The creatures free essay sample

Without rivalry our past would be route not quite the same as the story that we are educated through our training. I essentially accept that clashing thoughts made me who I am. This confliction may occur in different territories HoWeVeR today I am just keen on the confliction among detainment and opportunity . You know words that normally brings out us paradise has a place basically with things that we ordinarily order under the word great. In any case, when these attributes uniform ever, we face with a MANiMAL which utilizes it otherworldly powers as underhanded everything out of nowhere changes and now we are compelled to see things occurred in history from n another point of view. So we can make reference to about the presence of extraterrestrials in our reality in old occasions, isn't that so? I wager we can. One of the animal categories (ALiENS) were called as Sirens and they had a voice which harms human by wonder. At the point when you hear the sound once you cannot keep yourself tuning in from listening it more which truly prompts passing brought about by starvation. We will compose a custom paper test on The animals or on the other hand any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page They had wings and additionally because of this physical prevalence they were venerated as though they were Gods. By the way havent you checked the definition in word reference of this holly word. if not here it is. the one Supreme Being, the maker and leader of the universe. As you read the definition it says that these extraterrestrials are the leaders of this people. Anyway would we be able to characterize power by Just taking a gander at the physical quality of something? Expressly being ground-breaking ought to likewise comprise of being genuinely solid. So are these animals, (Sirens) truly outmaneuver people This is an inquiry that individuals have been talking about for a considerable length of time and didnt arrive at a conclusive outcome or an all around worthy remark. Sharing feelings was unreasonably significant for correspondence and some even accept cap this longing was special to our planet. Right? As indicated by some content from antiquated developments these winged creature like blessed messengers lived in an island which was named after its own specie. SiRENlJM The animals killed the ones who are attempting to contact them so as to speak with them anyway their end was demise. These animals were terrified of us so they didnt let us to attack their territory in earth. A section from paradise When we take a gander at this it appears to be somewhat peculiar in light of the fact that confliction of these species created a limitless circle. Outsiders were detained at SiRENlJM and individuals were additionally stuck ith the rest of the land in earth. So dont you likewise feel that this impediments and detainment makes a piece of the shortcomings for both of the side. This interminable circle frantically consistent with Helping Strangers By Sacrificing your life. At the point when alarms call for help they are killing humankind while makes things more confused than it was utilized to be. Isnt it somewhat narrow minded to request somebody elses life so as to make due in a sort of an away game. Yet, what can be done, after all arent they are still GODS in our oblivious personalities

Civil Rights

Question: Compose week after week response notes, because of conversation prompts posted on chalkboard for that weeks class meeting. This activity is expected to offer you the chance to rehearse your composition, and is likewise intended to assist you with getting ready for in-class conversation by provoking you to thoroughly consider the materials and respond to them. Answer: Social liberties: Rights ensuring the individual with inabilities: Area 504 of the Rehabilitation Act of 1973: it is the government law ensuring the individual confronting the separation dependent on the inability. Title II of the Americans with Disabilities Act (ADA) is an alternate law ensuring and forbidding the separation practice concerning the truly tested individual. It acts in a similar way, by which sec 504 of the Rehabilitation Act, 1973ACT. There are sure individuals who meet all requirements to enter in the class of incapacity. It is difficult to see that in such an advanced age, there is a class separate for the genuinely tested individuals. They can generally term as the uncommonly abled individual since huge numbers of them are equipped for different exercises (hhs.gov 2016). Subsequently, there are a few rights to ensure them like: Apply with the qualification models. Deny member recompense. Offer different helpful types of assistance. Segment 1557 of the Affordable Care Act says about the assurance implies for the separated class. Not just the separation happens with the physical handicap or such kind, yet even the segregation can likewise be seen in the spots for sex just as the position (gov.uk 2016). The Department of Health and Human administrations presented some reserve framework for the socially segregated class for their upliftment. Rights for the individual having HIV and AIDS: Segregation may happen when any association keeps any HIV constructive individual from taking part in a specific program. Be that as it may, our anxiety must be to such an extent that in the event that the individual is capable with the models referenced, at that point forestalling on the ground of physical ailment is the infringement of the social equality. There must be the sensible settlement for such individual, however impugning is against the common standards. The demonstration of ADA shields the other individual from getting segregated on the ground that either a portion of their relatives or the companions experience the ill effects of the infection. It is likewise imperative to spread mindfulness with respect to the results that could conceivably happen, and all the individual needs preparing to play it safe appropriately. The division that gets the assets are clinics, recovery focuses, child care homes and numerous other healthful projects to give some examples (aclu.org). For the security of the Civil rights, there are choices accessible to record a grumbling against the individuals who abuse them. The framework kept is exceptionally basic which incorporates the composed record with the name referenced alongside the location and the name against whom such report made. At that point the individual must send it to the workplace of the social liberties where there is some help accessible liberated from cost. Social security(supplemental security pay): Supplemental security is the month to month pay for some low paid people on specific grounds that incorporates the senior residents, daze and truly tested. For the incapacitate and visually impaired, the SSI will change with the salary of the guardians of such casualties. Different expressed have different sum offered relying upon the need of the circumstance. It is a useful technique since the count depends on the advantage of the family which bars different parts in the salary alongside the SNAP advantages and a few NGOs (ssa.gov2016). References: Segregation: your privileges - GOV.UK. (2016). Gov.uk. Recovered 25 May 2016, from https://www.gov.uk/separation your-privileges/sorts of-segregation HIV and Your Civil Rights in the Workplace. (2016). American Civil Liberties Union. Recovered 26 May 2016, from https://www.aclu.org/know-your-privileges/hiv-and-your-social liberties working environment KNOW YOUR RIGHTS AGAINST DISCRIMINATION!. (2016). hhs.gov. Recovered 25 May 2016, from https://www.hhs.gov/locales/default/documents/knowyourcivilrightsfactsheet.pdf government managed savings. (2016). ssa.gov. Recovered 25 May 2016, from https://www.ssa.gov/bars/EN-05-11000.pdf

Yachts, Drones, and Lessons from the Media Lab

Yachts, Drones, and Lessons from the Media Lab This story ends with me losing my phone on a drone on a yacht on an island in an ocean, but it’s going to start with me at a desk in an office on campus on the mainland. It will get progressively exciting, I swear. One day last summer, while I was working as a UROP in the Media Lab, debugging a server at my desk outside the office of the graduate student I was working with, a delivery man walked into our lab with a large package in tow. It turned out to be for my grad student (I say “my”, but in reality I am more his than he is mine), so I intercepted it for him. When he opened the package later, it turned out to be two Amazon Echoes. Nothing that our lab does is really related to anything the Echo can do, and they’re fairly expensive, so I asked him why we got them: “Oh they seemed cool, so I asked [our group director] to get a couple.” And thus I learned one of many lessons the Media Lab taught me this summer: Lesson #1: The Media Lab has a lot of money This manifests itself in many ways, from random tech purchases to the ping-pong table in the lab commons to the 8K (7680×4320!!!) display in the corner to the quality of the food is never in short supply. My group catered lunches to our group meetings every week that were higher quality than I (as a broke college student) would normally afford for dinner. I never missed a group meeting. Another seemingly spontaneous addition to our lab’s gadget arsenal was a 3DRobotics IRIS+ Drone, which joined our family early last spring. On its first day here, our group director (let’s call him Larry. He oversees my graduate student), having never flown a drone before, took it to the beach to test it out. I’m not sure why Larry took the drone the beach, as opposed to some other large open clearing, but he did. He turned the drone on. He flew the drone up. And up. And over the water. And a little more over the water. And down. And we never saw the poor drone again. Then, having learned his lesson, he promptly ordered another 3DRobotics IRIS+ Drone from Amazon with 2-day shipping. Although the Tragedy Of The Drone illustrates Lesson #1 nicely, it also reveals a new lesson: Lesson #2: People in the Media Lab like to have fun. And now the story gets exciting. One of Larry’s hobbies, aside from cutting edge technology research and drone flying, is yachting. Sailing yachting, to be specific. Larry also owns a sailing yacht (although not purchased with Media Lab funds, thankfully), on which he will occasionally disappear for weeks on end. If Larry hasn’t been seen around the lab for several days in a row, he’s probably out sailing. He is so insanely generous that, on the last day of summer, he invited my entire group (even lowly UROPs like myself!) to go sailing with him to Baker’s Island, just outside Salem, MA. I did not decline the offer. The weather just happened to be beautiful.   This drone had no idea what happened to the one before him. Remember Lesson #2. After arriving at Bakers island, we anchored offshore and took a raft to the beach, military assault style. We hiked around, ate lunch on the beach, and discussed strategy for the upcoming years, as well as why there havent been any outstanding baseball batters for a long time (youd be surprised at how much mathematics was involved). Then, of course, it was time to fly to drone. Unfortunately, half of the fun of flying a drone is looking at footage taken from the drone afterwards, and, while our IRIS+ was fully charged, the attached GoPro was unfortunately out of battery. Naturally, I decide to be the hero, and offer to tape my smartphone to the bottom of the drone, which seemed like a decent idea at the time (were all engineers, right?). We got some tape, started my phones video camera recording, and tried our best to secure it without blocking the camera. Then we handed the remote to Larry and braced ourselves It was at this point that I remembered that Larry has a 0-1 lifetime record with drones. However, it was too late to back out, and, after a reassuring How does this work again?, Larry turned the drone on. He flew the drone up. And up. And over the lighthouse. And past the lighthouse over the forest. And down. And the drone, with my phone still attached, disappeared into a large expanse of trees and shrubbery. But I wasnt too perturbed: after all, I had the foresight to anticipate this scenario, and had previously turned on Android Device Manager, which would allow me to locate my phones GPS position in case of loss or theft by drone. However, it slowly dawned on me that in order to use Android Device Manager, Id have to log in to a someone elses phone. But because I have two-step authentication enabled on my Google account (extra security sounded good at the time!), I wouldnt be able to do that without retrieving a verification code that would be texted to my phone. Fortunately, Robert 18 was luckily observant (and intrepid) enough to find the drone on his own, lying fortuitously visible just to the side of one of the only trails on the island. My phone had even survived, and had been recording 20 minutes of peaceful cloudy sky while I was stressing out. Heres the same story, but told from the drones point of view. Which leads us to the last and most important lesson I learned over the summer: Lesson #3: Never let anyone fly a drone with your phone attached to it

