Organisation analysis

Organisation analysis INTRODUCTION I personally feel that I already possessed some basic knowledge required in analysing and gathering information about an organisation. In the past while I was preparing myself for the campus recruitment programmes during my bachelors, I did a similar kind of research in order to get an idea beforehand about the companies and their market values that I was applying for. What I liked the most about this module is that in the initial three weeks we were just taught about the various principles and frameworks that underlie in analysing an organisation and its only in the last couple of weeks that we were provided with hands on experience in implementing the learnt techniques. LESSONS LEARNED I really felt it new and great to interact with the employees while conducting the surveys among them. In the later part when we were not granted the permission to conduct the surveys, I founded it pretty difficult but learnt quite a lot about the issues that are faced while conducting them under the shades. Though the questionnaires were straight forward and the employees did not have much difficulty in filling them, the major setback was with the interviews that I had with some of them. I had to reframe almost all of our questions in such a way that it does not eats up much of the employees time and also to make it easy for them to come out with specific answers. STAGES OF ANALYSIS Our group was assigned with the Warwick Food and Drink Department for our analysis. The Food and Drink department was found to be offering many services like the cafes, restaurants, bars and food deliveries across the university. Hence we figured out that we need to put in a lot of effort and time in order to furnish our findings. As instructed by our course coordinator we choose a member of our team as the group representative, who was responsible for interacting with the manager. The very first day we begin our analysis, we decided and made our group representative to mail and book an appointment with the manager of that department. Luckily to our surprise, we got an early appointment for the meeting from the manager. Since time was lacking for us to analyse about each and every service offered by the department, we all brainstormed and decided on some of the major and bigger services to analyse. Initially many of my team members decided to conduct their analyses on services that catered to only to a small amount of people owing to the lack of time, but later I somehow struggled and convinced them to opt in for some of the bigger service areas. I was of the notion that by understanding the work structure in these bigger service areas, we could get a clear view of the organisation as a whole. We then framed the questions that we were to ask the manager during the interview. Many of us came up with different kind of questions and after much aberration we zeroed on some of the basic questions. Again in this phase I faced quite some difficulties in convincing my team members. Though there are many instances one of t hem being the question about the Safety Measures that are being undertaken in the department. Since our analysis was about the Food and Drinks, I felt the need to consider about the safety measures being taken in order to guarantee the quality of food that are served to the customers, whereas my team members felt that it is awkward to shoot this question to the manager of that department. Though many were not happy I somehow convinced my group representative to incorporate it to the list of other questions. But later to everyones surprise, it was for this question that the manager gave utmost importance and also spent quite a lot of time on answering it. Though when compared to the other groups we got an early appointment from the manager and also had an interview with her, we could not extort as much of the needed information from it. But we figured out that motivation was ought to be an important factor that was missing in that department, which in turn led us to understand deeper into the facts that the grading system and feedback from the managers about the performance of their employees were also lacking. Owing to our lack of time, we took motivation as the preceding factor and decided to dig out as much information we could from it. We framed some more questions based on motivation and tried to schedule another interview with the manager, but our appointment was refused. Later we prepared a questionnaire (owing to the fact that their workplaces were busy always) containing questions about the employees motivation, their job satisfaction, etc. and we decided to hand it over to just a minimal number of employees in each of the services on which we were concentrating our analysis. Again when we tried to get permission from the manager to give out these questionnaires, she readily disagreed to it. Hence we almost felt like we were totally lost in the middle of nowhere. Later we decided to conduct the interviews and give out the questionnaires to some of the employees, whom we personally knew. Though what we did was out of the rules since the manager did not wanted and did not knew about this, we had no other options left. Since we were mainly concentrating on the factors like the motivation, grading system, feedback and the performance evaluation, our interviews and the questionnaires were narrowed down onto these fields and I almost succeeded in extracting the required information from the 8 surveys that I conducted. After completing the surveys our entire group sat together and brainstormed about the answers that we obtained. After much aberration we zeroed down on some of the common issues that needed to be taken care of in the department, which we made sure came up in line with those factors that we planned to consider after our initial interview with the manager. Though I planned to address the issues like leadership and teamwork persisting in the department, it could not be done owing to the lack of co-operation from the upper management. THEORIES INVOLVED I made use of the