Strategic Review Of Human Resource Management - 1337 Words

SECTION – B 1. a) Conducting a Strategic Review The Strategic Review of Human Resource Management (HRM) was endeavoured under the organization of the evaluation Office and the oversight of a Steering Committee drove by the representative Executive Director and including the Director of the Division of Human Resources. The study was driven by MANNET, a HR and definitive organization framework arranged in Geneva. The central request had a tendency to by the study was: The methods by which well is UNICEF managing and enhancing its human resource capacity to accomplish. The Review was composed in four stages: Rapid definitive examination to recognize lines of solicitation and questions. Staff audit on HRM drove by the Evaluation Office; Strategic structure for unblocking UNICEF s HR system so that significant and persisting change can be fulfilled, Catalytic steps perceived for each lever of advancement, with beginning b) Setting Out a Strategic HR Planning Key HR orchestrating is a basic section of key HR administration. It relates HR association effortlessly to the key game plan of your affiliation. Most mid- to extensive measured affiliations have a key plan that helpers them in viably meeting their missions. Affiliations routinely complete financial plans to ensure they finish definitive goals remembering workforce courses of action are not as general, they are practically as basic. For sure, even a little relationship with as few as 10 staff can develop a key plan toShow MoreRelatedStrategic Human Resources Management: a Review of the Literature and a Proposed Typology10855 Words   |  44 PagesStrategic Human Resources Management: A Review of the Literature and a Proposed Typology Cynthia A. Lengnick-Hall; Mark L. Lengnick-Hall The Academy of Management Review, Vol. 13, No. 3. (Jul., 1988), pp. 454-470. Stable URL: http://links.jstor.org/sici?sici=0363-7425%28198807%2913%3A3%3C454%3ASHRMAR%3E2.0.CO%3B2-0 The Academy of Management Review is currently published by Academy of Management. Your use of the JSTOR archive indicates your acceptance of JSTORs Terms and Conditions of Use, availableRead MoreStrategic Human Resources Management: a Review of the Literature and a Proposed Typology10845 Words   |  44 PagesStrategic Human Resources Management: A Review of the Literature and a Proposed Typology Cynthia A. Lengnick-Hall; Mark L. Lengnick-Hall The Academy of Management Review, Vol. 13, No. 3. (Jul., 1988), pp. 454-470. Stable URL: http://links.jstor.org/sici?sici=0363-7425%28198807%2913%3A3%3C454%3ASHRMAR%3E2.0.CO%3B2-0 The Academy of Management Review is currently published by Academy of Management. Your use of the JSTOR archive indicates your acceptance of JSTORs Terms and Conditions of Use, availableRead MoreThe Strategic Goals Of An Organization1602 Words   |  7 Pagesthe workforce as well as attempt to modify and reorganise cultural behaviours which can lead to organisational success. The behaviour, attitude and skills of employees must fit the strategic requirements of a company for it to develop a competitive advantage. However, maintaining a focus specifically on the strategic goals of an organisation has been criticised through some studies which suggest this may be detrimental to employees (Van Buren, Greenwood Sheehan 2011) In recent years there has beenRead MoreTable Of ContentsPrefacexiiiPART ONEThe Strategic Human1743 Words   |  7 PagesTable of Contents Preface xiii PART ONE The Strategic Human Resource Management Model 2 Chapter 1 Strategic Importance of Human Resource Management Chapter Objectives Challenges Facing Canadian Organizations Spotlight on Ethics: What Is a â€Å"Right† Behaviour? Objectives of Human Resource Management Strategic Human Resource Management The Organization of Human Resource Management The Human Resource Management Profession of the Future The Framework Used in This Book Spotlight on HRM: Will the 21stRead MoreAction Items, Milestones And Deadlines Essay976 Words   |  4 Pagesin this strategic plan it is essential to formulate specific steps for their fulfillment. Moreover, a strategic plan must include specific actions or action items, which must be carried out for the plan to be implemented (Pearce Robinson, 2013). Consequently, BJ’s action items for the implementation of this strategic plan must be accompanied by milestones. Managers must be aware that these milestones are deadlines or timelines for completion of the activities required for the strategic plan implementationRead MoreSummary of Human Resource Management1577 Words   |  7 Pagesvery important that human research management to transform from being primarily administrative and operational to strategic partner. The reason is it important is because the human resource department plays a crucial role in determining the culture of an organization. Human resources promote an d implement policies and procedures. The key areas are hiring practices, compensation, management relations and employee conduct and behavior. The decisions made by the human resources department will effectRead MoreHuman Resource Strategic Plan For The National Commission For Civic Education758 Words   |  4 PagesIMPLIMENTATION PLAN This study has gradually sort to develop a human resource strategic plan for the National Commission for Civic Education (NCCE). 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Some reasons why human resource departments choose to be strategic may be partly due to profit, perceptions, funding resources and the overall values of the company. First, â€Å"the concept of profitability is the primary driving force behind strategic management† (MayhewRead MoreHuman Resource Strategy : A Review992 Words   |  4 Pages Human Resource Strategy: A Review of the Literature Alyise Johnson University of Maryland University College April 27, 2015 Introduction Strategic Human Resource Management (SHRM) can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that fosters innovation, flexibility and competitive advantages. It is an approach to the development and implementation

School Readiness Is Becoming An Issue Of Concern Essay

In early childhood education, school readiness has been becoming an issue of concern. Early childhood educators have the responsibility to prepare the child to demonstrate certain skills, behaviour and abilities that are essential for getting them ‘ready’ and their ‘academic-success’. Children are prepared to excel in certain key areas of learning so that they can meet certain kindergarten standards and expectations of curriculum. The National Association for Young Children website (https://www.naeyc.org/files/naeyc/file/positions/Readiness.pdf) provides a definition of Readiness as, â€Å"School readiness involves more than just children. School readiness, in the broadest sense, is about children, families, early environments, schools, and communities. Children are not innately â€Å"ready† or â€Å"not ready† for school. Their skills and development are strongly influenced by their families and through their interactions with other people and environments before coming to school†. Interaction of children with their teachers, parents and surroundings provide enriched and learning experiences to the child that lays the groundwork for further learning and development. Although school readiness is a multi-dimensional concept that has many advantages, but it has been becoming a discourse within the field of early childhood education. There are certain fixed goals, procedures and outcomes and child is viewed as ‘incomplete’ which has to ‘become complete’ by engaging in certain activities thatShow MoreRelatedimplication of maslows hierarchy of needs to educators1352 Words   |  6 Pagespartially met before a person will try to satisfy higher-level needs. Although ultimately our goal is to aid students in self-actualizing or becoming all that one can be, they must first achieve the level of Need to Know and Understand. But what does this mean for teachers and how does it impact student performance and learning in the classroom? Schools and government agencies have long realized that if students basic needs are not met student performance will suffer. The advent of free breakfastRead MoreImplementing A School Wide Change1381 Words   |  6 Pagesto help implement a school-wide change. The first is â€Å"becoming informed† and this is the stage that centers on research and information gathering. The goal of the principal is to educate him/herself as much as possible so that he/she can better understand the benefits, concerns, and effectiveness of trying a new program in the building. This is also when any testing or screening would need to happen so that the principal can get a clearer picture of the needs within the school based on the currentRead MoreAt Home with Homeschooling1306 Words   |  6 PagesThere is nothing a parent would refuse for their own child. Parents go to great lengths to make sure that their children are well cared for. The quality of education that children receive is among one of the greatest concerns for parents. Parents will do just about anything to make sure their children have the best education they can receive, even if this means that they choose a path of home schooling. Although to some home schooling might sound daunting and outdated, but when one faces up withRead MoreThe Key Spouse Program Is An Air Force Only Spousal Support Program1436 Words   |  6 Pagescommander, families, the Airman Family Readiness Center and other community and helping agencies† (Key). Starting as a commander’s program based off of the Navy’s Ombudsman that picks community volunteers and gives them a voice with the highest command of the base. Through this connection the spouses at the lowest level of command can enact change and give a voice to the family of military men and women. The Key Spouse Program’s goals are to promote readiness for the base and to give peer to peerRead MoreSchool Readiness Is An Issue Of Concern Essay2120 Wo rds   |  9 Pageschildhood education, school readiness has been becoming an issue of concern. Early childhood educators have the responsibility to prepare the child to demonstrate certain skills, behaviour and abilities that are essential for getting them ‘ready for school’ and their ‘school-success’. Children are prepared to excel in certain key areas of learning so that they can meet certain kindergarten standards and expectations of curriculum. According to Maxwell Clifford (2004), â€Å"School readiness involves moreRead MoreHigh School And Graduation Speech928 Words   |  4 Pages It was my senior year in high school and graduation was inching closer and closer. My high school principal stood on the stage of our auditorium introducing me as the recipient of the Principals Hall of Fame Award. As he stated proudly â€Å"Desiree aspires to return to North Miami Beach Senior High to teach science† it was hard for me to conceal my shock. How had he misinterpreted my future plans into becoming an educator and even more, to returning to my high school? I was sure that this was all aRead MoreYoung People Join Gangs For Social And Economic Reasons Essay1431 Words   |  6 Pagesfor his downfalls and shortcomings instead of taking responsibility for his or her own actions (Leet, 2000, pp. 10). As stated in Changing Course: Keeping Kids out of Gangs, affirms that in 2010 45% of high school students and 35% of middle-scho olers were either in gangs or reflected on becoming a member (Ritter, Simon, Mahendra, 2013). In addition, virtually one in twelve youths implied they belonged to a gang at some point during their teenage years (Ritter, Simon, Mahendra, 2013); thus, makingRead MoreHIV Infections in African American Males Essay1436 Words   |  6 Pagespercent are afro American males between the ages 13-44(CDC, 2007). It is estimated that around 1 million people in the United States will be diagnose with HIV in the up coming year with the lifetime risk of becoming infected is 1 in 16 for black males (CDC,2007). However, there is growing concern about the disproportionate increase of HIV among adolescent African American males ages 13-19. These adolescent males count for 37 percent of the cases, which double their representation in their generalRead MoreDifferences Between Infants And Toddlers870 Words   |  4 Pagesthe making. (Raver, 2009) The infants are forming bonds with those who are regularly in contact with them. When dealing with toddlers who are 24 to 36 months old the attachment between them and others are considered a partnership. The children are becoming independent and only need adult’s guidance. At this age a child is attached to others not just parents and caregivers. The difference between infants and toddler’s attachments is the different phases. As infants they depend on adults for social andRead MoreImproving Online Integrating Library System Project Marc Records A Standard Record Formats For Bibliographic Information1177 Words   |  5 Pagesrouting, partially automated processing. As a current library media specialist at an elementary school, I have also had the privileged of working as an elementary school teacher for twenty years. I believe that it is the teacher’s position and duty today to help scaffold each child’s learning ability in order to help them achieve their fullest potential within literacy learning. I want to create a school environment and a program that will meet the fundamental knowledge skills and abilities of each