All Quiet on the Western Front by Erich Maria Remarque Essay

Through the novel All Quiet on the Western Front, novelist Erich Maria Remarque provides a commentary on the dehumanizing tendencies of warfare. Remarque continuously references the soldiers at war losing all sense of humanity. The soldiers enter the war levelheaded, but upon reaching the front, their mentality changes drastically: â€Å"[they] march up, moody or good tempered soldiers – [they] reach the zone where the front begins and become on the instant human animals† (Remarque 56). This animal instinct is essential to their survival. When in warfare, the soldiers’ minds must adapt to the environment and begin to think of the enemy as objects rather than human beings. It is this defensive mechanism that allows the soldiers to save†¦show more content†¦We can hardly control ourselves when our glance lights on the form of some other man. We are insensible, dead men, who through some trick, some dreadful magic, are still able to run and to kill† ( Remarque 116). Paul’s description of himself and his comrades does not sound human; rather, it sounds as if he were describing a pack of wolves. Furthermore, when Paul becomes trapped in the middle ground during a skirmish, he realizes he must defend himself. A French soldier jumps into his hole, forcing Paul to kill him. Paul â€Å"strike[s] madly at home and feel[s] only how the body suddenly convulses† without any thought (Remarque 216). The language employed by Remarque suggests Paul’s behavior is animalistic and brutal. His mad stabs into the body of the Frenchman imply the violent and impersonal nature of man that coincides with war. Yet another example of the brutalization and dehumanization of the soldiers caused by the war occurs during Paul’s leave. On leave, Paul decides to visit his hometown. While there, he finds it difficult to discuss the war and his experiences with anyone. Furthermore, Paul struggles to fit in at home: â€Å"I breathe de eply and say over to myself:– ‘You are at home, you are at home.’ But a sense of strangeness will not leave me; I cannot feel at home amongst these things. There is my mother, there is my sister, there my case of butterflies, and there the mahogany piano – but I am not myself there. There is a distance, aShow MoreRelatedAll Quiet On The Western Front By Erich Maria Remarque1714 Words   |  7 PagesAll Quiet on the Western Front written by Erich Maria Remarque is a narrative describing World War I from a German soldier s perspective. The story is narrated by Paul Baà ¼mer and predominantly revolves around the experiences of him and his comrades Kemmerich, Katczinsky, Kropp, Mà ¼ller, and Leer. The novel begins with Paul Baà ¼mer and his friends in a cheerful mood as extra rations are being allocated to them due to the missing soldiers. During this event, Baà ¼mer introduces and describes the variousRead MoreAll Quiet On The Western Front By Erich Mari a Remarque1469 Words   |  6 Pagesjoy and happiness in life. Through the experiences that the soldiers encounter, their humanity is compromised. Thus, as war strips soldiers of their innocence, they start to become disconnected from themselves and others. In All Quiet on the Western Front, Erich Maria Remarque illustrates the negative effects war has on a soldier’s humanity, through his use of Paul’s books and the potato pancakes by revealing the soldiers loss of emotion that causes them to become detached from society. Through theseRead MoreAll Quiet On The Western Front, By Erich Maria Remarque732 Words   |  3 Pageshistory, war between man has been nearly inevitable. The impact of war has always been devastating on all aspects. However, loss in war is mostly seen within the loss of land, wealth and the numbers of lives lost. There are few accounts of the true losses felt from war, the loss felt by the survivors and the true cost of human life. In the excerpt f rom All Quiet on the Western Front, by Erich Maria Remarque, illustrates the impact on human life and question what the cost of human life was impacted. WhileRead MoreAll Quiet on the Western Front by Erich Maria Remarque800 Words   |  3 Pages All Quiet on the Western Front by Erich Maria Remarque was the war novel that changed what ‘war novel’ meant. No longer would war be a fantasy for the growing generation, but a real-life death trap. World War I came with many innovations to warfare: machine guns, poison gases, trench-style warfare. While these technologies were supposed to improve warfare, it made war longer with more casualties. In All Quiet on the Western Front war is not looked up to, it is looked down upon from the perspectiveRead MoreAll Quiet On The Western Front By Erich Maria Remarque2100 Words   |  9 Pagesthoughts, feelings and experiences. All Quiet on the Western Front written by Erich Maria Remarque, which takes World War I as background, is th e great war novel which talks about the German soldiers extreme physical and mental stress during the war, and the hopeless of these soldiers about the â€Å"future† – the time the war would have ended. All Quiet on the Western Front is narrated by Paul Bà ¤umer, a twenty-years-old German soldier who fights in the French front in World War I. Paul and his classmatesRead MoreAll Quiet On The Western Front By Erich Maria Remarque1292 Words   |  6 PagesGermany flourished on the nationalism in the early 1900’s of its people. Ready to encounter an attack at any moment and any time. People forget the decision of war until they are in the flame of its fire. In the novel, All Quiet on the Western Front, Erich Maria Remarque explains his experience of the war in World War 1 through a character Paul Bumer. Bumer was a kind and sensitive man. Back in school he used to write poets. Pual’s Bumer teacher brainwashed him and other students who where his classmatesRead MoreAll Quiet On The Western Front, By Erich Maria Remarque1655 Words   |  7 Pagessupporting Gandhi’s belief is World War I, which was fought between the Central Powers and Allies and infamous for its d evastating repercussions and savage warfare that occurred from 1914 to 1918. In his historical fiction novel, All Quiet on the Western Front, Erich Maria Remarque describes the traumatic and deadly war conditions of WWI from the perspective of a German soldier named Paul Baumer, who provides readers with firsthand insight on war’s atrocious nature. Nonetheless, war’s violence did notRead MoreAll Quiet And The Western Front By Erich Maria Remarque1249 Words   |  5 Pagesâ€Å"We are forlorn like children, and experienced like old men, we are crude and sorrowful and superï ¬ cial, I believe we are lost† (Remarque 123). World War I is a tragic event that occurred in 1914 to 1918. Paul Baumer and the rest of the soldiers in the novel of â€Å"All Quiet in the Western Front† by Erich Maria Remarque are lost; they are broken from the fist World War, they don’t know anything aside from War, and they have lost their innocence during the years of matur ation. When the young men heardRead MoreAll Quiet On The Western Front By Erich Maria Remarque1482 Words   |  6 PagesThe novel All Quiet on the Western Front by Erich Maria Remarque is a tale about a group of young gentlemen in Germany who decide to join the army, and fight in World War I for their country. The boys become interested in fighting for their country after their schoolmaster informs them about the importance of this war. With much excitement, the young men have high expectations of what they want the war to be like. Throughout the course of the novel, the attitudes and opinions of the boys change asRead MoreAll Is Quiet On The Western Front By Erich Maria Remarque1051 Words   |  5 PagesNathan Brown Quarter 2 Book Report American History My second quarter book was called â€Å"All is Quiet on the Western Front† by Erich Maria Remarque. This book as about a man named, Paul Baumer who is fighting for Germany in World War 1. He and a bunch of his friends from high school join an army voluntarily. They heard their teacher (Kantorek) in class giving patriotic speeches. After joining the army, Paul and his friends soon come to a conclusion that joining the army was not what they thought it

The American Civil War was Unavoidable Essay - 659 Words

The American Civil War was unavoidable. Because of regional and political disputes the country would have continued to boil even if the extremists on both sides were kept under control. No matter what was done politically a conflict was necessary to eradicate slavery from this continent. Anger in the South was becoming a growing trend. The Southerners were angered by the fact that, in their view, the North was trying to dissolve their way of life. Congressman Robert Toombs of Georgia says, â€Å"if by your legislation you [northerners] seek to drive us from the territories...I am for disunion†. This Congressman from the South is so intent on making slaves legal in the territories that he is willing to break with the North over it. He†¦show more content†¦In the North opposition to slavery and the belief that the country can not survive divided were becoming the more dominant train of thoughts. Abraham Lincoln said that â€Å"a house divided can not stand† . He felt that either the country would be all slave or all free, but he knew fully that abolitionists would not give up. He also felt though that this issue would be resolved and that he did â€Å"not expect the Union to be dissolved† . He obviously thought that the South would give up easier, but he was wrong. In Uncle Tom’s Cabin by Harriet Beecher Stowe she shows how evil slavery was in Document C by basically showing the cruelty that slaves had to endure and that Southern slave holders were evil with no remorse. She shows that slaves are mistreated and that this can not go on (P-C). With political leaders such as Lincoln believing that someone, particularly the South, would give in and authors such as Stowe showing the evils of slavery people in the North were bound to believe that slavery should be abolished. With more and more people feeling strongly about this in the North a conflict was bound to occur. In conclusion the question â€Å"why...can we not withdraw thi s vexed question [of slavery in the US] from politics†posed by Stephen Douglas can be answered in this way. The reason why the US could not just forget about the slavery issue and let people decide for themselves if they wanted slavesShow MoreRelatedEssay on The American Civil War was Unavoidable2135 Words   |  9 Pages If one thing is clear from studying early American history, it is that the Civil War was an unavoidable tragedy. Often, hindsight allows us to recognize those points at which history could have taken a different direction, if only some person or thing were different in some way. This is not the case with the American Civil War. Four factors support the notion of inevitability. This paper will explore the way that economics, previous compromises, changing social mores and values, and theRead MoreLeading to the Civil War644 Words   |  3 PagesThroughout history, wars started because of tension between two parties that blew up into full-fledged wa rs. At times, it is political tension caused by differences in political views. Other times, it is differences in the way they make money, economic disparities. It can even be social disputes that cause the war. The Civil War started because of confrontations about slavery between Northern and Southern United states. It was likewise caused by the different economic styles of the two halves ofRead MoreRhetorical Analysis Of Abraham Lincoln s Speech860 Words   |  4 Pagesthe American populous for a second time, in what was known as his second inaugural address, marking his second term in presidency, and his second address attending to a divided and strained nation. As the Civil War marched closer to resolution the American populous wished for someone or something to blame: A target to vent the pains of the nation’s conflict, yet instead of condemnation of either side Lincoln offered the concept of inclusion: neither wished for and was responsible for the war, ergoRead MoreW ar : An Unavoidable, Haunting, And Educational Event1149 Words   |  5 PagesWar: An Unavoidable, Haunting, and Educational Event â€Å"In Flanders Fields,† by John McCrae, â€Å"In Time of War,† by W.H. Auden, and â€Å"Facing It,† by Yusef Komunyakaa all share a theme of war. The symbols and settings used in these poems illustrate the theme of war and its hardships clearly. Last, the authors all have biographical backgrounds surrounding past wars. The symbols used in all three of these poems closely relate to the idea of war. In â€Å"In Flanders Fields,† McCrae uses the symbols of crossesRead MoreThe Moratorium March 752 Words   |  4 PagesMarch against the Vietnam War commenced in Washington D.C. Pacifists and peace administrators carried banners which stated, †A Calvinist for peace, No more war, We want peace now,† and some carried placards bearing the name of soldiers that had died during the war (Leen). The placards that had names of fallen soldiers were first used on November 13, 1969 during the protest called â€Å"March against Death.† Two days after this protest, the â€Å"Moratorium March† began. This was a massive march that consistedRead MoreMajor Cause Of The American Civil War1224 Words   |  5 PagesMAJOR CAUSES OF THE AMERICAN CIVIL WAR I. Introduction to Civil War The American Civil War was a war within the United States of America fought by the North (Union) and the South (Confederacy) starting from 1861 and ending in 1865. This war was one of the most devastating events in American history, consuming more than 600,000 lives. It was thought to be one that molded the character of the American individual today. This war was seen as a War for Southern Independence or War of Rebellion for theRead MoreCause Of The American Civil War1403 Words   |  6 Pagesthe American Civil War. Many have stated that slavery was the primary cause for the Civil War. Some historians have argued that there were other causes of the Civil War. The one thing that all historians agreed upon was the division between the North (known as the Union) and the South (known as the Confederacy) that escalated on the soil of the United States of America (In Stampp, 1965). The battle between the two states is what created the â€Å"American Civil War.† The American Civil War startedRead MoreAlly Bireley. Mr. Cone. Apush - 1St. 24 February 2017.1427 Words   |  6 PagesSoldier’s Tale Amongst almost 3 million Civil War soldiers, over 600,000 lost their lives defending their notions of freedom and liberty in America. Approximately two-thirds of these soldiers, nonetheless, died from disease rather than wounds received on the battlefield. Lack of efficient medicine and health care caused much more impacting damage, as well as scarce, not up-to-date resources, and social divisions between the soldiers. Typically, an average Civil War soldier could expect to face extremeRead MoreAbraham Lincoln And The Civil War956 Words   |  4 Pages Out of the first sixteenth president, Abraham Lincoln was the first president who created foundation about ending slaves in America via his Emancipation of Proclamation. Lincoln was also a strong supporter for Homestead Act and The Pacific Railway Act, which became an essential law for American economics. Furthermore, 13th Amendment was Lincoln top priority in legislation after he was reelected as the President. President Abraham Lincoln truly became one of the greatest presidents via these achievementsRead MoreThe Radical And The Republican996 Words   |  4 Pageson abolitionism, Abraham Lincoln, and the Civil War era. While Oakes is vigilant to dodge the evident dangers of hero-worship, his compassion for both Lincoln and Douglass is evident throughout. Oakes received the Lincoln Prize for his work on this manuscript which was published in 2007. Oakes: an American historian, professor of history and graduate school humanities at the City University of New York, teaches history courses on the American Civil War and Reconstruction, Slavery, the Old South