Maslows Hierarchy of Needs in order to depict the various and basic needs of the employees. To my surprise its only the full time employees who were satisfying their whole range of needs whereas the part time employees were concerned only about their basic needs. From my analysis I figured out that it was mainly owing to the current recession that the employees were tending to ignore their higher level needs. We also made use of the Adams Equity Theory and McClellands Acquired Needs Theory in order to understand and relate the issues about the employees workplaces and the relationship among their co-workers, from the data we acquired from them. After disseminating as much of the acquired information among our team members, we headed our way to prepare for the presentation and the final report. Since the report was just a one page document, it is the presentation which made us to put in some extra efforts. We decided to showcase in the presentation, the exact information or to be more specific the exact wordings which we obtained from the employees during our interview with them. AREAS OF IMPROVEMENT If I were to undergo the whole life cycle and come out with a much more efficient analysis strategy, then I would take care of the following issues. Firstly, I would try getting as much information as possible from my initial interview with the manager. Since in the beginning we were of the notion that we would have at least 2-3 meetings with the manager, we shelved some of the questions for our later interviews which owing to our bad luck did not happen. So it is always better to get all the required data at that instant rather than waiting for chances. Secondly, we were almost waiting about a week for a reply from the manager pertaining to our second meeting. Hence the next time instead of just waiting during that period I would straight away start conducting my surveys whenever possible. Since time is an important factor which we need to consider, I would take precise care of it. CONCLUSION The organisation analysis module gave me a wider view of what analysis is all about. I learnt that analysis is just about reporting our findings and not arriving at judgements for the same. It also gave me an edge on how to practically implement the models and frameworks in the real world scenarios. I personally feel that if a person is able to analyse something immense and external to him, would surely be able to analyse and learn about him to a great extent by incorporating the same techniques. Hence this module has not only aided me to grow professionally but also personally. REFERENCES 1. Carrell, M.R., Dittrich, J.E. (1978). Equity Theory: The Recent Literature, Methodological Considerations, and New Directions. 2. Maslow A.H. (1943). A Theory of Human Motivation, Psychological Review 3. McClelland, D. C. (1975). Power: The inner experience, New York: Irvington.

An Analysis of Araby in James Joyces Dubliners :: Joyce Dubliners Araby Essays

An Analysis of Araby      Ã‚  Ã‚  Ã‚  Ã‚   There are many statements in the story "Araby" that are both surprising and puzzling.   The statement that perhaps gives us the most insight into the narrator's thoughts and feelings is found at the end of the story.   "Gazing up into the darkness I saw myself as a creature driven and derided by vanity; and my eyes burned with anguish and anger. (32)"   By breaking this statement into small pieces and key words, we can see it as a summation of the story's major themes.      Ã‚  Ã‚  Ã‚  Ã‚   At this point in the story, many emotions are swirling about in the narrator's head.   His trip to the bazaar has been largely unsuccessful.   He was late arriving, was unable to find a gift for Mangan's sister, felt scorned by the merchants, and suddenly found himself in a dark room.   These surroundings left him feeling both derided, and with a sense that this eagerly anticipated trip had been in vain.      Ã‚  Ã‚  Ã‚  Ã‚   Many other situations caused him to feel driven and derided by vanity.   His reflections of the "charitable" life of the priest who occupied the narrator's house before the narrator make us wonder if the priest led a life of vanity.   His early obsession with Mangan's sister now seems in vain.   "I had never spoken to her ... and yet her name was like a summons to my foolish blood. (4)"   He feels ashamed and ridiculed by his earlier inability to communicate with Mangan's sister.   He sees how distracted he was by his anticipation of the bazaar.   He recalls that he " had hardly any patience with the serious work of life. (12)"   The narrator is embarrassed by the time he had wasted, and the ease with which he became distracted.   The near total worthlessness of the bazaar at the time the narrator arrives is an extreme example of vanity.   Not only does the narrator feel ridiculed by the vanity involved in this situation, he also feels driven by it.   The simple conversation he carries on with Mangan's sister regarding the bazaar drives him to direct all his thoughts toward the glory that will be the bazaar.   A sort of irony can be found in the fact that something that he devoted all his "waking and sleeping thoughts"

Personal Healthy Living Plan

