Mob Protesters Right or Wrong :: miscellaneous

Horde Protesters Right or Wrong Exposition Outline: My exposition is just around one thousand 500 words in length and in that one and a half thousand words I should give purposes of perspectives from the two sides just as a presentation and this Essay Outline. The main conclusion I will expound on is the assessments of the work supporters, saying how They endured in view of the petroleum dissents, the rights wrongs and how the wrongs were or attempted to be sifted through and to what extent it took. Likewise in works resistance I will expound on how Tony Blair feels that a cut in fuel duty will mess more up later on. Likewise I will directly about the assessments of the petroleum dissenters, how they are helping the country on the over burdened fuel, since they are not doing the fights for the sake of entertainment (despite the fact that they may look fun). The papers I read indicated the thing Tony Blair said about his burdening yet where its majority was lies or deluding. Likewise what he really did with our charges and how some of it just went to squander like how he slice 140 street upgrades projects to just 37 or how his ten-year  £180billion organization with John Prescott took tree a very long time to sift through. Is this in light of his poor cash the board or would he say he is getting an additional million or two in his pocket every year? These significant focuses may crawl up with some more in my exposition. Yet, to end my exposition I will Finnish with an end that contains a general perspective on the paper. A gratitude to where I got all my data for the article, how the paper created and how my perspective created as I learnt more on what happens to our assessments while work is administering parliament. In any case, above all asking the peruser the inquiry I was given, however somewhat briefer, ‘ should we trust that a political decision will sift through the tax assessment issues or should we stand up and request lower expenses to illuminate the tax assessment problem’. Presentation: Should the administration have all out authority over our charges and we can do nothing about it. Should we have the option to defend the assessments we pay or should we hold up weeks, months or years for another political race. Or on the other hand should we be glad for charges realizing that it’s going towards our wellbeing, security and training.

Implementing a Nurse Practitioner Orientation Program - Free Essay Example

Nurse practitioner orientation is a relatively new but progressive topic and is usually found within the context of APRN models of care, APRN fellowship programs, or departmental orientations within hospital-based organizations. Orientating novice NPs into a hospital-based organization involves transition and are created to integrate the employee within the organization (Meleis, 2010; Meleis, Sawyer, Im, Messias, Schumacher, 2000). Additionally, orientation is a type of experienced transition that involves finding cohesion within the organization while building clinical proficiency (Bahouth, Blum, et al., 2013; Coble, 2014). Transitioning into practice is experienced by all nurse practitioners whether novice or skilled, however it is agreed by several researchers that the transition period of novice NPs tend be more dramatic (Bahouth, Blum, et al., 2013; Brown Olshansky, 1997; Coble, 2014; Horner, 2017). PICOT In novice nurse practitioners, does a structured nurse practitioner orientation program improve competency outcomes in a 12-month period at the Veteran Affairs North Texas Healthcare System? Importance of Topic Healthcare reform and the Patient Protection and Affordable Care Act (ACA) has led to the evaluation and modifications in health care delivery (Obama, 2016). The objectives of healthcare reform are to provide affordable and quality health care while increasing access to care in the United States (Collins Saylor, 2018). These objectives have become vastly examined in hospital organizations and nurses will serve as the catalysts to lead in implementing effective solutions (Collins Saylor, 2018). Nurses are the largest profession within healthcare and because of their adaptability, the nursing profession has the potential to effect a vast amount of necessary changes in the health care system (Institute of Medicine, 2011). There have been numerous studies that have demonstrated the association of nursing and patient outcomes. In 2000, the Institute of Medicine (IOM) reexamined issues of nurse staffing and patient outcomes, thus concluding that health is directly correlated by how well patients are cared for by nurses (Kohn, Corrigan, Donaldson, Institute of Medicine, 2000). Nurses have the ability to assess strengths and weaknesses within healthcare systems and therefore can provide leadership to improve access, quality, and safety while reducing healthcare costs within organizations (Needleman Hassmiller, 2009). Furthermore, nurse practitioners (NPs) are the largest advanced practice registered nurses whom are poised to assist with the access to care gaps, coordinating complex care for widespread populations, and serving as primary providers while practicing to their full scope of training and education (Institute of Medicine, 2011). Despite being well matched to serve the needs of Americans, NPs are faced with many challenges (Institute of Medicine, 2011; Kohn et al., 2000). There are more than 248,000 NPs in the U.S., and 49.9% hold hospital privileges (AANP, n.d.). The rapid growth of the hospital-based NP has led to unforeseen challenges, role confusion, i nadequate support, and fragmented onboarding processes (Bahouth Esposito-Herr, 2009). Novice NPs tend to experience more difficulties transitioning within hospital organizations which can subsequently lead to unfavorable competency outcomes (Bahouth, Blum, Simone, 2013; Bahouth Esposito-Herr, 2009). Review of Literature A literature review was conducted on NP orientation and common concepts were encountered throughout the literature review and grouped accordingly. It was discovered that most employing hospitals offer no or limited NP orientation programs with such programs varying from nonexistent to a few weeks in duration (Bahouth, Blum, et al., 2013). In several organizations, NP orientation is often grouped with registered nurse programs, provided with limited guidance, or does not occur (Bahouth, Blum, et al., 2013; Metzger Rivers, 2014). Additionally, there have been instances when key resources were not made available, contributing to inefficiency start up processes and patient safety (Bahouth, Blum, et al., 2013). As a result, novice NPs experience job dissatisfaction, stagnant professional growth, improper use of skills within their scope of practice, lack of appropriate reporting structures, and dysfunctional colleague collaboration (Bahouth, Blum, et al., 2013; Karen A. Mona P., 2009). This in turn can lead to high NP turnover rates in a time where the shortage of primary care providers is prevalent. Organizational Culture and Socialization Acclimating into the organization, establishing rapports with colleagues, absorbing the organizational culture, and the formal or informal rules of the organizational environment are integral to the success of the NP (Bahouth et al., 2013; Brown Olshansky, 1997; Horner, 2017). Because the NP must adapt to the culture of the organization, the orientee must thoroughly understand how the organization functions. Culture represents the morals, values, and behavior of an organization and can be influential of personnel and healthcare teams which in turn, influences quality (Johnson, Nguyen, Groth, White, 2018; Rovithis et al., 2017). Furthermore, the attitude towards NPs within an organization can facilitate or disrupt the success of the transition and has been linked to medical errors, accidents, and poor outcomes of the patient and the provider (Marshall, 2011; Poghosyan, Nannini, Finkelstein, Mason, Shaffer, 