Internet Security Synergies and Cooperation

Question: Discuss about theInternet Securityfor Synergies and Cooperation. Answer: Introduction The internet is held by people engaging within the system. It is paramount for any internet provider to put together security measures as a precautionary measure of threats caused by external and internal security breaches that occur (Bradley Carvey, 2006). Collaborations, synergies and cooperation are fundamental factors for prosperity of the internet and its potential development. Many organizations around the world are using billions of dollars to enhance their security of their internet, servers and the general technology used by the companies. Collaborative security in internet connectivity is characterized by the following five elements The first is opportunity protection and confidence fostering- any internet security and service provider is tasked with fostering internet security and making a progressive and successive internet used as a tool for social and economic innovation. The second is collective responsibility this is an integral responsibility shared by the players involved in the internet as a whole. It is the ultimate collaborative internet responsibility abdicated to the whole system for security check up. Additionally, the next element in collaborative security is checking of fundamental values and primary properties- compatibility of human rights and security systems solutions should be paramount. There should also be preserve of invariants of the internet for security enhancement (Preetham, 2002). Evolution and consensus stakeholders with a broad variance of expertise in security of the internet have put in together evolutionary steps that are agile for security effectiveness. The last element in collaborative security is thinking globally and locally acting- this is the voluntary organization within the organization that is based on the bottom up approach of the management implemented in internet security. With this approach, most solutions that are reached are impactful. Technological Risk Assurance Measures If you revise the definitions of the goals, objectives, vision or mission of the organizations, you are not based on technical or technology terms. However, when analyzing this type of managerial approaches in depth and thorough, it is found that its application is based on the performance of a technological infrastructure that allows it to achieve those qualities. Fortunately, Organizations have at their disposal technologies designed to protect their customers, authenticate their websites and improve the confidence of their visitors (Speed Ellis, 2003). By choosing among several options, they can provide consumers with the means to easily distinguish authentic websites from possible replicas that may have created a malicious user. Secure Sockets Layer (SSL) technology is the worldwide standard for Internet Security, encrypts information transmitted over the network and protects data in transit that could otherwise be intercepted and manipulated. Thus, Certification Authority seals or Trusted Trademarks are a way of checking customers who are protected and gaining their trust through a visible sign of security (Vacca, 2007). Your presence can be a determining factor for using or making purchases on an e-commerce website. When users see the Trust Authority seal they know they can trust the link, website and transaction. On the other hand, Internet Security has more advanced solutions that give customers peace of mind in other phases of electronic interaction, such as web site malware scanning and phishing prevention. Both strategies are designed to encourage customer reassurance and reduce the risk of fraud. References Bradley, T. Carvey, H. (2006).Essential computer security. Rockland, MA: Syngress Pub. Preetham, V. (2002).Internet security firewalls. Rocklin, Calif.: Premier. Speed, T. Ellis, J. (2003).Internet security. Amsterdam: Digital Press. Vacca, J. (2007).Practical Internet security. New York, NY: Springer.

Latin America And Slavery Essays - , Term Papers

Latin America and Slavery Latin America and Slavery Prior to its independence Latin America had been controlled by external forces for hundreds of years. To be freed of control from these outside interests did not in any way guarantee Latin America a return to the status quo. In fact, the inhabitants of Latin America had done very well in assimilating their in house controllers. They adopted European language, religion, color, and just about everything else that the European culture had to offer them. Although they were free to do as they please and run their own affairs in the global neighborhood as we know it, they struggled to create an entity for themselves. They embody too much of what is not native to their region, yet the people that used to represent their land 500 years earlier were a truly unique culture. Let us go back to that point in time and trace the route Latin America has taken, from an isolated civilization with a unique, independent culture to a Europeanized puppet continent with little cultural identity. Latin America began as a secluded land of aboriginal inhabitants that was cut off from the rest of the world. It was first discovered by Europeans while trying to find more efficient trade routes to India and China. These Europeans noticed the vast resources present in Latin America and smelled money. Europeans are very greedy and would do anything for their country if it meant higher social status when they returned. Soon the monarchs of their respective countries were sponsoring conquests and colonization of the Latin American lands in turn for profits and goods from the lands they took. Due to the tropical climate that encompasses most of Latin America, colonization meant growing sugar on plantations in the coastal regions of the continent. Labor was the main expense of this operation, so enslaving the natives and putting them to work on these plantations seemed like the most economically sensible thing to do. This was the first step to sterilizing the identity of the continent. Diseases introduced by the immune Europeans took their toll on the natives and killed many off. Coupled with the stress of working in the fields and in other aspects of enslaved life the aboriginal population soon dwindled to next to nothing. Looking at just the aboriginal population, there was a traumatic fall. Birth rates were very low, especially given that the newer "mixed" children as a result of crossed marriages took genes out of the native pool and into the European pool. Extreme blood mixing was going on. Between the Europeans, the natives, and Africans brought in to replace the dead natives, new races were popping up in Latin America. Right then the population in Latin America was undergoing vast changes. Population growth is usually due to either high birth rates with low death rates or heavy immigration. During this time there were normal birth rates, high death rates, and heavy immigration to compensate for the death rate. This caused a slight increase in the population during this time, but the demographics changed drastically. Over a short period of time an independent group of people had their identity erased only to be replaced by a mixed European culture with varying skin colors. Changes in population are usually analyzed using the demographic transition model. This has four separate categories in which countries may be classified according to their situation. The category is countries with extremely high birth and death rates. This category has become unneeded due to the medical revolution. Death rates are lower because medicine can keep people alive longer than before. Common diseases don't have people dropping like flies anymore. There are no countries fitting this description in present day countries. If they were before, they have probably moved into the second category, which is high birth rate and low death rate. Several Latin American countries are in this group today, including Venezuela and Peru. The third category is characterized by midrange death rates and lower birth rates. Countries having this classification are more developed countries that have both the medical institutions of the medical revolution and developed economies. The highest grossing economies are not in rural based areas. They are in urbanized countries. Most developed Latin American countries underwent a rural to urban migration before the present date. Those with the most developed cities and booming economies have the most blue collar workers. If you are working for a living you do not need to turn your wife into a child machine as can be seen in rural areas, where the children are needed for help on the