Intergumentary System Free Essays

Integumentary System Laszlo Vass, Ed. D. Version 42-0280-00-01 Lab Report Assistant This document is not meant to be a substitute for a formal laboratory report. We will write a custom essay sample on Intergumentary System or any similar topic only for you Order Now The Lab Report Assistant is simply a summary of the experiment’s questions, diagrams if needed, and data tables that should be addressed in a formal lab report. The intent is to facilitate students’ writing of lab reports by providing this information in an editable file which can be sent to an instructor. Purpose: What is the purpose of this exercise? The purpose of this exercise in to learn about structures and functions of the skin. Is there any safety concerns associated with this exercise? If so, list what they are and what precautions should be taken. As always take precautions when handling the microscope and slides and always have a clean safe work area. Exercise 1: Structures of the Skin Observations Before beginning, set up a data table similar to this Data Table 1. Fill in the names of the numbered structures. Skin Diagram (National Library of Medicine at http://nih. nlm. gov) Data Table 1: Structures of Skin| Item| Name| 1. | Hair shaft | 2. | Arrector pili muscle | 3. Sebaceous gland | 4. | Hair follicle | 5. | Sweat gland | 6. | Pacinian corpuscle | 7. | Subcutis (hypodermis) | 8. | Dermis | 9. | Epidermis | 10. | Sensory nerve ending | 11. | Dermal papilla | 12. | Sweat pore | Questions A. How does the skin tan when exposed to ultraviolet light? When ultraviolet light penetrates skin it begins to break down DNA causing the body to produce melanin. The melanin makes the body become darker or tanner an d when the body is darker the more protected it is from the sun and sunburn. B. Describe the functions of the epidermis. The epidermis is the outermost layer that has keratinized squamous epithelium and the dermis. The epidermis has a bunch of different cells which allow it to perform many different functions. The keratinocytes produce keratin that produce fibrous protein that gives skin protective properties while the melanocytes produce melanin to protect deeper cells from ultraviolet radiation and allows the skin to tan. Merkel cells from sensitive touch receptors on nerve endings and langerhans’ cells are involved in the immune response of the skin. Stratum basale constantly go through cell division to produce million of new skin daily. Stratum spinosum has think bundles of protein and stratum granulosum contain lipids that provide waterproofing for the skin. The stratum lucidum is a layer of flattened keratinocytes are only found in thick skin. Stratum corneum is the outer layer of the epidermis made of squished and flattened layers of dead keratinocytes. C. Describe the functions of the sw eat glands. Sweat glands are controlled by sympathetic nervous system and regulate body temperature. When the body becomes to hot they secrete water to the skin surface and the heat is removed by evaporation. D. Compare the structure of the epidermis to that of the dermis. The epidermis consists of several different types of cells while the dermis canonists of dense, irregular connective tissue. E. Fill in the following table by either inserting the name of the structure/cell or by giving its function(s): Structure/Cell| Function(s)| melanocytes| Makes a pigment for tanning| Langerhans cells| Small and involved in the immune response| Merkel cells | Found on nerve endings| Stratum lucidum| Provides protection, thick found of palms a soles makes skin waterproof | Reticular layer | The blood supply here provides radiational cooling for the body| Exercise 2: Microscopic Structure of the Skin Observations Sketch and label your keratinized stratified squamous epithelium slide in the space below. Be sure to label all of the structures in the epidermis and dermis you were able to find: Questions A. Compare your slide to the photomicrograph example in the lab Procedure. How are they the same and how are they different? Propose a reason why you would see several differences between different slides of skin. B. What is keratin? Is fibrous protein that gives the skin its protective properties? C. Why is skin keratinized? Keratinized cells give skin a tough protective barrier. After a cell is born it begins to make protein called keratin that they store inside them. As the cells grow they build up with this protein until their so full they die forming a tough layer of packets of keratin. Exercise 3: Clinical Conditions of the Skin Questions A. What are the three types of skin cancer? Squamous cell carcinoma, basal cell carcinoma, and melanoma B. Which type of skin cancer is easily treatable? Basal cell carcinoma C. Explain why melanoma is so dangerous. Melanoma can spread to other areas of the body. D. What factors can cause acne? Acne is caused when sebum isn’t able to pass through the hair follicle. This causes cells from the lining of the follicle to shed to fast and clump together clogging up the follicle’s opening so sebum cannot get through. E. What is a common myth about the cause of acne? Eating chocolate, greasy food or dirty skin F. What are some treatments for acne? Dermatologists use a medication that reduces clumps of cells in the follicles, oil production, bacteria, and inflammation. Depending on the case of the acne the doctor may prescribe a topical medication or an oral medication. G. Describe the signs of first, second and third degree burns. First- affects only the outer layer, epidermis. Second- damage the epidermis and the dermis Third- involve damage or complete destruction to the fullest depth of the skin and underlying tissue. H. What are the principle effects of aging on the skin? 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It Impacts On the Goods and the Services of the Nestle Australia