2013; Rovithis et al., 2017). Organizational socialization has been acknowledged as essential for the integration of employees into a hospital-based organization (Ahmadian, Soori, Ghaderi, Hejrat, Mow, 2016; Bahouth, Blum, et al., 2013). Socialization facilitates the psychological health of the novice NP and enhances developmental skills (Bahouth, Blum, et al., 2013). Additionally, socialization assists with isolation reduction, encourages hospital activity participation, and facilitates networking while providing the NP a sense of belonging (Bahouth, Blum, et al., 2013). Organizational socialization has been found to positively influence role transition, clinical development, knowledge, and engagement, thus improving competency outcomes (Bahouth, Blum, et al., 2013; Korte, 2007; Meleis, 2010; Meleis et al., 2000; Poghosyan et al., 2013). Preceptor and Didactic Education Preceptors should serve as clinical educators, role models, facilitators, and evaluators (Bahouth, Blum, et al., 2013). As clinical educators, preceptors assist with the developmental transition of the NP. Preceptors support the expansion of critical thinking and technical skills, time management, and communications with clients and staff (Bahouth, Blum, et al., 2013). The preceptor is an important evaluator by measuring the NPs strengths, weakness, progression, and competency measurements (Bahouth, Blum, et al., 2013; Bahouth Esposito-Herr, 2009). Didactic education consists of courses, conferences, presentations, journal clubs, and ground rounds (Bahouth, Blum, et al., 2013). Some hospital-based organizations already offer lunch and learn with a wide range of topics depending on the medical specialty. Didactic education is continuing education for NP and will enhance the developmental transition and facilitate expert providers (Horner, 2017). Mentorship and Collaboration Mentorship links the gap between education and reality and is important to the success of the NPs transition and job satisfaction (Bahouth, Blum, et al., 2013; Horner, 2017). Mentors are not clinical preceptors. Mentors enhance the professional and personal growth of the NP through navigating their career path and facilitating advancement of the practice. A mentor is nurturing, supportive, and influences development of the role (Bahouth, Blum, et al., 2013; Horner, 2017). Collaboration is an essential relationship among hospital-based NPs. Collaboration not only encompasses physician communication, it includes nursing, hospital administration, and other departmental relationships. Collaboration involves teaching and learning from others on the healthcare team and results in positive team relations (Bahouth, Blum, et al., 2013). Epidemiological Evidence The overall fiscal health of an organization is primarily measured by employee retention and job satisfaction (Kurnat-Thoma, Ganger, Peterson, Channell, 2017). Epidemiologic evidence was not located specifically to NPs for the Veterans Affairs North Texas Healthcare System and the oversight of recruitment and retention initiatives for nurses within all Veteran’s Hospital Administration (VHA) is limited. Training resources and the efficacy of nurse recruitment and retention goals have not been evaluated or monitored regularly (GAO, 2015). The government accountability office (GAO) found that VHA lacked adequate training support within medical centers and were unable to determine whether nurses were effectively meeting the health care needs of the veteran (GAO. 2015). In 2015, the GAO selected four medical centers to evaluate their nurse recruitment and training programs. One medical center had experienced high levels of nurse dissatisfaction with leadership and subsequently ex perienced a twelve percent turnover rate for NPs in 2014 (GAO, 2015). This left the medical center inadequately staffed and consequently affected access and quality of care for veterans (GAO, 2015). In 2011, the VHA began requiring medical centers to provide a Transition to Practice initiative, however the Office of Nursing Services (ONS) informed that funding was not provided to the medical centers thus the medical centers were left with their own funding determinations (GAO, 2015). Consequently, most medical centers recruited and hired only experienced nurses (GAO, 2015). Job Satisfaction There is a high probability that a novice NP will leave an organization within the first year if dissatisfied with the organizational orientation (Ziegler, 2018). Essentially, any professional workforce was found to be dependent on the satisfaction of employees (Faraz, 2017; Scruth, Garcia, Buchner, 2018). However, there are few research studies on the concept of job satisfaction related to novice NPs experience within the first year of employment. No data existed specific to novice NPs and job satisfaction within the Veteran Affairs North Texas Health Care System. According to Faraz (2017), NPs specifically demonstrated critical factors in the workplace linked to retention: professional autonomy, professional and interpersonal relationships, job benefits, and time allotted to complete work. Other studies indicated support of the NP role from colleagues and hospital administration, mentorship, and a thorough orientation were the most significant influences of job satisfaction (Duke, 2010). Outcomes Recommendations for Best Practice NPs are a diverse group of providers with unique concerns that do not fit exclusively into the categorizations of nursing or medicine (Metzger Rivers, 2014). For hospitals to meet the healthcare needs of their communities, novice NPs will require a properly structured orientation program to successfully transition within the hospital setting (Bahouth et al., 2013; Bahouth Esposito-Herr, 2009; Metzger Rivers, 2014). The general orientation plan should encompass several components directed towards clinical knowledge, development and growth, thus improving competency outcomes (Bahouth, Ackerman, et al., 2013; Bahouth, Blum, Simone, 2012; Metzger Rivers, 2014; Yeager S, 2010). Orientation programs should include preceptorship, mentorship, didactic education content, and effective collaboration (Bahouth et al., 2013). These key components will ensure accountability for tracking and affirming clinical decisions while assisting NPs to master intricate concepts. (Bahouth et al., 2013). Another example of building clinical proficiency involve credentialing NPs for invasive procedures and clarifying the methods of how an NP will be credentialed to independently perform the procedure (Bahouth et al., 2013; Yeager S, 2010). Any NP orientation program should enhance the psychological development of NPs by building relationships through mentoring, collaboration, socialization, and networking, hence producing behavioral competence (Bahouth et al., 2013). According to Brown and Olshansky (1997), the organization should provide time beyond the graduate program in order to allow for optimal professional development. Conclusion The goals of healthcare reform are to provide affordable and quality health care while increasing access to care in the United States. Nurse practitioners are the largest advanced practice nurses whom are poised to assist with access to care gaps, improving quality and patient safety, coordinating complex care for widespread populations, and serving as primary providers. The accelerated utilization of hospital-based NPs combined with inadequate transition and orientation programs can hinder the mastery and competency of NPs. Improper transition into the organizational culture can result in role confusion, job dissatisfaction, stagnant professional growth, improper use of skills, and dysfunctional colleague collaboration. The implementation of a hospital-based NP orientation program will support the transition and professional development needs of NPs. NPs need to feel supported and empowered in their hospital roles to continue providing quality patient care while meeting the future n eeds of healthcare delivery.

