SLP - WORK MOTIVATION Essay Example | Topics and Well Written Essays - 500 words

SLP - WORK MOTIVATION - Essay Example In acquiring addition skills in training, I have applied them in my work place to make it more presentable. When encountering some hardships and problems, I always consult my boss regularly regarding any troubling issues though not all the time he is ready with an answer. Being inventive with some ideas to which I share with my boss before tackling my job, has contributed to the current success. Regular meetings with him aimed at discussing as well as highlighting how I can improve my working skills has also played a significant role, which aligns with my scores so far obtained. Based on the content and figures above depicting my commitment and the freedom I enjoy at my work place, I believe, if my employer starts giving rewards and appraisals to employees, this score would rapidly improve. For instance, incentives like new promotions opportunities if one achieves a certain goal set by the employer. This will motivate a healthy competition among employees to vie for the new positions though in terms of outstanding respective performances (McGregor). Another aspect encompasses if the employer regularly increases employees’ based on merit, this will motivate one to work extra hard and do a presentable job accordingly. This is especially in introducing overtime remunerations for extra worked hours will encourage employees to work even hard. Praising and recommending employees work will motivate and encourages one to keep on working hard within a working institution. Management should involve employees in decision making by listening to their suggestions about what they feel and think (Chapman, 2014). This will be a great privilege towards making employees feel honored and thought of positively by their superiors. If the employer comes up with a plan to pay for extra training for employees to acquire additional skills to improve, their work quality I strongly believe this can improve the personal score of an

Larsen and Toubro Case Study Essay Example for Free

Larsen and Toubro Case Study Essay Organizational Development (OD) is a planned long term effort led and supported through the top management to improve an organization’s ability and to solve its own problems by continuously working together and on managing the culture using behavioural skills. Thus, there are some certain aspects worth discussing about which are- OD is a planned effort. It requires a lot of effort, patience, and faith and is time consuming. Secondly, OD usually uses outsiders. These ‘facilitators’ as they are called are process specialists and are involved in depth in this process. The pioneers of OD in India were Larsen and Toubro India (LT). OD at LT started by calling in 2 eminent professors- Dr Udai Pareek and Dr TV Rao to study the appraisal process at the company. The existing appraisal system had many faults and needed to be corrected. The difficult task started by the professors interviewing some bosses and subordinates from different departments (using Diagnosis or Action Research) and they got a very interesting feedback. Some of the aspects of the feedback were – juniors wanted to know how well they were doing on the job, but weren’t told; people wanted to know what the growth opportunities in the company were; the appraisal form was too lengthy; some bosses had too many subordinates to appraise, etc. After getting the feedback from the employees the professors gave a report to the top management about the actual problem. The appraisal system had to serve not just one but many purposes namely it should help people understand their strengths and weaknesses, their own progress on the job, how they can perform better, and how they could grow in the company. So the appraisal process had to address the issues of appraisal, potential, counselling, career development and training all in one! The top management after reviewing the report gave the go ahead and they did two main things which were the most important which were bifurcating the Personnel department into personnel department and HRD department. This bifurcation was the first sign of ‘structural’ change. Secondly, a team of 6 senior managers was formed which would be responsible for implementing the changes required. The story continues when the 6 task force and the professors decided that the appraisal process had to involve the line managers personally, the performance goals must be set jointly by boss and junior and the appraisals must also involve feedback and counselling to people. Thus, they prepared a Performance Appraisal Manual by involving the departmental heads and other senior managers to analyze what kind of objectives could be set and then added such guidelines in the manual. To address the issue of feedback and counselling, the team identified around 29 senior line managers and some senior staff with a flair for public speaking. These selected people were put through a workshop on how to be good ‘Givers’ and ‘Receivers’ of feedback and then later conducted the same workshop for other employees at HQ and regional offices. Thus, the first workshop was a ‘Train the trainer’ workshop which was cascaded to the other employees. After putting in so much of effort now the management at LT wanted to know whether the process was working for them or not. So again the professors interviewed some seniors and juniors about how the appraisals were going on. This time different views came into the picture – the goal setting was seen as time consuming, appraisal was becoming a numbers game, and was tending to become ritualistic. The HRD department was asked to conduct a survey (Participant Action Research). The survey also threw new light about the new appraisal process. The bosses now did involve their juniors in the goal setting and there was ‘healthy resolution’ of difficulties and there was a ‘high degree of trust’ between the seniors and juniors which led to ‘increased joint understanding about the job’. After receiving such a feedback, they again tried to simplify the appraisal form by adding the definitions of the attributes listed in the appraisal form. In addition, they held refresher courses in feedback skills for both ‘givers’ and ‘receivers’ of feedback. The facilitators felt that the appraisal system has stabilised when 80 to 85% of the appraisal forms were returned within six weeks of the target date. Also the HRD department started analyzing all the appraisal forms. The data from the analysis was used for listing high and low performers for a certain period; for finalising departmental developmental plans and for preparing the list of department wise employees and the training courses they needed. The above mentioned process took LT 8 years to complete and stabilise themselves. Thus, I can conclude that OD is a long term process which requires a lot of patience, support from the top management and a vision to a bright future.

The marketing communications campaign of marks and spencer

The marketing communications campaign of marks and spencer The marketing communications campaign of Marks and Spencer Introduction The current revolution in information technology and rapid globalisation have made the marketers face many marketing communications options (Newman Patel ,2003).Integrated marketing communications campaign is one of options, Which can be used to create added value for potential consumers and influence directly purchasing patter. The IMC, which is defined, according to Duncan (2002), as ‘A cross -functional process for creating and nourishing profitable relationship with customers and other stakeholders by strategically controlling or influencing all the messages sent to these groups and encouraging data driven, purposeful dialogue with them† The IMC is important issue because the companies can not afford either the financial or reputation damage which is caused by the poor planning or implementing of the IMC (Brassington pettitt,2006).On the other hand, the planning and implementing the IMC campaign is a complicated process and involves a wide range of management tasks (Caemmerer, 2009). As a result, this paper aims to show the steps which should be followed in the planning and implementing the IMC and to apply these steps on Marks and Spencer as a case study from real life. Finally, some recommendations will be given to improve the performance of MS. Literature review Identifying the target audiences The planning the IMC, according to Kotler Keller .should start with clear determining of target audience ,who is a group of people is aimed by marketing communications campaign , because it is vital step. Then, answers should be provided on the following questions: What are the choice criteria, which are used to evaluate the products? What are motivated them to buy the products? What make them response to the competitors, products? (Jobbe, 2007). Ø Situation analysis Competitor analysis : To analysis the competitors, according to Aaker and McLoughlin (2007), a group of questions should be answered: Against whom do we usually compete? What are their objectives and strategies in terms of brand? What is their image and positioning strategy in terms of brand? What have been the marketing communications of the competitors in the past? What impact have they had? What are their future plans? Market analysis: Ø Defining the marketing communication objectives Mean what the marketing communications are supposed to achieve, according to Blythe (2000), there are many objectives: Image building campaigns: Those are intended to communicate a specific status for the product, as well as to emphasis ways that it could complete the lifestyle of the client. Unique selling proposition (USP): that is the one attribute of the product which it differentiates the product from the competition. Positioning: the strategies which focus on the ways that consumers distinguish the products comparing with their perceptions of the competitors products. Direct response: instant response is wanted from the consumer in respect of purchase, a request for broacher, or a going to the store. Ø Managing the elements of the mix Deciding what is the media which will be used to convey the message of the IMC campaign. There are five elements of promotional mix Advertising: any paid form of non-personal communication of ideas or products in the prime media .It takes place in many forms such as, television, press, posters, cinema and radio (Pickton Broderick, 2005). Public relations: are â€Å"the deliberate, planned and sustained effort to creating and maintaining mutual understanding between an organization and its publics † Direct marketing: is the message, which can be prepared to appeal to the addressed customer. It takes place in my forms such as direct mail, telemarketing, internet marketing (Kotler Keller, 2006). Sales promotion: the activities which aim to temporary increase in sales. They take place by many forms such as buy one get one free, free sample and money off coupons. Personal selling: this is designed to meet the consumers needs by communicating face to face between the buyer and seller (McGolrick, 2002). Ø Setting the promotional budget Putting the promotional budgeting is one of the most important and difficult steps in Planning the IMC campaign because, according to West, Ford Ibrahim (2006) ,If the companies have spent too much on the promotion program this could reflect negatively on the profits whereas, if they have paid out too little marketing opportunities would be get lost. There are, according to Jobber and Fahy (2006), four methods, which are usually used to set the promotional budget: percentage of sales, matching competitors expenditures, objective and task and what can be afforded? Ø Evaluating the IMC campaign It is important step, according to Palmer (2004), because it can provide feedback to inform the future activities and make the managers more adjustment when they plan the promotional activities if the objectives are not being achieved. Apply on the MS Marks and Spencer has been the Britain most-respected and leading retailer for long time. Besides, it is one of the most recognizable brands in the UK and operates about 6stores in the UK Identify target audiences: MS has focused on fashionable males and females from different ages who have enough money to spend on the trendy dress and want to enhance their social image between their peer. Ø Analysis the situation Analysis the competitors: The main competitors of MS, GAP, HM, and Top shop, which are distinguished by fashionable clothes and they has focused on the trendy of fashion .As a result, they are called fashion retailers not clothes retailers In terms of Gap, which operates 4,171stores worldwide and the target market is 15-35 age groups. Gap promotes nationally towards young fashion consumers. Promotional campaigns do differ, however. Gap has entered above the line into a programme of intensive primetime television advertising. (Newman Patel, 2003) Concerning HM Analysis the market: Fashion market, which is considered as one of the most profitable, dynamic and competitive area in the UK (Newman Patel, 2003) .The fashion market is considered dynamic because consumer behavior in this market is distinguished by a sudden desire to buy and fluctuating customer tastes. Therefore, new opportunities are available in front of the companies and advertising agencies in this market to create added value for their potential consumers and influence directly their purchasing pattern by integrated marketing communication (Newman Patel, 2003). The fashion market is competitive market because, according to Moore (1995), growing the market shares of foreign fashion retailers in the UK, such as Gap and Benetton and reforming some fashion retailers like, Next. Ø Defining the marketing communication objectives MS has had two objectives in its marketing communications campaign. It has tried to show that its products have been characterized and differentiated from the competitors products by its high quality, stylish, great value (USP) and to enhance the perceptions of consumers in terms of quality and fashion( MSs annual report, 2008). Ø Managing the marketing communications mix At the end every season from each year, MS carries out marketing communications campaign. On 8 November 2007, MS launched marketing communications campaign and used the advertising (TV, cinema and the internet) as essential promotional tool in addition public relation (the website) and sales promotion (bonus). The ad, which is called Christmas Belles, was created by the advertising agency, Rainey Kelly Campbell Roalfe Y R, and was executed by a group of models. The models are Erin OConnor, Elizabeth Jagger, Twiggy, Myleene Klass and Laura Bailey who are well known names representing different age groups and each gorgeous model is wearing different clothes from MS range including lingerie and accessories . In addition to Hollywood actor Antonio Banderas who was chosen to attract the attention of menswear next to womenswear (Visit4inf, 2007). The song of the ad is called it is the most wonderful, which is singed by the artist Andy Williams The message, which has been conveyed by the campaign of MS, is â€Å"Quality worth every penny†. Besides; MS has tried to tell its target audiences that it has built its reputation in respect of quality since 1940 by establishing strict criteria which it continues to follow today. In other words, it has enhanced historical attributes of quality. The ad was screened on the TV, which could provide higher levels of awareness and reach to a large number of target audiences. Besides, it also was launched in the cinema because the commercial shown in the cinema made a stronger impression on the consumer .It was possible because it allowed for a longer advertisement that was also within cinematic technology in an artistically advanced package. At the same time the ad was launched on the internet to support the TV and cinema launch. Moreover, the viewers were sending the advertisement to each other by Email .Consequently, the commercial internet was effective in two ways spreading the message between the consumers and cost. Hence, a lot of viewers had seen the ad on YouTube during a few weeks. The new Website was Launched and it was connected to the campaign message .It was used as a complementary tool of TV and cinema .It was flexible and a reasonably cheap technique of getting an extensive target audiences and the company can get feedback from consumer by it (MSs annual report, Caemmerer; 2008, 2009). The last promotional tool, which was used by MSs campaign, is bonus which is considered as a type of sales promotion and it was used to encourage the target ardencies of MS to spend more. Ø Setting the promotional budget At the end of 2007 the marketing expenditure was  £145m more than half of expenses spent on the advertising (Birtwistle, 2007). Ø Evaluating the IMC campaign There are many evidences of success the marketing communications campaign of MS .First of all, The market share of MS in terms of clothes increased from 9,8% 2007 to 11, 2% in 2008 approximately 1,4%9 =  £4,095m (see figure 2).