Waterlily Handicrafts Website Essay Sample free essay sample

Introduction The advantage of this survey is that the mark users will easy see the merchandises and its monetary values and will hold plenty cognition to the concern and its operation. The mark market for H2O lily handcrafts would be predominately the local market of wealthier Filipinos. abroad Filipino workers. exiles and aliens. The local authorities unit of Paniqui plans to prosecute on providing H2O lily handcrafts for sweeping to a figure of domestic distributers and retail webs. The purpose of H2O lily boxes. baskets. and pocketbooks will chiefly be environment witting consumers who do non utilize plastic bags or fictile containers. These consumers and other incognizant consumers will be targeted through direct selling and direct and indirect advertisement runs backed up by the local authorities unit of Paniqui. the Provincial Government of Tarlac. and the Department of Trade and Industry. There are three chief market marks for the H2O lily handcrafts. We will write a custom essay sample on Waterlily Handicrafts Website Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The mark for the H2O lily manner points ( largely handbags. slippers. billfold. etc. ) will be established domestic handcraft jobbers and retail merchants in Luzon. Visayas and Mindanao. every bit good as exporters for the United States. Japan. and European markets. It is anticipated that domestic gross revenues to provide to the big touristry market all over the Philippine islands will do up the bulk of H2O lily manner itemsales. The mark market for H2O lily handcrafts ( largely lampshade. cosmetic family merchandises. placemats. etc. ) will ab initio be the Filipino community populating abroad. This embodies a important market. as there are many Filipinos working around the world-over 860. 000 non adverting Filipino immigrants. so the overall possible market size is big. The chief possible rivals would be other communities all over the state who besides started this H2O lily weaving undertaking. as this is promoted by the Department of Trade and Industry to local authorities units with problem with the annoying H2O works. Another is handicrafts made of other autochthonal stuffs. Water lily merchandises could vie good on the footing of monetary value with other autochthonal stuffs as the natural stuffs are freely harvested. The typical publicity about the H2O lily merchandises is that they are good crafted by manus using autochthonal stuffs and the designs are cosmetic stressing the Filipino heritage. Besides. the usage of the merchandise is really helpful to the environment as it substitutes the usage of plastic stuffs and at the same clip ceases the clogging of flow of H2O on rivers and brooks. However. the merchandising monetary value of the handcraft is really sensible. The handcraft could besides be made to order. The job of the mark users was they want to hold an easy dealing to the Water lily Handicrafts. so we are developing a web site entitled Water lily Handicrafts Website for them to utilize and to hold a solution to their job about all their demands to cognize about the concern. Undertaking Context The H2O lily undertaking started as a support plan for the Paniqui adult females. out-of-school young persons. and senior citizens organized by the Local Government Unit of Paniqui. Management is directed by the Municipal Mayor with the aid of the Municipal Social Welfare and Development Office. A broad scope of merchandises like places. sandals. slippers. bags. baskets. billfolds. pouches. belts. trays. placemats. boxes. tissue holders and many others can be crafted by Paniqui folks utilizing chaffs of dried H2O jacinths. The Program is in coordination with the Provincial Government of Tarlac which besides gives the needful promotional and advertisement run with the national bureau. the Department of Trade and Industry who assist the weavers for needful preparation and development. It started from 12 homemakers to 25 adult females and young persons and so to 50 within a twelvemonth. Handcrafting finally became a constructive activity for people who were one time lingering outside their places playing cards and acquiring drunk the every twenty-four hours. Some weavers take their work at place with the whole household fall ining the devising of the H2O lily handcrafts. While others chooses to work at the Paniqui Livelihood Center were stuffs are readily available. A family would gain approximately around three hundred pesos ( Php 300 ) weekly during slack season and about six hundred pesos ( Php 600 ) weekly during extremum season. Before it became a support plan last August 2008. the constructs for these H2O lilies are plagues to the community as it hampers the flow of H2O in rivers and brook during heavy rains doing implosion therapy in the country. It is projected that by the 4th twelvemonth of operation the entire income for the workers from handcrafting activities could increase approximately 3 times by the twelvemonth 2012. Purpose and Description The intent of the survey is to supply a web site to the community of Paniqui. Tarlac for the Waterlily Handicrafts for them to easy advance and publicize their merchandises. AimsThe purpose of the survey focuses on the development of the proposed Waterlily Handicrafts Website.Some of the aims are: 1. To assist the citizens of the municipality of Paniqui. Tarlac to advance their merchandises online. 2. To hold an easy minutess to their clients through the web site. 3. To salvage manpower when it comes to selling the merchandises through the handiness of the web site. Scope and Restriction The system is an on-line concern dealing of merchandises. It is chiefly indicated to the abodes of the state of Tarlac. It is a user friendly system that is capable in doing an easy dealing in order to supply good service to clients. The system is limited merely for concern dealing of the merchandises. The bringing services are within merely the country of Tarlac state. With respects to the buyers of different states. merchandises will be delivered by other national bringing services ( eg. . 2 spell ) . Further the system will merely accept payments on hard currency footing. Chapter 2REVIEW OF RELATED LITERATURE/SYSTEMSForeign LITERATURE Once considered a nuisance. the one time humble H2O lily is making ripplings in the agriculture word because of its assorted economic sciences possibilities. It is a free-floating perennial aquatic works indigen to tropical South America. With wide. midst. slick. ovate leaves. it may lift above the surface of the H2O every bit much as one metre in tallness. The foliages are 10-20 centimetres across. and float above the H2O surface. It has long. spongy and bulblike chaffs. The feathery. freely hanging roots are purplish-black. An vertical chaff supports a individual spike of 8-15 conspicuously attractive flowers. largely lavender to tap in colour with six petals. Experts call it H2O jacinth but to most Filipinos it is known as â€Å"water lily. † Water jacinth ( scientific name: Eichorniacrassipes ) is considered the most productive works on Earth as it yields more than 200 dozenss of dry affair per hectare per twelvemonth under normal conditions. On H2O incorporating high concentrations of sewerage. it yields up to 657 dozenss of dry affair per hectare. â€Å"The works is far more productive than the harvests that have been carefully cultivated by adult male under near-ideal conditions of fertilisation. irrigation. and pest control. † wrote John Bunton in an article which appeared in Far Eastern Agriculture. Water jacinth was introduced into many parts of the universe. including the Philippines. as an cosmetic garden pool works due to its beauty. But today. it is considered a plague as 10 workss could bring forth good over 650. 000 offspring within eight months. In Laguna de Bay. for case. H2O jacinth is considered a nuisance. â€Å"These workss now cover some 20 % of the lake’s surface country. † said Edgardo Manda. general director of Laguna Lake Development Authority. He added that such proliferation threatens endurance of aquatic species there since these workss block sunlight’s incursion into the H2O. That is merely one of its ecological impacts. Water jacinth besides reduces biological diverseness. impacts native’ submersed workss. alters immersed works communities by forcing off and oppressing them. and besides alter carnal communities by barricading entree to the H2O and/or extinguishing workss the animate beings depend on for shelter and nesting. In Lake Victoria. African fishermen have noted that. in countries where there is much H2O hyacinth infestation. the H2O is still and warm and the fish disappear. They besides complain that crocodiles and serpents have become more prevailing. The physical jobs brought approximately by H2O jacinths are now common cognition. Water hyacinth mats clog waterways. doing boating. fishing and about all other H2O activities impossible. Many big hydropower strategies are enduring from the effects of H2O jacinth. Presently. there are several popular control mechanisms for forestalling the spread of or eliminating H2O jacinth: biological. chemical and physical control. Each has its benefits and drawbacks. Chemical control is the least favoured due to the unknown long-run effects on the environment and the communities with which it comes into contact. Physical control. utilizing mechanical mowers. dredgers or manual extraction methods. is used widely but is dearly-won and can non cover with really big infestations. It is non suited for big infestations and is by and large regarded as a short-run solution. Biological control is the most widely favored long- term control method. being comparatively easy to utilize. and arguably supplying the lone economic and sustainable control. In some parts of the universe. researches have been done to do H2O jacinth into a profitable harvest alternatively of a serious plague. In Bangladesh. the Mennonite Central Committee has been experimenting with paper production from water-hyacinth for some old ages. They have established two undertakings that make paper from H2O jacinth stems. The H2O hyacinth fibre entirely does non do a peculiarly good paper but when the fibre is blended with waste paper or jute the consequence is reportedly good. Similar small-scale bungalow industry papermaking undertakings have been successful in a figure of states. including the Philippines. Indonesia. and India. Another application of H2O jacinth is the production of rope. The fibre from the roots of the H2O jacinth works can be used to do rope. The chaff from the works is shredded lengthways to expose the fibres and so left to dry for several yearss. The rope devising procedure is similar to that of jute rope. The finished rope is treated with chemicals to forestall it from decomposing. In Bangladesh. the rope is used by a local furniture maker who winds the rope around a cane frame to bring forth an elegant finished merchandise. In China. it is common pattern to blend H2O jacinth in a hog slop incorporating a assortment of other vegetable waste affair. The mix is boiled for hours until it is reduced to a mash. Coconut repast. fish repast and Indian potato bar plus maize and rice bran. are frequently added to the mash. Five per centum of H2O jacinth in the entire diet of hogs leads to significantly weight additions. But feed incorporating 30 % of more of jacinth can cut down weight addition by over 90 % . These trials show that H2O jacinth as a provender for animate beings must be used with great attention. Water jacinth is besides a good provender for fish. For case. the Chinese grass carp is a fast growth fish which eats aquatic workss. It grows at a enormous rate and reaches sizes of up to 32 kgs. It is an comestible fish with a tasty white meat. It will eat submerged or drifting workss and besides bank grasses. The fish can be used for weed control and will eat up to 1840 % of its ain organic structure weight in a individual twenty-four hours. Other fish such as the Tilapia. Ag carp. and silver dollar fish are all aquatic and can be used to command aquatic weeds. Water jacinth has besides been used indirectly to feed fish. Dehydrated H2O jacinth has been added to the diet of channel catfish fingerlings to increase their growing. It has besides been noted that decay of H2O jacinth after chemical control releases foods which promote the growing of phytoplankton with subsequent additions in fish output. Another agricultural usage of H2O jacinth is by turning them into green manure or as compost. As a green manure. it can be either ploughed into the land or used as mulch. The works is ideal for composting. After taking the works from the H2O it can be left to dry for a few yearss before being assorted with ash. dirt and some carnal manure. In Sri Lanka. H2O jacinth is assorted with organic municipal waste. ash and dirt. composted and sold to local husbandmans and market nurserymans. In Bangladesh. husbandmans have started bring forthing fertiliser made from H2O jacinth. Local LITERATURE The Water Hyacinth Weaving Enterprise. which provides support to over 200 households. was set up by the Villar Foundation and is given a encouragement during the day-long â€Å"Water Lily† Festival in July. The H2O hyacinths bear lily-like flowers. which has moved locals to name it H2O lily. To unclutter the Las Pinas River of this aquatic plague. occupants harvest them and dry the chaffs. which become the natural stuff for bring forthing baskets. trays. slippers. and other functional and cosmetic points. The Festival characteristics presentations on basket weaving. assortment shows participated in by home-grown endowments. trade carnival having merchandises made from H2O jacinths every bit good as other merchandises from the assorted barangay support undertakings. In the Philippines. H2O jacinth is dried and used to do baskets and entangling for domestic usage. The key to a good merchandise is to guarantee that the chaffs are decently dried before being used. If the chaffs still contain wet so this can do the merchandise to decompose rather rapidly. Water jacinth is besides used to bring forth similar goods for the tourer industry. Traditional basket devising and weaving accomplishments are used. The undertaking is still really much at the thought phase and both a proficient and a socio-economic survey are planned to measure the chances for such a undertaking. Water jacinth can besides be used to help the procedure of H2O purification either for imbibing H2O or for liquid wastewater from sewerage systems. In a imbibing H2O intervention works. H2O jacinths have been used as portion of the pretreatment purification measure. In sewage systems. the root constructions of H2O jacinth ( and other aquatic workss ) provide a suited environment for aerophilic bacteriums to map. Aerobic bacteriums feed on foods and bring forth inorganic compounds which in bend provide nutrient for the workss. Local Surveies Water lilies are known to boom in organic structures of H2O. turning up to a tallness of 40 inches. While they besides provide utile beings to submerged life. they multiply instead rapidly and as such. geta waterways. block drainage systems. and cause inundations. But these annoying H2O lilies. one time seen as aquatic nuisances that would do the Prinza River in Las Pinas to overrun now have an alternate usage. Under the Livelihood Skills Program of the â€Å"Water Lily Weaving Project† of the Villar Foundation. H2O lilies are being made into handcrafts. launch support undertakings and used as an effectual tool to rehabilitate the really communities it they one time adversely affected. Once harvested. the workss are dried under the Sun and so cured in an oven. Then they cut. and dead set around a wire frame and dyed before they are woven into trade articles. The finished points are tissue holders. baskets. shackles. and other merchandises. Each point is sold per piece and the sum of money one takes place depends on one’s diligence. Because end product is straight rewarded. workers are motivated to be more productive. Cynthia Villar highlighted the importance of H2O lily in bettering the lives of Las Pinas occupants by declaring the 27th of July as the twenty-four hours of the Water Lily Festival. Chapter 5RecommendationThe researcher’s recommend that: a. The other towns of Tarlac may follow and utilize the proposed system in order for them to hold an organize merchandising of their merchandise. B. The state of Tarlac will hold a centralized web site to show different merchandises of the different towns of Tarlac and to inform the other provinces/ metropoliss in order for them to buy. c. Further researchers/ feasibleness surveies will be done to better the system to present a more efficient service to the buyers. d. Card minutess will be acceptable in buying the waterlily handcraft merchandises. List of Mentionshypertext transfer protocol: //laspinascity. gov. ph/articles/9-water-lily-festivalhypertext transfer protocol: //www. villarfoundation. org/page? id=44 A ; menu=4