International human resource management due to globalization - Free Essay Example

As the globalisation trend advanced, IHRM (International Human Resource Management) plays a critical role in helping companies evaluate the human resource skills /capabilities and possibilities involved in moving to different regions of the world (Luthans, Marsnik and Luthans,1997). The HR (Human Resource) function is to help manage the organisations people as effective as possible based on the organisation business objectives for competitive advantage (Porter, 1990). To be successful in the global marketplace, a need for global mindset is the key source for long-term competitive advantage. The current HR issues faced by PC is illustrated in Appendix A. The HR management in PC HQ did not consult the local HR representative information on local culture, employment aspects, safety, customs and traditions in order to operate in harmony with a local companys procedures which is the root cause of the HR dilemma faced by PC. Looking at the current HR issues that PC is facing, the complexities of operating in different countries and employing people of different nationalities are challenges arising from the internationalisation of business. Also the challenge PC requires to undertake its HR strategies, policies, practices to global level for multinational ventures (Scullion Linehan, 2005). Company characteristic, business strategy and organisational structure are important elements in policy choice for the Flexibility and HRM strategies (Delery and Doty, 1996; Tsui et al., 1995; Mayne et al., 1996; Doorewaard and Meihuizen, 2000). According to Philip Condit (Finan cial Times 1997), as the era move towards globalisation, it is advantageous global companies, workforce, management transform into a global enterprise. A standardized approach to IHRM may put an organisation to disadvantage because cultural differences are ignored rather than built upon. (Adler,1991). Competing demands of global integration and local differentiation are important elements which give rise the need to develop human resources as a source of competitive advantage (Caligiuri and Stroh,1995;Schuler et al.,1993;Taylor et al.,1996). PC required adopting a geocentric approach to IHRM integration to balance between the conflicting priorities of global integration and local responsiveness (Caligiuri and Stroh (1995). GLOBE research confirmed that selected cultural differences strongly influence important ways in which people think about leaders and norms. According to Spence Hayden (1990), the most critical HRM issue for going international is to select and train l ocal managers (see Appendix B) as people is the main source for competitive advantage in international business. It is critical that PC focus on the first seven points of the HRM issues listed in Appendix B to enhance its current HR issues in Germany, France and India for the business expansion. The overall twelve HRM issues are for PC to apply for its going international plan to other Asia countries to build long term business success. The key challenge for PC is to capitalise on the diversity of global workforce without suppressing each other nations desire to maintain their own cultural heritage. Although it is tough, PC have to build, maintain and develop its corporate identity by managing its people on a worldwide basis, local responsiveness by adapting and conforming to the norms and customs of different societies in which PC operate (Laurent, 1986). This will enhance worldwide competitiveness, innovation combined with achievement, consistent across MNE units (Bartlet t and Ghoshal, 1989). According to Schuler and Florkowski (1994), for control purpose, flexible HRM policies and practices at the local level must be balanced with the requirement of MNE to maintain its global set of IHRM policies. Deeper Analysis-HRM issues a) Training and Development As noted in PC case, there is no formal training to consultants after recruited. Failure to train employees can affect the values, beliefs, and assumptions shared by employees to the organisational culture (Bunch, 2007, p. 157). Au and Chong (1993) conclude that failing to incorporate organisational culture in training programmes might lead to total failure in building a successful organisation. Listed below are the ways to determine employees taining needs: In todays highly competitive global business environment, human resources play an important role in developing and sustaining organisation competitive advantage (Brewster, 2002). IHRM has enforced common methods of acquisition of knowledge through hiring and training, distribution of knowledge via training and development, and utilization of knowledge via performance management in an organisation. Training Assessment is used to determine if and what type of training is necessary to acquire skills, knowledge, and imp rovement in order to perform well for the organisation growth and success. (see Appendix C -General Systems Model of Training and Development). Cross cultural training is also critical for international assignments, for managers to be acculturated to other societies value, norms and behaviour. Training is also recognised as an important means for socialisation (Child, 1984; De Meyer, 1991; Derr and Oddou, 1993; Ondrack, 1985). Orientation is where new employee learns the organisational goals, corporate culture, job and to develop realistic expectations. Formal training on the other hand promotes shared values and facilitates network building between headquarters and subsidiaries. Only successful organisation (example: Accenture) will believe/continue to train, develop their employees in order to adapt to the constant change in the dynamic working environment as new technologies develop and emergence of global assignments. (see Appendix D Diagnostic steps in Development Progra mmes) According to Bramley, 2003, extensive training, learning and development are important. Learning organisations (example: Xerox, General Electric) have applied three stages of learning perspective. PC needs to ensure that outstanding talent remain at the forefront of its field in terms of professional expertise and product knowledge gained through training which facilitates learning so that employees can become more effective in carrying out their task. It is essential as people, technology, jobs, and organisations are always evolving. Technology is advancing at a staggering pace. Therefore, it is vital that employees be trained and developed to utilise the latest technology so as to attain the highest levels of productivity. b) International Managers As International business continues to grow intensely, PC must understand the need for highly qualified international managers, a crucial factor in implementing global strategies for business success (Gregersen, Morrison, Black, 1998). Overall