Letter From Birmingham Jail Essay -- Papers

Letter From Birmingham Jail The American civil rights movement through the 1950's and 60's was a turning point for our country as a whole. Probably the most influential leader of that time was Dr. Martin Luther King, Jr. King became a leader because of his ability to captivate crowds with his powerful speeches. One of the most important letters he wrote was while he was incarcerated in Birmingham, Alabama. The letter was to eight fellow clergymen that were from Alabama. The "Letter From Birmingham Jail" was in response to some criticism from the clergymen. King calmly tries to state his purpose for his crusade for civil rights in the south. He uses three rhetorical strategies in his letter like: facts, allusions, and questions to inform the clergymen about what he and his people are dealing with as a whole "Injustice anywhere is a threat to justice everywhere" said King in his letter (page 317). King asks his readers questions about him and his people's actions and then answers them in an intelligent and strong willed manner. He asks, "Why direct action? Why sit-ins, marches, and so forth? Isn't negotiation a better path?" (page 318). King asked the questions that the clergymen would have asked him. By asking those questions, then he can answer the questions that are main points in his letter that clarify some of the actions that have been enforced in the south. This was a strong rhetorical strategy for King to persuade ... ...tegies such as facts, allusions, and questions almost as perfectly as can be used in a letter. He made his reasons concise and straight to the point. Do I think he could have written a better letter? Not at all, that was the best letter I have ever seen in my life. Martin Luther King Jr. was a well educated man of great promise a couple more years. This letter was an excellent account of his powerful words that he can produce and a good example of his extreme intelligence. I am going to leave you a question to think about. How could the country as a whole have been different with Martin Luther King Jr. around this world a couple years longer? Bibliography: The Dolphin Reader- Lee Sulton 1997

Writing Your Wrong’s

Most moral filled people have the inner desire to make up for the mistake of their past and this desire is magnified when those mistakes have a negative effect on the lives of others. There is a painful guilt that motivates a person to right his or her wrongs and throughout the redemption process a person's perception of one's self can be completely different from reality. The human psyche may only allow you to see what you want to see and not necessarily the facts or truth. Filmmaker, M. Night Shyamalan, portrays this perfectly through the character Malcolm Crowe in the movie The Sixth Sense. Malcolm is a brilliant and successful child psychologist who struggles with his failed attempts to help a former patient and the neglect of his own marriage throughout his career. Driven by guilt, Malcolm pours all of his time and energy into a new patient, Cole Sears, whose symptoms are parallel to those of his very disturbed former patient. Cole is a scared, anxiety stricken, and haunted young boy with a supernatural ability to see and communicate with dead people or ghosts. Due to Malcolm's deep commitment and extensive time spent with Cole, he alienates his wife who seeks comfort and companionship from a male employee. Malcolm's desperate need to help Cole clouds his ability to perceive his true reality. It is through the journey of helping Cole that finally opens Malcolm's eyes to the realization and acceptance of his own death. As a result, he attains closure with his wife, redeems himself for past failures and is able to move on to the afterlife with a sense of inner peace. Malcolm and his wife appear to share a deep love for one another even though she makes a comment early on in the movie that she is runner up to his career. Nonetheless, it is evident they have love and mutual respect for one another. Unfortunately, their happiness is abruptly disrupted when Malcolm is shot by his former patient, a boy whom he could not help. He does this because he feels as though Malcolm failed him and blames him for being a freak. Following the shooting, we see Malcolm try to interact with his wife without success and her repeated failure to respond to him or acknowledge his presence in a room. She appears to ignore him and he views this lack of communication as anger and resentment that stems from marital neglect. This is shown in a scene where his wife is waiting for Malcolm at a restaurant to celebrate their anniversary and he arrives late because he is in a session with Cole- his new patient. His apology is futile and his wife leaves angry and hurt. Malcolm's perception of the situation is inaccurate because of his inability to acknowledge that he is actually dead. Until this is revealed to Malcolm, he will continue to falsely interpret his wife's behavior and actions. This point is proven when we see Malcolm find his wife's bottle of antidepressants and his assumption that her depression is due to marital problems and not grief from his tragic demise. At the suggestion of Cole, Malcom expresses his love to his wife while she sleeps and in that moment his true reality is finally realized – he his dead! It is abundantly clear that Malcolm's sessions and relationship with Cole are paramount in his ability to evolve and eventually say goodbye to his wife and have closure in their marriage. Malcolm believes he is Cole's hired psychologist and desperately wants to help him. His motivation for doing so is fueled by his guilty conscience resulting from his failed attempt to help his former patient who ultimately shot him. Malcolm sees the similarities between the boys and wants the opportunity to get it right. At first, it is unclear if Malcolm can help Cole, but through a bedtime story everything changes. He narrates this to Cole as a bedtime story that revolves around a character named Malcolm, â€Å"Malcolm who works with children and. although he loves his job, he makes a mistake when he is unable to help a young boy. That mistake changed his life forever. He thinks about him all the time and cannot get the boy out of his mind. He then meets a new boy that reminds him of the other boy he was unable to help. This new boy is awesome and Malcolm wants to help him. If he helps this new little boy, it will be like helping the other one too†. From this bedtime story, Cole discerns that Malcolm is talking about himself and this makes Cole more open towards accepting Malcolm's help. This breakthrough with Cole is the turning point in their relationship. Malcolm suggests that Cole help the ghosts that haunt him. This proves to be therapeutic and we begin to see spiritual growth and improved quality of life for Cole, which directly affects Malcolm. Malcolm's guilt for failing his past patient lessens every day as he witnesses the positive changes in Cole. As a result of Malcolm's persistence and success in helping Cole, he is redeemed and closer to the eternal piece that awaits him. When a person has unresolved conflict or lack of closure in a relationship it can inhibit his or her ability to move on to the afterlife upon their death. Initially, Malcom's perception of his mortality is suppressed by the desire for redemption and marital peace. His extreme guilt over the inability to help his former patient and his decaying marriage hold him prisoner in a purgatory type state. Ultimately, through his gifted ability to help a disturbed child his eyes are opened and his soul is set free. Free from the guilt of failing a boy and his marital shortcomings, but filled with inner peace. This inner peace can be seen when he tells Cole he will see him tomorrow knowing tomorrow will never come and later that evening when he expresses his love and final goodbye to his wife allowing them both to move on. In the end, Malcolm's spirit is free of guilt, redeemed, and living in eternal life. Through his character's portrayal we learn the importance of living a moral, regret free and family filled life. An important lesson much needed by many in our world today. Work CitedThe Sixth Sense. M. Night Shyamalan, Hollywood Pictures, 1999.

