International Essay Example | Topics and Well Written Essays - 1000 words

International - Essay Example The strategy of the company is easy and simple to follow that is to allow the continuous growth of the product by continuous revolution and invention at the same time maintain equilibrium between the activities of different region and product lines. The short term performances are more preferred and long term performances are not neglected at the cost of short term performance. Nestle gives priority to providing quality products to everyone, irrespective of their location, needs and throughout their lives. Nestle runs on the decentralized system which means each country is responsible for the sale of products individually and does not depend on the main headquarters The motto of Nestle is to â€Å"Think globally- acting locally† which means that their products are made by keeping the whole world in mind but also interacts with the consumers at regional level (G, 2009). Corporate social responsibility is a concept of management in which companies incorporate societal and environmental apprehension when dealing with stakeholders and the operations of the business. Corporate social responsibility also known as CSR is the method with which the company achieves equilibrium between the environmental and economical sectors, in other words this is known as the Triple Bottom Line Approach. Along with this the company also responds to the stake holders and share holders expectations. If one wishes to promote the CSR within a company it is also important to review the company’s needs and their capacity to incorporate CSR in the company so that it does not affect their economic feasibility. If CSR is properly incorporated within a company then it gives the ability to the company to gain several advantages like increased in flow of investments, higher sales and profit ratio, systematic human resource base, a better and much improved image of the brand a nd development of good reputation, the ability to make good decision

Come a-knocking on Deaths door Essay Example for Free

Come a-knocking on Deaths door Essay The Ode is used as a poetic form for philosophical contemplation. Compare two odes by Keats in the light of this observation How much do you agree with the statement: John Keats was unfortunate in his upbringing to some extent? On one hand there was a chance for a budding surgeon but he gave that away to his literary awakening which drew him to write odes such as the ones I am going to analyse. Personally, learning about his life prior to literature, I feel that the situations he dealt with, at such a young age were remarkable but perhaps had he not faced those decisions, he wouldnt have come to write such poetry brimming full with philosophical contemplation. John Keats was born on the October 31st, 1795 in Finsbury Pavement, near the centre of London. He learnt to deal with death from an early age as his father died in an accident when he was only eight years old. Seventeen years later in 1810, his mother died due to consumption, leaving John in the care of his grandmother. Subsequently, under the care of guardians he left school to become an apprentice to a surgeon. Unfortunately, before the completion of his apprenticeship, John had a quarrel with his master and therefore left to pursue a stronger path in literature, deftly in the company of his good friend Cowden Clarke. Three years of receiving scarce and negative feedback on his sonnets and poems, John was once again in the presence of a dying man: this time it was his brother. Tom Keats was also taken by consumption in 1818. Though by this time, distinct signs had begun to show in the decent of Keatss own health. Keats himself was fighting illness and death in his latter years. Despite the fact of his deteriorating wellbeing, Keats continued to delve deeper into love and time. His mental understanding of what lies beyond was perhaps something that I could never even begin to contemplate. His dying wish was to have the words: Here lies one whose name was writ in water, on his gravestone when he died on 23rd February, 1821. Writing his most famous odes in his dying years was a sign of great character; I think that being able to face such a prospect of dying young, his mind matured faster than that of others. Increasingly throughout the odes, I can see that John has indeed spent many thought provoking sessions in front of the artefact he describes. He sees, he feels, he waits and then he writes. The form of poetry which Keats was most celebrated for was the Ode. This style of elaborate and stately lyric poem was lengthened or shortened at the whim of the poet. However, the basic arrangement of the stanzas was patterned in sets of three a strophe and an antistrophe, of which both had an identical metrical scheme, and an epode, which had a structure of its own. Dating back to the Greek choral songs, the ode has appeared in many centuries over the world. Roman poets such as Catullus took the form of poetry to their own meaning. The ode was generally used to express strong emotions that flooded the poets mind at the time, the poet would be transfixed onto the idea and he would try to convey his meaning through the literary form.