International managers need to have effective cross cultural communication, non-judgemental capability, flexibility, empathy (Berrell et al.2002:92). Expatriates A successful expatriate manager must have sound knowledge of technical, functional, cultural, social, and political skills (Bartlett, 1986; Bartlett Ghoshal, 1994; Ghoshal Barlett,1997). The most common factors that determine the expatriates success or failure is illustrated in Appendix E. Expatriate managers that possess an acculturation characteristic will be able to adapt/adopt themselves to any region for international assignment. The key point for international transfer is to initiate, expand and control international operations to ensure various organisational units strive towards achieving organisation common goals which is linked to HQ control aspects. (Edstrà ¶m and Galbraith,1977). Appendix F described why transfer of international managers happen. According to Roessel (1988), the benefits of various functions of international transfers can enhance internationalisation of the MNE, which make it more sustainable in international market. Inpatriates The value of managers with unique local market knowledge can develop a dynamic capability for global assignments. In this manner, inpatriate manager is another option envisioned to build managerial talents which organisations can develop distinct competitive advantage in the market they entered. The inpatriation process is positively related to the global HRM for organisations development of organisational capabilities: quality, low-cost operations, speed learning, innovation and customer focus (Lawler, 1996; Urlich Lake, 1990). The criteria and characteristic of the right candidate for inpatriate managers are similar to the expatriate factors which illustrated in Appendix D. Although HQ prefers the expatriate managers contribution in multicultural management on the stabilisation control aspect for competitive advantage (Dadfer Gustavsson, 1992; Granstrand, Hakanson, Sjolander, 1993), inpatriate managers do play an important part in the bridging role between HQ and the emerging market that the organisation wish to penetrate (Harvey et al., 1999b,c,d). Inpatriate managers, as substitutes and complements of expatriates, can provide accurate advice on adaptation of technical dimensions of HR processes (recruitment criteria, compensation, appraisals, training and development of host country nationals). Inpatriate managers also act as a mentor to calibre managers from host country nations to insure a succession plan when new inpatriate managers are moved into the home country organisation. If PC would to consider inpatriate manager option, it has undertaken the step in developing a multicultural strategic leadership capability, developing a global learning organisation to compete effectively in a globalised world (Aguirre, 1997; Hofstede, 1980, 1984; McBride, 1992; McMillen, Baker, White, 1997; Nemetz Christensen, 1996; Reynolds, 1997). Statement to the Board of Paine Co (PC) Core Components of HR Strategy IHRM policies and practices are influenced by the organisations structure, strategy, its institutional and cultural environments (Ngo et al., 1998; Schuler and Rogovsky, 1998; Schuler et al., 2002; Sparrow et al., 2004). For management consulting multinationals, definition of HRM policies at international level should be followed by a more standardised local implementation (Boxall and Steeneveld (1999). At the same time, applying the right kind of policies and practices was a condition of ongoing viability, the success to implement HR policies and practices synergistically constitute the basis for competitive advantage. IT consultancy firm, like PC depends highly on qualified and specialised professionals to offer services based on their creativity and intellectual work. This profession requires versatility, adaptability and constant learning due to its ever evolving job nature (Starbuck, 1992; Ram, 1999; Ka ¨rreman, 2002). In this case, PC should look at the nee d for highly qualified multicultural workforce as a means to build managerial talents, develop organisations competitiveness in the market it enter. Furthermore, global competition has caused organisations to be more conscious of cost and productivity. Therefore, HRM strategies must reflect clearly the organisations strategy people, profit and overall effectiveness in managing an increasing diverse workforce to compete in an increasingly complex, competitive world. (see Appendix G -Important Factors /Requirement in HRM). According to Sparrow 1998, recognising organisations need for multiple and parallel flexibilities especially in a time of increasing international competition and technological change is vital (Atkinson, 1987; Tsui et al., 1995). The proposed core components of HR strategy that PC should apply is highlighted in Appendix H, taking into consideration the difference in nationality, culture and institutional factors, to enhance its organisation performance and build long-term competitive advantage. Notes to the Core Components Based on Best Practice HRM, staffing need to be highly selective, performance regularly and systematically assessed, teamwork orientated, autonomy and responsibility were encouraged (Huselid, 1995; MacDuffie, 1995; Delery and Doty, 1996). With the growth of PC business internationally, PC needs appropriate information to develop its HRM policies and practices through comparing cross-national dimension on an international perspective (Brewster et al., 1996; Clark et al., 1999; Kochan, Dyer, Batt, 1992), a business strategy to develop bigger market share one step ahead of its competitors. Cross-national HRM policies and practices are also influenced by both culture-bound variables such as national and organisational culture, institutions, industrial sector dynamics and culture-free variables such as age, size, nature, and life cycle stages of organisation (Brewster, 1995; Hofstede, 1993; Jackson Schuler, 1995; Sparrow, 1995). The degree and direction of influence of these fac tors varies from region to region (Jackson Schuler, 1995; Locke Thelen, 1995). Creating a global corporate culture requires a geocentric mindset, drawing upon cultural capabilities that exist across the global operations and incorporating diverse cultural values and practices. Understanding HRM roles/strategies requires a contextual approach, underlining the importance of taking the institutional context into account (Paauwe, 2004). The table below shows the factors determining cross culture HRM practices. A detailed list of the subcomponents factors/variables in determining cross-national HRM is listed in Appendix I. The strategic importance of a unique, specific and valuable human capital for knowledge-intensive firm like PC would suggest a preference for employment internalisation (Matusik and Hill, 1998; Lepak and