Question: How to impacts on the goods and the services of the Nestle Australia? Answer: Introducation Nestle is a multinational corporation that has been dealing in the food and the beverage business. The company has been performing exceptionally sound in the global business sector especially when pulling in the clients. The Nestle Australia limited was established during 1867, and has been a provider of food and the drink (Carruthers, 2016). The company provides a wide-ranging assortment of the dairy milk items, noodles in the various essences, chocolates, frozen food products as well as espressos. Additionally, it provides an assortment of the cold and the hot beverages, light desserts along with the range of the confectionery store as well as the pastry kit and the bakery things (Phillips, 2014). The company has also been taking interest in the Oceania society who have been previously been recognized for the mixtures as well as the variety of the monetary conditions, cultures and the flavours (Jones, Magnusson, Swinburn, Webster, Wood, Sacks and Neal, 2016). They became an indispe nsable division within the grouping that they are active as a business as well as a dealer towards the neighborhood. Moreover, they have been pioneering to several problems such as the health of individuals as well as the ecological safeguard (Carruthers, 2016). Nestle corporation as the biggest food and the beverage worldwide, they trust they have a duty towards the customers and they are considering on this duty of the sincerity. They believe that the people should always live within a lifestyle that is healthy through the performance of various sports activities (Phillips, 2014). They have supported on numerous games occasions and they are continually urging people to be in the direction of becoming active. Moreover, based on their agreement with the Australian Institute of the sport they will aim at the improving of the young people towards getting on their familiarity as well as comprehending the nourishment (Lawrence, 2001). Nestle company has positioned themselves one among t he entire nourishment supplier within the Australian business despite the hard-hitting economic situations which has affected many organization globally. The industry the company operates in Nestle company is one of the biggest food and the beverage corporation worldwide. The company believes they have a duty towards the customer through provision of the various services and products. The company operates in the food processing industry whose purpose is the transformation of the finished food products (Jones, Magnusson, Swinburn, Webster, Wood, Sacks and Neal, 2016). The Nestle company focus on efficiency in regards to the fast processing and the distribution. They usually implement a diversification competitive strategy in which they spread out and add related or similar products to their existing core of the business (Li, 2015). As one of the largest food company in the world, Nestle organization is the food processing industry, which is the undisputed leader (Roberts, 2014). The company has over twenty-nine brands, which independently earn revenue upwards. The company solidifies themselves as the most geographically diverse of all the major food and the beverage compa nies (Li, 2015). The company has been concerned with the creation of the long-term value as well as catering to the clients wants as well as the needs through employment of the decentralized approach the market. The company usually thrive its success through the marketing strategy and strategy as well as its manufacturing operations (Phillips, 2014). All the manufacturing of the products of the company occurs at their own plants in order to be able to control all the aspects of the value creation, from marketing and the supply chain factor to the technology as well as the processes of the plant. Number of staff in Australia Nestle has been positioned to a number amongst the nourishment of the supplier within the Australian business sector during the 2008. Nestle Australia has employed more than seven hundred people (Li, 2015). The Nestle Oceania in the Australia has hired to more than 6500 individuals with more than twenty plants and 4 dissemination focuses claimed as well as handled by the corporation. Number of staff globally Based on the statistic shows that the total number of the Nestle employees who are employed worldwide from the year 2008 to 2016 are approximately 328,000. The company is the multinational consumer good organizations whose headquarter is in Vevey, Switzerland (Lawrence, 2001). The company has been present to more than eighty-six countries across the world. It was founded with the merger of the Anglo-Swiss Condensed milk Corporation and the Farine Lactee Henri Nestle. Location of global headquarters Nestle international is a Swiss food and health connected client commodities corporation which is headquartered within Vevey, Switzerland. The company is the principal food corporation globally. The regulatory framework affecting the multinational company that are operating in Australia Various regulatory frameworks have been affecting the multinational organization especially which are operating in Australia some of these framework have been discussed as below: Forum on the food Regulation This is a fundamentally in charge of the growth, which is associated to the residential food administrative policies, and the improvement of the strategy rule, which set up the local food principles (Phillips, 2014). The FoFR has the ability in the embracing, altering or perhaps decline in the principles as well as the demand, which these could be evaluated (Carruthers, 2016). The participation of this food regulation forum usually involves the Minister from the New Zealand as well as the Health Ministers from the Australian nations along with the regions, the government of Australia, and other Ministers from the connected ranges who are assigned depending on their jurisdictions (O'Halloran, Lacy, Grimes, Woods, Campbell and Nowson, 2017). Through this forum, it usually guarantees a food chain method towards the safeguarding of the food safety rule. Food Standards Australia New Zealand This is also referred to as FSANZ, which is a bi national organization of government. Their main duty is the building along with the management of what we refer to as the Australia New Zealand Food Standards Code (Phillips, 2014). This code usually records on the importance for the foodstuff for instance the additives, security of foodstuff, labelling along with the GM foods (O'Halloran, Lacy, Grimes, Woods, Campbell and Nowson, 2017). In Australia the FSANZ usually arrange on the principles who are across the food supply chain, along with both the processing and the production principles whose intended purpose is for the food cleanliness, and the setting of the remainder restriction in the food used for farming and the veterinary aspects. The usually build on the principles especially when it comes the discussion together with the government organizations and all the stakeholders. The national food security principles is based on the protecting of the health and the security of the purchaser and they are produced based on the administrative approaches used by the FSANZ and the Australia New Zealand Food Standards code (Richards, Thomas, Randle and Pettigrew, 2015). The countries as well as the regions their purpose is to take charge when it comes to the executing of the food standards code (Phillips, 2014). An example in Victoria, the purpose of DFSV function is that of executing and upholding on the principles of foods on the daily basis. Food Regulation Standing Committee (FRSC) This is a sub board of the trustee of the FoFR. It essentially contains the senior authorities of the Departments that the Ministers spoke to and it has a portfolio obligation (Li, 2015). The function of this association is for the facilitation of the strategy guidance towards the FoFR and it usually guarantees on the broad steady way when it comes to dealing with the usage along with the enforcement of the standards of the food. It is important to note that the Australia food regulatory system usually involves the following: One entails the execution of the inter-governmental Agreement, which is the requisite of the alternation of the ANZFA Act of 1991 which aim was the setting up of the methods for the framework of the foodstuff administration. Further, the Australia New Zealand Food Regulation Standing Committee uses the harmonizing approach in order to advice the ANZ Food Standards Councils that has been led by the secretary of the Commonwealth health office. The treaties, agreements that have impacted on the products or perhaps the services that the multinational company in Australia provides Both the Australia New Zealand Food Standard setting Agreement and the Australia and New Zealand have entered into an agreement aimed at the improvement of the combined foodstuff guidelines in both of these nations. It is therefore significant in the evaluation of the CoOl perquisites in the perspective of building a combined methodology in regards to CoOL for the food. There might be arrangements, which are enclosed on the Australia and the New Zealand enactment such as the Australia Trade Practices of the 1974, the Australian Commerce Trade Descriptions Act of the 1905. The agreement for the food regulation (FRA) The FRA that was essentially marked by the council of the Australian Governments which was back in 2000, it influence especially to the pledge by the commonwealth, the territory government and the state in the aim towards the national way in dealing with the food regulation especially in Australia (Watson, Kury, Wellard, Hughes, Dunford and Chapman, 2016). The aim of the FRA is intended in providing the national arrangement of the secure food controls, whose purpose is to ensure a general health as well as security. Additionally, they help decrease on the administrative weight on the division of food; provide moneymaking conformity as well as authorization courses of the actions, and the provision of the reliable administrative methodology. Food treaty between the Australia and the New Zealand Both the government of the Australia and that of New Zealand have formalized on a joint food standards system through the treaty which was the contract among the government of the Australia that of New Zealand for setting on the arrangement for the development of joint standards of food. The treaty has focused on the reduction of the obstruction in order to trade, receiving of the joint arrangement of the good benchmarks, accommodating of the well-timed improvement, reception and the assessment of the food standards as well as the encouragement of the sharing of data (Vlassopoulos, Masset, Charles, Hoover, Chesneau-Guillemont, Leroy, Lehmann, Spieldenner, Tee, Gibney and Drewnowski, 2016). How it impacts on the goods and the services of the Nestle Australia When we look at an instance how it influences is when the agreement obliges the Nestle Company towards selling of a select ten-year permit especially for the Pfizers s-26 as well as the SMA brands. This followed by a means of the further ten-year black out period that Nestle could not be allowed to entering again in the business sector with the Pfizers brands (Rezaeegiglo, Sadouni, Aref, Khotbesara and Eslam, 2014). Based on the conditions of the agreement, the supplier from outside which wins on the permit could source on the items from the Nestle company, with perspective to be in the due course of the manufacturing their own particular nourishment products for the baby (Lawrence, 2001). Amid which is the ten year blackout, would not allow anyone in Australia to the direction of selling on those brands. Moreover, it has been trusted that the supplier selected could by this point sell on their own items. Conclusion Nestle is regarded as a multinational corporation that is situated in Australia as one of their subsidiary whose headquarter is situated in Vevey, Switzerland. The company has been dealing with the food and the beverage business over the years. The company has been performing much exceptionally in the global business sector since it has been pulling in the customers. The company was established in 1867 and has provided many products to the customers. In the essay, it has examined on three questions of which the focus has been identifying of this multinational company on its operation in Australia. Further, it has provided on the regulatory framework, which have been affecting the company and how they have affected it. Lastly, the focus has been identification of the treaties, as well as agreements, which have influenced on both the products and the services, which Nestle multinational company has provided in Australia and the impact they have brought. These questions have been well e xplained and a comprehensive description has been formulated. References Carruthers, S., 2016. Food Recall Plan. Practical Hydroponics and Greenhouses, (170), p.3. Jones, A., Magnusson, R., Swinburn, B., Webster, J., Wood, A., Sacks, G. and Neal, B., 2016. Designing a Healthy Food Partnership: lessons from the Australian Food and Health Dialogue. BMC public health, 16(1), p.651. Lawrence, M., 2001. The Australian food regulatory system: troubling times ahead?. Australian Review of Public Affairs, 10. Li, T., 2015. Nestle Employee Recruitment Research. International Journal of Business and Social Science, 6(4). O'Halloran, S.A., Lacy, K.E., Grimes, C.A., Woods, J., Campbell, K.J. and Nowson, C.A., 2017. A novel processed food classification system applied to Australian food composition databases. Journal of Human Nutrition and Dietetics. Phillips, N., 2014. Corporate Social Responsibility ReportingNestl Company. City. Rezaeegiglo, R., Sadouni, A., Aref, F., Khotbesara, P. and Eslam, N., 2014. Review and Rating factors affecting the Deployment of (CRM) Customer Relationship Management at Nestle Company. International Journal of Academic Research in Business and Social Sciences, 4(1), p.539 Richards, Z., Thomas, S.L., Randle, M. and Pettigrew, S., 2015. Corporate Social Responsibility programs of Big Food in Australia: a content analysis of industry documents. Australian and New Zealand journal of public health, 39(6), pp.550-556. Roberts, P.B., 2014. Food irradiation is safe: Half a century of studies. Radiation Physics and Chemistry, 105, pp.78-82. Vlassopoulos, A., Masset, G., Charles, V.R., Hoover, C., Chesneau-Guillemont, C., Leroy, F., Lehmann, U., Spieldenner, J., Tee, E.S., Gibney, M. and Drewnowski, A., 2016. A nutrient profiling system for the (re) formulation of a global food and beverage portfolio. European journal of nutrition, pp.1-18. Watson, W.L., Kury, A., Wellard, L., Hughes, C., Dunford, E. and Chapman, K., 2016. Variations in serving sizes of Australian snack foods and confectionery. Appetite, 96, pp.32-37

The human race has advanced over many years, and during this time, moral standards have developed Essay Example For Students

The human race has advanced over many years, and during this time, moral standards have developed Essay The human race has advanced over many years, and during this time, moral standards have developed. These moral standards, distinctively different from the laws of nature, are standards set specifically for humans. The play Rhinoceros, written by playwright Eugene Ionesco, associates this difference in moral standards and laws of nature. Ionesco uses Jean, a French businessman, to display the differences between these two ways of life. In Act I, Jean believes in the values of the society, moral standards, but as he changes into a beastly rhinoceros in Act II, his beliefs begin to change; the dramatic transformation of Jean displays the difference in the laws of man and the laws of beast. The laws of man contain society values such as manners and friendship. In Act I, Jean abides these values absolutely, and this is reflected in his personality and physical qualities such as his way of dress. We will write a custom essay on The human race has advanced over many years, and during this time, moral standards have developed specifically for you for only $16.38 $13.9/page Order now Jean enters the first scene, fastidiously dressed in a brown suit, red tie, stiff collar and a brown hatà ¢Ã¢â€š ¬Ã‚ ¦his shoes are yellow and well polished. He wears gloves and carries a cane 6. Jean, in this case, is a typical example of todays society and how people care too much about his/her appearance. Appearance determines class, and Jean follows these society values to show that he has class. In addition to this, he attempts to show that he has class and is manly by persistently explaining that strong, and strong for several reasons. In the first place strong because naturally strong à ¢Ã¢â€š ¬Ã¢â‚¬Å" and secondlyà ¢Ã¢â€š ¬Ã‚ ¦because moral strength 23. Once more Jean displays a belief in moral standards, the belief that strength is an attribute that determines the difference between a deserving or undeserving person. These beliefs, on the other hand, are incredibly different from those of nature. In the world of Mother Natures, animals do not follow moral standards, but believe in the survival of the fittest. Amazingly, Jean begins to completely alter his beliefs as he changes into a rhinoceros. In Act I, Jean enjoyed his success in society and his position to criticize and label others less stable than he. I n Act II, however, Jean shows animal-like characteristics more than this. As the second act begins, the audience notices that Jean is still in bed, untidy, instead of at the office where he should be. This immediately shows that Jean is not the same man who used to believe that the superior man is the man who fulfills his duty 9. In addition, Jean contradicts his belief that being strong is a positive aspect in todays society; in the first act, Jean does everything within his power to display his strength. Ironically in Act II, Jean says, I dont feel well, admitting that hes weak without shame 75. Then he continues with how much he doesnt feel well, and that theres something wrong somewhere 76. Jeans change in attitude is due to the change in being, from a