Human Resource Planning Strategies, Recruitment And Procedures

Human Resource Planning Strategies, Recruitment And Procedures INTRODUCTION According to Bulla and Scott human resource planning is the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements. It determines the human resources required by the organization to achieve its strategic goals. Human resource planning is generally concerned with businesses of longer terms but sometimes it also addresses businesses of short terms as well. In order to improve organizational effectiveness, it looks at the broader issues how people are employed and developed. Human resource planning is an integral part business planning. In this assignment, firstly I will explore that how HR plan supports organizations strategic objectives. Then I will discuss the legal requirements which influence HR planning. In next part, recruitment and selection of new staff is explained in detail and with it the effect of organizational culture on recruitment and retention of staff is described. In last part, human resource management procedures are discussed which are grievance, discipline and dismissal procedures. The strategic planning process projects to changes in the type of activities carried out by the organization. In order to achieve the goals, resource and skill requirements it identifies the core competencies the organization needs. Quinn Mills says that human resource planning is a decision making process and consist of three steps: Identify appropriate number of people with right skills Motivate these people to achieve high performance Create links between business objectives and people planning activities. Human resource planning consists of four steps To forecast future needs To analyse the availability and supply of people To draw up plans To monitor how plans are implemented A strategy is a plan of a company which shows that how it matches its internal strengths and weaknesses to external threats and opportunities. CHALLENGES TO STRATEGIC HUMAN RESOURCE Human resource management priorities are focusing on boosting competitiveness, reducing costs and improving employee performance. COMPANYS BASIC STRATEGIES CORPORATE STRATEGY Corporate strategy is portfolio of businesses that comprise the company and the ways by which these are related to each other. It consists of Diversification strategy identifies the expansion of a company by adding new products Vertical integration strategy shows the expansion of a company by producing its raw materials or selling its products Consolidation reduces the size of a company Geographic expansion takes the business abroad COMPETITIVE STRATEGY Competitive strategy strengthens the long term position of the companys business in the marketplace. Managers use different corporate strategies to achieve corporate advantage. COST LEADERSHIP aims to make the company a low cost leader in industry. DIFFERENTIATION COMPETITIVE STRATEGY is a strategy in which a company wants to be unique in the industry FUNCTIONAL STRATEGY It is a basic course of action that each department of business pursue to achieve its competitive goals. STRATEGIC HUMAN RESOURCE MANAGEMENT In planning and achievement of any organization, human resource management plays a bigger role in the success. Strategic human resource management formulates and executes HR systems and HR policies. HR ROLE IN THE FORMULATION OF STRATEGY A strategic plan identifies, analyze, and balance the companys internal strengths and weaknesses and external threats and opportunities. Human resource planning process takes place within the context of labour market. According to Elliott (1991): The market for labour is an abstraction; it is an analytical construction used to describe the context within which the buyers and sellers of labour come together to determine the pricing and allocation of labour services. The internal labour market consists of labour within the company. It is a main source of future labour requirements by introducing the policies like training, development, and career planning and management succession. The external labour market consists of regional, local, national and international labour markets. In order to find the right people for the right job, it is necessary to consider that which of these labour markets are the best source. Both the sources are extensively used depending on the size of the company, the rate of growth and decline and the policies of employee resourcing. The firm much relies on internal market and believes in long term careers of the staff through training sessions or apprenticeship. The aims of human resource planning are as follows: The skillful and competent people are obtained and retained Makes the best use of human resource planning To overcome the problems like deficit of people or potential surplus To develop a trained workforce Reduce to rely on external recruitment Human resource planning consist of four steps Forecast future needs Analyze the supply and availability of people Make plans to match supply to demand Monitor the implementation of plan For future demands, human resource planning concentrates on skills and competencies which indicate the numbers required in longer term. Its main aim is to produce policies like training, retention and utilization of human resources and development. Human resource planning addresses the following questions: How many people will be needed? What competencies and skills are required for future? Is training or development needed further? Is there is a need for recruitment? When will there is a need for new people? When will the training and recruitment start? How to tackle the situation of reducing cut costs? How can the flexibility be achieved on the use of people? FORMULATION OF BUSINESS STRATEGY HR strategy contributes to the formulation of business strategy which identifies to make the best use of existing human resources. IMPLEMENTATION OF BUSINESS STRATEGIES It consists of; Development strategies are the