Snell, 1999). PC must actively seek creative destruction of its existing competencies to retain competitive advantage in the marketplace (Schumpter, 1934 ,1942) via an adequate HRM policies and practices. The organisational competitiveness of PC will depends on its strength/capacity to shape a unique set of resources where competitors find it hard to copy, which mobilized with the help of developed organisational and managerial systems that provide the organisation with a series of distinctive capacities that allow to generate long-term sustainable income (Fernà ¡ndez Rodrà ­guez, 1995). The process of continuous learning and modification of resource bundles for efficiency and effectiveness of strategies contribute to development of the organisations dynamic capabilities (global management capabilities difficult to imitate) to gain/sustain competitive advantage. (Teece,1988; Teece, Pisano Shuen, 1997). According to Barney (1991), if resources meet the following elements, the firm earns a unique strategy profile which assist for international expansion. On the other hand, Behavioural Theory is based on the assumption th at different strategies require different behaviours, attitudes and capabilities in workers (Schuler, 1987). According to this theory, HR practices do influence workers behaviour which results in improvements of organisational performance (Lawler,1986; Huselid, 1995; Becker, Huselid, Pickus Spratt, 1997; Guest, 1997;Appelbaum et al., 2000; Takeuchi, 2003). This implies PC must implement a set of personnel practices consistent with the organisations business strategy to build its international presence successfully (see below). When workers have positive perceptions, this will increase their work commitment with the organisation, degree of involvement and their level of working satisfaction, which results in better performance for PC and talented workers can be retained for future prospect. Developing a systematic approach of HR policies and practices consistent with business strategy can assist in the integration of business competitive advantage, where every possible s ource of competitive advantage need to be identified/utilised in facilitating the learning and knowledge transfer processes across units (Schuler et al. (1993:427). A high performance work system (HPWS) practices is perceived by employees as organisations commitment (Batt, 2002). [see Appendix J] Definitely with HPWS implemented in PC, it will be able to develop talented, motivated employees to meet organisations objective to achieve competitive advantage in the international arena (McDuffie (1995). By developing the necessary skills, knowledge and increasing motivation of employee contribution, PC can reflect the opportunities to realize economies of scale at the international level. With the rapid evolving technologies, this encourages PC to engage in innovation and continuous learning across its operation. According to Wright Snell (1991), a successful organisation should have motivated workers who are involved in the achievement of organisational objectives. Manager s are responsible to create a more positive working environment where employees can flourish and increase their feelings of wellbeing at work (Tehrani et al., 2007). Line managers are also responsible to deliver the HR practices and to ensure that the perception of support, trust, fairness and consistency are maintained amongst employees. The biggest mistake unsuccessful global organisations make is to assume that there is one best way to structure HRM policies and practices. Trying to apply HRM principles that work well in one environment may not lead to the same level of degree of success in another. Challenges Globalisation competition has become so intensify, HRM professionals require to optimise the skills, talent, creativity of every employee more effectively. Failure to do so will probably mean the organisation cannot compete in the flat world. Every aspect of HRM strategic can be influenced by cultural differences in one or more dimensions. Therefore, PC needs to understand the cultural differences and ensuring HRM and cultural orientation of workers are coincide with one another without sacrificing efficiency. Conclusion To be successful in the international marketplace, PC must ensure HR policies are fit with strategic international plan of the organisation and with the work-related values of foreign culture due to cross-national interaction. Total word count=2,593

Violent Video Games Cause Aggression in Violent Video...

Video games have become such a huge popular form of media as they are enjoyed by every people from all age. They can be seen as indispensable sources of entertainment for kids and teenagers, serve as the relaxing and joyful time after working hard. However, why does video game become such a controversial thing and why have many scholars begun to study both the negative and positive side of video games, especially violent video games? After a long time of studying overall the controversy, many scholars say that violent video games indeed can make players have violent thinking and aggressive behavior. Therefore, the violent video games should be regulated in producing and purchasing for kids and adolescents. Of course, have fun with healthy†¦show more content†¦Such coincidence that many shooters were a fan of violent video games before proved the negative impact of violent video games to the youth generation and made many scholars began to study the truth behind the whole controversy. It might be claimed by some scholars and game players that the statement about gaming is unhealthy and can lead to violence is unproven. â€Å"The author examines the lack of scientific validity of the studies that insist upon a correlation between violence and video games† (Radford, 2005, p.3). The scholar said that those conclusions about the connection between video games and violence that several researchers had found were just tentative. The studies of researchers were accused for being biased in seeking evidence of the video games’ negative side. However, this argument is no longer correct as one of the most reliable studies proved the strong relationship between enjoying violent video games and the increasing in desensitization, aggressive thoughts and behaviors among young people (Bickham, 2006). In this study of Dr. Craig A. Anderson of Iowa State University in Ames, he and his colleagues looked at whether children and teenagers with playing violent video game habits could engage in aggressive behaviors three to six month later. The result of the study is children and teenagers with the stronger intensity of playing violent games did become more aggressive than their peer with the less playing. ToShow MoreRelatedThe Truth About Video Games1124 Words   |  5 Pagesdeveloped rapidly, video games have become more realistic in terms of violence. These games and systems have reached second in demand in the media industry following television (Rottenberg et al. 30). The human species is an inherently violent species in this generation. When we play video games for extended hours at a time, the game removes us from reality into a new dream world killing and fighting monsters, enemies, and villains. 