skills and expertise, which helps in gaining competitive advantages for the organization. Thus, evaluation of the commitment of the employees in their organization will help to determine the effectiveness of the human resource in the organization. The next method for evaluation is the determining the competency level of the employees. Competency refers to the skills and abilities of the employees in accomplishing their task (Baran and Klos 2014). Thus, the more effective will be the process of recruitment and selection of the new employees, the more will be the effectiveness of the human resource management in the organization. The next method in evaluating the contribution of human resources in the organization is the congruency. An organization will get success if the relationship between the employees and the senior management is positive and effective. Thus, in this case, the objective of the human resource management is to enhance the organizational relationship between the internal stakeholders. Congruency refers to the effective relationship between the employees and the senior management and sharing similar vision in the organization (Spanjol, Tam and Tam 2015). Thus, evaluation of the congruency in the organization will help to evaluate the contribution of human resource in the organization. The last method of evaluation is the bench marking. It refers to the concept of comparing the data and information of the employees with that of the organization having effective human resource management. Thus, the more effective will be the determination of the competitors information, the more effective will be the evaluation process of the human resource function. 5.There are various articles being stated by various authors regarding the impact of human resource management on the organization. However, an article being stated by Kehoe and Wright (2013), regarding the impact of the human resource management on the effectiveness and productivity of the employees. This article concludes that, involving of human resource management will help the organization to have motivated and equipped employees. According to the authors, initiation of human resource management will help the organization to have positive impact on the attitude and behavior of the employees. According to the authors, human resource management includes the providence of training and skill development programs for the employees. Thus, providence of training to the employees will help them to train and equip in facing the organizational challenges. Moreover, training will also help the employees to get accustomed with the change in the market and business scenario. This will eventu ally help them to have positive attitude in their workplace due to the fact that, they are well equipped to face the organizational challenges. Moreover, the authors also stated that, involvement of human resource management will help in maintaining the diversity in the workforce. Thus, for the multinational organizations such as Unilever, initiation of human resource management will help to effectively manage the diversified employees from different regions around the world. The article stated above is convincing due to the fact that, it covers all the related aspects of impacts of human resource management. Moreover, according to the authors, the survey for this article is being done on an realistic manufacturing unit. Thus, from the above discussion, it can be concluded that, investment in the human resource management and development in the organization will have positive impact on the effectiveness and productivity. The more investment will be in the human resource development by the organization, the more equipped and updated will be the organizational mechanism to manage the employees. Thus, having effective and well trained employees in the organization will help in gaining competitive advantages in the market. Moreover, effective management of human capital will also help the organization to reduce the probability of employee related issues, due to the high level of engagement and job involvement of the employees in their workplace. This will also help the organization in reducing the employee turnover rate. Thus, it can be concluded that, more investment in managing the human capital will be beneficial for the business organizations due to the reason that, it will help them to enhance the p roductivity and effectiveness of the employees. For the contemporary business organizations, it is important to effectively determine the requirement of the employees and providing them effective working environment in order to gain maximum productivity from them. thus, initiation of the effective process of human resource management will help enhance the productivity of the employees along with gaining competitive advantages in the market. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Arnellos, A., Moreno, A. and Ruiz-Mirazo, K., 2014. Organizational requirements for multicellular autonomy: insights from a comparative case study.Biology Philosophy,29(6), pp.851-884. Bamberger, P.A., Biron, M. and Meshoulam, I., 2014.Human resource strategy: Formulation, implementation, and impact. Baran, M. and Klos, M., 2014. Competency models and the generational diversity of a company workforce.Economics Sociology,7(2), p.209. Bateh, J., Castaneda, M.E. and Farah, J.E., 2013. Employee resistance to organizational change.International Journal of Management Information Systems (Online),17(2), p.113. Beardwell, J. and Thompson, A., 2014.Human resource management: a contemporary approach. Pearson Education. Bouckaert, G., Peters, B.G. and Verhoest, K., 2016.Coordination of Public Sector Organizations. Palgrave Macmillan. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Bryson, J., James, S. and Keep, E., 2013. Recruitment and selection.Managing human resources. Human Resource Management in transition, pp.125-149. Chinomona, R., 2013. Business owner's expertise, employee skills training and business performance: A small business perspective.Journal of Applied Business Research,29(6), p.1883. Crane, A. and Matten, D., 2016.Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. Doellgast, V. and Gospel, H., 2013. Outsourcing and human resource management.Managing Human Resources: Human Resource Management in Transition, pp.315-335. Ford, J.K., 2014.Improving training effectiveness in work organizations. Psychology Press. Gunaseelan, R. and Ollukkaran, B.A., 2012. A study on the impact of work environment on employee performance.Namex international journal of management research,71. Hyrup, S., Bonnafous-Boucher, M., Hasse, C., Mller, K. and Lotz, M. eds., 2012.Employee-driven innovation: A new approach. Palgrave Macmillan. Jasmand, C., Blazevic, V. and de Ruyter, K., 2012. Generating sales while providing service: A study of customer service representatives' ambidextrous behavior.Journal of Marketing,76(1), pp.20-37. Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), pp.366-391. Lazaroiu, G., 2015. Employee Motivation and Job Performance.Linguistic and Philosophical Investigations,14, p.97. Murrell, K., 2012.Ergonomics: Man in his working environment. Springer Science Business Media. Nda, M.M. and Fard, R.Y., 2013. The impact of employee training and development on employee productivity.Global Journal of Commerce and Management Perspective,2(6), pp.91-93. Nijssen, M. and Paauwe, J., 2012. HRM in turbulent times: how to achieve organizational agility?.The International Journal of Human Resource Management,23(16), pp.3315-3335. Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016.Readings and cases in international human resource management. Taylor Francis. Shahid, A. and Azhar, S.M., 2013. Gaining employee commitment: Linking to organizational effectiveness.Journal of Management Research,5(1), p.250. Shinkle, G.A., 2012. Organizational aspirations, reference points, and goals: Building on the past and aiming for the future.Journal of Management,38(1), pp.415-455. Shirey, M.R., 2013. Lewins theory of planned change as a strategic resource.Journal of Nursing Administration,43(2), pp.69-72. Singh, A., 2013. A study of role of McKinsey's 7S framework in achieving organizational excellence.Organization Development Journal,31(3), p.39. Spanjol, J., Tam, L. and Tam, V., 2015. Employeremployee congruence in environmental values: An exploration of effects on job satisfaction and creativity.Journal of Business Ethics,130(1), pp.117-130. Tang, T.W. and Tang, Y.Y., 2012. Promoting service-oriented organizational citizenship behaviors in hotels: The role of high-performance human resource practices and organizational social climates.International Journal of Hospitality Management,31(3), pp.885-895.

Understanding and Manage Diversity

Question: Discuss about theUnderstanding and Manage Diversity. Answer: Introduction Diversity is a part of multicultural nations. A country that houses people of different religion, caste, language, race, gender, etc is diverse in its nature. Apart from ethnic diversity, there is political diversity, biodiversity, physical diversity and much more such as education, employment, family structure, and income. Any heterogeneity that is present in a single nation can be termed as "diversity". However, diversity mainly includes acceptance of that heterogeneity and understanding it as a unique feature. A multicultural nation should keep it in mind that each person is different from the others, and it is the responsibility of the nation to respect its inhabitant's uniqueness by nurturing a safe and positive environment for them. While discussing various types of diversities, the racial difference seems to be the primary reason of diversity. As discussed in Fisher,. (2016), for example, Australia is a place of an indigenous population. It is a country of both aboriginal people and migrants from various countries giving birth to cultural diversity in Australia. The current population of 23 million people is one of the diverse populations in the world. Migration is the primary reason of Australia's diversity. According to reports, 60 percent of population growth in the year 2013 is due to migration from overseas. Racial discrimination is the obvious result of this migration and to evade such discriminations, the Australian government had enacted Racial Discrimination Act that came into force in the year 1975. The diversity of Australia is a matter of research, and it needs a systematic overview. For this reason, the Diversity Council of Australia, an independent and non-profit organisation, started