Conducting Market Research

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Apply 3 critical Perspectives to the company decision in the 1980s to Essay

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Skills Of A Manager Three Essential Skills Or Competencies Business Essay

Skills Of A Manager Three Essential Skills Or Competencies Business Essay A managers job is varied and complex. Managers need certain skills to perform the duties and activities associated with being a manager A mark of a good leader is to be able to provide consistent motivation to his team encouraging them to attain excellence and quality in their performance. A good leader is always looking for ways to improve production and standards. Here are six management skills you can develop as a leader in working to create a quality effective team The three essential skills or competencies are: 1. Technical skills involve process or technique knowledge and proficiency in a certain specialized field, such as engineering, computers, accounting, or manufacturing. These skills are more important at lower levels of management since these managers are dealing with employees doing the organizations work. The technical skill involves the managers understanding of the nature of job that people under him have to perform. It refers to a persons knowledge and proficiency in any type of process or technique. In a production department, this would mean an understanding of the technicalities of the process of production. Whereas this type of skill and competence seems to be more important at the lower levels of management, its relative importance as a part of the managerial role diminishes as the manager moves to higher positions. In higher functional positions, such as the position of a marketing manager or production manager, the conceptual component, related to these functional areas becomes more important and the technical component becomes less important and the technical component becomes less important. 2. Human Skills involve the ability to interact effectively with people. Managers interact and cooperate with employees. Because managers deal directly with people, this skill is crucial. Managers with good human skills re bale to get best out of their people. They know how to communicate, motivate, lead, and inspire enthusiasm and trust. These skills are equally important at all levels of management. Human skills are also the ability to interact effectively with people at all levels. This skill develops in the manager sufficient ability. a) To recognize the feelings and sentiments of others b) To judge the possible reactions to, and outcomes of various courses of action he may undertake and c) To examine his own concepts and values this may enable him to develop more useful attitudes about himself. 3. Conceptual Skills- involve the formulation of ideas, conceptualization about abstract and complex situations. Managers understand abstract relationships, develop ideas and solve problems creatively. Using these skills, managers must be able to see the organization as a whole. They have to understand the relationships among various subunits, and visualize how organization fits into its border environment. These skills are most important at the top management levels. Conceptual skills refer to the ability of a manager to take a broad and farsighted view of the organization and its future, his ability to think in abstract, his ability to analyze the forces working in a situation, his creative and innovative ability and his ability to assess the environment and the changes taking place in it. In short, it is his ability to conceptualize the environment, the organization, and his won job, so that he can set appropriate goals for his organization, for himself and for his team. This skill seems to increase in importance as a manager move up to higher positions of responsibility in the organization. Thus, technical skill deals with things, human skills concerns people, and conceptual-skill has to do with ideas. A manager is responsible for the successful implementation of management skills. A good manager needs to adhere to the basic management principles and exhibit the basic management skills in his/her personality. Basic Management Skills 1. Leadership: This is one of the most important management skills. Leadership comprises of the efficient organization of the resources in achieving a company goal. Leadership involves the management of human resources with an assessment of the strengths and weaknesses of each member of the team. It is about leading the people and guiding them towards the accomplishment of a common goal. Leadership includes a just allocation of work to the resources, planning of the implementation of tasks assigned and helping the team with task completion. 2. Team Building: This is another basic management skill that includes dealing with people, the most important asset of an organization. Encouraging the team members to speak up, come up with ideas and allowing them to make mistakes and learn from them can be described as a team building skill. To build a team, one needs to foster the team spirit in all of the team members. For the team to feel motivated to work, it is important for a manager to cater to their expectations, recognize their strengths and understand where they lack. The building of a team is about building the team spirit in members and maintaining it. The skill lies in knowing the team and encouraging them to take initiative and enthusiastically participate in every venture of the company. 3. Communication and Presentation Skills: After having achieved the knowledge of a certain domain and on having imbibed the technical skills and more importantly self-confidence needed to be a manager, what one may lack are the soft skills, which are equally important in management. The soft skills encompass the communication and presentation skills. A manager should be open to his/her team. A manager should be able to accept constructive criticism. It is important for the manager to communicate his/her plans to the team and accept the team members inputs on the plan of action. Communication is a two-way activity and for it to remain so, a manager needs to possess listening skills. They help a manager understand his/her team members, invite their participation and earn their regard. Good presentation skills help a manager impressively communicate with the team. How you communicate? is as important as what you communicate? So, the presentation skills definitely matter. 4. Decision-making Skill: Many a time, quick decisions have to be made. In such cases it becomes necessary for a manager to grasp the situation, think about what can be done and thoughtfully analyze the consequences of the decision to be made. A problem-solving approach is also considered as one of the basic management skills. To look at a situation analytically, one needs to bear a problem-solving approach. One needs to reason every consequence and come up with the pros and cons of the decision. A manager needs to be a quick thinker. For taking the right decision, one cannot afford to panic. One has to keep his/her cool, be aware of the results of the decisions and be prepared for them. A manager can get opportunities to celebrate a business success. But it is equally probable that a manager is forced to handle the consequences of a wrong decision. Hence while it is necessary to distinguish between the right and the wrong, it is also necessary to be ready to accept the wrongs and deal with them. In short management skills are about making the right decisions and getting them executed by the right people. Thus, management skills are indeed all those things that effective management professionals do! Management Skills A Manager must utilize skills to effectively organize the team, to achieve a successful goal, in the least amount of time, and cost. Management skills are learned in school, by experience, and information gathered from   employees that worked with managers. A manager knows how to lead the team, but never be a dictator Listed below are management skills: Recruit and Interview: Managers recruit and interview the best candidates for the organization. Matching the education, experience, and knowledge, for a specific job. Letting each candidate know, what are the expectations, and receiving any suggestions. Organization: Organizing the team to achieve a specific goal. Delegating each team member, to an assigned task. Remembering, never to over extend responsibilities to one person. Always, having the confidence and giving respect to each member. Budget: Managing a budget is critically important for the financial integrity of any project. Under budgeting a project, may undermine the ability to get the project done on time or failure. Managing a project that is under budget, certainly is most desirable for the cost savings. Motivation: Managers can motivate their staff by praise and incentives, to create a friendly working environment, and having diligent employees, that are less likely to resign. Ethics: Managers should uphold business ethics. Disregarding ethical standards can ruin the reputation of a manager and the loss of respect earned from his employees, and clients. Ethics can be learned, but honesty comes from the heart 8 WAYS TO IMPROVE YOUR MANAGERIAL SKILLS Each year, thousands of people make the switch from staff engineer or scientist to manager. And, although many of us look forward to the change, we find it frustrating once we get there. When we were engineers, we were rewarded for our technical skills and labors in direct proportion to what we accomplished. But now, as a manager, our success is measured not by our own output hut by the output and productivity of the people we supervise. And that sense of not being in direct control can be a frustrating feeling. Fortunately, working with others and getting them to give you their best can be just as rewarding as technical accomplishments . . . once you get the hang of it. Here are eight tips that will help you to manage and to guide your people more effectively. The Human Touch The most valuable qualities you can develop within yourself are patience, kindness, and consideration for other people. Although machines and chemicals dont care whether you scream and curse at them, people do. Your subordinates are not just engineers, scientists, administrators, clerks, and programmers theyre people, first and foremost. People with families and friends, likes and dislikes. People with feelings. Respect them as people and youll get their respect and loyalty in return. But treat them coldly and impersonally and they will lose motivation to perform for you. Corny as it sounds, the Golden Rule Do unto others as you would have others do unto you à ¢Ã¢â€š ¬Ã¢â‚¬Ëœis a sound, proven management principle. The next time youre about to discipline a worker or voice your displeasure, ask yourself, Would I like to be spoken to the way Im thinking of speaking to him or her? Give your people the same kindness and consideration that you would want to receive if you were in their place. Dont Be Overly Critical As a manager, its part of your job to keep your people on the right track. And that involves pointing out errors and telling them where theyve gone wrong. But some managers are overly critical. Theyre not happy unless they are criticizing. They rarely accomplish much or take on anything new themselves, but they are only too happy to tell others where they went wrong, why theyre doing it incorrectly, and why they could do the job better. Dont be this type of person. Chances are, you have more knowledge and experience in your field than a good many of the people you supervise. But thats why the company made you the boss! Your job is to guide and teach these people not to yell or nit-pick or show them how dumb they are compared to you. Mary Kay Ash, founder and director of Mary Kay Cosmetics, says that successful managers encourage their people instead of criticizing them. Forget their mistakes, she advises, and zero in on one small thing they do right. Praise them and theyll do more things right and discover talents and abilities they never realized they had. Let Them Fail Of course, to follow through on Mary Kays advice, youve got to let your people make some mistakes. Does this shock you? Im not surprised. Most workers expect to be punished for every mistake. Most managers think its a black eye on their record when an employee goofs. But successful managers know that the best way for their people to learn and grow is through experience and that means taking chances and making errors. Give your people the chance to try new skills or tasks without a supervisor looking over their shoulders but only on smaller, less crucial projects. That way, mistakes wont hurt the company and can quickly and easily be corrected. On major projects, where performance is critical, youll want to give as much supervision as is needed to ensure successful completion of the task. Be Available Have you ever been enthusiastic about a project, only to find yourself stuck, unable to continue, while you waited for someone higher up to check your work before giving the go ahead for the next phase? Few things dampen employee motivation more than management inattention. As a manager, you have a million things to worry about besides the report sitting in your mailbox, waiting for your approval. But to the person who wrote that report, each days delay causes frustration, anger, worry, and insecurity. So, although youve got a lot to do, give your first attention to approving, reviewing, and okaying projects in progress. If employees stop by to ask a question or discuss a project, invite them to sit down for a few minutes. If youre pressed for time, set up an appointment for later that day, and keep it. This will let your people know you are genuinely interested in them. And thats something theyll really appreciate. Improve the Workplace People are most productive when they have the right tools and work in pleasant, comfortable surroundings. According to a study by the Buffalo Organization, a comfortable office environment creates an extra $1600 of productivity annually for professionals and managers. Having the right equipment is equally important. One of my clients recently hired a full-time technical writer at a salary of $25,000, but was reluctant to invest $2500 in a word processor for him to use. I explained that, in my experience, a word processor can easily double the productivity of a writer. Therefore, if the writer was expected to produce $25,000 worth of work with a typewriter, he could produce $50,000 with a word processor an extra $25,000 a year in productivity for a $2500 investment! The client bought the computer. Both the company and the writer were delighted with the results. Be aware that you may not be the best judge of what your employees need to do their jobs effectively. Even if youve done the job yourself, someone else may work best with a different set of tools, or in a different setup because each person is different. If your people complain about work conditions, listen. These complaints are usually not made for selfgain, but stem from each workers desire to do the best job possible. And by providing the right equipment or work space, you can achieve enormous increases in output . . . open with a minimal investment. A Personal Interest in People When is the last time you asked your secretary how her son was doing in Little League or how she enjoyed her vacation? Good