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Anderson1585 Words   |  7 PagesIowa State University, commented on multimedia violence saying, â€Å"Exposing children and adolescents (or ‘youth’) to violent visual media increases the likelihood that they will engage in physical aggression against another person. By ‘physical aggression’ we mean behavior that is intended to harm another person physically, such as hitting with a fist or some object. A single brief exp osure to violent media can increase aggression in the immediate situation. The repeated exposure leads to general increasesRead MoreThe Pros And Cons Of Violent Video Games1534 Words   |  7 Pagescreation of violent video games. But, we can prevent the distribution of these disturbing games to children, where their effects can be negative.† (Kohl, Herb). Violent video games have been blamed for children poor school performance, mental development, and aggressive behavior; there are many studies conducted by different psychologists and experts in the area, and they came up with different results. Most people and studies believe that children are the primary victim of violent video games, and peopleRead MoreViolence in Television, Movies, and Video Games Should Not Be Censored1653 Words   |  7 PagesVIOLENCE IN TELEVISION, MOVIES, AND VIDEO GAMES SHOULD NOT BE CENSORED Television, movies, and video games have a great influence on the minds of todays youth. But, what exactly are the effects of such an influence? Certain people have exaggerated the effects that these media have on todays youth. Many people, including government officials, have singled out these three media sources as the cause of some types of violence simply because it is an easy target for laying the blame. The truth isRead MoreMedia Kids Essay1262 Words   |  6 PagesIt has been said that children are like sponges when it comes to attaining knowledge. This is true whether they are learning to speak or how to show emotion. The violence and risky behaviors as depicted on TV can have a profound effect on a young developing mind. It is well known that the first two years of life is when the brain undergoes critical development phases. During this time it is important that kids develop an accurate perception of the world they are growing up in. Over consumption ofRead MoreGames Being The Blame Of Violence2459 Words   |  10 Pages A third example of games being the blame of violence was the case of Adam Lanza. On 14 December 2012, he committed the Sandy Hook Elementary School shooting, after which the first reports from media misidentified the shooter as his brother, Ryan Lanza. On Facebook Ryan had liked the ‘Mass Effect’ page which lead to an internet frenzy immediately launched at the page, dubbing the developes as â€Å"child killers.† After the error had been discovered that it was really Adam to blame, news stories jumpedRead MoreVideo Games And Its Effects On Society961 Words   |  4 PagesVideo games have been the subject of objections, controversies and censorship because of depictions of violence, sexual themes, alcohol, tobacco, drugs, propaganda, profanity and advertisements. Critics of video games include parents groups, politicians, religious groups, scientists and other advocacy groups. Sarah Smith, author of Children, Cinema and Censorship : From Dracula to the Dead End K ids, claims that comic books, rock music, computers and video games, all have been cited as threats to

With Funny Quotes, Selfie Addiction May Not Be Such a Bad Thing

If you havent already joined the selfie brigade, you are missing something. Even as we speak, selfies are being clicked and uploaded on every possible social networking sites such as Facebook, Twitter, Instagram, and Tumblr. According to some surveys, over 1 million selfies are uploaded each day! And the number will continue to increase, as more and more people get tech savvy. Who Are These People  That Are Clicking Selfies? Who isnt? Right from your neighbor to Michelle Obama, to the Pope... everyone is clicking selfies. And why wouldnt they? It is fun to pout and pose in front of a camera, and show your flattering side without being self-conscious. With the availability of various apps in the market, you can enhance your appearance to give Angelina Jolie or Daniel Craig a run for their money. Selfie addicts often go through great pains to get the picture perfect. Many take multiple pictures until they zero in on the right one. Some go to the extent of clicking over a hundred images until they get the right pout. Selfies Are Not Just to Pout and Shoot; They Make a Statement I wonder what would Freud have to say about this new self-obsession that has caught on. Is this a narcissistic trend? To a conservative thinker, it might very well seem like a bit of self-obsession. While old school preaches humility, the new generation wants to flaunt and flash with  abandon. The youth has higher self-awareness, and they dont bury their head in the sand. On the contrary, selfies are the right instrument to make a statement. You can portray yourself in various avatars. Selfie Culture May Not Be So Bad After All Are you worried that your teenage son is growing up to be a selfie addict? Do you worry that this overbearing trend of exhibitionism  is eroding social values? Well, lets get real. This is the age of information technology, where you communicate in split seconds. Even as you read this, millions of  bytes of data are being exchanged, ideas germinated, trends created, and new business plans chalked out. Should we not board this gravy train? That said, selfies are a reflection of the changing times. Selfies document the phases of a persons life. Its like keeping an online picture book; except that you allow the world to have access to it. If selfies are created aesthetically, they can tell a story. How to Crack People Up With Your Selfies Nobody wants their selfie to go unnoticed. While going topless may not be your best bet to grab eyeballs, you can try something else instead. The next time you post your duck face, splash a funny quote right across the image. Now, youve got a winner! Who wouldnt want to smile at your selfie when they see your devil-may-care attitude? These funny quotes for selfies are just a beginning. As you get better at this game, you can create your own funny selfie quotes. You can also create cool profile quotes with your selfies. Cute profile quotes will make your selfies  popular. My formula for success is rise early, work late, and strike oil.