working as d iversity advisor to maintain diversity in the business of Australia. Their primary focus is to develop and promote current research works on diversity, to operate unique diversity practices that can improve business culture. Diversity is, therefore, should be treated as an important component of business culture especially, in a multicultural country. This essay will throw the lights on the positive and negative consequences related to diversity in business culture of a country. A Form of Diversity Diversity is related to both animate and inanimate object, non-living and living matters. However, human variation can be distinguished in various levels. Some differences occur at the individual level, and some are at the racial level. At first, every human being is a separate individual; secondly, a group of people can be of a particular race giving birth to racial discrimination. It is the primary reason why the cultures of countries such as Australia and India are called diverse. According to Lichter,. (2013), racial diversity includes a difference in skin colour, body structure and facial features. For example, African people have dark skin colour whereas; Asian people are brown to white skinned. People of European countries have white skin. All these racial differences become their identity in one way or the other. The existence of racial diversity is due to geographic partition and reproductive seclusion. Racial diversity creates cultural diversity. Cross-cultural diversity is born when people of different races become a part of the business of a particular nation. The workplace is, then, full of different people either trying to cope with the dominant culture or trying to maintain their own cultural identities. A developing or a developed country that faces the challenge to bind these cross-cultural people together in a unity should understand it at first. Racial discrimination, however, can turn into a major issue if not maintained properly. People often tend to neglect or lower other races. It is prevalent in the United States, where there is a confluence of both White and Black people. The African- American black people had to fight to earn their position in a country dominated by white Americans. However, it is found that most of the African countries are diverse in nature. Uganda leads as having the highest ethnic diversity rating, and they are followed by Liberia. Twenty African countries are in the list of worlds most diverse countries. America a nd Australia are less diverse than Africa and there is a variation found in the countries of the Middle East. However, countries such as Japan and Korea are listed as most homogeneous regarding politics whereas, European countries have ethnic homogeneity. Throughout this essay, the impact of this racial diversity in the workplace would be discussed. ("Racial Diversity", 2016). Benefits and Gains from this Form of Diversity in Tourism and Hospitality Business Tourism is a part of hospitality business. Other sectors of hospitality include sports facilities and teams, gaming, event planning, transportation, cruise line, lodging etc. Travel and tourism is an industry that depends on encouraging linguistic, traditional and ethnic diversity. However, diversity is seen as a reason for separation and division, although in tourism sector diversity attracts tourists. Tourism can be promoted through this cultural diversity. As found in Andrevski, Ferrier, et al,. (2014), a racially diverse country has many advantages. They are culturally rich as both the races have either developed or retained their own cultural uniqueness. According to Ghimire,. (2013), one can find different traditions coexisting in a particular place that has paved the way for cultural enrichment. Starting from food habits to clothing, architecture, literature, cinema or painting multiple forms and variations exist in harmony. However, cultural diversity gives positive results when the management of any workplace celebrates this cultural variation of their employees, values it and explores different aspects of it. Once they have understood the differences, the process of adoption starts and individual needs are taken care. Respecting one's race or culture increases the level of tolerance within the workplace, and the inclusion of cross-cultures become successful. A tourism and hospitality sector that values this diversity has various advantages. These are as follows: They welcome innovation, as they understand that difference in cultures pave the way for different and divulge ideas. The solution of different problems is done through different perspectives, understanding, upbringing and training. According to Simpson, Cruz-Miln, et al,.