salespeople know that relating to the customer on a person-to-person level is the fastest way to win friends and sales. Yet many technical managers remain aloof and avoid conversation that does not relate directly to business. Why? Perhaps its because engineers are more comfortable with equations and inanimate objects than with people, and feel uncomfortable in social situations. But just as a salesperson wants to get to know his customer, you can benefit by showing a little personal interest in your people their problems, family life, health, and hobbies. This doesnt have to be insincere or overdone just the type of routine conversation that should naturally pass between people who work closely. If youve been ignoring your employees, get into the habit of taking a few minutes every week (or every day) to say hello and chat for a minute or two If an employee has a personal problem affecting his mood or performance, try to find out what it is and how you might help. Send a card or small gift on important occasions and holidays, such as a 10th anniversary with the firm or a birthday. Often, it is the little things we do for people (such as letting workers with long commutes leave early on a snowy day, or springing for dinner when overtime is required) that determine their loyally to you. Be Open to Ideas You may think the sign of a good manager is to have a department where everybody is busy at work on their assigned tasks. But if your people are merely doing their jobs, theyre only working at about half their potential. A truly productive department is one in which every employee is actively thinking of better, more efficient methods of working ways in which to produce a higher quality product. in less time, at lower cost. To get this kind of innovation from your people, you have to be receptive to new ideas; whats more, you have to encourage your people to produce new ideas. Incentives are one way you can offer a cash bonus, time off, a gift. But a more po ­tent form of motivation is simply the employees knowing that management does listen and does put employee suggestions and ideas to work. Quality Circles, used by Westinghouse and other major firms, are one way of putting this into action The old standby, the suggestion box. is another time tested method. And when you listen to new ideas, be open minded. Dont shoot down a suggestion before youve heard it in full. Many of us are too quick, too eager, to show off our own experience and knowledge and say that something wont work because weve tried it before or we dont do it that way. Well, maybe you did try it before, but that doesnt mean it wont work now. And having done things a certain way in the past doesnt mean youve necessarily been doing them the best way. A good manager is open-minded and receptive to new ideas. Give Your People a Place to Go If a worker doesnt have a place to go a position to aspire to, a promotion to work toward then his job is a dead end. And dead-end workers are usually bored, unhappy, and unproductive. Organize your department so that everyone has opportunity for advancement, so that there is a logical progression up the ladder in terms of title, responsibility, status, and pay. If this isnt possible because your department is too small, perhaps that progression must inevitably lead to jobs outside the department. If so, dont hold people back; instead, encourage them to aim for these goals so that they will put forth their best efforts during all the years they are with you. Planning and Controlling Planning The process of setting goals, developing strategies, and outlining tasks and schedules to accomplish the goals. Controlling Management control describes the means by which the actions of individuals or groups within an organization are constrained to perform certain actions while avoiding other actions in an effort to achieve organizational goals. Management control falls into two broad categories-regulative and normative controls-but within these categories are several types. Planning and controlling are two separate fuctions of management, yet they are closely related. The scope of activities if both are overlapping to each other. Without the basis of planning, controlling activities becomes baseless and without controlling, planning becomes a meaningless exercise. In absense of controlling, no purpose can be served by. Therefore, planning and controlling reinforce each other. According to Billy Goetz, Relationship between the two can be summarized in the following points Planning preceeds controlling and controlling succeeds planning. Planning and controlling are inseperable functions of management. Activities are put on rails by planning and they are kept at right place through controlling. The process of planning and controlling works on Systems Approach which is as follows : Planning  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã¢â‚¬  Ã¢â‚¬â„¢Ã‚  Ã‚  Ã‚  Ã‚  Results  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã¢â‚¬  Ã¢â‚¬â„¢Ã‚  Ã‚  Ã‚  Ã‚  Corrective Action Planning and controlling are integral parts of an organization as both are important for smooth running of an enterprise. Planning and controlling reinforce each other. Each drives the other function of management. In the present dynamic environment which affects the organization, the strong relationship between the two is very critical and important. In the present day environment, it is quite likely that planning fails due to some unforeseen events. There controlling comes to the rescue. Once controlling is done effectively, it give us stimulus to make better plans. Therefore, planning and controlling are in separate functions of a business enterprise. Types of Plan A business plan is basically a road map to success for your business. Many individuals have great ideas for businesses, but can never get that business off of the ground. A business plan details all of the facets of a business and explains how it will be successful. If you are thinking of beginning a business, start with a business plan. There a few different types of business plans; as a business owner, you should use these as a guide to thinking about how to make your business work Feasibility Plan A feasibility plan should be the first thing you complete. This outlines the chances that a start-up venture will be successful. It should detail the money needed for the start-up, regular expenses and the price of offered goods and services. Essentially, it examines whether the venture is worth pursuing. Start-Up Plan This is the most common type of business plan. A start-up plan details all of the things you need to do to begin the business. It should cover many details, including the products or services that youll be providing, the marketing strategies you plan to employ, the team or employees that you will be using and a financial analysishow you plan to pay for all of it. Answering these questions can help you think more in-depth about your business venture and put a plan in action. Strategic Plan A strategic plan deals with the strategy you plan to employ for a certain project. Perhaps you plan to launch a new product or offer a new service. Perhaps you want to lower your marketing budget, or restructure the company. This can all be done with a strategy plan, where you brainstorm how a project can be done. Growth Plan A growth plan is necessary for those who own businesses that are moderately successful, and who are ready for the next level: growth. A growth plan details how the business will grow. It gives a target date or a basic itinerary for the projected growth period, and details how that growth will take place: perhaps through aggressive marketing, more investors or better production. Operations Plan An operations plan is an internal plan that is usually not meant for investors or clients, but for the owner and employees only. This should detail how the business is meant to run. It can include upcoming projects, events and milestones for the business. It can also detail different employees responsibilities. Long Term Plan A long-term planning for MIS is essential as its focus is strategic in nature, and are long term in nature and hence its development and budgeting has to be planeed for if MIS is to be used and expanded but some parts are also medium term as in tactical, and short term as in operational. Without a long term plan integrating MIS of all three levels is difficult. Since business plan are by nature long term, its integration with MIS and its support to strategic nature is also long term. MIS is very much part of a business operation as it is like any long term assets, such as building and equipment. Without infomation or MIS, a transaction, plans required to managed becomes very difficult to compete in todays world without information. Short Term Plan In real world business terms, short term plans are plan made to last anywhere between 3 and 12 months. Medium term plans can be between 1 and 3 to 5 years. In general, a plan with a planning horizon of five years or less. Also called short range plan. Single-Use Plans Single-use plans   are   essentially   one-time   use   plans having a specific goal or objective. They may run for a few days or last several years. Projects, programs, and budgets are commonly thought of as single-use plans. Planning is looking ahead and controlling is looking back Standing Plans Standing plans consist of policies,   procedures,   and regulations. They exist to guide you in the absence of higher authority. They enable you to make rational, informed, consistent decisions and plans   without constantly   Ã‚  consulting   Ã‚  higher   Ã‚  levels   Ã‚  of   Ã‚  command. Standing plans exist until canceled or changed by higher authority Planning is looking ahesd and controlling os looking back Planning is Looking Ahead is true because it contributes heavily to success and gives us some control over the future. By, planning we set aside our tasks and deadlines so we can enlarge our mental focus and seeing the bigger picture. By, planning we can set our Personal or organizational goals and for this defiantly we have to look ahead. But, Planning is not ending with such strategies or guidelines. It has relation with Implementation and controls. Because plans are not always proceed as conceived. The control process measures progress towards goal attainment and indicate corrective action if too much deviation is detected. Controlling investigates whether planning was successful. Controlling referred to as terminal management function, takes place after the other functions have been completed. And for this process we have to look back and have to analyze the performance of our planning, organizing and leading. And therefore we have to look back also. So, yes we can say Control is looking back for Investigation, Analysis, and Understandings and for checking our effectiveness and efficiency. Types of Control Regulative Controls Normative Controls Bureaucratic Controls Team Norms Financial Controls Organizational Cultural Norms Quality Controls The following section addresses regulative controls including bureaucratic controls, financial controls, and quality controls. The second section addresses normative controls including team norms and organization cultural norms. REGULATIVE CONTROLS Regulative controls stem from standing policies and standard operating procedures, leading some to criticize regulative controls as outdated and counter-productive. As organizations have become more flexible in recent years by flattening organizational hierarchies, expanding organizational boundaries to include suppliers in inventory management and customers in new product development, forging cooperative alliances with competitors, and developing virtual organizations in which employees are geographically dispersed and may meet only a few time each year, critics point out that regulative controls may prevent rather promote goal attainment. There is some truth to this. Customer service representatives at Holiday Inn are limited in the extent to which they can correct mistakes involving guests. They can move guests to a different room if there is excessive noise in the room next to the guests room. In some instances, guests may get a gift certificate for an additional night at another Holiday Inn if they have had a particularly bad experience. In contrast, customer service representatives at Tokyos Marriott Inn have the latitude to take up to $500 off a customers bill to solve complaints. The actions of customer service representatives at both Holiday Inn and Marriott Inn must follow policies and procedures, yet those at Marriott are likely to feel less constrained and more empowered by Marriotts policies and procedures compared to Holiday Inn customer service representatives. The key in terms of management control is matching regulative controls such as policies and procedures with organizational goals such as customer satisfaction. Each of the three types of regulative controls discussed in the next few paragraphs has the potential to align or misalign organizational goals with regulative controls. The challenge for managers is striking the right balance between too much control and too little. BUREAUCRATIC CONTROLS Bureaucratic controls stem from lines of authority and this authority comes with ones position in the organizational hierarchy. The higher up the chain of command, the more an individual will have authority to dictate policies and procedures. Bureaucratic controls have gotten a bad name and often rightfully so. Organizations placing too much reliance on chain of command authority relationships inhibit flexibility to deal with unexpected events. However, there are ways managers can build flexibility into policies and procedures that make bureaucracies as flexible and able to quickly respond to customer problems as any other form of organizational control. Consider how hospitals, for example, are structured along hierarchical lines of authority. Table 2 Definition and Examples of Regulative Controls Type of Regulative Control Definition Example Bureaucratic Controls Policies and operating procedures Employee handbook Financial Controls Key financial targets Return on investment Quality Controls Acceptable levels of product or process variation Defects per million The Board of Directors is at the top, followed by the CEO and then the Medical Director. Below these top executives are vice presidents with responsibility for overseeing various hospital functions such as human resources, medical records, surgery, and intensive care units. The chain of command in hospitals is clear; a nurse, for example, would not dare increase the dosage of a heart medication to a patient in an intensive care unit without a physicians order. Clearly, this has the potential to slow reaction times-physicians sometimes spread their time across hospital rounds for two or three hospitals and also their individual office practice. Yet, it is the nurses and other direct care providers who have the most contact with patients and are in the best position to rapidly respond to changes in a patients condition. The question bureaucratic controls must address is: How can the chain of command be preserved while also building flexibility and quick response times into the system? One way is through standard operating procedures that delegate responsibility downward. Some hospital respiratory therapy departments, for example, have developed standard operating procedures (in health care terms, therapist-driven protocols or TDPs) with input fro