History of the North American Free Trade Agreements

History of the North American Free Trade Agreements A free trade agreement is a pact between two countries or areas in which they both agree to lift most or all tariffs, quotas, special fees and taxes, and other barriers to trade between the entities. The purpose of free trade agreements is to allow faster and more business between the two countries/areas, which should benefit both. Why All Should Benefit from Free Trade The underlying economic theory of free trade agreements is that of comparative advantage, which originated in an 1817 book entitled On the Principles of Political Economy and Taxation by British political economist David Ricardo. Put simply, the theory of comparative advantage postulates that that in a free marketplace, each country/area will ultimately specialize in that activity where it has comparative advantage (i.e. natural resources, skilled workers, agriculture-friendly weather, etc.) The result should be that all parties to the pact will increase their income. However, as Wikipedia points out: ... the theory refers only to aggregate wealth and says nothing about the distribution of wealth. In fact there may be significant losers... The proponent of free trade can, however, retort that the gains of the gainers exceed the losses of the losers. Claims that 21st Century Free Trade Doesnt Benefit All Critics from both sides of the political aisle contend that free trade agreements often dont work effectively to benefit either the U.S. or its free trade partners. One angry complaint is that more than three million U.S. jobs with middle-class wages have been outsourced to foreign countries since 1994. The New York Times observed in 2006: Globalization is tough to sell to average people. Economists can promote the very real benefits of a robustly growing world: when they sell more overseas, American businesses can employ more people. But what sticks in our minds is the television image of the father of three laid off when his factory moves offshore. Latest News In late June 2011, the Obama administration announced that three free trade agreements,.. with south Korea, Colombia and Panama... are fully negotiated, and ready to send to Congress for review and passage. These three pacts are expected to generate $12 billion in new, annual U.S. sales. Republicans stalled approval of the agreements, though, because they want to strip a small, 50-year-old worker retraining/support program from the bills. On December 4, 2010, President Obama announced completion of renegotiations of the Bush-era U.S.-South Korea Free Trade Agreement. See Korea-U.S. Trade Agreement Addresses Liberal Concerns. The deal that weve struck includes strong protections for workers rights and environmental standardsand as a consequence, I believe its a model for future trade agreements that I will pursue, commented President Obama about the U.S.-South Korea agreement. (see Profile of U.S.-South Korea Trade Agreement.) The Obama administration is also negotiating an entirely new free trade pact, the Trans-Pacific Partnership (TPP), which includes eight nations: U.S., Australia, New Zealand, Chile, Peru, Singapore, Vietnam and Brunei. Per AFP, Nearly 100 US companies and business groups have urged Obama to conclude TPP negotiations by November 2011. WalMart and 25 other U.S. corporations have reportedly signed onto the TPP pact. Presidential Fast-Track Trade Authority In 1994, Congress let fast-track track authority to expire, to give Congress more control as President Clinton pushed the North American Free Trade Agreement. After his 2000 election, President Bush made free trade the center of his economic agenda, and sought to regain fast-track powers. The Trade Act of 2002 restored fast-track rules for five years. Using this authority, Bush sealed new free trade deals with Singapore, Australia, Chile and seven smaller countries. Congress Unhappy with Bush Trade Pacts Despite pressure from Mr. Bush, Congress refused to extend fast-track authority after it expired on July 1, 2007. Congress was unhappy with Bush trade deals for many reasons, including: Losses of millions of U.S. jobs and companies to foreign countriesExploitation of labor forces and resources and defilement of the environment in foreign countriesThe enormous trade deficit generated under President Bush International charity organization Oxfam vows to campaign to defeat trade agreements that threaten peoples rights to: livelihoods, local development, and access to medicines. History The first U.S. free trade agreement was with Israel, and took effect on September 1, 1985. The agreement, which has no expiration date, provided for the elimination of duties for goods, except for certain agricultural products, from Israel entering the U.S. The U.S.-Israeli agreement also allows American products to compete on an equal basis with European goods, which have free access to Israeli markets. The second U.S. free trade agreement, signed in January 1988 with Canada, was superceded in 1994 by the complex and controversial North American Free Trade Agreement (NAFTA) with Canada and Mexico, signed with much fanfare by President Bill Clinton on September 14, 1993. Active Free Trade Agreements For a complete listing of all international trade pacts to which the U.S. is a party, see the United States Trade Representives listing of global, regional and bilateral trade agreements. For a listing of all worldwide free trade pacts, see Wikipedias List of Free Trade Agreements. Pros Proponents support U.S. free trade agreements because they believe that: Free trade increases sales and profits for U.S. businesses, thus strenghtening the economyFree trade creates U.S. middle-class jobs over the longtermFree trade is an opportunity for the U.S. to provide financial help to some of the worlds poorest countries Free Trade Increases U.S. Sales and Profits Removal of costly and delaying trade barriers, such as tariffs, quotas and conditions, inherently leads to easier and swifter trade of consumer goods. The result is an increased volume of U.S. sales. Also, use of less expensive materials and labor acquired through free trade leads to a lower cost to manufacture goods. The result is either increased profit margins (when sales prices are not lowered), or increased sales caused by lower selling prices. The  Peterson Institute for International Economics estimates  that ending all trade barriers would increase U.S. income by a whopping $500 billion annually. Free Trade Creates U.S. Middle-Class Jobs The theory is that as U.S. businesses grow from greatly increased sales and profits, demand will grow for middle-class higher-wage jobs to facilitate the sales increases. In February, the  Democratic Leadership Council, a centrist, pro-business think-tank headed by Clinton ally former Rep. Harold Ford, Jr., wrote: Expanded trade was undeniably a key part of the high-growth, low-inflation, high-wage economic expansion of the 1990s; even now it plays a key role in keeping inflation and unemployment at historically impressive levels. The  New York Times wrote  in 2006: Economists can promote the very real benefits of a robustly growing world: when they sell more overseas, American businesses can employ more people. U.S. Free Trade Helps Poorer Countries U.S. free trade benefits poorer, non-industrialized nations through increased purchases of their materials and labor services by the U.S. The  Congressional Budget Office explained: ... economic benefits from international trade arise from the fact that countries are not all the same in their production capabilities. They vary from one another because of differences in natural resources, levels of education of their workforces, technical knowledge, and so on. Without trade, each country must make everything it needs, including things it is not very efficient at producing. When trade is allowed, by contrast, each country can concentrate its efforts on what it does best... Cons Opponents of U.S. free trade agreements believe that: Free trade has caused more U.S. jobs losses than gains, especially for higher-wage jobs.Many free trade agreements are bad deals for the U.S. Free Trade Has Caused U.S. Jobs Losses A  Washington Post columnist wrote: While corporate profits soar, individual wages stagnate, held at least partly in check by the brave new fact of offshoring that millions of Americans jobs can be performed at a fraction of the cost in developing nations near and far. In his 2006 book Take This Job and Ship It, Sen. Byron Dorgan (D-ND) decries, ... in this new global economy, no one is more profoundly affected than American workers... in the last five years, weve lost over 3 million U.S. jobs that have been oursourced to other countries, and millions more are poised to leave. NAFTA: Unfilled Promises and a Giant Sucking Sound When he signed NAFTA on September 14, 1993,  President Bill Clinton exulted, I believe that NAFTA will create a million jobs in the first five years of its impact. And I believe that that is many more than will be lost... But industrialist H. Ross Perot famously predicted a giant sucking sound of U.S. jobs heading to Mexico if NAFTA was approved. Mr. Perot was correct.  Reports the Economic Policy Institute: Since the North American Free Trade Agreement (NAFTA) was signed in 1993, the rise in the U.S. trade deficit with Canada and Mexico through 2002 has caused the displacement of production that supported 879,280 U.S. jobs. Most of those lost jobs were high-wage positions in manufacturing industries. The loss of these jobs is just the most visible tip of NAFTAs impact on the U.S. economy. In fact, NAFTA has also contributed to rising income inequality, suppressed real wages for production workers, weakened workers  collective bargaining  powers and ability to organize unions, and reduced fringe benefits. Many Free Trade Agreements Are Bad Deals In June 2007, the Boston Globe reported about a pending new agreement, Last year, South Korea exported 700,000 cars to the United States while U.S. carmakers sold 6,000 in South Korea, Clinton said, attributing more than 80 percent of a $13 billion U.S. trade deficit with South Korea... And yet, the proposed new 2007 agreement with South Korea would not eliminate the barriers that severely restrict the sale of American vehicles per Sen. Hillary Clinton. Such lopsided dealings are common in  U.S. free trade agreements. Where It Stands U.S. free trade agreements have also harmed other countries, including: Workers in other countries are being exploited and harmed.The environment in other countries is being defiled. For example, the  Economic Policy Institute explains  about post-NAFTA Mexico: In Mexico, real wages have fallen sharply and there has been a steep decline in the number of people holding regular jobs in paid positions. Many workers have been shifted into subsistence-level work in the informal sector... Additionally, a flood of subsidized, low-priced corn from the U.S. has decimated farmers and rural economics. The impact on workers in countries as India, Indonesia, and China has been even more severe, with innumerable instances of starvation wages, child workers, slave-labor hours and perilous work conditions. And  Sen. Sherrod Brown  (D-OH) observes in his book Myths of Free Trade: As the Bush administration has worked overtime to weaken environmental and food safety rules in the U.S., Bush trade negotiators are trying to do the same in the global economy... The lack of international laws for environmental protection, for example, encourages firms to go to the nation with the weakest standards. As a result, some nations are conflicted in 2007 over U.S. trade deals. In late 2007, the  Los Angeles Times reported  about the pending CAFTA pact: About 100,000 Costa Ricans, some dressed as skeletons and holding banners, protested Sunday against a U.S. trade pact they said would flood the country with cheap farm goods and cause big job losses. Chanting No to the free-trade pact! and Costa Rica is not for sale! protesters including farmers and housewives filled one of San Joses main boulevards to demonstrate against the Central American Free Trade Agreement with the United States. Democrats Divided on Free Trade Agreements Democrats have coalesced in favor of trade policy reform over the past decade as President Bill Clintons NAFTA, WTO and China trade deals not only failed to deliver the promised benefits but caused real damage, said Lori Wallach of Global Trade Watch to  Nation contributing editor Christopher Hayes. But the centrist  Democratic Leadershp Council insists, While many Democrats find it tempting to Just Say No to Bush trade policies... , this would squander real opportunities to boost U.S. exports... and keep this country competitive in a global marketplace from which we cannot possibly isolate ourselves.

Business Intelligence Article Example | Topics and Well Written Essays - 500 words

Business Intelligence - Article Example As a result of this philosophy, Vodafone resorted to implementing EDW to get better access to information from diverse sources for enhanced and dynamic decision making. This made capturing the market impulse easier and becoming proactive in chalking out strategies. Ans 3. Executives do rely on their ‘gut feel’ when making major corporate decisions as asserted by research conducted by Graham et al (2010). They opine that executives of mostly small firms do base their decision on their experience, emotional intelligence, and intuition. Gut feeling in decision making creeps in when executives do not want to delegate more and also when they have faced similar risks during their lifetime. The amount of information collected and processed by the human mind in a service of a large number of years is far more than data analyzed through any of the EDW. This benefit allows executives to rely on their gut feeling when going for major corporate decisions. Ans 4. CEOs care about the single version of the truth because it defines the vertical or the horizontal alignment of the company (Oracle 2008). The single version of truth eliminates redundancy and multiple definitions of a single term used in a business parlance and thus bring in greater financial and operational transparency leading to enhanced business performance (Wailgum 2008). Ans 1. The Go Forward Strategy of Continental deployed the combined use of real-time data warehousing with decision support system to better its business proposition. The primary benefit attained was the single version of the truth for both the employees and the customers and also reduction in costs arising due to frauds, misrepresentation of facts and figures and redundant and obsolete data. Reputation wise, Continental rose to the ‘favorite’ category from that of worst and numerically, over $500 million were saved as costs and generated through increased revenues.