Personal Healthy Living Plan 1. Feb. 19. 2013| Food Eaten| How much Eaten| Breakfast| Milk| 1 cup| Lunch | Salmon Lettace Sandwich | 1 Normal sized Sandwich | Dinner| RiceBeefTomatoesEggs| 1 bowl Few slicesAround 1 whole tomato | Snacks| Candy| 2 piece | Feb. 20. 2013| Food Eaten| How much Eaten| Breakfast| Soy Milk| 1 cup| Lunch | Cup noodle| 1 Serving | Dinner| FruitsCreme SoupSpaghetti | 2 Whole Oranges | Snacks| Chips | 70g bag of Chips | Feb. 21. 2013| Food Eaten| How much Eaten| Breakfast| Water| 1 cup |Lunch | RiceChickenRadish| 1/2 a bowlFew piece 3-4 piece | Dinner| Chow Mein -Carrots-beef-lettace-mushroomsSteamed FishFruit| 1. 5 bowl 1 Orange | Snacks| Candy | 6 piece. | Physical Activities: Job Around the neighborhood every Mon, Wed, and Fri; depends on the weather. 4. Notes of Canada’s good guide -Eat at least one dark green and one serving vegetable each day -Choose vegetables and fruit prepared with little or no added fat, sugar or salt. -Have meat alternatives s uch as beans, lentils and tofu often – Consume at least two servings of fish each week -Use vegetable oil such as canola, olive and soybean Make at least half of your grain products whole grain each day -Have real Fruits and vegetables Compare your eating habits with the recommendations found in Canada’s Food guide. Base on what the food guide says, what menu changes, if any, would you make to the meals you ate over the three days you tracked and that you eat in general? Why? Compared to my eating habits for the past three days, to the eating baits with the recommendations found in Canada’s Food guide, it seems like my habit is a little off from being healthy. I should eat a little more for breakfast, and sometime more healthier during lunch.I might try adding oatmeal and toasts to my breakfast meal, and provide more fruits and vegetables for lunch. After these small changes, I think I eat pretty healthy since I usually eat at least 1-2 servings of rice, noodles , vegetables, and meat for dinner. For the past 3 days, I ate multiply of candies. It contains a lot of sugar and if I continue on eating candies every day, it will affect my health. Regular Exercise Routines 1. Explain what exercise routines youa re currently involved in. Hwo do these connect to the completeion of your daily physical activity (DPA) requirement? 2.What are someof these challenges you personally encounter as you develop or maintain a regular habit of exercise? 3. What benefits does a regular exercise provide you personally? 1. For daily physical acitivity requirement, we must document and report a minimum of 150 per week fo physical activity. The exercises that I involved in are the same as my DPA requirement. I play badminton with my friends every weekend and I job around the neighbood at least once a week. 2. I had a hard time maintaining a regular habit of exercising, due to the weather 3. A regular exercise can improve my mood and help my sleeping schedule.It wil l also benefit my health by exercising regularly. It also increase the opportunity in finding a better job and creating a better future. Emotional Health Management 1. What does it mean to be emotional healthy? 2. Visit the Canadian Mental Health website and read about stress. Take the stress test and record your scoare. 3. How do you positively manage your emotions when you get uncomfortable with them? Give 2 real life example of this and describe any techniques/strategies you used to help you during these times. 1. Emotional health means the degree to which you feel secure, stable and relax in everyday life.Living a happy life is what makes us worth living. 2. I got 10 score for the stress test. 3. When I get uncomfortable stress, I talk to my friends and family. In certain degree of stress I do varieties of things, including shopping, gaming and movie night. Talking out with my friends helps me relief my stress and other activities allows me to keep my mind off of being unhappy. Positive Health Choices 1. Ive decided to include more vegetables and fruits in my diet, as I lack greens in my diet. It is important so I can have a healthier body. As for exercise, I’ve decided to go to the oval more often to work out.This will make me more fit and it will also help me improve my lever of proactively as exercise help clear mindsets, improve stress management, and make a person more positive. As for emotional health I intend to trust my problems with my current friends and families. 2. Fortunately, I do not consume any illicit drugs or alcohol, and I do not have any plans in the future to do so either. Alcohol will only do harm to my body. It does not only affect my health, it will also affect my family as well. If I were to be in a relationship or any that involves with my sexual health, I would gladly to say no to them; for I am too young.

Human Resources Recruitment - 2739 Words

Attracting top talent to an organization has never been more difficult, are the words of senior recruiter Hamish Davidson of Veredus Executive Resourcing chairman who has more than 18 years experience. Well developed leadership skills, the ability to shift attitudes and behaviors, the capacity to exert effective influence and work through others, the talent for successful partnership working and, most importantly, having the potential to adapt quickly to internal and external change, and to get that change owned and embedded in an organization. These are the core competencies sought by organizations the world over, regardless of sector, industry, specialism, background or level. Because there is a relatively small pool of talent with†¦show more content†¦www.hrcouncil.ca External recruitment involves staffing outside of the organisation. This search can take place in local, regional or international labour markets, depending on numbers, skills, competencies and experiences required, the potential financial costs involved and the perceived benefits involved to the organisation concerned. (Holden: Claydon 2004) Print advertisements are the method where the job is posted in a newspaper or professional journal for public viewing. One condition that must be considered with print advertisements is that they will impact on a number of applicants so it should be presented in a general tone. Its advantage is that it can reach a large audience in a specific area and its disadvantage is that the ad may receive a significant number of applications from unqualified candidates. www.hrcouncil.ca Also, to attract applications a company should attend career fairs and presentations. This caters mainly to soon to be graduates who are more likely to be unclear of their next step in the path of career choice and will be fresh off the press, thus easily moulded to fit the organisation. Presentation of a company, its aims and objectives are prepared to appeal to the interests of this group. RECRUITMENT PROCESS This is the actual procedure in which organisations embark on to recruit candidates. Departments may useShow MoreRelatedHuman Resource