Report on Religious Field Research

Report on Religious Field Research Introduction Religion can be described as a belief in a certain superhuman that a group of people uphold and worship for various reasons. The world has so many different religious practices and religions that people belong to, which are acceptable to all since they bring differences to people in society. Advertising We will write a custom report sample on Report on Religious Field Research specifically for you for only $16.05 $11/page Learn More The world today is a melting pot of culture because people from different places now find themselves living together in a mixture of coexistent cultures. Upon getting a chance to interview a catholic faithful, I realized many misconceptions I had about the Catholic religion. My Misconceptions about Catholics Personally, I have also had several misconceptions about other religions around me. One of those religions is the Catholic Church. Based on its practice of Catholicism, the greatest misconception I had about the Catholic religion is that its members believed that their priests and other clergy members could forgive their sins. Catholics have a confession box within the church where members go to confess their sins before the clergy as a way of seeking forgiveness. My view of this was that only God can forgive men of their sins and that no man has the ability of forgiving the other. All human beings are sinful in one way or the other l. There is no perfect man. Therefore, it beats sense to claim that one man can forgive the other of his sin. This misconception has also been informed by my observations on the Catholic clergy people in their daily lives. They are not a perfect lot. They have been accused of so many despicable sins in religion and in general the society in that they cannot offer forgiveness if they are sinners. My misconception of this has been taken away through an explanation by a Catholic believer who informed me that a priest only guides a person through the confession w ith the belief that God will forgive his or her sins after confessing them. Another misconception I have had about the Catholic Church and Catholicism in general is the need for the clergy to practice celibacy. My view of this was that it was a forced practice imposed by the church on anybody who wanted to serve the church as a clergy thus making me view it as a form of neo-slavery in a way that ones notions have to be suppressed for him or her to work for the church. Advertising Looking for report on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More This misconception was explained to me by a Catholic faithful whose view was that working for the Lord required one to be devoid of many forms of worldly distractions, which can take his or her attention from the work (Harvey, 2012, p. 3). It is also explained that it is a practice adopted from the apostles. The clergy people are viewed as successors to the apostles w ho therefore have to follow their footsteps. How my Prior Understanding has been Altered My prior understanding of the catholic religion was altered to some extent after this encounter though there remained so many unanswered questions. Just like many other religions, which have inherited their traditions and practices from the past, the Catholic Church and Catholicism are guided by traditional practices inherited from so many generations thus making up a substantial part of what defines them. My view of this was also informed by my own beliefs in my own religion, which I cannot explain why I have followed it so much. An interaction with a Catholic faithful opened my eyes when the person I was interviewing asked me the same questions I was asking the servant of God. I could not answer some of them thus bringing out the reality that criticism without trying to find the foundations of something can be misleading. My prior understanding of this religion was informed from a point of m isinformation and lack of information. My realization was brought by the new information I was able to get from a Catholic person. Catholics believe that the Catholic Church is the original church that was left behind by Jesus Christ when he died. They believe that their priests are the day-to-day saints who took over from Jesus’ Disciples. This argument is true in a way because the Catholic Church lineage traces it to the original church. Catholics always try to uphold their practices as they were done before by keeping their priest and nuns celibate to work for the church. Williams (2012) reveals, â€Å"The truth is that the clergy members of the church are not denied a right to marry, but they are married to the church and service of the church† (p.370). From this point of view, I was able to understand why it makes so much sense for them based on how it is easily acceptable to them. A previous understanding of something is dependent on the information one has ab out the thing. If one is misinformed form the start, he or she will not know that it is misinformation until he or she finds the right information. Advertising We will write a custom report sample on Report on Religious Field Research specifically for you for only $16.05 $11/page Learn More Thus, I attribute this to the misconceptions I had about the church previously. Though information about other people’s religions can make one understand their practices, it is not one hundred percent convincing. One comes into this conclusion with deep-rooted convictions that can never go away. Thus, it only serves to allow one to coexist with others. It does not to make one give it the same credence the way he or she gave to other religions. Why I believe Misconceptions are Prevalent Misconceptions concerning other individual’s religious beliefs are prevalent in the society that people live in due to the aggressive way they tend to identify with their own religions and or the way people hold on to their religions. This claim is simply due to the view that their faiths are higher-ranking relative to the others. People tend to view other religions as foreign to them. When children grow up, they are usually indoctrinated into certain religious beliefs at a remarkably young age, and the values of that religion imparted into them. This form of brainwashing tends to stick into a person’s mind in a way that changing it is difficult. Therefore, when people are introduced to or exposed to other religions, they tend to notice the difference in beliefs and practices as the first things. Therefore, forming the first line of resistance eventually leads to misconceptions. Misconceptions about religions that are different from ours are common everywhere on this earth. In some places, they take an ultra form of misconception and resistance. The biggest reason for this can be attributed to the fact that most people in society do not have in formation about other religions. Thus, they tend to form their reasoning based on what other people say about the other religions. Therefore, just the way people have been made to believe in their religion, in the same way, they have been misinformed about other religions thus making others either dislike them or hate them unconditionally (Gleason, 2011, p. 440). Misconceptions about other faiths are prevalent due to the need for self-preservation by most religions. Most religions in society have an expansionist approach. Thus, they employ predatory skills in their quest to get more members to join them. This therefore creates a sense of danger to which other religions will always try to resist. Thus, in their resistance, they paint the other religions with colors that are not so attractive. This picture is then transferred to their members and children thus creating a misconception that will keep their religion away from any form of poaching or tapping. Therefore, misconceptions about other people’s faiths are prevalent in society. They seem like a thing that will never end in the near future. However, they will escalate due to the ability of society to pass information.Advertising Looking for report on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Conclusion Misconceptions of other people’s religion are a thing in the society they live in that may not go away soon. As much as the society is informed on different religions, the new challenge that has come up is the radicalization of religion, which further sets up the bar for accommodation of other people’s religions (Pink, 2012, p. 48). An example to this claim is the American society’s approach to Islam by associating it with terrorism and loathing of the American presidency ever being taken by a Muslim. This remains a tremendous challenge towards the taking away of misconceptions because every day comes with new challenges that need to be solved thus making it a cycle that runs repeatedly. Reference List Gleason, P. (2011). Working in a Tradition. Historical Review, 97(3), 435-460. Harvey, C. (2012). Bishops, Kings Queens: Church History. History Today, 62(10), 3-4. Pink, T. (2012). Conscience and Coercion. First Things: A monthly Journal of Religion and Public Life, 225(1), 45-51. Williams, D. (2012). Unity and Exclusion in the Roman Catholic Priesthood. Journal of Religious History, 36(3), 368-385.

Free Essays on Euripedes

Title of work- Medea Country/Culture- Greek Literary Period- Classical Type of literature (genre)- Drama/Tragedy Author- Euripedes Authorial information- Euripedes lived from ca. 485 to ca. 406 B.C. making him younger thank Aeschylus and Sophocles, and making him the last of the great writers of tragedy in the golden age of Athens. His emphasis on human emotions and the psychology of individuals has proven more widely popular than philosophical beliefs shown in his older contemporary works. Medea, first produced in 431 B.C., features strong dramatic situations and is focused on the heroine Medea. Medea’s attitude of feminine pride and is a contradiction of tradition. Author’s unique style- Euripedes was a revolutionary during his time, portraying women in a light never before seen in literature. He preferred to dignify women and show men as the villains. Euripedes also used the factor of the women’s role to show the weakness in humans and their believe systems. He would use the common people as characters rather then heroes, as shown in most epics. Euripedes preferred situations that showed characters torn between conflicting desires. For instance in Medea, the plot to kill Medea’s two children attracts mixed feelings. Her great love for her sons causes her to question, which is greater, revenge or love. The violent obsessions prevail though, bringing the death of her sons and her acquiring revenge upon her husband. Setting- Medea was based in 5th century B.C. Greece during an age when women were seen as inferior to men. Yet Medea is portrayed as the heroine and the as being more clever then the two male characters, Creon and Jason. The story of Medea takes place in Corinth, in front on Medea’s house. Though many events do take place in other regions of the city, we only obtain knowledge of them through hearsay. Euripedes used this tool in theaters for the audience to visualize the ... Free Essays on Euripedes Free Essays on Euripedes Title of work- Medea Country/Culture- Greek Literary Period- Classical Type of literature (genre)- Drama/Tragedy Author- Euripedes Authorial information- Euripedes lived from ca. 485 to ca. 406 B.C. making him younger thank Aeschylus and Sophocles, and making him the last of the great writers of tragedy in the golden age of Athens. His emphasis on human emotions and the psychology of individuals has proven more widely popular than philosophical beliefs shown in his older contemporary works. Medea, first produced in 431 B.C., features strong dramatic situations and is focused on the heroine Medea. Medea’s attitude of feminine pride and is a contradiction of tradition. Author’s unique style- Euripedes was a revolutionary during his time, portraying women in a light never before seen in literature. He preferred to dignify women and show men as the villains. Euripedes also used the factor of the women’s role to show the weakness in humans and their believe systems. He would use the common people as characters rather then heroes, as shown in most epics. Euripedes preferred situations that showed characters torn between conflicting desires. For instance in Medea, the plot to kill Medea’s two children attracts mixed feelings. Her great love for her sons causes her to question, which is greater, revenge or love. The violent obsessions prevail though, bringing the death of her sons and her acquiring revenge upon her husband. Setting- Medea was based in 5th century B.C. Greece during an age when women were seen as inferior to men. Yet Medea is portrayed as the heroine and the as being more clever then the two male characters, Creon and Jason. The story of Medea takes place in Corinth, in front on Medea’s house. Though many events do take place in other regions of the city, we only obtain knowledge of them through hearsay. Euripedes used this tool in theaters for the audience to visualize the ...