(2016) acceptance of racial diversity by the hospitality and tourism managers makes the foreign visitors belonging to similar racial identity to respect the country where they are visiting. It enhances the reputation of that country globally. Those foreign people would visit more often and encourage other people to visit. The migrated people of a separate race that are working in a foreign country get encouraged to work efficiently and effectively if the business culture imposes value on them. They do not feel isolated and dejected if their skin colour and physical dissimilarities with other people are not assaulted. It results in staff retention that increases productivity. It encourages domestic as well as foreign people of a different race to come and work in an unknown place. Native people with racial particularities play the role of communicator. People of similar races coming from foreign countries as visitors get someone with whom they can communicate their necessities and express their feelings. These native people interact and develop a cordial relationship with them that helps in maintaining a smooth flow of work. Hotels and restaurants, where different facilities are available for ethnic races, always attract foreign visitors of similar races to come there. They could cherish the homely atmosphere there. Costs and Consequences to Business for not Accounting to this Form of Diversity According to Jonse, Bell, et al,.(2013) facing racial diversity is a challenge to a multicultural country as it has both positive and negative impacts. The areas of tourism and hospitality that is associated to serving the visitors with different cultural background and traditions need special care for any mismanagement may result into overall damage. The probable results may be the following; Marginalisation of the subordinate races by the dominant races Increase in conflicts among the employees regarding ideas and individual perspectives Rising intolerance among the minor races influences foreign visitors belonging to that same race avoid the country not only for travel but also for work and business related issues. It actually damages the reputation of a country concerning business and inhabitation. According to Singal,. (2014). there can be reverse discrimination that means a member of the majority may claim that a member of the minority is given more preference because of his status. The complaint comes that his ability is not counted for labelling him as an individual from the majority. Actions that Business could take to Improve their Position in this Form of Diversity According to Martn., Snchez, et al,.(2013) the world-class organisations provide various facilities to their customers irrespective of their racial discriminations. The steps that they follow should be adopted by other organisations relating to hospitality sectors too. These are as following: Organisations should assess and evaluate the differences existing in a work culture As discussed in Oswick, Noon, (2014) they should develop diversity plan to include diversity into the work culture. The inclusion follows seven steps. These are value and respect, belonging and connection, influence, opportunity, Group Dynamics, and Societal dynamics. They should then implement the diversity plan accordingly, the outcome of which is the development of diversity within a work culture. ("Diversity Council Australia", 2016) Conclusion Understanding and managing diversity have prime importance in a culturally diverse country. It needs proper management otherwise, the result turns to negative. However, in this essay, it is discussed how and why it is important to understand this diversity because it is a unique component. Giving value to mainly ethnic and racial diversity can usher peace and harmony. Here, the discussion is restricted to the work cultures of hospitality and tourism sectors. It is not to forget that tourism sector is closely associated to this form of diversity. Therefore, it should set the guidelines to deal with advantages and disadvantages of racial diversity. References Andrevski, G., Richard, O. C., Shaw, J. D., Ferrier, W. J. (2014). Racial diversity and firm performance the mediating role of competitive intensity. Journal of Management, 40(3), 820-844. Diversity Council Australia. (2016). Dca.org.au. Retrieved 13 August 2016, from https://www.dca.org.au/ Fisher, M. (2016). A revealing map of the worlds most and least ethnically diverse countries. Washington Post. Retrieved 13 August 2016, from https://www.washingtonpost.com/news/worldviews/wp/2013/05/16/a-revealing-map-of-the-worlds-most-and-least-ethnically-diverse-countries/ (Fisher, 2016) Ghimire, K. B. (2013). The native tourist: Mass tourism within developing countries. Routledge. Jonsen, K., Tatli, A., zbilgin, M. F., Bell, M. P. (2013). The tragedy of the uncommons: Reframing workforce diversity. Human Relations, 66(2), 271-294. Lichter, D. T. (2013). Integration or fragmentation? Racial diversity and the American future. Demography, 50(2), 359-391. Martn Alczar, F., Miguel Romero Fernndez, P., Snchez Gardey, G. (2013). Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research. Cross Cultural Management: An International Journal, 20(1), 39-49. Oswick, C., Noon, M. (2014). Discourses of diversity, equality and inclusion: trenchant formulations or transient fashions?. British Journal of Management, 25(1), 23-39. Racial Diversity. (2016). Huffingtonpost.com. Retrieved 13 August 2016, from https://www.huffingtonpost.com/news/racial-diversity Simpson, J. J., Simpson, P. M., Cruz-Miln, O. (2016). Attitude towards immigrants and security: Effects on destination-loyal tourists. Tourism Management, 57, 373-386. Singal, M. (2014). The business case for diversity management in the hospitality industry. International Journal of Hospitality Management, 40, 10-19.