Planning Recruitment7002 Words   |  29 PagesHuman Resource Planning Recruitment Chapter Summary This chapter describes the process an organization uses to plan and recruit so that there will be adequate human resources. The steps described are linking business strategies to future needs, forecasting labor demand and supply, determining in what positions there will exist a labor shortage or surplus, setting goals regarding future human resource needs, and identifying strategies to solve the problems of shortages and/or surplusesRead MoreRecruitment and Human Resources Management1639 Words   |  7 PagesRecruitment According to Edwin B. Flippo, â€Å"recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation†. Recruitment is the activity that links the employers and the job seekers. In other words, it is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employeesRead MoreA Research Of Human Resources Recruitment1997 Words   |  8 PagesResearch of Human Resources Recruitment Process And Applications in Organisations Abstract: This paper discuss the importance of human resources recruitment in the context of conceptual frameworks based on a brief research of past literatures, found leading organisations (Enterprise Rent-a-Car and British Gas) apply these concepts in the real world to successfully achieve their business objectives. This report concludes that the importance of human resources recruitment processRead MoreHuman Resource Management : Recruitment And Selection933 Words   |  4 PagesThe focus of recruitment and selection has been how to match the capabilities and inclinations of potential applicants with the requirements and rewards of a given job. It can be said that recruitment and selection represent one of the most important human resource management functions which can serve as the basis for a sustainable competitive advantage over contenders. This implies that the success and even the survival of a company generally depend on the caliber of the workforce. The best prospectiveRead MoreHum an Resource Recruitment And Selection Of Employees2014 Words   |  9 Pages1. Introduction In this paper, human resource recruitment and selection of employees will be discussed. The main focus will be on a Kenyan company, CMC Holdings Ltd (CMC), which is one of the largest auto and equipment dealers in East Africa. The company has over 3,000 employees with a head office in Nairobi and has branches in eight cities and subsidiary companies in Uganda, Tanzania and South Sudan. The company mission statement states that CMC is:- Committed to providing exceptional customerRead MoreRecruitment Selection - Human Resource Management3985 Words   |  16 Pages4 1.1 What is HRM? 4 1.1.1 Significant HRM functions 4 1.2 Why recruitment amp; selection is an important part of HRM 4 1.3 Consequence of poor selection 6 2.0 Critical nature of Recruitment amp; Selection 6 2.1 Recruitment 6 2.1.1 Recruitment process (Fisher et al., 2006) 6 2.1.2 Recruitment objectives 7 2.1.3 Recruitment methods 7 2.1.3.1 Internal Recruitment method 7 2.1.3.2 External Recruitment method 7 2.2. Selection 8 2.2.1 Selection policy 8 2.2.2 SelectionRead MoreHuman Resource Management - Recruitment and Selection Process7389 Words   |  30 Pages HUMAN RESOURCE MANAGEMENT: RECRUITMENT AND SELECTION PROCESSES BADLI SHAH MUHAMAD SALLEH 6091010491 AZWAN ISMAIL 6101025931 JUDE E. EDEIGBU 6093015151 MOHSEN ALI SALEH 6101025881 UNISEL GRADUATE SCHOOL OF MANAGEMENT (UGSM) SEKOLAH SISWAZAH PENGURUSAN UNISEL Table of Contents 1 PART 1: INTRODUCTION OF THE ORGANIZATION 4 2 PART 2 (a): ORGANIZATIONAL STRUCTURE 5 2.1 INITIAL ORGANIZATIONAL STRUCTURE 5 2.2 CURRENT ORGANIZATIONAL STRUCTURE 6 3 PART 2 (b): HUMAN RESOURCE MANAGEMENTRead MoreHuman Resources Planning, Recruitment, And Selection Essay2234 Words   |  9 Pagesof senior leadership and the Human Resources Managers to take care of their employees and ensure that they are being treated with dignity and respect. HRM must take into consideration the Equal Employment Opportunity (EEO) and Affirmative Action in order to protect employees from discrimination. HRM must consider human resources planning, recruitment, and selection when matching the right candidate with the right position. HRM must find ways of providing human resources development to ensure employeesRead MoreThe Role Of Human Resource Planning : Selection And Recruitment789 Words   |  4 PagesTraditional People Resourcing (Selection and Recruitment) In today’s modern working world, companies have increasingly become more competitive in its people resourcing techniques (Delaney Huselid, 1996; Ordiz Fernà ¡ndez, 2005). Over the last decade, leadership teams have shifted its approach and therefore, invested significant time and resources on Human Resource Management (Boselie et al., 2005; Cassell et al., 2002). The role of Human Resources has now become a key integral business functionRead MoreRecruitment Is A Core Function Of Human Resource Management1994 Words   |  8 Pagespresent a set of useful advice and meaningful insights on the recruitment focus for organizations in the technology industry. It will also provide some facts and explanations on the areas they need to look at, processes they need to consider, as well as pitfalls, issues and ideas relevant to this practice. The report aims to assist organizations and managers to improve or develop on this particular area of recruiting process. Human Resource Management (HRM or HR) is a function in an organization designed

Because I Could Not Stop for Death Analysis Essay