Human Resources Management Essays - 1699 Words

People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and†¦show more content†¦These degrees require candidates to have more training and knowledge of the human resource aspects; therefore, organization see candidates with a higher degree as more qualify and beneficial prospects to their company. A Bachelor’s degree or above, will give aspirant better job opportunities and qualify them for more broad ranges of positions, from hospital human resource management to training managers. For advanced positions in a large corporation’s HR department, or for the position that involved in developing human resources policy, aspirant would best acquire a Master’s degree or PhD. To obtain the desired education degree for the human resource career field, human resource management students must learn and complete various subjects during the education program as they would need to employ various skills in their practical life. Candidates studying the Human Resource Management discipline gain an insight into courses like Employee Compensation Management, Perspectives of Management Labor welfare, and Organizational Behavior (R. Palaciso, personal interview, 18 July 2010). The Employee Compensation Management course provides an analysis of the techniques and principles us ed to develop and instigate direct and indirect compensation programs and reward systems that are cost-effective. This course teaches students, as human resource, to attain and draw a highlyShow MoreRelatedHuman Resources Management : Human Resource Management1140 Words   |  5 Pagesa business efficiently? Human Resource Management (HRM). Human Resources is the solid foundation that practically oversees the entire organization, whether its managing employees to surveilling the progress of every single department. There are six principle functions that Human Resource take into account: employee relations, recruitment, compliance, compensation and benefits, training and development, and safety (policies/regulations). Over time Human Resource Management has taken a new role intoRead MoreHuman Resources Management And Human Resource Management2123 Words   |  9 PagesIntroduction The study of human resource management becomes a major topic of the science of management at the beginning of 20th century and keeps attracting researchers’ attention (Merkle, 1980). The new models of human resource management derive from the advance of management theories and the accumulation of practices and experiences. With the development of global economy, the economic situation of each country deeply affects the world and becomes closely connected. In addition, the needs of customersRead MoreHuman Resources Management : Human Resource Management1138 Words   |  5 PagesHuman Resources Management Hilti continues to grasp on success and expand globally, but their path weren’t always well defined. The company began in 1941 and historically they’ve kept to traditional strategies when it came to recognizing human resource requirements. In the early 2000’s, the company established a new set initiatives, aimed at doubling revenue and operating profits. Hilti also recognized that this type of growth would require invigorating ideas to employ human resourcing requirementsRead MoreHuman Resource Management And Human Resources Management941 Words   |  4 PagesHuman Resources Management is one of the most important aspects of any organization, whether it be non-profit, not for profit, or profit. Human Resources Management is what makes it possible for a manager to be able to focus on their work and tasks at hand and not have to deal with lots of unneeded interpersonal activities. They are in charge of correctly evaluating the candidates that the managers will have to work with for the duration of the candidate’s stay. They are responsible for makingRead MoreHuman Resources Management : Human Resource Management835 Words   |  4 PagesHuman Resource Management â€Å"They humanize the brand and help workforce communities thrive† (Who). A human resource management position may be the job for you. Every business and enterprise has a human resource manager, including Starbucks, Disney and even Apple. This job includes planning and coordination, organization, consulting employees and to oversee the work and employees. All the schooling and stress that comes along with this occupation pays off in the end with an enjoyable job. HumanRead MoreHuman Resources Management : Human Resource Management1398 Words   |  6 Pages Human Resource Management Overview Tanya Phillips Dr. Andrea Scott, PhD HSA 320, Strayer University October 31, 2016 Human Resources Management Overview Human resources (HR) is the different kinds of clinical and nonclinical responsibilities for public and individual health involvement. The benefits and performance the system can deliver depends upon the knowledge, skills and motivation of those responsible for providing health services. Human resource managers don’t directlyRead MoreHuman Resources Management : Human Resource Management2534 Words   |  11 PagesIn most cases managers look at human resource management as an expense to a company rather than a source of benefit to the company however, research has proved that human resource management practices can be of greater value. Valuable decisions such as whom to recruit, what package to offer, the training necessary for the new recruits and how to assess employee performance directly affects the employee motivation and as such do affect the ability of the employee to provide products which the consumersRead MoreHuman Resources Management : Human Resource Management95 8 Words   |  4 PagesHuman Resource Management Overview As we all know when it comes to every business and organization that is out there, they all need help from Human Resources to continue to help the company grow. What is human resource management? Well Human Resource Management is the overall process that deals with how Human Resources manages their employees as well as different issues that can come across within the organization. Human Resource Management are in charge of different tasks including recruiting asRead MoreHuman Resources Management : Human Resource Management820 Words   |  4 PagesHuman Resources Management Proper Planning is one of the most important aspects of human resource management. Without proper execution of plans, the particular needs of an organization that are the responsibility of human resources will not be reached, and therefore, will fall short of what is necessary for meeting the goals of an organization (DeCenzo, Robbins Verhulst 2013).There are many facets a human resource manager must be familiar with in order to run an organization. The functions of humanRead MoreHuman Resource Management : Human Resources Management1264 Words   |  6 Pagesand research with my family, I decided to go into human resource management, specifically in a hospital. Many people questioned and often said â€Å"Why human resource management?† My answer, I chose human resource managers because I believe they are a vital part of a hospitals success. They make the plans, they direct the staff and they coordinate how people work together and where they need to be. Throughout this paper , I will describe human resource managers- what they do, what are the requirements

Short Story - 721 Words