Human Resource Paper

Human Resource Paper Introduction Human resource management can be defined as a branch of management which deals with issues that pertains to personnel. The branch of management is normally tasked with the responsibility of resourcing employees on behalf of an organization, developing the employees and finally maintaining the achieved efficiency of the employees.Advertising We will write a custom essay sample on Human Resource Paper specifically for you for only $16.05 $11/page Learn More Specifically, human resource management looks into an organization’s issues such as establishing and planning the goals of the department of human resource management, making arrangement for the works and activities to be carried out in the department as well as the organization, filling in of an organization’s vacancies, reviewing and controlling the efficiencies and effectiveness of workers and regulating work related activities. It is actually an extensive department in an orga nization since the human resource is equivalently employed in almost if not all departments of each and every organization. This paper seeks to discuss various aspects of human resource management with specific interest on the management of employees. The paper will look into these issues with respect to the final desired output of the employees. People-Related Problems Likely to arise due to Changes in an Organization The changes that could be experienced in an organization are of varied degrees and types. An organization can for instance resort to changing its internal structures. Joining another organization through mergers, amalgamation or even acquisition are other ways through which an organization can change its structure. The changes could be radical or incremental. Radical changes involve an absolute transition in the system in which almost if not all aspects of organizations are subject to change. Incremental changes, on the other hand, are transitional changes which are i nitiated in steps and bits and occasionally take a longer time to be completely implemented. The changes initiated in an organization will eventually have effects on its employees in relation to the extent of the change initiated in the organization as well as the time period that will be required to effect and finally complete the implementation of the change. The changes in the organization, which could either be radical or incremental, are also diverse. Change in an organization can be in the form of redesigning the organization’s structures, functions and activities. This could be internal to change the roles of the employees or external when it include moves like mergers with other organizations or the subject organization changing ownership to another entity (Jackson et al., 2009 ).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More When changes take place in the forms o f organizations merging, some old problems from the former organizations are brought up in the newly formed organization. There is a possibility of increased workload in the event of such changes. A change in an organization that has downsized will experience problems related to downsizing which may include issues to do with not meeting deadlines due to overworking of employees. The laying off of workers could be done in a general trend or based of some criteria such as age, departmental or even experience. No matter the trend, some people are subject to losing their jobs and the people who remain in the organization might be forced to increase their efforts to cover for the extra work. Both of the groups of employees in this case, those who lose their jobs as well as those who remain in the organization, are faced with problems. The people who lose their jobs due to organizational change have the problem of foregone incomes in the form of salaries and wages. This can have an extend ed negative impact on the families of the affected persons especially if they were sole bread winners of their respective families. The individuals retained in the organization’s system on the other hand, are faced with problems of being forced to work harder or even moved to new departments that that they are not familiar with. The interdepartmental transfers and even promotions poses a threat of stress to workers as they are forced to quickly adjust to the organizational change and increased amount of work due to downsizing of employees, especially if it were a radical change. Changes in an organization could as well have a negative effect on the efficiency of employees. A change that could be positive towards improving the efficiency of an organization could render an employee redundant or discouraged as the employee would feel outdated in the presence of the improved systems of the organization. This could lead to frustration and stress which, if not checked, could eventu ally lead to burning out of the employee. The effect may be as worse as a laid down employee (Labor, 2004). The human-related problems caused by the organizational changes as discussed above can be avoided or controlled at two levels of administrations. The first, being the organizational level at which the managements are to be enlightened on what is right and what is wrong, both legally and morally.Advertising We will write a custom essay sample on Human Resource Paper specifically for you for only $16.05 $11/page Learn More Training and awareness is recommendation for managers to help safeguard the welfare of employees during such changes in organizations. Governments, through policy making can also pass legislations to ensure that employees’ rights are protected during such changes. Policies that limits the powers of employers to hire and fire employees at will can help in reducing the number of laid off employees or ensure adequate compensation is done if an employee has to be laid off by an organization (Labor, 2004). Components of an Effective Human Resource Policy Designed To Prevent Sexual Harassment The rate of sexual harassment is significantly noticeable in workplaces with over thirty percent of women reporting harassment cases. The sexual harassment cases are experienced more by minority women as compared to the majority class of women in America. Harassment can be experienced from senior employee of an organization taking advantage of the workplace position, or can be due to a hostile environment at the workplace that exposes people, especially women, to harassment. An organization is, however, charged with the responsibility of acts of offensive commissions by its employees (Jackson et al., 2009). According to Myers (2003), a sexual harassment policy or any other protective policy put in place by an organization should have provisions that will ensure the effectiveness of the policy. A sexual harassment policy fo r example should include an official statement that indicates the organization’s opinion in relation to sexual harassment. The policy should also illustrate the process of launching harassment complaint by an offended employee. Also inclusive of the necessities of a sexual harassment policy is a code of conduct together with a statement of prohibited behavior. The statement of sexual harassment policy should be clearly spelt and should in addition be consistent with the tradition or culture of the organization. This is specifically important to prevent conflict of interest within the organization. The next important component of the sexual harassment policy is the procedure of launching harassment complaints. The process should be free from any sort of harassment or intimidation.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More An organization is for this matter supposed to acculturate friendly procedures that can motivate employees to report cases of sexual harassments. In legal terms, an employer is liable for an act of sexual harassment by his or her employee if the employer has not provided for protective measures and a friendly environment for reporting such harassments. The policy should therefore provide for adequate measures to prevent and correct the offence. This provision will in case of harassment transfer the liability of offence to either the victim for failing to take advantage of the harassment protective policy or the individual offender employee. The harassment policy should clearly include its implementation which should essentially provide for an administrator and personnel to investigate the claims of sexual harassment. Both the administrator and the investigating team should be competently trained to impartially and comprehensively inquire into claims to establish truths before any pa rty can be victimized for alleged offences (Myers, 2003). Another necessity in an effective sexual harassment policy is the operational commitment of the organization’s human resource management to the implementation of the policy. Lack of commitment to implementation generally undermines the aim of a policy and even promotes an offence as employees will have the notion of not being penalized for their offences. The human resource management should therefore put its employees on a tough notice that sexual harassment is strongly condemned by the organization. Effective implementation that involves employee awareness of acts amounting to sexual harassment, encouraging employees to submit harassment claims as well as ensuring that actions are taken against offenders is also critical to the effectiveness of a sexual harassment policy. The anti harassment statement must be directed to any party who is in a position to commit the act of harassment. These parties include â€Å"all employees, contract personnel, customers† (Myers, 2003, p. 1) and any other third party with whom the employees relate in their course of work. This notification can be achieved through the organization’s modes of communications like memoranda and other internal circulations. The training of employees on the sexual harassment policy can be achieved through seminars and workshops where employees can be explained to on how the policy works. Enlightening the employees into changing their attitudes and mentality towards sexual harassment is another effective step towards the effectiveness of the policy. This step can promote the employee’s understanding to view the harassments as immoral, improper and undermining thereby reducing the offence. The last component of the policy should enforce the internalization of the policy. Encouraging employees to report sexual harassment by ensuring a free atmosphere for the process of reporting the offences and ensuring that inves tigated offences are properly dealt with will improve employees’ confidence in the management and even encourage victims to raise their complaints as well as sounding a warning to potential offenders of sexual harassment (Myers, 2003) Effective Integration of Workforce Planning With the General Business Plan Integration of workforce planning with the general business plan can be effectively achieved by considering the workforce planning as a component of the overall business plan. Workforce planning as a component of the organization’s management shows interrelationship which forms a basis for its integration into business plan. Efficiency in planning and implementation of the workforce processes will therefore ensure effective integration of the workforce planning into the business plan. Workforce planning, or in other words human resource planning, is a set of activities that relates to: Scanning and assessing environment, specifying the objectives to be achieved by human resource activities along with measures to be used to achieve those objectives and developing plans for human resource policies and practices along with time tables for implementing the plans (Jackson et al., 2009). The first step of the planning involves the process of scanning. Scanning looks into the internal and external environments to determine the features and nature of the workforce. After scanning, analysis is done into the objective of the workforce planning which in this respect is dependent on the objective of the business plans. A plan by the organization to increase its productivity or sales will for instance influence the workforce plan to increase the number of employees in the respective departments of production or sales. After the metrics of the workforce environment is taken into consideration, a human resource objective is set. The objective will both be quantitative and qualitative to express the value and efficiency to be achieved by the workforce plan. Again the achievement of the workforce objectives is as well achievement of the entire business plan. Planning is then done on human resource. The planning stipulates the roles of individual parties to the planning as well as the timing of activities to be carried out. The process of workforce planning is therefore an outline of how workforce policies and procedures are to be integrated into a business plan and how the policies and procedures are to be implemented into the workforce (Jackson, 2009). The functions of the human resource management are to source, develop and maintain the productivity of employees of an organization. The human resource department, therefore, following its organization’s business plan, carries out its qualitative and quantitative surveys to determine the business’ need for workforce. Workforce planning makes sure that the organization gets the workforce that it requires in terms of qualifications, number and time period. According to Jackso n et al (2009), the alignment of business planning and workforce planning have increasingly been enhanced over the past years. The human resource managers are currently being incorporated in the planning activities for their organizations as well as other departments in organizations. The authors further established that human resource management is being incorporated in a variety of aspects in an organization. Some of the aspects include: Development of business goals, creating strategies and processes to drive business results, alignment of business goals, implementation of strategies and processes to drive business results, creating and implementation of business strategies among others. (Jackson et al, 2009, p. 1) In its evaluation and assessment of internal and external environments of an organization, workforce planning looks into factors such as â€Å"economic globalization, labor markets and legal institutions† (Jackson et al, 2009, p. 1) among other factors. The work force planning team therefore determines and communicates the possible effects of these environmental changes to an organization. It then helps an organization in planning to adjust to these changes (Jackson et al., 2009). Erasmus et al (2003) on the other hand argued that effectiveness of a workforce plan depends on the business plan and the mission statement of a particular institution. The workforce planning relies on the business plan from which it plans and addresses the workforce needs of the organization. The workforce planning and implementation which forms the structure of an organization is always a reflection of the business plan due to its scope that determines the number and category of people to be employed into the organization’s system. Some of the benefits of workforce planning include: planning to ensure that labor costs are maintained at the lowest cost possible while the human resource supply is kept sufficient for the organization’s operations impr ovement of the general business plan (Erasmus et al., 2003). Important Factors Considered when developing a Recruiting Policy The recruitment policy is an outline developed by the human resource management relating to the process of recruiting employees. The policy describes the requirements for a person to be recruited into the organization and can sometimes include issues related to gender or marginalized groups. The recruitment policy is an important document to both the human resource management and the organization’s management as it is a determinant in the achievement of the goals and purpose for which the recruitment is to be made. The important factors that affect an organization’s recruitment policy can either be internal or external factors. One of the important factors considered when developing a recruitment policy is the human resource policy of the parent organization. The human resource policy of an organization normally outlines the guidelines for all a spects of human resource activities. This means that the human resource policy outlines aspects of recruiting, modeling and keeping employees among other things. The human resource policy is, therefore, an important factor for consideration when developing a recruitment policy to avoid conflicting of policies within an organization. Another factor to be considered in developing a recruitment policy is the nature and type of the vacancy to be filled. The nature and type of vacancy may relate to the administrative level to be filled in the structure of the organization, the type of vacancy to be filled and even the number of vacancies. The administrative level of the vacancy for example will outline the recruiting process and policy. Filling the vacancy of an organization’s top manager for instance requires a lot of skills, expertise and experience due to its sensitivity in the organization’s decision making. A recruitment policy that is extensive will therefore be adopt ed to widen the recruitment scope so as to increase chances of getting the finest candidate for the job. A lower position in an organization could on the other hand adopt a very simple policy for recruiting a local resident of the region. The number of vacancies to be filled also determines the recruitment policies to be formulated. Recruiting for a single vacancy may enlist a single panel and process policy while a large number of vacancies may call for the decentralization of the recruitment process to departmental levels of the organization (Durai, 2010). The main objective of the recruitment process is to source for applicants to fill a vacancy. The recruitment policy must therefore ensure that the process will bring on board a sufficient number of job seekers from whom the organization can select the individuals to employ. The reputation of the organization plays a very critical role in attracting applicants. An organization with outstanding reputation in its human resource man agement in terms of remunerations, benefits, security among other factors will easily attract applicants as compared to an organization that lacks the confidence and good will of the pool of job seekers. A simple recruitment policy will for instance be sufficient for a reputable institution while the organization that lacks confidence and goodwill of the job seekers may be forced to make extra efforts to attract applicants. Conventional practices and organizational culture is another internal factor that affects the recruitment policy of an organization. An organization’s human resource management will tend to follow its traditional practices in recruiting unless the practices have proved inefficient. A consideration is therefore given to the conventional recruitment practices before formulating a recruitment policy as it provides a basis for identifying the successes and weaknesses of past policies (Durai, 2010). External factors to be considered when developing a recruitmen t policy include the nature of the labor market, legislative provisions on labor recruitment as well as the socios of relatively regulated markets included markets in countries like France and Italy while the relatively liberalized markets included United States and Australia. Another effect of change in products and service markets that affects the relation between labor and management is the impact of market regulations on income inequality (OECD, n.d.). References ADOA. (2003). Assessment centre related exercises. Staffing and Recruitment. Retrieved from: hr.state.az.us/staffingandrecruitment/assessmentcenterrelatedexercises.htm Coffee, K. (n.d.). Assessment Centres. Google Documents. Retrieved from: https://www.google.com/url?sa=tsource=webcd=2ved=0CB4QFjABurl=http%3A%2F%2Fwww.spb.ca.gov%2FWorkArea%2Fdownloadasset.aspx%3Fid%3D2534rct=jq=advantages%20and%20disadvantages%20of%20assessment%20centersei=4U-ATayYEYSHhQeNw9ilBwusg=AFQjCNFqqz26QE9w7nnHGf9tXf_0ceT3sgcad=rja Durai, G. (20 10). Human resource management. Noida, India: Pearson Education India Globler, A and Warnich, S. (2005). Human Resource Management in South Africa. New York, NY: Cengage Learning. Gwartney et al. (2008). Economics: Private and Public Choice. New York, NY: Cengage Learning Hale, D. (2010). The Assessment Centre Hand book for Police and Fire Personnel. New York, NY: Charles Thomas Publisher. Jackson, et al. (2009). Managing Human Resources. New York, NY: Cengage Learning. Justice. (n.d.). Employee Assistance Program. Justice. Retrieved from: justice.qld.gov.au/__data/assets/pdf_file/0015/21453/policy-employee-assistance-program.pdf Labor. (2004). Voices of Canadians. Seeking Work-Life Balance Retrieved from: hrsdc.gc.ca/eng/lp/spila/wlb/vcswlb/05table_of_contents.shtml , Myers, W. (2003). 2004 U. S. Master Human Resource Guide. Chicago: CCH Incorporated. OECD. (n.d.). The Cross-Market Effects Of Product And Labour Market Policies. OECD. Retrieved from: oecd.org/dataoecd/8/46/2730792.p df Sims, R. (2007). Human resource management: contemporary issues, challenges, and opportunities. New York, NY: IAP. Wallace, K. (2007). Creating an Effective New Employee Orientation Program. Google Documents. Retrieved from: https://www.google.com/url?sa=tsource=webcd=7ved=0CD8QFjAGurl=http%3A%2F%2Fjournals.tdl.org%2Fllm%2Farticle%2Fdownload%2F1802%2F1077rct=jq=MANAGING%20NEW%20EMPLOYEE%20ORIENTATION%20TO%20CREATE%20MAXIMUM%20POSITIVE%20IMPACTSei=5FaATYjgIpyqhAfT3uGtBwusg=AFQjCNGtNE8u_5zDCXHLeagVYGnCZJqdfAcad=rja