â€Å"Because I Could Not Stop For Death† Analysis The poem, â€Å"Because I Could Not Stop For Death,† by Emily Dickinson presents captivating themes on the cycle of life, time, and death. The first two lines, â€Å"Because I could not stop for death - / He kindly stopped for me – â€Å" (Dickinson 679; Stanza 1, Line 1 2), capture the poem’s central theme, but the interpretations of that theme vary widely. This variation would have to do with how one would interpret Death. The three varied elements that are used to describe the theme are the civil character of Death, how Death has to do with the eternal life and, and sailing through time in order to look back at seeing the positives of living every day life. One would†¦show more content†¦Some examples of images that she sees while she is on her journey with Death are: children playing, wheat growing, and the sun setting. The children that she sees playing â€Å"in the Ring† have a major influence of human beings because they symbolize eternity. The wheat that grows symbolizes the natural world as she currently views it. However, as time changes, the grain appears to be â€Å"gazing† at her, or observing her with much interest. The â€Å"setting sun† represents the life clock, which is also known as the thing that humans measure as the amount of time left to live on earth. As time passes by, she passes with Death into another phase or dimension. This all ties into what the young woman strives to do. As she journey’s with Death, she relates everything that she does in every day living as something she would still see when she is already dead. She tries to repress the stress of living, but tries to think about it in a positive way. She temporarily loses herself in a wonderland, where she imagines that everything she sees when she travels with Death is a pleasant experience. Afterwards, she then tries to think positively of what she can do to feel the same way when she is alive. As this happens, she spots significant symbols that represent her life. In the fifth stanza, the narrative figure uses euphemism as a way to symbolize the mysterious places that she encounters at her time ofShow MoreRelatedAnalysis of Because I Could Not Stop for Death2013 Words   |  9 PagesAnalysis of Because I Could Not Stop for Death The poets of the nineteenth century wrote on a variety of topics. One often used topic is that of death. The theme of death has been approached in many different ways. Emily Dickinson is one of the numerous poets who uses death as the subject of several of her poems. In her poem Because I Could Not Stop for Death, death is portrayed as a gentleman who comes to give the speaker a ride to eternity. Throughout the poem, Dickinson develops herRead MoreAnalysis Of Because I Could Not Stop For Death963 Words   |  4 Pagesâ€Å"Because I Could Not Stop For Death,† and â€Å"The Bustle in a House† are two poems by Emily Dickinson that portray death in very different ways. â€Å" Because I Could Not Stop For Death† is written from the perspective of a woman who has recently died about her eternal journey with a kind Death. â€Å"The Bustle in a House,† on the other hand, is about how one reacts to the death of a loved one. Through these two poems, Dickinson employs literary devices such as personification and metaphor to portray two differentRead MoreAnalysis Of `` Because I Could Not Stop For Death ``870 Words   |  4 PagesThemes of death all ring loud and clear in Dickinson’s â€Å"Because I could not stop for Death†, Donne’s â€Å"Death, be not proud†, and Cherry’s â€Å"Alzheimer’sâ⠂¬ . The poems are not explicitly about the act of dying, but death is personified or even foreshadowed in the work. Each piece has a different tone when referencing Death. Two of the poems reference Death by name, the last poem doesn’t specifically speak about dying or death per se, but based on the title, â€Å"Alzheimer’s†, it is clear that death is imminentRead MoreBecause I Could Not Stop For Death Literary Analysis918 Words   |  4 Pagesand a positive subject, death, on the other hand, has numerous definitions between each person. Some people consider death to be morbid, horrifying, and a negative thing, whereas others celebrate death and believe that their soul will live forever. Each of the countless observations of life and death are portrayed in diverse types of literature. One contributor and writer of such literature includes Emily Dickinson. In her poems â€Å"Because I Could Not Stop for Death† and â€Å"I Felt a Funeral in My Brainâ₠¬ Read MoreAnalysis of Because I Could Not Stop for Death Essay1188 Words   |  5 Pageswhere regular themes include death and mortality. One such poem that exemplifies her â€Å"dark side† is, â€Å"Because I Could Not Stop for Death†. In this piece, Dickinson tells the story of a soul’s transition into the afterlife showing that time and death have outright power over our lives and can make what was once significant become meaningless. While we now know this poem as â€Å"Because I Could Not Stop for Death†, it was originally an untitled piece. After Dickinson’s death, her younger sister LaviniaRead More Analysis of Emily Dickinsons Because I Could Not Stop for Death803 Words   |  4 PagesAnalysis of Emily Dickinsons Because I Could Not Stop for Death In regard to Emily Dickinson’s poem, â€Å"Because I Could Not Stop for Death,† Critic Eunice Glenn says: â€Å"In the first two lines Death, personified as a carriage driver, stops for one who could not stop for him. The word ‘kindly’ is particularly meaningful, for it instantly characterizes Death. This comes with surprise, too, since death is more often considered grim and terrible† (Glenn). Critic Charles R. Anderson says, â€Å"DeathRead More Analysis of Emily Dickinsons Poem, Because I could not stop for Death693 Words   |  3 PagesAnalysis of Emily Dickinsons Poem, Because I could not stop for Death The poem Because I Could Not Stop for Death by Emily Dickinson expresses the speakers reflection on death. The poem focuses on the concept of life after death. This poems setting mirrors the circumstances by which death approaches, and death appears kind and compassionate. It is through the promise of immortality that fear is removed, and death not only becomes acceptable, but welcomed as well. As human beings,Read More An Analysis of Emily Dickinsons Poem, Because I Could Not Stop for Death626 Words   |  3 PagesIn the poem â€Å"Because I could not stop for Death† by Emily Dickinson refers to death as a gentlemen who unexpectedly visits Dickinson to take her on a journey â€Å"towards eternity† (I. 24). It is very ironic that she considers death as a gentleman, but as we all know it is the total