Imagism And Ezra Pound Essays - Imagists, Imagism, Ezra Pound

Imagism and Ezra Pound Ezra Pound was one of the greatest poets of the modern era, creating a literary movement known as "imagism." Pound coined the term in 1912 to assist Hilda Doolittle (H.D.) in the marketing of some of her poems. Doolittle was an unknown author, and Pound decided that her work would be accepted more easily if she were identified with a group of poets (Dettmar/Watt), such as Richard Aldington and F.S. Flint ("Imagists"). Imagists focused mainly on the "clarity of expression through the use of precise visual images" ("Imagism"). T.E. Hulme's critical views inspired the movement, as imagists were revolting against the "careless thinking and Romantic optimism" Hulme generally saw ("Imagists"). Imagism also drew on Chinese and Japanese influences ("Ezra Pound," Andover). Another important "imagist," if you will, was Amy Lowell. When she read Doolittle's poems in publication, Lowell believed that her "identity as a poet had been defined." As an aspiring poet, she now had to "define" herself in relation to the new movement (Dettmar/Watt). Besides inventing an intriguing name for the movement, Pound used two additional strategies in the marketing and advertising of the movement. Lowell was fascinated that the name of the movement was actually French, Imagisme. Pound's goal was to distinguish imagists from symbolists, but most believed the name insinuated a relationship with French poets like Baudelaire and Mallarme. The second attempt at differentiating the imagist movement from others was the suggestion that the movement had some kind of "mysterious ingredient or quality that only the user of the product can appreciate" (Dettmar/Watt). In Pound's own words "an image is an intellectual and emotional complex in an instant of time." Thus the meaning is tied to "a feeling" as a consequence of an event (Terrell, 18). The following are six rules from an Imagist manifesto: 1. To use the language of common speech, but to employ the exact word, not the nearly-exact, nor the merely decorative word. 2. We believe that the individuality of a poet may often be better expressed in free verse than in conventional forms. In poetry, a new cadence means a new idea. 3. Absolute freedom in the choice of subject. 4. To present an image. We are not a school of painters, but we believe that poetry should render particulars exactly and not deal in vague generalities, however magnificent and sonorous. It is for this reason that we oppose the cosmic poet, who seems to us to shirk the real difficulties of his art. 5. To produce a poetry that is hard and clear, never blurred nor indefinite. 6. Finally, most of us believe that concentration is of the very essence of poetry. ("Imagists") These words were used to describe how a true imagist should have written, so that the poetry would appeal to the population, not to only a select few. As a result of Pound's new movement, there was absolutely no way he could control the use of the imagism technique. Obviously he could not patent the new term. "Would-be" imagists with bad verse became more of a problem than critics of the free-verse rhythms. In 1914, when Pound first met Lowell, he initially welcomed her, introducing her to several authors and publishing one of her poems in his Des Imagistes (1914). However, later Pound believed that Lowell's poetry was not "direct and concise enough to exemplify imagist technique" (Dettmar/Watt). Lowell soon began using her wealth as a way to establish connections in the industry and take over leadership of the movement. Pound could not match Lowell in this respect. He soon dropped the term "imagism" and gave Lowell's movement the name "Amygism." Pound also refused to contribute to Lowell's second "imagiste" anthology (Dettmar/Watt). Becoming unhappy with the turn that his original movement was taking, Ezra Pound began an improved version of imagism called "vorticism." Again, he presented H.D.'s poetry as the essence of the movement. Critics have observed that the real difference between imagism and vorticism was that "the latter movement distinguished Pound from the mediocre artists who had overtaken imagism." Pound was determined to keep what he called "our little gang" an elite group (Dettmar/Watt). Perhaps the first true imagist poem, "In a Station of the Metro," was one of the finest to come out of the period.