What are flexible HRM practices To what extent do such practices mark Essay

What are flexible HRM practices To what extent do such practices mark a break from Fordism and the era of mass production - Essay Example These negative features include hierarchy, standardization and an inward focus. This paper will discuss to what extent flexible HRM practices mark a break from Fordism and the era of mass production. The word flexibility itself means differently to different people. Having an employee-centered approach, not being authoritative, being anti-hierarchical, persuasive, or even empowering and considering the employees as equal stakeholders are some of the ways that ‘flexibility’ has been defined (Caldwell). Hence ‘flexible HRM is not a norm which firms follow. It is a state of mind, and the practice itself varies from firm to firm. Within an organization also, flexibility provokes mixed reaction. While some consider flexibility an employee problem, the senior management thinks of it as a cost cutting strategy. The flexible approach has also led to the evolution of self-managed teams who work closely together to achieve greater horizontal coordination across organizational divisions. Marlow (1997) contends that in the UK few HRM initiatives that are being adopted are aimed at raising employee productivity without the return of rewards. Marlow further cites that the destruction of traditional style industrial relations and the lack of industrial policy articulated by the state have led to neo-Fordism. Hence, the flexible HR practices are used to induce the labor into higher productivity. It does not form a part of the larger process of post-Fordism. Since these are not supported by technology and training, these practices become unsustainable. Further arguments arise that flexible HR practices arise due to market volatility and labour weakness, and not due to sophisticated approach to labour management. While the Fordist regime may have had structural deficiencies, flexible HR practices will lead to difficulties in attracting, gaining and retaining a skilled workforce (Fuchs, 2002). Although employees are considered to

Write a 4 page essay based on the question provided - 1

Write a 4 page based on the question provided - Essay Example Traditional dating was when a man asked a woman out several days prior to the day they were supposed to go dating if she was interested. The innovations made dating more casual that it was before. However, the question that bugs many people is; are hookups good or bad for women’s rights? According to England and Thomas, hook ups are when two people go out dancing, for movies and later on retire to a more private place for sexual encounters. Such encounters are aided with a lot of drinking (143). From the research that was carried out, more men enjoyed hookups than women did. The rates of satisfaction in women were low and many were not happy with their en counters. Many of the men hooked up with women that they had never seen before and in the morning, they could not remember their partners (144) Taking to perspective the fragile nature of the women emotions, it is then appropriate to say that hook ups are not in the best interests of the women. Many of the women leave the encounters emotionally bruised and the fact that they have not achieved the intended felling’s makes it more frustrating for women (147). As much as there is dating, hooking up or any other form of interaction people need to live together. This is what is called cohabitation; a living arrangement that is facilitated by agreement between two parties. Mostly this happens in members of the opposite sex. According to Casper and Bianch, the increase in heterosexual cohabitation has led to delayed marriages and an increase in divorce and caused one of the most significant changes in family life, as we have known it (153). It is believed that cohabitation had decreased the committed that is associated with marriage. Marriage used to be the foundation of sexual relations, living together among many other family related matters (153). Today people are joining up to live together without even being married. They are having children and even giving

Strategy in action Essay Example | Topics and Well Written Essays - 1500 words

Strategy in action - Essay Example Despite the challenge, interventions have been developed to help in organization of knowledge especially based on new technologies. Knowledge management systems have been embraced by many organizations in an effort to ensure that the dynamics of knowledge are controlled. Researchers have developed divergent views concerning knowledge management. They attribute it to performance, market share, competitive advantage, market positioning, and sustainability of the organization. Despite all these benefits, knowledge management is seen as a thorn in the flesh of large and complex organizations. Large and complex organizations depict complexities and bureaucracy in the management of knowledge. The management of knowledge in large and complex organizations is a tedious process that involves a number of processes, usually involving several people. The involvements of many people in the process create a scenario where knowledge does not reach on time or is corrupted in the process. In order for any knowledge to be approved from the lower cadres to the management of an organization, there is likelihood of conflicts based on the influence of decisions made. According to Franz et al (2002), knowledge ‘islands’ are inevitable in large organizations where there are parities in the knowledge that is embraced by a given group based on common aspects such as being in the same office, department or team. It is noteworthy that the organization has to share common goals; hence, the knowledge at their disposal should ideally be similar. However, complex organizations may serv e different purposes, which may require them to adopt some knowledge that varies from the other teams. The management of knowledge in large organizations is cumbersome based on the view that knowledge can occur in various forms. As well put by Nonaka and Takeuchi (1995, p.9) in their model, there are two types of knowledge.

Aviation Memory and Cognition Research Proposal

Aviation Memory and Cognition - Research Proposal Example Similarly, the National Transportation Safety Board (NTSB) found that on June 19, 2011 two aircrafts came â€Å"within 300 feet of each other† (à ir’, 2012). Cessna 172 and ExpressJet that was carrying 53 people failed to identify a conflict regardless of the fact that they were both connected with the radio traffic control. The Federal Aviation Authority (FAA) found that the controller who was on duty on the tower had a negative history of â€Å"professional deficiencies† with countless events where he disobeyed the standard procedures checklist that has to be followed at all times (‘Air’, 2012). This research paper aims to propose an investigative study to identify the factors that give rise to near-miss events by the ATCOs and how memory losses increases the number of near-miss incidents. The primary purpose of conducting this research is to bring to light the issue of near-miss by the ATCOs and the various factors that give rise to near-miss situations. This research proposal will provide a brief literature review on the topic, methodology, research design, expected outcome of the proposed research. Nashef (2003) highlighted that the concept of near-miss in air traffic control services refers to the loss of separation between two aircrafts in the air which if not prevent would lead to mid-air collision. Therefore, a near-miss is the situation in which the two aircrafts came very close to each other but did not collide. Nashef (2003) has categorized near-miss situations in three types, namely: Type 1, Type 2 and Type 3. Type 1 near miss is one where the incident has occurred and the installed system in the aircrafts successfully detected and corrected the situation. It worked as it was planned to work and therefore, no harm was actually done. Type 2 near miss is one where the incident occurred but one or more of the installed system in the aircraft actually failed to detect the loss of