opposite. On the second stanza they both start the slow and peaceful journey. â€Å"We slowly drove, he knew no haste† (I. 5). We can see the tranquility of the scene in which they are. Dickinson here understands the seriousnessRead MoreAnalysis Of The Article Death And Dying By Matthew Arnold And Because I Could Not Stop For Death977 Words   |  4 PagesIn the article â€Å"Death and Dying in Literature,† John Skelton stated, â€Å"One of the central tasks of literature is to impose a structure on life and death, giving meaning to both† ( n.p.). Many literary works, including poems, focus on death in one way or another. This is true for â€Å"Dover Beach† by Matthew Arnold and â€Å"Because I could not stop for Death† by Emily Dickinson. â€Å"Dover Beach† and â€Å"Because I could not stop for Death† provide varying perspectives on the topic of death. In â€Å"Dover Beach,† ArnoldRead More Analysis of I Heard a Fly Buzz When I Died and Because I Could Not Stop for Death by Emily Dickinson593 Words   |  3 PagesAnalysis of I Heard a Fly Buzz When I Died and Because I Could Not Stop for Death by Emily Dickinson Emily Dickinson wrote many poems in her lifetime. She writes two of my favorite poems. They are: ?I heard a Fly buzz when I died? and ?Because I could not stop for Death?. They both have similarities and differences from each other. There are similarities in these two poems such as the theme and the observentness of the narrator. Both of the poems themes involve death. In ?I heard

Comparing the Characters of Lysitrata, Penelope, and Medea...

The purpose of the paper is to compare and contrast the characters of Penelope in the epic, The Odyssey, Lysistrata in the comedy, Lysistrata, and Medea in the tragedy, Medea. The writer will first give a brief synopsis of each character, followed by a comparison and climaxing with the contrast. Penelope, a loyal, faithful and patient wife is faced with suitors pressuring her daily to remarry. She uses her wit and cleverness to hold them off. She assures the suitors that she will remarry as soon as she finishes the burial shroud for her husband, which she has no intention of finishing until her husband returns. Upon realizing that her husband had returned she makes an announcement to marry the winner of the archery contest.†¦show more content†¦Nevertheless, she kept putting them off by knitting a burial shroud for her husband that she had no intention of completing. Lysistrata showed great strength when she was able to gather the women together for the sex strike, this action was usual for a woman in that era yet she succeeded in getting the women to participate. Although the play starts with Medea being suicidal her strength is quickly restore as her hate for her husband surfaces. Her strength was fueled by hate and thoughts of sweet revenge, which she carries out toward the end of the play. Penelope, Lysistrata, and Medea were clever female characters. Penelope believes that the shroud is unnecessary because her husband will return to her. Due to her station in society, however, she cant simply refuse to remarry. By delaying her suitors until Odysseus return, she shows some amount of cleverness. Lysistratas whole plan to have a sex strike was clever. She caught the men by surprise as she played on their vulnerability. By requesting that the women use their attractiveness to make the males want them sexually, Lysistrata encourages the women to play to their stereotype and exploit the sexual, romanticized female. Myrrhine is used by Lysistrata to seduce her husband, Kinesias, who is left with his painful erection unsatisfied (pg763-765) Medea, during her escape across the Mediterranean, killed her own brother and dumped him overboard, so that her pursuers would have to

Human Resource Management in Singapore †MyAssignmenthelp.com

Question: Discuss about the Human Resource Management in Singapore. Answer: Introduction Internationalisation is defined as the process of increasing the involvement of the business organization in the international market. It is important for the entrepreneurs to understand and appreciate the values, beliefs and business strategies of the companies that are in other countries and this will help to internationalize the business successfully. The entrepreneurs must also try to be innovative and they must be committed to corporate social responsibility. Internationalization is considered as one of the best business strategy that are used by many executives so as to reduce the operational cost. There are certain businesses with overhead cost and internationalization can help them in cutting down or reducing the excess cost in such countries which have deflated currencies and lower cost of living. The organizations can also reduce the cost of doing their businesses with the help of reduced labor cost. It is found that in certain cases there are organiastions that are trying internationalization in times of financial crisis (Dachs et al. 2014). This organization will try to formulate the budget and they will be willing to expand in the foreign market. This paper will highlight the strategies and the approaches that will be taken by a new internationalizing organization in Thailand to train their employees in Singapore for long-term projects. Further, it will also discuss the challenges which are faced the employees of the organization in Singapore. It will also analyze how the management and the HR will assist the employees in coping with various challenges and thus help them to be successful. Critical Analysis Strategies and approaches taken by the companies in Thailand to train their employees in Singapore who will work on new projects As there are many organizations in Thailand that are trying to expand in Singapore, it is important to find out convenient ways to identify the relevant skills and knowledge of the employees. These will also help the management to train the employees because they can identify their skills accordingly. There might be certain changes in the terms and conditions of the employees when they are working or trying to develop new projects in