Animal Rights Vs. Human Rights Essays - Animal Testing, Free Essays

Animal Rights Vs. Human Rights Essays - Animal Testing, Free Essays Animal Rights Vs. Human Rights h Laboratory animals The use of laboratory animals is important to three main areas: biomedical research, product safety testing, and education. Biomedical researchers use animals to extend their understanding of the workings of the body and the processes of disease and health, and to develop new vaccines and treatments for various diseases. The research these people do isnt only for human benefit; it is also helping to develop veterinary techniques. The industry uses animals to test the effectiveness and safety of many consumer products, such as cosmetics, household cleaning products, pesticides, chemicals, and drugs. Educators, from elementary school all the way up to college, use animals as parts of the teaching process, including dissecting worms, and frogs in science classes to medical students using animals to learn surgical techniques. Scientists study animals to learn more about certain species: its history, its psychological and social behaviors, and its skills. If the animals are kept in captivity, they can be caused pain that isnt natural part of its environment. A number of organizations wish to replace and reduce the number of animals being used or, at the very least, lessen the pain. Rats and mice make up 85-90% of animals used in research, education, and testing. Rabbits, guinea pigs, hamsters, dogs, cats, and non-human primates are studied as well. Dogs and Cats make up about 1% of research animals. The certain animal depends on what is being studied. The majority of rats and mice are bred specifically for research. Half of the dogs and cats that are used are bred for that purpose too. Animal dealers are the primary source for the rest. Animal dealers must be licensed by the USDA, or the United States Department of Agriculture and have to obey the standards of care set up by the Animal Welfare Act. h Alternatives to Animal Testing Alternative methods fall into three main categories, also known as the three Rs: Replacement, Reduction, and Refinement. Replacement is when animals are replaced, either by absolute replacement, which is when an animal is completely replaced, or by relative replacement, just cells and tissues are used, instead of the whole animal. Replacement isnt always an option although, for those animals that do undergo testing, scientists try to lessen the pain and make the animals more comfortable. Replacement isnt considered an option anymore-it has become daily. A few years ago, when a woman wanted to find out whether or not she was pregnant, she had to stop at a laboratory and get a test that involved killing a rabbit. Nowadays, she can buy and over-the-counter kit that tests her for certain chemicals. Computers are a new high-tech method of replacement. For example, dissection on a computer model instead of real, live frogs, which I would prefer! People are becoming increasingly popular when it comes time for the needs for volunteers for new facial and skin products. Reduction is the second method involves sharing research animals. For one example, if one scientist doing a study on the lungs of a sheep, when it comes time to kill the sheep he will allow the others to use his kidneys, liver or heart. Refinement being the third choice means to reduce any pain and suffering that the animal is going through. Techniques that are less hostile to the animal can also be considered refinement. Researchers can use ultrasound or an MRI (Magnetic Resonance Imaging) to see what is going on inside the animal instead of cutting into it. The cosmetics industry, which 20 years ago tested all its products on animals has come so close to stopping using animals. Many companies have reduced the use of whole-animal testing by 80 V 90%. Some have eliminated it completely. Since the 80s many companies have put serious amounts of money and effort into a search for alternatives for animal testing. Plus, most ingredients that are being used today have already been tested on an animal and have shown to be safe. h What kinds of tests are being done? The chronic-toxicity tests assess the effects of long-term exposure, often at low levels, to certain subjects. Acute-toxicity tests evaluate the risk of short-term exposure, accidental contact with eyes, skin and indigestion. There have two

Enhancing Cyber Situational awareness through Active Defence Research Paper