Lissez-Faire Economy and Functions of Government Coursework

Lissez-Faire Economy and Functions of Government - Coursework Example Laissez-faire economy holds the characteristics of a free market economy which supports the idea of working for private interests. This creates a ground for innovation and creativity to blend into an economy and work in the most efficient manner. In a laissez-faire economy, since there is no government intervention, price determination is done by the market forces of demand and supply and there are no regulations to be followed which are set by the government in a command economy. In such an economy, the producers are profit motivated which boosts up entrepreneurial mindset (Sloman, 2007). The following diagram shows the market forces of demand and supply: Adam Smith, who is regarded as â€Å"the father of modern day economics†, supported the idea of a laissez-faire economy and boosted its importance and significance into the course of history. He referred to ‘the invisible hand’ that regulates the well being of an economy, and consequently, since everybody works for self interest, it benefits the economy as a whole. However, Adam Smith himself supported the idea of government intervention up to a certain extent. The United States of America is a good example where a â€Å"laissez-faire† economy was under practice for a certain period of time. â€Å"Laissez-faire† gained popularity in America because of Adam Smith’s opinions that the government should not indulge too much in the running of economic activities. There existed a greater quantity of conservatives who thought that when government intervened, it was imposing too many regulations. Except the help of government in establishing the railroad system in the 19th century, the state did not intervene much into the decision making of the country. There was existence of private ownership of businesses until the economic system of USA started altering after the Great Depression. There was a great incentive of innovation and people constantly worked in their self interest . The state started intervening to reduce the concentration of businesses and to eradicate monopolies. Before that the state did not interfere in resource allocation of the country and the matters did start deteriorating. Private businesses which were on a large scale started victimizing the small firms and created monopolies. There was a need for government regulation and thus government started stepping in the matters of decision making. Today’s economies have evolved from historical economies and differ in nature and characteristics. In earlier times, government intervened a little too less into how an economic system was supposed to be established. Today’s economies support government intervention and mixed economies have come into existence. A government has vital roles to play and has proved to be beneficial at certain times. A government aims to provide the basic necessities that people or a country require. Its primary aim is to provide security and defense to guard the country against external threat. This enables the people to live in peace and carry out economic activities in the most efficient manner. Also, the government is there to serve justice to people and prevent any illegal activities to take place. But sometimes it pays too much attention on providing security and defense which results in suppression of creativity or innovation that could have resulted in entrepreneurial activities. A government

The Olympic Games will be held in Britain this summer. Is this all Essay

The Olympic Games will be held in Britain this summer. Is this all good news What might be the objections to hosting this event - Essay Example Beijing Olympics is believed to be the best Olympics held in the history. Britain wanted to conduct the coming Olympics even better. The competition between host nations caused huge financial burdens upon the host nations. â€Å"London’s Olympics has become the subject of fierce debate four years before the torch is even lit. Time Out explores the pros and cons of the 2012 Games, arguing that the event will significantly boost the capital and the nation†(Hodges, 2012). Many people already questioned the logic of spending too much money for London Olympics, especially at a period in which Britain is struggling to revive its economy. It should be noted that recent recession caused huge damages to British economy and Olympics like expensive events may worsen the problem further. This paper argues against spending too much money for London Olympics. Hosting is very expensive. In recent times the Olympics have never made a direct profit. The bidding process alone for 2012 will cost each bidding city around  £20m and whichever is selected will expect to pay at least  £6.5bn (Paris). With increased security fears Athens spent $1.5bn on security out of a total of $12bn on the 2004 games. The burden of this cost falls on government (and therefore the taxpayer), companies and individuals. Both Paris and London’s local governments have put aside around  £2.4bn which will mean  £20 per year extra in tax for every household in the cities (Bailey, 2008). Some of the recent reports showed that the total expenditure of London Olympics may cross even 9.3 billion pounds ($13.54 billion). It should be noted that many people in Britain are currently struggling because of the negative impacts of recent recession. The organizers of London Olympics are of the view that Olympics may stimulate the country’s economy. In their opinion, tourism revenues could be increased a lot as result of London Olympics. But, they are keeping a blind eye towards the fact

Aviation Memory and Cognition Research Proposal

Aviation Memory and Cognition - Research Proposal Example Similarly, the National Transportation Safety Board (NTSB) found that on June 19, 2011 two aircrafts came â€Å"within 300 feet of each other† (à ir’, 2012). Cessna 172 and ExpressJet that was carrying 53 people failed to identify a conflict regardless of the fact that they were both connected with the radio traffic control. The Federal Aviation Authority (FAA) found that the controller who was on duty on the tower had a negative history of â€Å"professional deficiencies† with countless events where he disobeyed the standard procedures checklist that has to be followed at all times (‘Air’, 2012). This research paper aims to propose an investigative study to identify the factors that give rise to near-miss events by the ATCOs and how memory losses increases the number of near-miss incidents. The primary purpose of conducting this research is to bring to light the issue of near-miss by the ATCOs and the various factors that give rise to near-miss situations. This research proposal will provide a brief literature review on the topic, methodology, research design, expected outcome of the proposed research. Nashef (2003) highlighted that the concept of near-miss in air traffic control services refers to the loss of separation between two aircrafts in the air which if not prevent would lead to mid-air collision. Therefore, a near-miss is the situation in which the two aircrafts came very close to each other but did not collide. Nashef (2003) has categorized near-miss situations in three types, namely: Type 1, Type 2 and Type 3. Type 1 near miss is one where the incident has occurred and the installed system in the aircrafts successfully detected and corrected the situation. It worked as it was planned to work and therefore, no harm was actually done. Type 2 near miss is one where the incident occurred but one or more of the installed system in the aircraft actually failed to detect the loss of

The Olympic Games will be held in Britain this summer. Is this all Essay

The Olympic Games will be held in Britain this summer. Is this all good news What might be the objections to hosting this event - Essay Example Beijing Olympics is believed to be the best Olympics held in the history. Britain wanted to conduct the coming Olympics even better. The competition between host nations caused huge financial burdens upon the host nations. â€Å"London’s Olympics has become the subject of fierce debate four years before the torch is even lit. Time Out explores the pros and cons of the 2012 Games, arguing that the event will significantly boost the capital and the nation†(Hodges, 2012). Many people already questioned the logic of spending too much money for London Olympics, especially at a period in which Britain is struggling to revive its economy. It should be noted that recent recession caused huge damages to British economy and Olympics like expensive events may worsen the problem further. This paper argues against spending too much money for London Olympics. Hosting is very expensive. In recent times the Olympics have never made a direct profit. The bidding process alone for 2012 will cost each bidding city around  £20m and whichever is selected will expect to pay at least  £6.5bn (Paris). With increased security fears Athens spent $1.5bn on security out of a total of $12bn on the 2004 games. The burden of this cost falls on government (and therefore the taxpayer), companies and individuals. Both Paris and London’s local governments have put aside around  £2.4bn which will mean  £20 per year extra in tax for every household in the cities (Bailey, 2008). Some of the recent reports showed that the total expenditure of London Olympics may cross even 9.3 billion pounds ($13.54 billion). It should be noted that many people in Britain are currently struggling because of the negative impacts of recent recession. The organizers of London Olympics are of the view that Olympics may stimulate the country’s economy. In their opinion, tourism revenues could be increased a lot as result of London Olympics. But, they are keeping a blind eye towards the fact

Paul’s Teachings Essay Example for Free

Paul’s Teachings Essay 1. Essay on the Epistle to the Galatians The New Testament Book Epistle to the Galatians is ascribed by the Catholic Church to St. Paul but now believed to be written by early Christian missionary Paul of Tarsus to the early Christian communities in Galatia, then a Roman province. It was an intensely personal letter wherein Paul primarily tackled the circumcision issue during those early days of Christianity. The issue of circumcising Gentile converts, considered to be culturally offensive to Romans, was then being hotly debated. In the Epistle, Paul cautions against the introduction of Jewish practices, such as circumcision, into the community of Christians. The circumcision debate written in Galatians was important for St. Paul because he wanted to point out to the Gentiles that the prescriptions that regulated the day-to-day lives of the Jews under the Law of Moses are meant to lead men to salvation through Christ. Some Galatian converts or Judaizers at that time insisted that observance of the Law, including circumcision, abstinence and certain ritual purifications, was prerequisite to being good or perfect Christians. During the Old Testament, circumcision served as a mans public pledge to the complete observance of Mosaic Law. In Pauls argument against circumcision, he mentions Old Testament figures such as Abraham, Isaac, Ishmael, Sarah and Hagar in order to explain and illustrate what it means to follow Gods advice ( 4:21, Galatians). Using the story of the birth of Isaac and Ishmael, Paul stresses that Christians should genuinely believe and follow all of Gods advise, not only religious traditions but more so, following the examples of Christ. In addressing the circumcision issue in the Epistle, Paul thereby explains that by itself, the Mosaic Law had no power to save because salvation needs individual faith and the grace of Jesus. 2. Essay on the Books of Timothy I, Timothy II and Titus The New Testament Books First Epistle to Timothy, Second Epistle to Timothy and Epistle to Titus are three Pastoral Epistles attributed to St. Paul but now believed to be from Paul of Tarsus. They are collectively termed as the Pastoral Epistles chiefly because the letters are addressed to pastors or heads of the early Church regarding proper handling of the ministry. Together, the Epistles instruct the Bishop Timothy and the Christian worker Titus on the general principles regarding community order and faith. Specifically, the greater part of the Timothy I is devoted to instructions on the proper ordering of Christian community life for it to function smoothly. It also admonishes Timothy on the duties of the bishops and deacons in terms of preaching, praying in public and care for the Church members. Timothy II, on the other stresses the faithful dispensing of the responsibilities by church leaders and provides encouragement to the Bishop. The Pastoral Epistles talk of the proper conduct of both men and women; proper behavior when inside the Church; respect for old and young people; treatment of elderly and rules for the enrollment of widows and other prescriptions for good and Christian behavior. They also talk of how to remain steadfast in faith by rejecting false teachings and safeguarding the truths in the Church. Such is a suggestion of the pressures against and the corresponding struggles to strengthen the faith within the community. The administrative activities, especially as found in Timothy I tell us that the early Church then was already, or at least beginning to be, structured and orderly and made up of united members. This is seen, for one, in the discussion on the selection of church leaders. These three Epistles definitely communicate to us the difficulties of the early Church. The part in Timothy II wherein Paul exhorted the Bishop to be patient in the face of persecution is best illustrates the serious problems they encountered. The recommendations in the Timothy I and Titus regarding the kind of character needed for the leaders of the Church suggest the earnest efforts to build and fortify what we know now to be a heavily challenged Church back then. In gist, Timothy I and II and Titus portray the picture of the Christian community during the incipient period of the Church. The Books show that times were hard but that the early Christians, herein guided by Paul, mustered their faith and effort for the ministry.