High Performance Working and Employee Engagement

EXECUTIVE SUMMARY The CEO of this J&W PLC Company has asked for a report to senior management on how to improve working system so that overall performance in work can improve. In this report the senior management team is identifying different issues which are leading to low staff work in the organization. This paper provides information about the High performance working and employee engagement which consists of various definitions given by different authors and different types of practices which are helpful in improving organization performance.The main aim of this project is to provide a framework of how high commitment HRM practices help in improving HPW and employee engagement in organization. There have been many papers and research carried out on HRM and work performance. But many have struggled to keep the concept linked together, thus the main aim to this paper to provide the positive bonding link between high commitment HRM practices to develop HPW and employee engagement in work force. INTRODUCTIONIn recent years companies or organizations in every industry like manufacturing, health care services, financial services, consumer products and services, government agencies and information technology and telecommunications sectors etc. , are focusing on improving organizational performance in both short term and long term basis. Now a day’s companies expecting solid performance over short term period and maintain the consistent performance over the long term time period in order to sustain in this competitive market.Organizational performance mainly depends on the issues like human resources management practices, high performance working and high level of employee engagement. From the survey of Sunday times newspaper which is based on employee perceptions of their own work place and policies and processes of the employees, it is revealed that our company (i. e. J&W PLC) employees are unhappy and the staff overall performance is very low and staff of ten get away with doing very little at work and this affects the quality, productivity and profits of organization.High performance working and employee engagement is the operations like how the employees are managed in work to the management and leadership issues of the organization. The senior management team who is responsible for the strategic planning and decision making process needs to identify the brief review of the every component for building blocks of the organization. In this report the main focus is on how to improve the high performance working and employee engagement in the company. To have a high performance working environment and better employee engagement, management should focus on the key issues of high commitment HRM practices.As we the senior management team reviewing the survey of â€Å"Best Companies to work for 2012† published in Sunday times and researching the important practices to improve the organizational overall performance. LITERATURE REVIEW Organizational development and performance outcome reflects from how HR practices are implemented to satisfy the goals of company. Martin et al (2010) suggested that organizational development is an approach to dealing with change which incorporates aspects of culture, working atmosphere, employee commitment and conflict in seeking to achieve organizational effectiveness.The concepts of high performance working and employee engagement are interrelated to the organizational performance and these are the chain practices in the company which are linked with the high commitment HRM practices. EMPLOYEE ENGAGEMENT: Employee engagement is a hot topic in recent years because employers are seeking employee’s motivation, commitment and general support to the business to enhance the organizational performance beyond the normal. The purpose of the employee engagement is to gain the contribution of the mployees than the job expectation. The advantages in implementing the employee engagem ent practices is to gain the employee interest towards work, feeling of value to the organization and chances of improving personal and career development. Definitions: Employee engagement is an effective practice in the organization which produces a better organizational performance and employee career development. It is possible when there is a proper employee commitment, trust, loyalty and motivation to do work to the organization.According to the CIPD et al (2011) employee engagement is a combination of commitment to the organization and helping out in solving the issues of their colleagues, it is more than the job satisfaction and not only motivating employee to engage in work. Sue et al (2009) stated in USP Business Development review employee engagement is â€Å"the discretionary effort that individuals apply for fully utilizing their skills†. Employee engagement is most important for competitiveness in the contemporary business environment.As per The Gallop Organizati on, which studied employee engagement in 7,939 business units in 36 companies, found that employee engagement was positively associated with performance in a variety of areas, including increased customer satisfaction, profitability and productivity, and reduced employee turnover. CIPD et al (2011) identified there are three dimensions of the way of engaging in work by the employees The intellectual engagement shows the employee thinking hard about the job and finding the solutions for the betterment of the job.The affective engagement illustrates the employee feeling positively doing a good job. The social engagement is an opportunity to interact and discuss the work related improvements with the managers and other employees. Key Factors: Every employer expects to achieve extra mile in work and to help them from issues like lack of product quality from their workforce. The following are the important drivers of the employee engagement which may enhance or decrease the engagement in work. Employee factors: * Career development * Job satisfaction * Work/life balance Employer factors: Right people for the right job * Use of skills * Good working environment * Business cost Increasing Employee Engagement: Productivity in organizations cannot be measured in the term of employee satisfaction but can be explained in terms of employee engagement. Organizations that show interest on improving Employee Engagement generally focuses on 1. Organizational culture: Culture within the organization consists of values, HR practices, effectiveness of the strategy, leadership in the organization and effective communication. These issues may influence the employee engagement. . Continuous reinforcement of people focused policies: It exists when the senior management provides information about the resources and provide adequate budgets to accomplish their work & empowering them. This will help in the improving the career development of the employees. 3. Meaningful Metrics: These a re the factors that are essential for the organizational performance. As we discussed above the organizational performance is based upon the people and some of the metrics will naturally move the focus of the people to lead a beneficial change. . Organizational Performance: Depends on high level of trust, pride, satisfaction, and company success. Figure sourced from http://retention. naukrihub. com/images/performance-and-engagement. JPG Increasing the Employee engagement can be improved by periodically concentrating on some of the components: * Provide variety: The repetitive tasks can make a person burn out or so boredom. Every job has many of the repetitive tasks so the employee should look for ways to introduce a variety by rotating duties and responsibilities. Periodic meetings: Managers and the supervisors must be sharing the periodic challenges, achievements, employee feedback receiving and giving constructive feedback, effective communicating with the employee and providing t he employee with financial information. * Indulge in employee development and providing them an open environment. * Communicating openly and clearly with the employees expectations at every level. Ex: vision, priorities & etc. * Working with employees by knowing their interests, goals, stressors etc. show interest in their wellbeing so that they will have a very light and balanced in work and life. Finally celebrating the success in what they achieved in individual & organizational teams. High Performance Working: Belt and Giles et al (2009) stated that only one third of UK companies are following the high performance working practice. The measurements of the high performance working are difficult because of variation in the definitions that are used. Definitions of HPW: According to the Belt and Giles et al (2009) high performance working is a distinctive approach of the management in workplaces in order to enhance the organizational performance with the investment of the employee skills.High performance working has been defined by the many authors; according to the Belt and Giles et al (2009) it is a general approach to managing organizations that aims to stimulate more effective employee involvement and commitment in order to achieve high levels of performance. According to the Ashton and Sung et al (2005) a unique definition that is widely accepted is they are a set of complementary work practices covering three broad categories like high employee involvement practices, human resource practices and reward and commitment practices and these are referred as ‘bundles’ of practices.Martin et al (2010) defined high performance working represents a combination of people, technology, management and productivity which are integrated effectively to provide a competitive advantage on a sustainable basis. High Performance Working Practices: High performance working practices are identified by the many others and as follows Ashton and Sung et al (2005) di d research in association with CIPD recognized 35 HR practices which fell under the broad HR activities 1. High involvement 2. Human resource practices 3. Reward and commitmentAll the 35 HR practices are listed in four dimensions * Employee involvement and autonomy to decision making process( self managed teams, staff suggestions, etc) * Support for employee involvement and performance(appraisals, mentoring, etc) * Rewards for performance(profit sharing, sharing options, etc) * Sharing of information and knowledge(circulating information, a copy of business pan and targets to employees, etc) Snell and Bohlander et al (2007) identified four fundamental principles of HPW practices * Shared informationTraditionally the employers are not interested to provide strategies, plans, and objectives to the employees. This illustrates the prerequisite for employee involvement and empowerment within the organization. * Knowledge development The development must start from the fundamentals and th ey can have opportunity to how to interact with old knowledge or creating new knowledge in respect to the objectives of organizations, customer needs, and process. * Performance reward linkage Employer seeks to encourage the employee by offering rewards to the performance in the organization.There are various types of rewards like promotions, career development and training, praise and greater level of autonomy and delegation. * Egalitarianism It is an interesting concept where the employee must be one of the member of organization rather than being a employee. It is lack of status and recognition in organization everyone has different role to play but are equally important in achieving the success. Huselid et al (1995) recognized the following HPW practices * Focusing on employee merit in promotion decisions Enhanced selectivity in recruitment * Pre employment testing * Internal recruitment for non-entry level jobs * Formal information sharing * Formal job analysis * Provision of f ormal training * Attitude surveys * Quality circles and labor management participation teams * Company incentive plans/profit sharing scheme * Formal grievance procedures * Formal performance appraisals * Performance-related pay HPW practices must implement according to the type, needs and objectives of the organization.For instance McDonald is in food service sector the appraisal system must be done according to the performance of the employee like speed of the work, quality in work, and providing fast services to the customers. In their research Ashton and Sung et al (2005) found that some bundles of HPW practices is more effective in some sectors than the other. For an example if there is a requirement of more creativity in the work like marketing and HR services, HPW practices like sharing knowledge and ideas among the team will yield better results. HPW System:HPW practices like selective recruitment, intensive job training, team working, sharing information, egalitarianism, pe rformance related appraisals system and profit sharing. ————————————————- Employee engagement, commitment, security and motivation Higher employee and organization performance High commitment HRM Practices: This is the new way of approach which was eventually started in the United States and later followed all the developed countries like United Kingdom in which organization mainly focusing the quality of the product rather than the cost.The concept is that a particular bundle of the HR practices has the potential to provide higher levels of productivity. These practices are important in order to improve the employee engagement and high performance working in the organization. Components of High commitment HRM practices: Pfeffer et al (1998) identified seven best practices of high commitment HRM practices. 1. Employment security and internal labor markets: Pfeffer et al (1 998) stated that employment security is the fundamentally underpinning the other six components.Employment security is one of the key issues to the employee to perform better in work because once employees got the job security there is a chance of increasing the company performance. This doesn’t mean that if employee is repeatedly committing mistakes should be retained in the company. Every employer must seek that the employee to retain in the company for long term basis and to contribute to the betterment of the organization. The long continuity of the employee will cut off the costs like recruiting, training and work development programmes. If he organization need compulsory layoffs and to undermine the employment security alternatives like improve multitasking skills of the workers, reducing the labour costs by reducing the wages and over staffing. 