Case study on intellectual property right Essay

Case study on intellectual property right - Essay Example In a context of intellectual property rights, perhaps most common are copyrights and patents. Both are designed to protect those who had invested their talents in producing their works and allow for a reasonable financial return for their efforts within a certain time frame, after which the right or patent will expire and become a common good subject to the commerce of man. The advent of new technologies has made it imperative for all the producers of values embedded in intellectual capital and knowledge-based assets to assert their rights and protect these assets. The convergence of electronics consumer products, the rise of Internet usage and the digitization of most communications technology has made it quite easy to copy anything. A precedent case was filed by the music group Metallica against the founder and those who had availed of the file-sharing services of Napster software as a copyright infringement. Intellectual property right pertains to a right that gives a producer (ei ther author, artist, composer, inventor or publisher) the exclusive right to produce and distribute expressive work and this expressive work must be reproducible in some tangible form (means it can be copied) on some material like paper, tapes, films, clay or computer disks. It must be substantially new and lastly, only expressive works can be protected but not the original ideas behind it. Discussion Most business organizations would immediately patent any invention by an employee as a strategic and economic policy to enhance their competitiveness within their industry and further protect themselves from imitations (Andersen 148). There are various country, federal and state laws regarding who owns the rights to an invention (as an example here) discovered or made by an employee. Generally speaking, it is the employer who has the right to patent an invention by virtue of an employment contract with the employee, who in exchange for wages or a monthly salary, is willing to cede the rights and ownership of such inventions in favour of the company he works for. The new invention is therefore the property of the old employer. It is not absolute, however. There is usually a clause in such employment contracts termed as a â€Å"trailing obligation clause† in which a previous employer has the rights to such an invention or innovation for up to between six to twelve months only after the end of employment. If the company does not show interest in said invention, then the employee owns the rights. The employer organisation has the option of either patenting the invention or not. It is up to the company to decide on this matter since other issues might negate the necessity of the patent application. Reasons could include the conclusion that the invention is not patentable or there is a high cost in detecting and pursuing patent infringements (Davis 148). A primary responsibility of the employer is to explore all possible options regarding the commercial and tech nical viability of the invention or innovation. This is especially true in large firms which have big departments devoted to technical research and product development. This means the employer can choose to revise the invention or pursue further technical work and research that will improve the invention and remedy its flaws. The firm cannot hope to market an invention that is flawed as it will destroy its good reputation and brand name; it will further subject it to possible consumer suits if the buyer of

Life cycle of malaria Research Paper Example | Topics and Well Written Essays - 750 words

Life cycle of malaria - Research Paper Example Direct observation has been a challenge. To overcome this hindrance, intravital microscopy along with fluorescence techniques was used. Conclusions: The success of this research proved that it is possible to observe and study the life cycle of malaria directly. The direct study used in this research opens up a new frontier in the fight against malaria. The purpose of this research is to comprehend the life cycle of malaria. It is important as it aids researchers in the design and implementation of interventions that can be used to hinder transmission and infection of malaria, and develop respective treatments. Four known plasmodium species are known to cause malaria: plasmodium vivax, ovale, malariae and falciparum (Bozdech, Llinas, Pulliam et al.). It has been proved that it is the female anopheline mosquitoes that transmit the plasmodium. The body of this paper begins with a description of the methods used for the research. The observations are stated after which they are discussed with concluding remarks following thereafter. Briefly looking at the life cycle of malaria, it is well known that they suck human blood as a meal and in turn inject infectious sporozoite stage parasites into people. These sporozoite stage plasmodia enter into the blood circulation and migrate to the liver. In the liver, they invade liver cells and go through replications differentiating into merozoites. The merozoites invade and enter vulnerable erythrocytes from where they go through differentiation and replicate over several days, rupturing and being released from the erythrocytes. They re-enter the blood plasma to begin the blood stage again. The parasites may differentiate into gametocytes while in the blood stage. A feeding mosquito takes them up to begin the cycle once again. This research seeks to answer the question: ‘What occurs in each life cycle stage of Malaria?’ (Hall and Fauci 1640) To