Impact of Retention Rate on KFC

Impact of Retention Rate on KFC KFC is one of the busiest fast food industries in UK and it is based in USA. KFC has big market share in UK. KFC provides training and good career path to its employees. KFC faces problems to meet business objectives, increasing customer satisfaction. To overcome difficulties and increasing organizational performances KFC wants to finds out the impact of retention rate on organizational performance. This is one month survey conducting with KFC employees and various secondary resources. Various articles, journals, newspaper and magazines have been collected to find out the information on motivation and organizational performance. 30 employees have been communicated via email to collect primary data. The primary and secondary data show that motivation has major impact on organizational performance. If organization can motivated its employees then performance of employees with a high volume. Employees attitude towards motivation is very positive. Employees want motivation rather than an y other things. From the research it is clear that if KFC can improves its motivational strategy it can increase its organization performance. Impact of Retention Rate on Organizational Performance 2. INTRODUCTION Employee retention is a process through which the organization can keep its employees with a certain period of time. Retention is good for both employee and organization. The objectives of the research are about employees retention and organizational performance. Beginning of the research paper describes briefly about the research topic. It has three different parts. The paper is started by pointing out the research topic and its impact. After that the main parts are discussed. Among the three main parts the initial one is Research Proposal. The research proposal starts with the hypothesis. After selecting hypothesis the research proposal describe briefly about the organization. After that the research proposal describes about the context and rational, reason for research, aim, objectives, literature review, methodology, resources and action plan. The next part of the research is Actual Research. It has research design, data collection, and data analysis. The ending part of the research is Presentation and Evaluation. It is about the analysis of findings, methodology evaluation, conclusion and recommendation. The references, bibliography and appendix are also included with the research. 3. RESEARCH PROPOSAL 3.1 Hypothesis If retention rate is related to organizational performance, than by increasing employees retention rate will increases organizational performance. 3.2 Background Theory Employee retention is the main concern of almost all of the organizations. Basically, small businesses suffer more because of employees high expectation. There are many firms; offer little benefits last 10 years or so. Now-a-days employees need and wants growing every day. Employees want more than their salary. As a result employee turnover is increasing. On the other side the importance of retention become very important for every organization. (Kim McLean, 2008). Employee retention always increases organizational performances. Retention also encourages current employees to remain with the organization. Long term service of employees means they are efficient and effective to their job duties. Again they know very well how to job done. On the other side retention can save several costs to the organization. Such as, hiring cost, training cost, productivity lost, replacement cost and efficiency cost. (Workforce Planning for Wisconsin State Government, 2005). Employee retention has seve ral benefit but employees turnovers has several disadvantages. Some of the article shows that, turnover is a silent but significant profit killer. (Kottolli, 2010). 3.3 Brief Summary to the Organisation KFC is one of the busiest fast food industries in UK and it is based in USA. KFC has big market share in UK. KFC provides training and good career path to its employees. The company was founded as Kentucky Fried Chicken byÂÂ  ColonelÂÂ  Harland SandersÂÂ  in 1952. At present KFC have more than 24,000 employees. KFC operates all over the world and its main business trend is Halal food. 3.4 Context and Rational 3.4.1 Problems Faced by KFC Today KFC faces some problem with its employees turnover. Employees do not paying attention to their job duties. They turn up late and try to go home early. They are not very active as they used to in 2008. Customers often complain to the manager that, employees are serving very late. They are more concentrated in gossiping with each others. Some of the KFC stores take 5 to 10 minute to serve customer even though there is only one customer. Some employees are giving resignation without having informed. Due to frequent change of employees, customer dissatisfaction is growing day by day. Lack of concentration of employees and their carelessness shows that employees are not loyal to KFC. Sometimes managers also support employees and careless about KFC code of conducts. 3.4.2 Reasons for the Research KFC undertakes the research to find the ways retain its employees. Employees turnover is growing day by day. KFC wants to keeps its employees in order to provide high level of customer service. KFC also wants to reduce the cost of hiring, training and efficient cost. If employees turnover rate decreases KFC can increase its market share. Also it is possible for KFC to increase its customer satisfaction and bring back previous business reputation. 3.5 Aim The aim of the research is to discover the impact of employees retention rate on organizational performance. 3.6 Objectives A list of the objectives of the research has given below: To reduce employee turnover To increase customer satisfaction To increase employee satisfaction 3.7 Literature Review According to Robert L. Mathis, John H. Jackson in their book, Retention of human resources must be viewed as a strategic business issue. Retention of employees has several benefits and advantages. Employees are getting high level skills when they working same environment for long period of time. But, the result of employees turnover is vital for the company. If an efficient employee gives resign company need to appoint new people. The new employee is not efficient and cannot provide satisfactory level customer service. That cost higher for the company. To support employee retention an article can help further. The world leading company shows high level of employee retention programme. As a result employees are providing high level service and working hard for the organization. Anne bruce (2006), described in his article, ÂÂ  how to motivate every employee. He also described, how Google manage its employees retain with its. He described that, like at Google, one of the webs most successful and growing search engines. Here employees play roller hockey during work hours, bring their dogs to work, and eat lunch and the company cafe. The result? Employees work long, hard hours and love their jobs. Again, survey and research on employee retention is an issue since the early age of industry revolution. A survey takes place in 1980. The focus of the survey was on the employee retention. The survey demonstrated that, people want more from work than money. An early study of thousands of workers and managers by the American Psychological Association clearly demonstrated this. While managers predicted the most important motivational aspect of work for people would be money, personal time and attention from the supervisor was cited by workers as most rewarding for them at work. In a recent Workforce article, The Ten Ironies of Motivation, reward and recognition guru, Bob Nelson, says, More than anything else, employees want to be valued for a job well done by those they hold in high esteem. He adds that people want to be treated as if they are adult human beings. Another article shows described that, We knew from past experience that Love2reward offered a great product and service (for our employee retention scheme). Its all about giving our team what they want, and feedback tells us that weve got it rightÂÂ  Pizza Express UK. 3.8 Methodology 3.8.1 Chosen Methodology It is easy and very reliable to use qualitative and quantitative methods together. There is a method that gives chance to use qualitative and quantitative methods together and it is, Triangulation of Positivistic and Phenomenological Paradigms. For this research the Triangulation of Positivistic and Phenomenological Paradigms is selected as methodology. Triangulation of Positivistic and Phenomenological Paradigms uses both quantitative and qualitative methods for this research. 3.8.2 Evaluation of Methodology The methodology is very effective for the research as it uses both qualitative and quantitative methods at the same time. If the results of two methods are same, then the result of the research will consistent. Again the methodology of the research collects data from secondary sources and primary sources as well. It has no chance to gives a false result. Therefore the methodology is very effective for the research. 3.8.3 Limitations of Methodology The methodology uses two methods at the same times. This is the main limitation of the research. Because, the variation of results of two methods make the whole research value less. Again, in case of different result from the two methods, the research needs to do again. It is very costly and time consuming. The methodology has other some other limitations two. It uses two methods. But it is very difficult to select two methods for one research. 3.9 Resources A short list of the resources has provided below: Computer with the Internet connection Internet for articles and journals Books and articles Library access for recent magazines and newspapers 3.10 Action Plan A Gantt chart has prepared for the action plan. The Gantt chart is included in the appendix section. 4. ACTUAL RESEARCH 4.1 Research Design 4.1.1 Step-by-step Design Stage 1: Define Research Topic and Describe Research ProposalThe step-by-step research design has shown below: Stage 2: Extensive Research on Literature Stage 3: Find out suitable methodology and creating research plan Stage 4: Secondary and Primary Data Collection Stage 5: Qualitative and Quantitative Data Analysis Stage 6: Evaluation and Presentation of findings Fig: Flow Chart for research design 4.1.2 Step-by-step Explanation Stage 1: Research Proposal Topic is the main subject of any research. Identify a suitable research topic is very difficult task. The topic needs to support by various secondary sources of data. After selecting topic a research proposal is essential. This two are the most important task for any research. It is assume that 6 days are enough for the first stage of the research. Stage 2: Extensive Research on Literature It is the most important part as all the supported evidences are collected from Literature review. Among several literatures the most related 5 or seven literatures need to select and then make a research on the literature. It is assume that 3 days are enough for this stage. Stage 3: Find Suitable Research Methodology and Creating Research Plan As the whole research is depend on the research design it is need to carefully create. All tasks follow the research methodology and the research plan. It is assume that 4 days are enough for this stage. Stage 4: Secondary and Primary Data Collection Data collection is the most important part of the research. For this research primary and secondary data need to collect. It is assume that 7 days are enough for this stage. Stage 5: Qualitative and Quantitative Data Analysis The result of the research depends on data analysis. Both qualitative and quantitative data need to analysis for the result of the research. It is assume that 4 days are enough for this stage. Stage 6: Presentation and evaluation of findings Analysed data is very easy to evaluate and presented. It is assume that 5 days are enough for the presentation and evaluation of data. 4.2 Data Collection 4.2.1 Secondary Data Collection Secondary data is collected throughout the Internet research, using company record, articles, journals, books and web pages. In this section the topic related data is selected and summaries all of them. The data sources are given below: Turnover is a silent but significant profit killer. By Arun Kottolli (2010), Employee Turnover Kills Profits. Keeping good employees is a challenge that all organizations share and it becomes even more difficult as labour markets tighten, by Robert L. Mathis and John H. Jackson. (2008:76), Human Resources Management Retention of human resources must be viewed as a strategic business issue by Anne Bruce, How to motivate every employee Nelson (2003) writes in The Ten Ironies of Motivation that, I have known for yearsthat money isnt everything when it comes to employment Employee retention is most critical issue facing corporate leaders as a result of the shortage of skilled labour, economic growth and employee turnover By www.retentionconnection.com For service-orientedÂÂ  careersÂÂ  such as account management andÂÂ  customer service, high turnover can lead to customer dissatisfaction. By Shelley Moore (2010) The above resources give qualitative data about the retention and organizational performance. From the data it is found that retention can change trend of employee turnover form any company. Retention makes employees motivate. It also brings job satisfaction. It gives clear definition of job responsibilities. The motivated and satisfied employees provide high level customer service. The high level customer service increase organizational performance. On the other hand employee turnover show negative impact to company. The results are hiring cost, training cost, efficiency cost and much other cost. The collection of secondary initially shows that there is a relationship between employee turnover and organizational performance. If employees retention increases then organizational performance also increases. If employee performance decreases then organizational performance also decreases. 