Singapore. The employees might assume that they will be entitled to the benefits or changes and this will help the employees in reducing their misconceptions and misunderstandings. The new technologies which will be used by the business organizations in Thailand will provide greater opportunities and the employees will be send to Singapore to oversee the operation, administration and marketing processes. The employees must try to understand the perception of time and they must be flexible with the meetings and other work related events (Lakshman et al. 2 017). As training and orientation for the international projects will help the employees to avoid the various misunderstandings and culture shock and adjust in Singapore. The first step that will ensure proper training to the employees for Singapore is painstaking screening. The employees may require special training in certain grounds and the HR policies will be formulated accordingly for the maintenance of healthy labor relation in the organization. There must be systematic selection and training of the employees because it has been found that most organizations in Thailand do not provide systematic training. The organizations must adopt a four level approach on training the employees for specialized projects (Schroeder 2017). The first stage of the training process must focus on the cultural differences and raising the awareness of the employees and their consequences on the organization. The second level of training will focus on the aims and attitudes of the employees. Moreover, it is also important to understand the attitudes of the employees and how it will influence their behavioral process. The third stage of the training process will discuss on the factual knowledge of Singapore and what are the necessary steps taken by the management to expand their business successfully in Singapore. The final stage of the training programme will help in the development of skills in certain areas such as adjustment of the new norms and ethics of the company and certain adaptation skills. If the organizations are trying to provide cross-cultural training, it must be done with utmost care. In certain cases, language training which is included in non-verbal awareness must also be provided by the organization (Wheelen and Hunger 2017). The strategic approach must be taken by the organization so as to train its employees on a new project which is trying to expand in Singapore. This will help the management to train the employees and establish a learning culture in the organization. The employees from various backgrounds needs to be oriented towards the corporate culture (Smallwood 2014.). Moreover, geocentric approach must be taken for sharing the knowledge. When the company follows the geocentric approach the candidates will be recruited on the basis of their skills and experiences. Although the geocentric approach is expensive, however the company can recruit the employees efficiently and also provide them promotion from time to time. The company will be more beneficial if they choose the ethnocentric approach because in this approach the employees are sent from the home country to the host country for further promotion. They can work on the new projects more efficiently and effectively and this will help the comp any in the long run. The ethnocentric strategy is followed by the companies when they are trying to expand rapidly in a short span of time in the host country. In this case, the company can transfer the core competencies from Thailand to Singapore and this will help in the expansion of the project that is operational in Singapore for more than a year. It is vital for the company to train the expatriates for the success of international business operation. This training is considered as a decisive factor as it is necessary to judge the previous performance and quality of the employees (Ployhart and Weekley 2014). The training shall include cross-cultural training as it helps in understanding the culture of the host country. The employees must also be provided language training to communicate with the people of the host country. It is important to understand the verbal, oral, written and non-verbal communication skills that are used by the people in the host country. As the job, which is allocated to each employee, is unique, therefore every employee must be provided necessary training to deal with the particular job requirement. In this stage, there are three types of training that is provided to the employees i.e. the information giving approach that has a low level of rigour. Sometimes, the company might also follow the affective approach that is important to address the feelings and sentiments of the employees. The immersion approach is also followed in certain stage to provide in-depth knowledge of the wide range of methods and topics. During the first week of the training phase i.e. in t he information giving approach, the employees who have relocates to Singapore will be given brief idea of the language and the project (Yadav and Shankar 2016). On the other hand in the first four weeks of training i.e. in the affective approach the critical incidents which has been faced by the company during the period of one year are explained to the employees. Moreover, the employees are also provided training on how to deal with uncertainties that can affect the project in future. The stress reduction training is also provided to the employees during this period. In the first two months of training, when the level of rigour is high the immersion approach is followed by the company to provide sensitivity training, simulations and extensive language training. Thus, it can be said that all these approaches can increase the efficiency of the employees who will be sent to Singapore and it will be easier for the management to provide training to the employees for working on overseas projects (Ehrenberg and Smith 2016). Challenges faced by the employees while working abroad There are certain advantages as well as disadvantages while working in a multinational organization. These