Identity Regulation as a Form of Organizational Control

Identity Regulation as a Form of Organizational Control Introduction I have decided to opted â€Å"Identity regulation in organisations is a form of control that needs to be acknowledged in order to encourage the emancipation of workers†. But before starting my assignment i would like to go through that what Organization is and what’s the real truth behind Organizational Behaviour. Organizations are inescapable features of modern social experience for all human beings. From the remotest village high in the Himalayan foothills to life in a lager metropolis, organizations impact on all aspect of human experience. Now we come to that what organizational behaviour actually is:- Organizational behaviour provides one of the mainstream approaches to the study of management and organizations. Its main sphere of interest is anything relevant to the design, management and effectiveness of an organization, together with the dynamic and interactive relationships that exist within them. Hawthorne studies This theory was directed by Elton Mayo during the late 1920s and early 1930s. These studies first highlighted the complexity of human behaviour in an organizational setting. This on turn led to recognition of the importance of the social context within which work occurred and of the ways in which groups become a significant influence on individual behaviour. Ref: organizational behaviour and management john martin third edition The Meaning of Organizational Behaviour Organizational behaviour is one of the most complex and perhaps least understood academic elements of modern general management, but since it concerns the behaviour of people within organizations it is also one of the most central, its concern with invidual and group patterns of behaviour makes it an essential element in dealing with the complex behaviour issues thrown up in the modern business world. Ref: (Financial times Mastering management series) First we are going to start with the Management as an integrating activity;- Management as an integrating activity Management is the cornerstone of organizational effectiveness, and is concerned with arrangement for the carrying out of organizational processes and the execution of work. According to Drucker, it is the management that enables the organization to contribute a needed result to society, the economy and the invidual. Ref:-management and organizational behaviour 5th edition â€Å"The fact is that management ultimately depend on an understanding of human nature.I suggets it goes much further than that. In the first place, good management depends upon the acceptance of certain basic values. It cannot be achieved without honesty and integrity, or without consideration for the interests of others. Secondly, it is the understanding of human foibles that we all share, such as jealousy, envy, status, prejudice, perception, temperament, motivation and talent which provides the greatest challenge to managers. Ref: HRH The Duke of Edinburgh, Institute of Management Patron. The psychological contract One significant aspects of the relationship between the invidual and the organization is the concept of the psychological contract. This is not a written document, but implies a series of mutual expectations and satisfaction of needs arising from the people-organization relationship. It involves a process of giving and receiving by the invidual and by the organization. The psychological contract covers a range of expectations of rights and privileges, duties and obligations, which donot form part of a formal agreement but still have an important influence on people behaviour. Invidual`s Expectations Provide safe and hygienic working conditions Make every reasonable effort to provide job security Attempt to provide challenging and satisfying jobs and reduce alienating aspects of work. Adopt equitable personnel policies and procedures. Treat member staff with respect. These expectations are notwithstanding any statutory requirement placed upon the organization. Instead they relate more to the idea of social responsibilities of management. The organization will also have implicit expectations of its member, for example:- To accept the ideology of the organization To work diligently in pursuit of organizational objectives Not to abuse goodwill shown by the management To uphold the image of the organization To show loyalty. The organization side of the psychological contract places emphasis on expectations, requirement and constraints which often differ from, and may be in conflict with ,an Invidual`s expectations. Ref:-Laurie j Mullins management and behaviour The case study below shows the true picture of the psychological contract and it s nature:- Case study: Disgruntled mice turn on fat cats Rhetoric about employee being vital corporate assets is sounding increasingly hollow writes John Plender. After years of downsizing, delaying and re-engineering, a punch-drunk British workforce hardly looks ready for a return to confrontational industrial relation. Yet the strike at British Airways, complete with management pressure and inter-union rivalry, raises question. Is this the first sign of a shift in power back to the workers as labour market condition tightens? And have managers become complacement in their attitudes to the workforce? The British Airways saga admittedly looks more of a throwback than a forward indicator. Most occupants of British boardrooms would vehemently reject charges of complacency or macho management. Yet there is evidence that business leaders are failing to carry employee with them as they continue to restructure. The standard rhetoric about `empowered` employee being vital corporate assets rings increasingly hollow. Consider recent data from International Survey Research (ISR), a leading consultant whose employee opinion survey covers 450 companies in 18 countries. Some finding in its survey, such as the free –fall in feelings of employment security throughout Europe, are predictable enough. Nor is it surprising that stakeholders-type economics like Switzerland, Norway and the Netherlands tend to have the the most contented workforces. The UK`S ignominious position- second only to Hungary at the bottom of the league for employee satisfaction- will no doubt be dismissed as British workers enjoying a moan. And the fact that UK management is judged less favourably by employee than managers are rated elsewhere will prompt a similar response. Yet when ISR`s work is looked at over a period of years, it is easily brushed aside. Take the progressive year-on-year collapse in the morale of the UK workforce since 1990. The trend is odd because it defies the logic of the economic cycle. Recovery has brought deterioration, not improvement. Also odd is the workforce’s view of management, at the depths of the recession earlier in the decade, UK employee, though generally dissatisfied, were still taking quite a favourable view of the managers compared with the rest of the Europe. Today, despite a marked increased in the rate of UK earning growth, disillusionment appears total. The clue with the ISR survey published at the end of 1995.This revealed that workers attitudes had suffered `the most prepitate decline` of any European country over the previous 10 years. Motivation and commitment to the company were lower than in the strife-torn days of the mid-1970s. The timing is significant because this was the first survey after the notorious British Gas Annual General Meeting at which the investment institute sanctioned a much increased pay-package for Mr.Cedric Brown-this when profits were substantially below their five years earlier, customer service was deteriorating and employee were being shed in larger numbers. The message is clear enough. Far from being a little local difficulty in the privatised utilities, the `fat cat` pay saga had a much wider demoralising impact which is still being felt. It does not follow that British workers are about to the picket lines en masse. As long as insecurity is endemic, and the main legislative reforms of the past 18 years remain intact, the union will not resume their former mantle. Nor does the government of Mr Tony Blair, a personal friend of BA chief Executive , Mr Bob Ayling, appear keen to take an active role in the dispute at BA. There is also a wide spread view that employee satisfactions a key performance indicator. Yet survey feels dimishing loyalty. In effect a contract which views the employee as assets and a cost has an innate tension. If it operate operates against the back ground of ever widening pay differentials between shop floor and board, or runs into the BA style of management, it may become untenable. There is a growing recognition among economist that trust is a valuable commodity. At national level- as in the stakeholder’s economics metioned earlier- it can enhance growth. When it exists between the various stakeholders in a business it reduces transaction costs and enhances competitive advantage. If British business wants to achieve the highest standards of quality in internationally tradable products and services on a sustainable basis, it badly needs to absorb this lesson. Source-Financial times, 12 July 1997. Critically Analysing the meaning of Work, Motivation and Commitment Work organizations can be understood not only as environments in which people produce work, but also â€Å"places where work produces people†. Hence, any discussion of what people want or need out of work (particularly paid employment) cannot be isolated from the context of that work environment. The experience of working in a particular organization can itself produce wants and needs in the worker. Unfortunately, the personality and the motivation theories described everywhere are based on much simpler models of human behaviour. These tend to view the person as possessing a certain set of psychological characteristics which are brought into work each day. The idea that these change through interaction with others in the organization is rarely touched on. Another aspect of the two-pronged approach to the analysis of Invidual`s behaviour by organizational psychological is a tendency to restrict the subject matter to more less quantifiable elements of behaviour and to those aspects of behaviour which are predictable and controllable from a managerial point of view. Ref: J martin Corbett Baritz,1960 and Hollway , 1991 and indeed, Thompson and McHugh (1990) argue that â€Å"the true paradigm of the organizational psychologist is that of ensuring `effective resource use`: supplying advice, recourses and training which are aimed at assisting organization in efficiency managing the conflict and resistance which is a predictable consequence of hierarchically organised production.† Ref: Baritz, L (1960) Servants of power, Middletown: Wesleyan University Press Hollway, W (1991) Work Psychology and Organizational Behaviour, London: sage Thompson, P. and McHugh, D. (1990) Work organizations: A Critical Introduction. London: Macmillan Employee Commitment: on becoming a torturer What kind of person becomes a torturer? For many people it would seem obvious that only psychopaths and cranks would wish to pursue such a career. Yet, torture is currently practised by one government in three and these governments experience little or difficulty in recruting torturers. Are there really sufficient numbers of sadist ready, able and willing to take on such a job, or are there other factors which contribute to the creation of a torturer? There is no hard evidence that torturers are psychopaths or sadist. On the contrary, there is evidence that such people are usually screened out during the selection and recruitment process. Thus, to some extent at least, torturers are selected and recruited from ordinary people: â€Å"A deranged person who receives gratification primilary from feeling of power or from personally inflicting pain on other is usually too unreliable to be counted on by authorities to follow orders†. Ref: J. Martin Corbett Based on the studies of torturers employed by the State during 1967-74 military dictatorship of Greece, the psychologist Haritos-Fatoutos argues that three situational factor foster the creation of a torturer, namely: training, incremental participation and socialisation, and economic and symbolic reward. Training The first phase of training involves group bonding and isolation from the outside world. In case of the torture, this is achieved by placing recruits in remote training camps and putting them through numerous initiation rites. Haritos- Fatoutos describe how the use of euphemism by the trainers helped Greek recruits reinterpret their behaviour. For example, â€Å"tea party† referred to a â€Å"beating with fists and â€Å"tea party with toast† described a â€Å"beating with heavy wooden clubs†. The use of such euphemistic language is , of course, common practice in organizations to put a gloss on unpleasant reality- from the Nazi Party’s â€Å"Final Solution† , through the CIA’s `executive action`, to the `downsizing ` and ` rationalisation` of contemporary business organizations. Training also requires the recruit to develop a world view that divides people into torturable and non-torturable. Through a programme of seminars the recruits comes to believe that the act of tortures is a defence of â€Å"good â€Å"values against the â€Å"bad† values. Recruits are trained to be loyal not only to the state but to the organization, which is semi-secret and will protect them. Ref: Haritos- Fatoutos, M. (1988) The official tortures: A learning model of obedience to authority of violence. Journal of applied social psychology, 18, 1107-1120. Incremental Socialisation Such a moral shift, or disengagement, is made easier by the gradual introduction of the recruits to the brutal act of torture. A typical process of incremental socialisation and desensitisation goes through the following chronological sequences: Recruits act as guards while other carry out torture. Recruits carry food to the prisoners in there cells Recruits fully participate fully in torture. Hence the recruits are pulled inexorably into the torturing process. Having gone through the first two steps in the socialisation process recruits find it very difficult to protest about the use of full torture as there have been corrupted by tacit acceptance of earlier (less extreme) examples of torture. Rewards Once fully socialised, obedient torturers benefit in both symbolic and economic ways. Training fosters in-group bias. The finding of numerous social psychological studies suggested that participation in strenuous initiation rites makes group membership more desirable. Ref: Haritos- Fatoutos, M. (1988) The official tortures: A learning model of obedience to authority of violence. Journal of applied social psychology, 18, 1107-1120. There are some more aspects which really effect of employee performance. Inter-group relations Individual’s allegiances to, and identification with, various social groups can have an important influences on their attitudes and behaviour. The notion of employee commitment can over-generalise the nature of such allegiances and hence overlook the fact that you can be committed to your work, to your collegues, to your department, to your occupation or to the company you work for. But these commitments will vary and will often conflict with each other. There are many groups within even the smallest of organizations. It is not only the varying degrees of commitment each group commands amongst its members that can have a significant impact on organizational functioning. The relations between these groups and the relative power each commands can be more curial in shaping organizational behaviour. Hence, a psychological analysis alone is insufficient to understand fully the complexities of inter-group relations. Organizational design and design The variety of ways in which organizational are structured and managed and how they change over time, provides the basis of much organizational behaviour research. Also it is the domain of almost all so-called â€Å"Management Gurus†. For instance, Salaman (1983) observes that â€Å"organizations are structure of control†. Given that organizational structures include management and worker organization, control and reward systems, and job design, they clearly involve political issues, as well as decisions and strategic choices. Despite this, much of the conventional organizational behaviour literature on organizational structure and design concentrates, somewhat uncritically, on information flows, work structure, job design and cultures as entities designed and controlled by a management elite. Ref:-Salaman, G (1983) Class and the Corporation. London: Fontana. Technology and organization Scarborough and Corbett (1992) describes technology