2. Selective hiring and sophisticated selection: Now a day’s employers are more focused on to the sophisticated selecti on of the best candidates for job and take more care during recruiting. They are also expecting the good profile candidate who deserves the qualities like team working, social and interpersonal skills than the technical skills.Selective hiring implies the sampling of the candidates who posses good efficient skills in order to perform job. Pfeffer (1998) stated in selective hiring and sophisticated selection by sophisticated interviews and proper employment tests or psychometric tests like general ability tests, personality tests and specific skills test must be perform prior recruiting will aid the organization. These all above practices will help the HR team to provide organization a long term benefits and increase the continuity of the selection decisions. 3. Extensive training, learning and development:After recruiting the skilled applicant extensive training must be provided by the organization. They must be focused on the training for team working and specific skills for the wo rk. For an instance, MNC’s in knowledge processing outsourcing train their new staff with specific job related training on typing and MS office. Training and development must be restricted only for the new employees but also for the existing employees in order to improve the skills for their future. Outcomes depends on the how much the employer is investing funds for training, development and learning. 4.Employment involvement, information sharing and worker voice: Employment involvement and information sharing helps to achieve increase the problem solving groups and project teams and lowers the communication. Employee involvement is attained by the opening communication regarding the financial performance, strategy and operations in the organization will directly improve the trust and positive environment in the organization. For an instance to improve team working HR practices must implement such that employees can be to able to offer their suggestions for the betterment of the organization. 5. Self managed teams/ team working:Pfeffer et al (1998) stated that teamwork is typically seen as leading to better decision making and the achievement of more creative solutions. These practices are very difficult to implement in the practices but strengthen the management control. There may be the chances of the peer group pressures and boring low level jobs, these are the reasons why self managed teams is very difficult to intrude. 6. High performance contingent on performance: Pfeffer et al (1998) stated that there are two components in this practice; one is performance related pay and second is providing more compensation than normal.This type of practice attains the high quality of labor due to proving a need to pay for the performance. 7. Reduction of staff differences or harmonization: In retail organizations the lower level staffs are very important assets because they are the persons who have got direct contact with the customers. They must be treated a s the same as senior management and must encourage them to come up with some ideas with open management. This can be attained by the staff uniforms, shared canteens and parking. These types of practices will help the management in creating the positive and pen environment in company. 8. Work-life balance:This is a new concept which was focused by the many organizations in order to improve the work life balance. According to the Sunday times survey (2012), in recent years there is an increase in the females than the males in senior positions. There is a chance of burden on the females who cares the family and certainly need to fulfill their responsibilities in the work. Pfeffer et al (1998) stated that if the work-life imbalance in the employees there is a chance of lowering performance outcome. The Sunday Times published â€Å"Best Companies to Work for 2012† on 11 March 2012 edited by Dominic O'Connell, business editor.This is 12th annual publication of Britain's most dynami c and engaging workplaces. The leading 325 organizations are recognized in the four lists and they are the best organizations to work in Britain and voted by their workers. 1. 100 best small companies 2. 100 best companies 3. 25 best big companies 4. 100 best not for profit organizations Methodology of the survey: The â€Å"Sunday Times list of the 100 best companies to work for 2012† is derived from the views of employees and the policies and processes of employers. It identifies best practice and ranks organizations according by their results in eight key indicators of staff engagement.The survey contains 70 questions in measuring eight factors in workplace. These elements were used to determine the final company rankings. The eight key factors of employee engagement are the employee experience of their workplace in the following areas. 1. Leadership:  How employees feel about the head of the company and its senior managers 2. Wellbeing:  How staff feels about the stres s, pressure and the balance between their work and home duties. 3. Giving something back:  How much companies are thought by their staff to put back into society generally and the local community. . Personal growth:  To what extent staff feels they are stretched and challenged by their job 5. My manager:  How staff feels towards their immediate boss and day-to-day managers 6. My company:  Feelings about the company people work. 7. My team:  How staff feels about their colleagues. 8. Fair deal:  How happy the workforce is with their pay and benefits People completing the employee survey responded to each statement by indicating their level of agreement on a seven-point scale ranging from â€Å"strongly disagree† [1] to â€Å"strongly agree† [7].In all profiles, the score percentage on each question is mentioned. In this report to CEO, we have selected five best big companies from â€Å"The Sunday Times Survey† and identified the key factors for improv ing the organizational performance. The sampling of the companies is done on the sector in which they are serving. The table witnesses the percentage of employee voted for different issues of employee engagement practices in different companies. American Express UK Company: | Percentage of employees| They believe they can contribute to the company success| 79%| Love working with the organization| 72%|They feel they can make difference with in it| 75%| Bosses care for employees job satisfaction| 70%| Bosses talk openly with them| 79%| They believe they can contribute to company success| 79%| They feel that company leadership is inspirational| 71%| Managers share important information with them| 75%| Mc Donald’s Company: | Percentage of employees| Staff says they have confidence in skills of their managers| 76%| Everyone is treated fairly| 70%| They are loving it| 70%| Managers deals with the issues instead of avoiding| 64%| Confidence in managers| 77%|Training in the job is gr eat| 73%| Happy with pay and benefits they get| 65%| They are fairly paid| 60%| Iceland Company: | Percentage of employees| They love working for the company| 79%| Staff feel that boss runs the company on sound values| 67%| They are aware of what is expected from them| 85%| Managers help to fulfill their potentials| 78%| Happy with pay and benefits| 81%| Boss gives inspiration to them| 76%| Valuable success to company| 80%| Proud to work for the company| 81%| PwC Company: | Percentage of employees| Employee feel proud to work for company| 83%|They are excited about company uptrend in performance| 70%| Chairman as an inspiration leader| 77%| Staff say senior bosses are good listeners| 67%| Company is doing bit for the environment| 76%| Plenty opportunities to grow and learn| 72%| Managers are role models| 69%| Staff experience is valuable for future| 82%| Homebase Company: | Percentage of employees| Staff says that job is not interfering in home duties (Work-life balance)| 73%| They don’t feel they spent much time working| 69%| Stress levels low| 78%| They believe contribute to company success| 77%|They feel they can make difference with init| 76%| Employee are happy with pay and benefits| 50%| Employees have a great support to provide service| 71%| CONCLUSION J&W PLC is a work place where there is no team work among workers and worker are not loyal to their jobs, it has been noticed that employees of J&W Plc are doing less work then they should. In order to rectify this problem this organization must improve wide scale of HRM activities where motivation, task analyzing and work segregation should be considered.This paper has proved that HRM is really necessary part of an organization which wants to be at the top of their game, and always wants to have the upper hand in market. HRM always takes care of employees and their related areas which are interviewing, improving motivation, proper training and implementation of company’s policies. Not only concentrating on the recruitment and training, they need to focus on the career development of the employee, employee motivation, employee compensation and benefits and to provide good work-life balance.These implications in the HR management practices will yield good employee trust and commitment towards the organization which helps to build employee engagement. To be successful every organization should have high level of employee’s engagement. This only can be achieved by having a workflow where any employee can see opportunity to advance in career, higher job satisfaction and work-life balance. To gain higher employee engagement the employer must do surveys on the employees and questioners about the work force, this assists the organization to identify the black spots within the organization.After identifying the key issues in the work force, management needs to focus on the implementing of the practices to improve the employee engagement as mentioned already in the liter ature review. This procedure may assist the organization to improve the employee engagement and it also depends on the type of the organization and availability of funds. It is witnessed in â€Å"The Sunday Times Survey 2012†, the five companies which are selected from the 25 best big companies the practices which in turn yields higher employee engagement.The survey review shows the critical issues from the employee’s point of view and the issues in work force are mentioned in the tables. For such practices organization should have High Performance Work System through which employees can project on what they are doing and try to improve there working standards by using high commitment and high involvement working practices. For improving HPW in employees, organization should provide proper job training, improve team working, performance related appraisals system and pay, profit sharing to the employees.It creates the high involvement, security and provides high motivat ion to perform work and improves the organization performance. These practices are the chain based and the results from the practices are satisfactory. In order to implement these practices management must concentrate on the employee surveys and need to decide which HPW practices will help the organization to improve over all performance. In short the HPW practices difficult to implement and need every part of organization to work in a synchronization and coordinated manner to get maximum output. RECOMMENDATIONSAs per the discussion and reviewing all aspects of employee engagement and HPWP system there is always a need for an organization to have a personalized model of high performance work system for being more effective and profitable. So the recommended model for HPWP should have main five factors for implementing HPW working practice and employee engagement to withstand competition from competitors. In order to implement this model a full attention of employee is required, for that HRM need to evaluate all the employees and if necessary hire new persons and fire old employees whose performance is very low for long duration.Employee surveys must be done to identify the issues in their work force. After reviewing the survey management needs to highlight the key areas of improving employee engagement and high performance working in the organization. American Express UK and Homebase are two companies in the 25 best big companies for 2012; these two companies are not there in the â€Å"Sunday Times Survey 2011† but rose dramatically to the higher peak in overall performance by 2012, by implementing good HR practices which increases employee engagement and high performance working.The 70% employees of McDonald’s and 79% of employees in Iceland voted that they love the work. This illustrates the job satisfaction, happy with the compensations and benefits and motivation in work force. This is the reason why Iceland holds Rank 1in the Sunday Times Su rvey. So, this model will improve work force and make them engage at work. This model can work only when every department is in coordinated with each other and focusing on the company betterment. Recommendation Draft TemplatePriority| Action| Business Justification| Benefits| Specific Intervention| Time Frame| Who| Cost| Method of monitoring| Consequence of not doing| 1| Sophisticated employee recruiting| For hiring skilled work force| To improve the quality of work| By Psychometric tests, aptitude tests and personality tests. | Short term| Human Resource management and senior management team. | Less cost. Efficient knowledge &relevant experience required. | Skills of the employees must be carefully monitored| Chance of hiring unskilled worker for the job. 2| Extensive training and development| Improving employee engagement in the work force| To improve the employee in specific skill development| Good resources are required | Long term | Senior management and skilled executives| Inv estment required| Constant and consistent supervision required| Company cannot withstand with competition| 3| Team working | To provide high performance working in company| To improve good communication between staff and to achieve creative solutions| Selecting the team members| Long term| Team leaders | Less cost| By team performance results| The development of the company will be staged | 4| Work life balance| To improve employee commitment | To improve the employee involvement in work| Recognizing the stress levels by questioners| Long term| Managers| Cost efficient| Supervised by the feeling of willingness to work| Chance of lowering the company performance| 5 | Performancerelated pay| To improve trust and commitment| To improve the high performance working| Performance pay must be given by reaching particular targets| Short term| HR and Account department| Sufficient funds required| Pay records must be documented| Lowers the quality of labor| REFERENCES 1. 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