4.2.2 Primary Data Collection The questioner method has been used to collect primary data. The primary data is collected by sending e-mail to 30 employees who are working KFC. A total of 10 questions have been set for every employee. From their response and activeness it is found that employees are more concern about retention that any other thing. The primary data initially shows that retention play a major role in organizational performance. Organizational performance will increase if retention increases for the organization. 4.3 Data Analysis 4.3.1 Qualitative Data Analysis Quantitative data collection is very critical task. Here some basic criteria are essential to follow. The analysis of data need to be valid, reliable, fair and must be follows some ethical issues. Valid: All the secondary data are valid. They have strong relationship with the subjects matter. They show the relation between employee retention and organizational performance. Again, all data shows the effect of employee performance. Some of the articles show the survey and research has been taking in order to decrease turnover. It is clear from the initial research that all secondary data are valid. Reliable: Qualitative data has been taken from various reliable sources. Books, articles, journals, and web pages are used to collect qualitative data. Qualitative data also collected from a sample of 30 employees. They provide qualitative data by their questions answer. Fair: Data are directly taken from sources. No modification has occurred while taking data from its sources. No data has been taken in order to support the hypothesis. Ethical issues: Qualitative data collection follows a set of agreed policies, such as literature review, secondary data collection, primary data collection. Data is not modified of misinterpret by any one. While collecting and using data permission from the authority has been taken carefully. In case of web based data, the sources are indicated very carefully. No influence has take place in order make the result of the research similar with qualitative and quantitative data. 4.3.2 Quantitative Data Analysis Quantitative data analysis follows a set of ethical issue. It also uses the valid, reliable and fair policies. Valid: All data are taken from current employer of KFC. Questioner has been set in a way that employees give answer along with their own feeling about retention and organizational performance. All the data related to the topic of the research. Reliable: Data are taken from KFC employees. They are not influence to give the answer. No suggestion has been provided them regarding the questioner. Employees are actively replay their answer and express their free thinking. So, data is reliable. Fair: No answer has been modified in order to get positive result. Participants are always free to replay the questioner. Answer from the questioner has been taken accurately. Ethical: Data was confidential. Only the researcher saw the data. Participants are not influenced participate the research. Participant privacy policy got priority. Data is not affected by anyone. Participate did not get reminder to replay the questioner. 5. PRESENTATION AND EVALUATION Analysis of Findings What is your job position? Reasons: Job position gives the overview about employees experience with the company. It also shows the time spent by employees within the organization. Majority Answer The majority answer was Team Members Conclusion Team members are can give the most recent experience about retention. They are worried about their job duties, getting promotion and other benefits. The sample group is the right one. Please indicate your work experience with KFC? Reasons: Job experiences show that the employees working life experience. Higher the job experiences higher the knowledge about retention. Majority Answer: The majority answer was 3 to 5 years experience Conclusion: The sample of 30 people, with 3 to 5 years experiences show that all employees are aware about employee retention policies. 5.1.3 What is the level of your job satisfaction? Reasons: Job satisfaction levels provide information about employees loyalty to the organization. Satisfied employees are happy with their retention and other policies. Majority Answer: The majority answer was satisfied. Conclusion: Satisfied employees are loyal to the company. They are happy with their retention and motivation policies. They can provide high level of performance in order increase organizational performance. How satisfied you with KFC? Reasons: This is similar to the prevision one. But, it takes the answer critically and specifically about the KFC. Majority Answer: The majority answer was Average. Conclusion: It is very difficult to distinguish the previous answer and present answer. Employees are satisfied with their job but not to KFC. Possibly, job satisfaction of KFC is good but some other policies are not good. How satisfied you with your Payment and other Benefits? Reasons: Payment and benefits is the indicators of employee satisfaction. If employees are satisfied with their payment and other benefits it will reduce employee turnover and increase organizational performances. Majority answer: The majority answer was average. Conclusion: KFC provides many benefits to its employees but the does not enough for employees satisfaction. The average level of job satisfaction shows that employee retention rate will decrease in KFC and its performance will decrease day by day. Do you satisfied with you promotion policy? Reasons: Promotion policies are major indicators of employee retention. If company have suitable promotion policy, employees are very active to meet the criteria to get promotion, as a result organizational performance increase. Majority Answer: The majority answer was average. Conclusion: The answer shows that KFC promotion policy is not good enough to meet its employee satisfaction. If employees are not satisfied with their promotion policy they cannot provide high level of customer service. That will affect organizational performance. If you get better chance to other company what will you do? Reason: This shows the loyalty to the organization. If employees are not loyal to the organization they not provide high level performance. As a result, organizational performance will decrease. Majority Answer: The majority answer was Quite the Company Conclusion: Employees want to quite the organization. KFC need to appoint new employees and level of its performance will decrease. What is your view about employee retention? Reason: It will help to find out employees personal view about retention policy. Majority Answer: The majority answer was very helpful Conclusion: If KFC take better retention policy employees will satisfied. They can help to increase company performance. If you will be promoted as a manager of a new opening store, what is your plan for long term and constant success for your organization? Reason: This question gives chance to employees to take decision about the improvement of company performance. Majority Answer: The majority answer was Retention Policy Conclusion: Most of the employees want to improve retention policy KFC has many employee employees development programmes for its business success. Which is most preferable to you? Reason: Find out the most preferable methods to keep employees and increase organizational performances. Majority Answer: The majority answer was Retention Policy Conclusion: Among all the development programs employees are like retention policy for the improvement of KFC performance. The result of this question indicates that KFC need to improve its retention policy in order to increase its performance. 5.2 Methodology Evaluation The selected methodology for the research is Triangulation of Positivistic and Phenomenological Paradigms. The methodology is best suited for the research as it is used two methods at the same times. The methodology is effective to find out the impact of retention on organizational performance. The data is collected by following a set of ethical rules. All the data are valid, reliable and fair. 5.3 Conclusions The research proves that retention has major impacts on organizational performance. Thus, the hypothesis is supported by the research. Finally it is found that if KFC develops better retention policies it can keep its employees. As a result KFC can increase it organizational performances. 5.4 Recommendations Although the sample of the research was only KFC employees, it can be used by any organization. Both qualitative and quantitative data shows that retention can increase organizational performance. The methodology has some limitation to. The data is collected from a sample of 30 people. Again, only KFC employees provide data. There is no way to make sure that the target employees have replayed back the questioner. Employee may not give the right answer. Though the limitation, this research can help further research in retention and organizational performance. All the resources have valid source identification. The final result of the research is retention rate can help the organization improves its performances. This research is made independently. As the hypothesis of this research is proved and this research is made only on fast food company(KFC) so other fast food companies like MacDonalds and Burger king, Subway can make use of the results of this report for the related featured problems and to improve their performances. Furthermore it is advised to KFC that it should focus on employees retention rate by using different tools for retention such as salary increase, bonuses, promotions and pension schemes. As this is identified that organizational performance is mostly depending on retention rate so company should take this matter seriously to enhance their organizational performance worldwide and to sustain their business profitability. Because of the limitation of methodology (qualitative and quantitative) in future they need to use one methodology so that they cannot find any conflicts by using two different methods and will research on more employees of KFC from different areas so that they can get more people point of view. REFERENCES Bruce, Anne. (2009:3-47), How to Motivate Every Employees, [online] Madison, USA: The McGraw-Hill. Available form: books.google.co.uk Last accessed 25th Oct 2010 Cooper, Evan. (2007).ÂÂ  Job Stickiness Employee Retention Rate.ÂÂ  [online].Available: http://www.morebusiness.com/running_your_business/management/d952374028.brc Last accessed 1oth Nov 2010ÂÂ   Gordon Barker, (2009) Challenging times require a different talent focus, Strategic HR Review, Vol. 8 Iss: 4, pp.24 28. [online], Available from: Emerald Group Publishing Limited. Last accessed 12th Nov 2010. Jammes Harris Group. (2010). How to Decrease Turnover and Increase Employee Retention.ÂÂ  CBS Interactive. 1 (1), p1-3. Kottolli, Arun . (2010).ÂÂ  Employee Turnover Kills Profit.ÂÂ  [online].Available: http://akottolli.spaces.live.com/blog/cns!7320740A5EA5572!177.entry. Last accessed 12th Oct 2010. Love2reward. (2009).ÂÂ  Employee Retention / Staff Retention.[online]. Available: http://www.love2reward.co.uk/rewards/solution-finder/employee-retention?sen=Googlelink=7id=311051gclid=CP_EzYzMraUCFVBO4QodhWq8Yg. Last accessed 12th Oct 2010. Nelson, B. (2010).ÂÂ  The Ten Ironies of Motivation.[online]ÂÂ  Available: http://www.cognitivehorizons.com/assignments/ED7672/weekFour.htm. Last accessed 20th Oct 2010. Robert L, Mathis. And John H, Jackson. (2008).ÂÂ  Human Resource Management [online].ÂÂ  Available: http://books.google.co.uk/books?id=_yCe7fiQbokCpg=PA74lpg=PA74dq=%E2%80%9CRetention+of+human+resources+must+be+viewed+as+a+strategic+business+issue%E2%80%9D+by+Robert+L.+Mathis,+John+H.+Jacksonsou. Last accessed 30th Oct 2010 retentionconnection.com. (2010).ÂÂ  Employee Retention: Vital Strategy.[online].Available: http://www.retentionconnection.com/. Last accessed 25thÂÂ  2010 Ross Blake. (2006).ÂÂ  Employee Retention: What Employee Turnover Really Costs Your Company.[online].ÂÂ  Available: http://www.webpronews.com/expertarticles/2006/07/24/employee-retention-what-employee-turnover-really-costs-your-company. Last accessed 30th Oct 2010. Shelley Moore. (2010).ÂÂ  The Effect of Employee Turnover.[online]ÂÂ  Available: http://www.ehow.com/facts_4866742_effects-employee-turnover.html. Last accessed 28th Oct 2010. Susan M. Heathfield. (2010).ÂÂ  Keep Your Best: Retention Tips.ÂÂ  [online].Available: http://humanresources.about.com/cs/retention/a/turnover.htm. Last accessed 29th Oct 2010. wfnetwork.bc.edu. (2007).ÂÂ  Definition of Retention.ÂÂ  [online].Available: http://wfnetwork.bc.edu/glossary_entry.php?term=Retention,%20Definition(s)%20ofarea=All. Last accessed 14th Oct 2010 Buchanan, D. Huczynski A, 2010.ÂÂ  Organizational Behaviour.ÂÂ  7th ed. England: Pearson. Lewis, R. 2007. Business, .England: Nelson Thornes Price,A .Human Resource Management in a business context.3rd ed. England: south-western Cengage learning Bloisi,w. Human resource management. England: McGrawHill education BIBLIOGRAPHY