â€Å"We’ll need a couple of blankets.† Chase told Sylvester. â€Å"We do?† He questioned. â€Å"Yea, we are about to leave town!† â€Å"We are?† He questioned again. â€Å"Atlanta.† â€Å"And how do we get there?† Sylvester asked. Chase evaded the question. â€Å"When we leave here, were going to that abandoned Goodyear Tire building across from the park! Sylvester wanted to hear more. We sneak in the building. Steal a few blankets from the tramps that live there while they are out, running around looking for food!† â€Å"What if someones there?† â€Å"Well,† Chase heaved in a deep breath, stared at Sylvester and said. Well have to deal with it as we go!† â€Å"Deal with it?† Sylvester asked. â€Å"You arent gonna cop-out on me are you?† Not wanting to look cowardly, he told Chase.†¦show more content†¦He stepped around Chase, grabbed some blankets, shook them out, rolled them up and they left. When they reached the plywood board downstairs, they heard some men outside talking. Chase grabbed Sylvester by the hand and led him in the dark to one of the building support pillars that extended out from the wall. He put his back to the wall and he saw Sylvester doing the same to hide from view. The plywood board moved away. Sylvester tensed up. Chase tensed up. Sunlight showed up the lifts. A man came in, wearing loose clothes. He took advantage of the light and moved swiftly over the lifts to the steps. Two more men came in, their voices slurred. They both heard the board dragging across the floor and it was dark again. Two men went carefully where they stepped to the steps. Chase came from behind the pillar with Sylvester and they went quietly to the plywood board and waited for the last two men to get up stairs. â€Å"Hey, some motherfucker was in here!† The man up-stairs hollered. The two men going up the steps hurried to get inside the room. â€Å"What they take?† One asked. Chase moved the plywood board aside just a little and he, and Sylvester snuck out with the blankets. He put the board back, and they walked fast to the next corner, turned, and went towards downtown. â€Å"Shouldnt we be going the other way? Sylvester warned. They can see us with these blankets if they come out!† â€Å"A chance we have to take!† Chase told him. Was he up to fighting those menShow MoreRelatedshort story1018 Words   |  5 Pagesï » ¿Short Stories:  Ã‚  Characteristics †¢Short  - Can usually be read in one sitting. †¢Concise:  Ã‚  Information offered in the story is relevant to the tale being told.  Ã‚  This is unlike a novel, where the story can diverge from the main plot †¢Usually tries to leave behind a  single impression  or effect.  Ã‚  Usually, though not always built around one character, place, idea, or act. †¢Because they are concise, writers depend on the reader bringing  personal experiences  and  prior knowledge  to the story. Four MajorRead MoreThe Short Stories Ideas For Writing A Short Story Essay1097 Words   |  5 Pageswriting a short story. Many a time, writers run out of these short story ideas upon exhausting their sources of short story ideas. If you are one of these writers, who have run out of short story ideas, and the deadline you have for coming up with a short story is running out, the short story writing prompts below will surely help you. Additionally, if you are being tormented by the blank Microsoft Word document staring at you because you are not able to come up with the best short story idea, youRead MoreShort Story1804 Words   |  8 PagesShort story: Definition and History. A  short story  like any other term does not have only one definition, it has many definitions, but all of them are similar in a general idea. According to The World Book Encyclopedia (1994, Vol. 12, L-354), â€Å"the short story is a short work of fiction that usually centers around a single incident. Because of its shorter length, the characters and situations are fewer and less complicated than those of a novel.† In the Cambridge Advanced Learner’s DictionaryRead MoreShort Stories648 Words   |  3 Pageswhat the title to the short story is. The short story theme I am going conduct on is â€Å"The Secret Life of Walter Mitty’ by James Thurber (1973). In this short story the literary elements being used is plot and symbols and the theme being full of distractions and disruption. The narrator is giving a third person point of view in sharing the thoughts of the characters. Walter Mitty the daydreamer is very humorous in the different plots of his dr ifting off. In the start of the story the plot, symbols,Read MoreShort Stories1125 Words   |  5 PagesThe themes of short stories are often relevant to real life? To what extent do you agree with this view? In the short stories â€Å"Miss Brill† and â€Å"Frau Brechenmacher attends a wedding† written by Katherine Mansfield, the themes which are relevant to real life in Miss Brill are isolation and appearance versus reality. Likewise Frau Brechenmacher suffers through isolation throughout the story and also male dominance is one of the major themes that are highlighted in the story. These themes areRead MoreShort Story and People1473 Words   |  6 Pagesï » ¿Title: Story Of An Hour Author: Kate Chopin I. On The Elements / Literary Concepts The short story Story Of An Hour is all about the series of emotions that the protagonist, Mrs. Mallard showed to the readers. With the kind of plot of this short story, it actually refers to the moments that Mrs. Mallard knew that all this time, her husband was alive. For the symbol, I like the title of this short story because it actually symbolizes the time where Mrs. Mallard died with joy. And with thatRead MoreShort Story Essay1294 Words   |  6 PagesA short story concentrates on creating a single dynamic effect and is limited in character and situation. It is a language of maximum yet economical effect. Every word must do a job, sometimes several jobs. Short stories are filled with numerous language and sound devices. These language and sound devices create a stronger image of the scenario or the characters within the text, which contribute to the overall pre-designed effect.As it is shown in the metaphor lipstick bleeding gently in CinnamonRead MoreGothic Short Story1447 W ords   |  6 Pages The End. In the short story, â€Å"Emma Barrett,† the reader follows a search party group searching for a missing girl named Emma deep in a forest in Oregon. The story follows through first person narration by a group member named Holden. This story would be considered a gothic short story because of its use of setting, theme, symbolism, and literary devices used to portray the horror of a missing six-year-old girl. Plot is the literal chronological development of the story, the sequence of eventsRead MoreRacism in the Short Stories1837 Words   |  7 PagesOften we read stories that tell stories of mixing the grouping may not always be what is legal or what people consider moral at the time. The things that you can learn from someone who is not like you is amazing if people took the time to consider this before judging someone the world as we know it would be a completely different place. The notion to overlook someone because they are not the same race, gender, creed, religion seems to be the way of the world for a long time. Racism is so prevalentRead MoreThe Idol Short Story1728 Words   |  7 PagesThe short stories â€Å"The Idol† by Adolfo Bioy Casares and â€Å"Axolotl† by Julio Cortà ¡zar address the notion of obsession, and the resulting harm that can come from it. Like all addictions, obsession makes one feel overwhelmed, as a single thought comes to continuously intr uding our mind, causing the individual to not be able to ignore these thoughts. In â€Å"Axolotl†, the narrator is drawn upon the axolotls at the Jardin des Plantes aquarium and his fascination towards the axolotls becomes an obsession. In