Enhancing Cyber Situational awareness through Active Defence - Research Paper Example They include: i. Visualization of Situation Awareness data/ information ii. Metrics iii. Dynamic Risk Assessment for Mission Assurance However, Cyber Situation Awareness is still considered a new field of research that made its mark with Denning’s (1987, 2002) pioneering work on using expert systems to detect computer attacks in 1987, followed by a plethora of experiments thereafter. The early stage of experiments shaped the concept of tactical fusion, which was proposed by the JDL (Joint Director’s Laboratory) model in 1992. This model contains five functional levels such as 0, 1, 2, 3, and 4. It was published by Hall, and Llinas (1997). It focused solely on data management to prevent cyber attacks. In it, most of the tasks are concentrated on level 0, 1, and 4. Tadda finds JDL model as a bottom-up, data driven model (Figure 3). The significance of JDL model lies in the fact that it highlights the significance of algorithmic techniques towards supporting situation awar eness (Salerno, Hinman, & Boulware 2005). Figure 3: Tactical Fusion/JDL Model [Adapted from (Tadd 2008)] Explanation From a simple point of view, SA refers to the knowledge about ongoing events in the cyber environments. According to Ensley (2000: 3), SA defines three essential drivers which include perception, comprehension, and projection. As per Ensley, perceptions of cues (which he refers to as Level 1 SA) are fundamental, since in the absence of basic perception of important information the chance of wrongly visualizing the situation drastically increases. In support of this argument she cites a finding that showed 76% of SA errors of the pilots emanated from lack of perception of the required information (Jones & Ensley 1996). Comprehension on the other hand, refers to an outcome of how people interpret, associate, store, and retain information, and thus makes its place in SA process as Level 2 SA in Ensley’s (1995c). The Level 3 SA, i.e., Projection helps operators to perform at the highest level of SA, since it enables the operators to forecast on situation events and its dynamics, Ensley (2000). Ensley further explains that SA is all about â€Å"knowing what is going on,† while from a formal point of view it is all about â€Å"the perception of the elements in the environment within a volume of time and space, the comprehension of their meaning and the projection of their status in the near future† (Ensley 1995b: 36). In a nutshell, Ensley consolidated the theoretical perspective of SA by adding human factors in it, thereby opening a new horizon of developments towards achieving quality SA (Wickes 2008: 397). Endorsement of the above view from a host of researchers (Ensley 1993, 1994; Ensley & Rodgers 1994; Ensley & Robertson 1996; and Endsley et al. 1998) highlighted the temporal aspects of time, as the above view showed that both perception of time and temporal dynamics associated with events play crucial roles in the formulatio n of SA, and a critical part of SA involves understanding of the amount of time available in the occurrence of an event or in the course of an action. Such developments helped researchers to underpin time as an integral part of Level 2

Keurig Assignment Example | Topics and Well Written Essays - 500 words

Keurig - Assignment Example Keurig’s profit compared to its competitors has registered a steady increase over the years and as it continues expanding its market, net sales are expected to grow more than 40% in the near future. Green mountain coffee has been recognized as a leader in the coffee industry because of its innovative brewing technology, award-winning coffees, and socially responsible business practices. Kent believes that coffee should be served fresh, like gourmet coffee, despite an individual’s location. This has steered for Keurig to provide coffee lovers with the perfect solution. The brand has combined its unique packs together with its modern technology to consistently deliver perfect cups to clients (Seong-Jong 503).This has made Keurig the leading single cup-brewing brand in North America and this brand has continued to provide its customers with the perfect cup on a daily basis. Keurig has adopted Green Mountains policy of doing business in a way that balances the economic goals with environmental and social impacts on the local and international communities. Its competitors have not adopted such a business model, but only focused on economic goals. Keurig has ensured that it updates its technology to keep pace with its primary and secondary competitors. This gives it an upper hand in devising new products that can able to meet the consumer’s current demands. This also ensures that Keurig keeps pace with modern changes and customized demands. Since Keurig is the leading single-cup brewer, it has the advantage of dictating the market trends because it has already acquired a sizeable portion of the market (Seong-Jong 496).This ensures the brand can manage the market situation as well as its production process with much ease compared to its competitors. Keurig has a strong customer loyalty because of high consumer satisfaction,

Entity relationship diagram model of george’s garage