and organization as â€Å"far from containing or controlling the technology process, the formal boundaries and managerial hierarchies of organization may themselves restructure by it†. Similarly, sole resources to a unilateral deskilling process (at a societal level), in which technology developed under capitalism inevitably leads to the deskilling and control of labour, does little to convey the uncertainties and interaction of the technology process, nor account for the key role played by Invidual`s and groups: Indeed, on occasion the transformational power of technological knowledge may escape the intentions of the powerful and undermines, and not simply reproduce, existing social and economic structures. To better understand technology and organization I think its good to go through this case study. Ref: Scarborough, H. and Corbett, J.M. (1992) Technology and Organization: Power, Meaning and Design. London: Routledge. Case study: New technology and the Skolt Lapplanders Introduced in the early 1960s, the snowmobile was adopted by the Skolt Lapp people to replace reindeer sleds as a means of transportation. This technology brought easier access to trading posts, more sophisticated health care and a more varied diet and recreation. Yet, within a few years the introduction of this technology had made a profound impact on the Skolt Lapp community. The Skolt Lapp community, like many traditional communities, was organised around a patriarchal power structure, so that the old man held all the positions of status and authority. However, unlike the younger members of the community, these man lacked the muscular strength and dexterity to ride and maintain the heavy snowmobiles. Given that the new technology symbolised progress and the promise of economic prosperity to many Lapps, this result in a decline in the status of the elders relative to the younger, stronger men. Of even greater significance, and as the snowmobiles replaced the reindeer sled as the dominant means of transportation, this status shift was accompanied by the decline in the importance of the `elders` knowledge and wisdom concerning the care and use of reindeer herds. Such a shift was encouraged all the more by the rapid drops in calf births that resulted from the effects of the frightening noise of the snowmobiles` engines on pregnant reindeers. Indeed, within 3 years, a majority of the domesticated reindeers herd had returned to the wild. The impact of this should not be under-estimated as for generations; the reindeers had been of great symbolic and cultural significance of the Skolt Lapps. Most important of all, the Skolt Lapplanders quickly found themselves dependent on outside suppliers of imported petroleum and spare parts for the snowmobiles. Also, many of the physically ill Lapps became psychologically (and sometimes physically) dependent on the constant supply of non-introduction of the snowmobiles. Thus, an apparently neutral technology brought about significant (and largely irreversible) cultural changes to a community. Ref: Scarborough, H. and Corbett, J.M. (1992) Technology and Organization: Power, Meaning and Design. London: Routledge. Egan, G. (1993) Quarantine. London: Legend Books Organizational Culture Culture as a concept has had a long and checked history. It has been used by the lay person as a word to indicate sophistication, as when we say that someone is very â€Å"Cultured†. It has been used by anthropologists to refer to the customs and rituals that societies develop over the course of their history. In the last decade or so it has been used by some organizational researchers and managers to indicate the climate and practices that organizations develop around their handling of people or to refer to the espoused values and credo of an organization. A deeper understanding of cultural issues in groups and organizations is necessary to decipher what goes on in them but, even more important, to identify what may be the priority issues for leaders and leadership. Organizational cultures are created in part by leaders, and one of the most decisive functions of leadership is the creation, the management, and sometimes evens the destruction of culture. Ref:-Edgar H. Schein (1997) Organizational Culture and Leadership. John Wiley sons, Inc. A cross- cultural comparison of work values Numerous motivation theorist outline the importance of certain characteristics of work and the work environment in promoting job satisfication. But to what extend do the motivation theories of Maslow, Herzbed, Mc Clelland, Hackman and Oldham, etc. reflect what motivates a particular, possibly unique, sample of the working population, namely the average â€Å"American employee†. Can we really generalise such theories to the global working population? Mainstream organisational behaviour textbooks certainly imply as much. But if we cannot generalise from the US experience there are obvious implications for the human resources management policies of multi- national corporations and for international post-merger management. Ref: Maslow, A. (1971) The further reaches of human Nature. New York: Viking Press. Herzbed, P.G. (1976) Non- hierarchical organization vol-2. Harmondsworth: Penguin. In 1989, Don Elizur and colleagues was to collect data by questionnaire from samples of managers and employee from a variety of countries. The average sample size was 285. The author owns UK sample comprised 148 respondents. The age range and gender mix of the samples were similar. The questionnaire was designed to represent the major perspectives outlined by basic theories of motivation. 24 items were selected and respondents were asked to indicate for each item the extent to which it is important. (using response categories ranging from â€Å"very unimportant† to â€Å"very important†). The items included the following. Job interest, to do work which is interesting to you. Achievements in work. Advancement, opportunities for promotion Self-esteem, that you are valued as a person Use of ability and knowledge in your work Job security, permanent job Autonomy, independence in work. Supervisor, a fair and considerate boss. Pay, the amount of money you receive Co-workers, fellow workers who are pleasant and agreeable. This selection of items is listed in tables. They also indicate the survey results from the US, the UK, Germany, the Netherlands, Taiwan, Korea, Hungary and China. The major similarities and difference between these work population samples can be more clearly comprehended by considering the rank order of the item based on the managerial distributions as represented in table. So we see, for example, that interesting work was considered to be the most important work values by respondents from the US, Germany, and the Netherlands. Yet the same items were considered to be much less important from the point of the Hungarian and Chinese respondents. Also, interesting cross-cultural disparities are in evidence for the last three items; good boss, good pay and friendly co-workers. Table: Rank ordering of work values for a sample of eight countries USA UK Germany Netherland Taiwan Korea Hungary China Interesting work 1 2 1 1 2 3 6 5 Achievements 2 6 7 2 1 1 2 1 Advancements 3 7 10 5 4 7 10 6 Self-esteem 4 5 9 9 3 9 7 3 Use abilities 5 4 6 6 8 4 5 2 Autonomy 6 9 5 4 7 10 9 4 Job security 7 8 4 8 5 2 8 10 Good boss 8 10 3 7 6 6 1 7 Good pay 9 3 8 10 10 8 4 9 Co-workers 10 1 2 3 9 5 3 8 Ref:- Elizur , D.,Borg, I., Hunt, R. and Beck, I. K. (1989) The structure of work values: A cross-cultural comparasion.`journal of Organizational Behaviour, 12,21-30 Conclusion It is a truism to claim that people are an organisational resource -indeed, for some organisations, they are the key resource, without which the organisation would be unable to deliver any meaningful product or service to its customers. Like any resource, however, people may be used wastefully: they may be employed at well below their potential, performing tasks which do not stretch their capabilities and which are ultimately alienating in their psychological impact on the employees involved. Alternatively, people may be managed and led in ways which inspire them to be highly motivated and to demonstrate long-term commitment to both their roles and the organisation which employs them. When this is achieved, the performance of its people becomes a major differentiator for the organisation and a source of long-term competitive strength. Identity Regulation as a Form of Organizational Control Identity Regulation as a Form of Organizational Control Introduction I have decided to opted â€Å"Identity regulation in organisations is a form of control that needs to be acknowledged in order to encourage the emancipation of workers†. But before starting my assignment i would like to go through that what Organization is and what’s the real truth behind Organizational Behaviour. Organizations are inescapable features of modern social experience for all human beings. From the remotest village high in the Himalayan foothills to life in a lager metropolis, organizations impact on all aspect of human experience. Now we come to that what organizational behaviour actually is:- Organizational behaviour provides one of the mainstream approaches to the study of management and organizations. Its main sphere of interest is anything relevant to the design, management and effectiveness of an organization, together with the dynamic and interactive relationships that exist within them. Hawthorne studies This theory was directed by Elton Mayo during the late 1920s and early 1930s. These studies first highlighted the complexity of human behaviour in an organizational setting. This on turn led to recognition of the importance of the social context within which work occurred and of the ways in which groups become a significant influence on individual behaviour. Ref: organizational behaviour and management john martin third edition The Meaning of Organizational Behaviour Organizational behaviour is one of the most complex and perhaps least understood academic elements of modern general management, but since it concerns the behaviour of people within organizations it is also one of the most central, its concern with invidual and group patterns of behaviour makes it an essential element in dealing with the complex behaviour issues thrown up in the modern business world. Ref: (Financial times Mastering management series) First we are going to start with the Management as an integrating activity;- Management as an integrating activity Management is the cornerstone of organizational effectiveness, and is concerned with arrangement for the carrying out of organizational processes and the execution of work. According to Drucker, it is the management that enables the organization to contribute a needed result to society, the economy and the invidual. Ref:-management and organizational behaviour 5th edition â€Å"The fact is that management ultimately depend on an understanding of human nature.I suggets it goes much further than that. In the first place, good management depends upon the acceptance of certain basic values. It cannot be achieved without honesty and integrity, or without consideration for the interests of others. Secondly, it is the understanding of human foibles that we all share, such as jealousy, envy, status, prejudice, perception, temperament, motivation and talent which provides the greatest challenge to managers. Ref: HRH The Duke of Edinburgh, Institute of Management Patron. The psychological contract One significant aspects of the relationship between the invidual and the organization is the concept of the psychological contract. This is not a written document, but implies a series of mutual expectations and satisfaction of needs arising from the people-organization relationship. It involves a process of giving and receiving by the invidual and by the organization. The psychological contract covers a range of expectations of rights and privileges, duties and obligations, which donot form part of a formal agreement but still have an important influence on people behaviour. Invidual`s Expectations Provide safe and hygienic working conditions Make every reasonable effort to provide job security Attempt to provide challenging and satisfying jobs and reduce alienating aspects of work. Adopt equitable personnel policies and procedures. Treat member staff with respect. These expectations are notwithstanding any statutory requirement placed upon the organization. Instead they relate more to the idea of social responsibilities of management. The organization will also have implicit expectations of its member, for example:- To accept the ideology of the organization To work diligently in pursuit of organizational objectives Not to abuse goodwill shown by the management To uphold the image of the organization To show loyalty. The organization side of the psychological contract places emphasis on expectations, requirement and constraints which often differ from, and may be in conflict with ,an Invidual`s expectations. Ref:-Laurie j Mullins management and behaviour The case study below shows the true picture of the psychological contract and it s nature:- Case study: Disgruntled mice turn on fat cats Rhetoric about employee being vital corporate assets is sounding increasingly hollow writes John Plender. After years of downsizing, delaying and re-engineering, a punch-drunk British workforce hardly looks ready for a return to confrontational industrial relation. Yet the strike at British Airways, complete with management pressure and inter-union rivalry, raises question. Is this the first sign of a shift in power back to the workers as labour market condition tightens? And have managers become complacement in their attitudes to the workforce? The British Airways saga admittedly looks more of a throwback than a forward indicator. Most occupants of British boardrooms would vehemently reject charges of complacency or macho management. Yet there is evidence that business leaders are failing to carry employee with them as they continue to restructure. The standard rhetoric about `empowered` employee being vital corporate assets rings increasingly hollow. Consider recent data from International Survey Research (ISR), a leading consultant whose employee opinion survey covers 450 companies in 18 countries. Some finding in its survey, such as the free –fall in feelings of employment security throughout Europe, are predictable enough. Nor is it surprising that stakeholders-type economics like Switzerland, Norway and the Netherlands tend to have the the most contented workforces. The UK`S ignominious position- second only to Hungary at the bottom of the league for employee satisfaction- will no doubt be dismissed as British workers enjoying a moan. And the fact that UK management is judged less favourably by employee than managers are rated elsewhere will prompt a similar response. Yet when ISR`s work is looked at over a period of years, it is easily brushed aside. Take the progressive year-on-year collapse in the morale of the UK workforce since 1990. The trend is odd because it defies the logic of the economic cycle. Recovery has brought deterioration, not improvement. Also odd is the workforce’s view of management, at the depths of the recession earlier in the decade, UK employee, though generally dissatisfied, were still taking quite a favourable view of the managers compared with the rest of the Europe. Today, despite a marked increased in the rate of UK earning growth, disillusionment appears total. The clue with the ISR survey published at the end of 1995.This revealed that workers attitudes had suffered `the most prepitate decline` of any European country over the previous 10 years. Motivation and commitment to the company were lower than in the strife-torn days of the mid-1970s. The timing is significant because this was the first survey after the notorious British Gas Annual General Meeting at which the investment institute sanctioned a much increased pay-package for Mr.Cedric Brown-this when profits were substantially below their five years earlier, customer service was deteriorating and employee were being shed in larger numbers. The message is clear enough. Far from being a little local difficulty in the privatised utilities, the `fat cat` pay saga had a much wider demoralising impact which is still being felt. It does not follow that British workers are about to the picket lines en masse. As long as insecurity is endemic, and the main legislative reforms of the past 18 years remain intact, the union will not resume their former mantle. Nor does the government of Mr Tony Blair, a personal friend of BA chief Executive , Mr Bob Ayling, appear keen to take an active role in the dispute at BA. There is also a wide spread view that employee satisfactions a key performance indicator. Yet survey feels dimishing loyalty. In effect a contract which views the employee as assets and a cost has an innate tension. If it operate operates against the back ground of ever widening pay differentials between shop floor and board, or runs into the BA style of management, it may become untenable. There is a growing recognition among economist that trust is a valuable commodity. At national level- as in the stakeholder’s economics metioned earlier- it can enhance growth. When it exists between the various stakeholders in a business it reduces transaction costs and enhances competitive advantage. If British business wants to achieve the highest standards of quality in internationally tradable products and services on a sustainable basis, it badly needs to absorb this lesson. Source-Financial times, 12 July 1997. Critically Analysing the meaning of Work, Motivation and Commitment Work organizations can be understood not only as environments in which people produce work, but also â€Å"places where work produces people†. Hence, any discussion of what people want or need out of work (particularly paid employment) cannot be isolated from the context of that work environment. The experience of working in a particular organization can itself produce wants and needs in the worker. Unfortunately, the personality and the motivation theories described everywhere are based on much simpler models of human behaviour. These tend to view the person as possessing a certain set of psychological characteristics which are brought into work each day. The idea that these change through interaction with others in the organization is rarely touched on. Another aspect of the two-pronged approach to the analysis of Invidual`s behaviour by organizational psychological is a tendency to restrict the subject matter to more less quantifiable elements of behaviour and to those aspects of behaviour which are predictable and controllable from a managerial point of view. Ref: J martin Corbett Baritz,1960 and Hollway , 1991 and indeed, Thompson and McHugh (1990) argue that â€Å"the true paradigm of the organizational psychologist is that of ensuring `effective resource use`: supplying advice, recourses and training which are aimed at assisting organization in efficiency managing the conflict and resistance which is a predictable consequence of hierarchically organised production.