challenges can be on various grounds i.e. from co-ordination of the design to the language and cultural barriers. Depending on the design and location of the project, there must be co-ordination between the employees because they will be working on different time zones and on different days. The employees can correspond through e-mail or Skype meetings and thus communication becomes more limited (McFarlin and Sweeney 2014). As there will be limited opportunity for communication, the employees will be more focused in effective and well planned communication. The team members also face problem on understanding the business language. The employees may also face miscommunication and interpretation difficulties of the language. The employees also face challenges in adjusting to diverse workplace situation. The employees may be shaped by their own culture and they might have different level of expectations, ideas and goals about the basic concepts in the organization. Moreover, communication also becomes more difficult in multicultural workplace. It is necessary to focus on the successful functioning of the organization through proper communication (Deissinger and Breuing 2014). The companies who are transitioning from homogenous to other cultural diversity also ahs to face some sort of resistance from the employees in the long run. The employees will be unwilling to adjust in a new environment according to the new cultural background of the people. Workplace diversity is also regarded as an important challenge for the employees who has limited exposure to projects. There may be certain challenges which are faced by the employees during the training phase. There are certain companies that promote their employees into management and supervisory roles because they try to demonstrate good working habits and job proficiency. In such cases, the employees may face challenges when they cannot handle such positions. The management must provide proper training to the employees. The relationship between the employees and the supervisor must never be strained. This creates a challenge for the management as well as the employees and it will be resolved only through prop er interaction between the two levels (Claps et al.2015). Work-life balance is also an important challenge for the employees who are working abroad. The employers may realize that there are certain packages that are important for the employees to understand or it will pose challenge to them. The employees also face challenges when the employers access their performance in times of appraisal. It is difficult to understand the basis on which they are appraised every year (Deresky 2017). Role played by the management and the HR to assist the employees in coping with difficulties The management must interact with the employees to solve their problems effectively. It is important for the management to check that they avoid disagreements that will cause more problems in the long run. The most common source of conflict in the workplace includes the limited use of resources and conflicts of interest. Despite the hiring regulation and the equal opportunity, the company must try to value tolerance and diversity in the workplace. The HR manager must try to reduce discrimination in the workplace. The employees must be provided with the opportunity to share their cultural principles and values so that they can solve the problem in a better way. The HR department must organize workshops and seminars so that employees will be able to interact with each other. It is vital to recognize the attitudes and perception of the employees as they come from different backgrounds and they try to adapt to the new culture (Czinkota and Ronkainen, 2013). There are certain conflicts which causes disruption in the workplace. A successful leader tries to promote effective communication so as to help the employees to resolve the disputes in a short span of time. The communication between the employees will help them to understand the root cause of the problem and find out ways to solve them. The HR must create collaborative environment in the workplace to establish the roles and responsibilities in a proper way. Moreover, if the management defines the objectives in a proper way, it will reduce the misunderstanding among the employees. For example, in certain cases, it is seen that if one employee of Singapore cannot handle the task or proceed with the project because another employee in Thailand cannot help him/her with the task by providing the necessary information. This conflict can be resolved in the workplace through proper communication. Sometimes, it is seen that one employee may prefer to work under pressure while the other emplo yee may prefer to complete the work in advance. So, communication may help in reducing the stressful and tensed situation in the workplace. The HR must also help the employees to cope up with the stress and thus prevent absenteeism in the workplace. The employee who takes excessive stress suffer from certain health problem and they might find difficulty in maintaining work life balance (Crane and Matten, 2016). Conclusion Thus, it can be said that managing the human resource in an international organization can be regarded as a complex issue. The companies are constantly striving to improve the human resource strategies. It is important to select the right candidate and send them to a foreign country for further development of the project that is operating for more than one year. The management must also to provide proper training before allocating the job to the employees. Moreover, the employees must also be aware of the challenges that are to be faced by them. The compensation strategy also motivates the employees and keeps their morale high so that they can accept new projects and cope with them effectively. Therefore, the multinational organizations must try to maintain harmonious relationship with the employees to avoid confrontations in the long run. References Claps, G.G., Svensson, R.B. and Aurum, A., 2015. 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