Entity relationship diagram model of georgeà ¢Ã¢â€š ¬Ã¢â€ž ¢s garage Introduction Relationship between one or more then one entity of tables by pripary key and foreign key is called as Entity Relationship diagram model. This documentation will be on Entity Relationship diagram model of Georges Garage. Database Information Tables of the Garage Database Garage Database gives information of the table Name with Primary key and Foreign Key. 1)Ncar_sale Pk: Ncar_id 2).ShCar_Sale Pk:- ShCar_id 3).VehicleSale Pk: Sale_id Fk:- Ncar_id , ShCar_id, Dept_id 4) Car_auction Pk : au_id Fk:- SHCar_id 5) Car_Workshop Pk: Workshop_id Fk : dept_id, Car_servise_id 6) Car_servise Pk : Car_servise_id FK :- Payment_id , Parts_id 7) Servise_payment Pk : Payment_id Fk : Staff_id 8) Car_Parts Pk : Parts_id 9) Customer Pk : cust_id 10) Parts_Sale_Stock Pk : Parts_sale_id Fk : parts_id, cust_id 11) Parts_order Pk : Order_id FK : parts_id 12) Suplier Pk :- Suplier_id Fk :- Order_id 13) Department Pk :- Dept_id 14) staff Pk : Staff_id FK : dept_id 15) Vehicle_Booking Pk :- Booki_id Fk :- Cust_id 16) Vehicle_Hire Pk : Hire_id Fk : Booki_id, Dept_id 17) Valeting_Servise Pk : Valeting_servise_id FK : booki_id, 18) Car_Hire Pk : Car_Hire_id 19) Vehicle Pk :- Vehicle_id Fk : booki_id, Car_Hire_id 20) Sp_Car_Hire Pk :- Sp_Car_id Fk :- Vehicle_id 21) Rolls_Roys Pk : Rr_Car_id Fk : Sp_Car_id 22) Limousines Pk : Li_Car_id Fk : Sp_Car_id 23) Minibus Pk : Mb_Car_id Fk : Sp_Car_id Entity Relationship Diagram Concepts Keys * Primary Key :- Primary Key is a key that uniquely identify value of the table Example:- In payment table, Payment_id is a primary key. Create table Servise_payment ( payment_id varchar(5) NOT NULL CONSTRAINT carser_pk PRIMARY KEY, ) * Foreign Key :- Foreign Key is a key thats indicates the primary Key of the another table Create table Car_servise ( Payment_id varchar(5) NOT NULL CONSTRAINT spayme_fk FOREIGN KEY REFERENCES Servise_payment(payment_id) ) * Example :- In Car_Service table, Payment_id is a foreign Key which point out another Payment_id of the Payment table Entity Collection of Attributes is known as Entity. In sql, parson table is a entity and Person_id, Person_name, person_Address and Person_BOD is a attributes of person. Assume Genaral This database on the George garage therefore it contains all information of the garage.there are twenty three tables which are connected with each other.. a. Some of the employee have same amount of salary because they may work in same department and same position. b. Some Cars Hire date are similar because different car might hire in same date. c. Some tables have Integer data type or float data type due to Price of part and seat of car respectively. Spacial 1)Ncar_sale This Ncar tables contains detail of sales of the new cars 2).ShCar_Sale This table store information about second hand car. 3).VehicleSale This table keeps records of the New car and Second hand car sale. This table acts as sale department 4) Car_auction Car auction table keeps record of car auction information. Second hand car used in car auction 5) Car_Workshop This is Workshop department table. This table store data of car services in the workshop. 6) Car_servise This table gives information about service of the one car. Its also gives information about parts which are used in service, Payment and type of service. 7) Service_payment This payment table store payment information of each Service. 8) Car_Parts Car parts table contain details of each Parts of the car. Some car parts also order from the supplier. 9) Customer This table store customers information. 10) Parts_Sale_Stock This table is use for store information of parts sale 11) Parts_order Parts order table contains parts order data. 12) Suplier This table used to store information about Supplier 13) Department Department table contain all department information 14) staff this table gives information of the all staff of the departsment 15) Vehicle_Hire This table is a Hire department table which store booking information. 16) Vehicle_Booking This table used to book hire vehicle information as well as valeting Service information. 17) Valeting_Servise This table keeps records of the valeting service. 18) Car_Hire Car hire tables contains information about only cars and Vans 19) Vehicle This Vehicle table store detail of the hire vehicles such as Car and special vehicle. 20) Sp_Car_Hire Car hire tables contains information about only special vehicle such as Minibus, Rolls Roys and Limousines. 21) Rolls_Roys Rolls Roys table contain information about rolls roys special vehicle.Rolls Roys is used for occation 22) Limousines Limousines table contain information about rolls roys special vehicle. Limousines used for wedding and night outs 23) Minibus Minibus table contain information about Minibus special vehicle. This table keeps records of Airport pickup 5 Syntaxes. Create Syntax Create Syntax is used in sql which is for create table. Create Syntax is used in the data Definition language(DDL). For Example :- This syntax for create Vehicle_sale table. Create table Vehicle_Sale ( Sale_id int(3), New_car_sale_id varchar(5), Secondhandcar_sale_id varchar(5), Staff_id varchar(5) ) Insert Syntax Insert Syntax is used in sql which is for Insert value in the table. Insert Syntax is used in the data Manipulation language(DML). For Example : This syntax for insert value in the Vehicle_sale Insert into Vehicle_Sale values(S01,Car01,sh01,em01); Index Systax Index used for make search process easily and fast For example : In employee table, each employ has their own phone number and it is unique