† Ref: Baritz, L (1960) Servants of power, Middletown: Wesleyan University Press Hollway, W (1991) Work Psychology and Organizational Behaviour, London: sage Thompson, P. and McHugh, D. (1990) Work organizations: A Critical Introduction. London: Macmillan Employee Commitment: on becoming a torturer What kind of person becomes a torturer? For many people it would seem obvious that only psychopaths and cranks would wish to pursue such a career. Yet, torture is currently practised by one government in three and these governments experience little or difficulty in recruting torturers. Are there really sufficient numbers of sadist ready, able and willing to take on such a job, or are there other factors which contribute to the creation of a torturer? There is no hard evidence that torturers are psychopaths or sadist. On the contrary, there is evidence that such people are usually screened out during the selection and recruitment process. Thus, to some extent at least, torturers are selected and recruited from ordinary people: â€Å"A deranged person who receives gratification primilary from feeling of power or from personally inflicting pain on other is usually too unreliable to be counted on by authorities to follow orders†. Ref: J. Martin Corbett Based on the studies of torturers employed by the State during 1967-74 military dictatorship of Greece, the psychologist Haritos-Fatoutos argues that three situational factor foster the creation of a torturer, namely: training, incremental participation and socialisation, and economic and symbolic reward. Training The first phase of training involves group bonding and isolation from the outside world. In case of the torture, this is achieved by placing recruits in remote training camps and putting them through numerous initiation rites. Haritos- Fatoutos describe how the use of euphemism by the trainers helped Greek recruits reinterpret their behaviour. For example, â€Å"tea party† referred to a â€Å"beating with fists and â€Å"tea party with toast† described a â€Å"beating with heavy wooden clubs†. The use of such euphemistic language is , of course, common practice in organizations to put a gloss on unpleasant reality- from the Nazi Party’s â€Å"Final Solution† , through the CIA’s `executive action`, to the `downsizing ` and ` rationalisation` of contemporary business organizations. Training also requires the recruit to develop a world view that divides people into torturable and non-torturable. Through a programme of seminars the recruits comes to believe that the act of tortures is a defence of â€Å"good â€Å"values against the â€Å"bad† values. Recruits are trained to be loyal not only to the state but to the organization, which is semi-secret and will protect them. Ref: Haritos- Fatoutos, M. (1988) The official tortures: A learning model of obedience to authority of violence. Journal of applied social psychology, 18, 1107-1120. Incremental Socialisation Such a moral shift, or disengagement, is made easier by the gradual introduction of the recruits to the brutal act of torture. A typical process of incremental socialisation and desensitisation goes through the following chronological sequences: Recruits act as guards while other carry out torture. Recruits carry food to the prisoners in there cells Recruits fully participate fully in torture. Hence the recruits are pulled inexorably into the torturing process. Having gone through the first two steps in the socialisation process recruits find it very difficult to protest about the use of full torture as there have been corrupted by tacit acceptance of earlier (less extreme) examples of torture. Rewards Once fully socialised, obedient torturers benefit in both symbolic and economic ways. Training fosters in-group bias. The finding of numerous social psychological studies suggested that participation in strenuous initiation rites makes group membership more desirable. Ref: Haritos- Fatoutos, M. (1988) The official tortures: A learning model of obedience to authority of violence. Journal of applied social psychology, 18, 1107-1120. There are some more aspects which really effect of employee performance. Inter-group relations Individual’s allegiances to, and identification with, various social groups can have an important influences on their attitudes and behaviour. The notion of employee commitment can over-generalise the nature of such allegiances and hence overlook the fact that you can be committed to your work, to your collegues, to your department, to your occupation or to the company you work for. But these commitments will vary and will often conflict with each other. There are many groups within even the smallest of organizations. It is not only the varying degrees of commitment each group commands amongst its members that can have a significant impact on organizational functioning. The relations between these groups and the relative power each commands can be more curial in shaping organizational behaviour. Hence, a psychological analysis alone is insufficient to understand fully the complexities of inter-group relations. Organizational design and design The variety of ways in which organizational are structured and managed and how they change over time, provides the basis of much organizational behaviour research. Also it is the domain of almost all so-called â€Å"Management Gurus†. For instance, Salaman (1983) observes that â€Å"organizations are structure of control†. Given that organizational structures include management and worker organization, control and reward systems, and job design, they clearly involve political issues, as well as decisions and strategic choices. Despite this, much of the conventional organizational behaviour literature on organizational structure and design concentrates, somewhat uncritically, on information flows, work structure, job design and cultures as entities designed and controlled by a management elite. Ref:-Salaman, G (1983) Class and the Corporation. London: Fontana. Technology and organization Scarborough and Corbett (1992) describes technology and organization as â€Å"far from containing or controlling the technology process, the formal boundaries and managerial hierarchies of organization may themselves restructure by it†. Similarly, sole resources to a unilateral deskilling process (at a societal level), in which technology developed under capitalism inevitably leads to the deskilling and control of labour, does little to convey the uncertainties and interaction of the technology process, nor account for the key role played by Invidual`s and groups: Indeed, on occasion the transformational power of technological knowledge may escape the intentions of the powerful and undermines, and not simply reproduce, existing social and economic structures. To better understand technology and organization I think its good to go through this case study. Ref: Scarborough, H. and Corbett, J.M. (1992) Technology and Organization: Power, Meaning and Design. London: Routledge. Case study: New technology and the Skolt Lapplanders Introduced in the early 1960s, the snowmobile was adopted by the Skolt Lapp people to replace reindeer sleds as a means of transportation. This technology brought easier access to trading posts, more sophisticated health care and a more varied diet and recreation. Yet, within a few years the introduction of this technology had made a profound impact on the Skolt Lapp community. The Skolt Lapp community, like many traditional communities, was organised around a patriarchal power structure, so that the old man held all the positions of status and authority. However, unlike the younger members of the community, these man lacked the muscular strength and dexterity to ride and maintain the heavy snowmobiles. Given that the new technology symbolised progress and the promise of economic prosperity to many Lapps, this result in a decline in the status of the elders relative to the younger, stronger men. Of even greater significance, and as the snowmobiles replaced the reindeer sled as the dominant means of transportation, this status shift was accompanied by the decline in the importance of the `elders` knowledge and wisdom concerning the care and use of reindeer herds. Such a shift was encouraged all the more by the rapid drops in calf births that resulted from the effects of the frightening noise of the snowmobiles` engines on pregnant reindeers. Indeed, within 3 years, a majority of the domesticated reindeers herd had returned to the wild. The impact of this should not be under-estimated as for generations; the reindeers had been of great symbolic and cultural significance of the Skolt Lapps. Most important of all, the Skolt Lapplanders quickly found themselves dependent on outside suppliers of imported petroleum and spare parts for the snowmobiles. Also, many of the physically ill Lapps became psychologically (and sometimes physically) dependent on the constant supply of non-introduction of the snowmobiles. Thus, an apparently neutral technology brought about significant (and largely irreversible) cultural changes to a community. Ref: Scarborough, H. and Corbett, J.M. (1992) Technology and Organization: Power, Meaning and Design. London: Routledge. Egan, G. (1993) Quarantine. London: Legend Books Organizational Culture Culture as a concept has had a long and checked history. It has been used by the lay person as a word to indicate sophistication, as when we say that someone is very â€Å"Cultured†. It has been used by anthropologists to refer to the customs and rituals that societies develop over the course of their history. In the last decade or so it has been used by some organizational researchers and managers to indicate the climate and practices that organizations develop around their handling of people or to refer to the espoused values and credo of an organization. A deeper understanding of cultural issues in groups and organizations is necessary to decipher what goes on in them but, even more important, to identify what may be the priority issues for leaders and leadership. Organizational cultures are created in part by leaders, and one of the most decisive functions of leadership is the creation, the management, and sometimes evens the destruction of culture. Ref:-Edgar H. Schein (1997) Organizational Culture and Leadership. John Wiley sons, Inc. A cross- cultural comparison of work values Numerous motivation theorist outline the importance of certain characteristics of work and the work environment in promoting job satisfication. But to what extend do the motivation theories of Maslow, Herzbed, Mc Clelland, Hackman and Oldham, etc. reflect what motivates a particular, possibly unique, sample of the working population, namely the average â€Å"American employee†. Can we really generalise such theories to the global working population? Mainstream organisational behaviour textbooks certainly imply as much. But if we cannot generalise from the US experience there are obvious implications for the human resources management policies of multi- national corporations and for international post-merger management. Ref: Maslow, A. (1971) The further reaches of human Nature. New York: Viking Press. Herzbed, P.G. (1976) Non- hierarchical organization vol-2. Harmondsworth: Penguin. In 1989, Don Elizur and colleagues was to collect data by questionnaire from samples of managers and employee from a variety of countries. The average sample size was 285. The author owns UK sample comprised 148 respondents. The age range and gender mix of the samples were similar. The questionnaire was designed to represent the major perspectives outlined by basic theories of motivation. 24 items were selected and respondents were asked to indicate for each item the extent to which it is important. (using response categories ranging from â€Å"very unimportant† to â€Å"very important†). The items included the following. Job interest, to do work which is interesting to you. Achievements in work. Advancement, opportunities for promotion Self-esteem, that you are valued as a person Use of ability and knowledge in your work Job security, permanent job Autonomy, independence in work. Supervisor, a fair and considerate boss. Pay, the amount of money you receive Co-workers, fellow workers who are pleasant and agreeable. This selection of items is listed in tables. They also indicate the survey results from the US, the UK, Germany, the Netherlands, Taiwan, Korea, Hungary and China. The major similarities and difference between these work population samples can be more clearly comprehended by considering the rank order of the item based on the managerial distributions as represented in table. So we see, for example, that interesting work was considered to be the most important work values by respondents from the US, Germany, and the Netherlands. Yet the same items were considered to be much less important from the point of the Hungarian and Chinese respondents. Also, interesting cross-cultural disparities are in evidence for the last three items; good boss, good pay and friendly co-workers. Table: Rank ordering of work values for a sample of eight countries USA UK Germany Netherland Taiwan Korea Hungary China Interesting work 1 2 1 1 2 3 6 5 Achievements 2 6 7 2 1 1 2 1 Advancements 3 7 10 5 4 7 10 6 Self-esteem 4 5 9 9 3 9 7 3 Use abilities 5 4 6 6 8 4 5 2 Autonomy 6 9 5 4 7 10 9 4 Job security 7 8 4 8 5 2 8 10 Good boss 8 10 3 7 6 6 1 7 Good pay 9 3 8 10 10 8 4 9 Co-workers 10 1 2 3 9 5 3 8 Ref:- Elizur , D.,Borg, I., Hunt, R. and Beck, I. K. (1989) The structure of work values: A cross-cultural comparasion.`journal of Organizational Behaviour, 12,21-30 Conclusion It is a truism to claim that people are an organisational resource -indeed, for some organisations, they are the key resource, without which the organisation would be unable to deliver any meaningful product or service to its customers. Like any resource, however, people may be used wastefully: they may be employed at well below their potential, performing tasks which do not stretch their capabilities and which are ultimately alienating in their psychological impact on the employees involved. Alternatively, people may be managed and led in ways which inspire them to be highly motivated and to demonstrate long-term commitment to both their roles and the organisation which employs them. When this is achieved, the performance of its people becomes a major differentiator for the organisation and a source of long-term competitive strength.