needs to increase skills to fit people for greater responsibility. It also defines the outputs required from training programmes. Retention strategies indicate the intentions of the company to get the right people Utilization strategies describe how the organization intends to improve productivity and cost Flexibilities strategies define the companys strategies in developing flexible work arrangements Downsizing strategies are the needs to be done by the organization to reduce the numbers employed. FORMULATION OF HR STRATEGIES Formulation of strategies addresses a number of questions Where are we now? Where do we want to be in the future? How are we going to get there? Resourcing strategies are converted to business strategies by depending on the following plans SCENARIO PLAN conducts an environmental scan on the issues which affect the labour market. This is possibly based on PEST approach. DEMAND FORECASTING estimates the future needs of the people. Its base is long term business plan and annual budget. For the companys plans, details are required which results in increased or decreased demands of employees. The introduction of new technology would also have to be considered in order to bring changes to working methods or procedures. There are four methods of demand forecasting MANAGERIAL JUDGEMENT This method requires managers to sit together and think about the future pressure and workload. The managers have to decide that how many people they need. Line managers and senior managers are involved in this agreement. Top management prepares company and department forecasts and these forecasts are reviewed and agreed with department managers. All the guidelines should be prepared for departmental managers indicating the future activities which will effect their department. With the help of these guidelines, departmental managers prepare their forecast to a laid- down format. They can seek help from personnel department. The personnel department prepares a human forecast of the company. Human resource planning committee then reviewed these two forecasts and reconciles with the department managers about these two forecasts and submits a final amended forecast to top management for approval. RATIO TREND ANALYSIS It is a study of past ratios between direct and indirect workers. In this way, future ratios are forecasted and made some allowances for changes in the company. WORK STUDY TECHNIQUES Work study techniques are used in work measurements to calculate long operations and the requirement of people for those operations. The production budget of any manufacturing company is prepared in volumes of sealable products or in volumes of output for individual departments. The productive hours are then compiled by the use of standard hours. The standard hours per unit of output are multiplied by the planning volume of units to be produced to give the total planned hours. This is divided by the number of actual working hours for an individual operator. MODELLING Technique like computers and spreadsheet can help in demand and supply forecast. FORECASTING COMPETENCE AND SKILL REQUIREMENT This shows an impact of projected, product market developments and the introduction of new technology. SUPPLY FORECASTING estimate the supply of manpower by reference to analyses of current resources and future availability. Supply forecasting consists of number of people from inside or outside of the organization. It covers Existing human resources Losses to existing human resources through employee wastage Changes to existing human resources through internal promotions The effect of changing conditions and absenteeism of work Sources of supply from inside or outside the organization FORECASTING REQUIREMENTS analyse the demand and supply forecasts to identify future deficits with the help of models. DEMAND AND SUPPLY FORECASTING MODELS Models help to make decisions and make the decision makers to understand the situation in which these decisions are made. These modelling techniques help to prepare human resource forecast. It also helps to understand the career evaluation and predict and measure wastage for setting and operating models, data is required which is as follows: Human resource system- gives a description of the people who enter or exit of the organization and their progress at different levels. Stocks the number of people employed in each grade. They are analysed in age or length of service Flows- recruits, leavers and promotion flows are analysed by age or length of service Assumptions- assumptions are made for future behaviour of the system and in this way the implications of different outcomes can be evaluated. Career analysis- a career prospectus is made to build up analysing data on promotions. This links the data to information on the database about the potential of current employees. FLEXIBILITY It aims to achieve increased organizational effectiveness. It has following forms CONTRACT BASED FLEXIBILITY is an employee contract which shows the flexibility of terms and conditions. The overall purpose of the job descriptions is written in terms. This flexibility can be achieved by employing contract workers to work on any task according to their skills. TIME BASED FLEXIBILITY is achieved by the flexible hours. JOB BASED FLEXIBILITY is a functional flexibility in which workers can move from task to task according to their skills. Companies make the fullest use of flexibility in order to make the fullest use of their workforce. Functional flexibility is also associated with pay schemes and ensures that all staff is treated equally in terms of benefits. SKILL BASED FLEXIBILITY is a range of staff to perform different tasks to exercise greater responsibility. it is based on the competencies and the utilization of the capabilities of the workers. ORGANIZATION BASED flexibility makes use of contract workers and part time and temporary staff. PRODUCTIVITY AND COST ANALYSIS analyse the productivity and costs to identify the need for improvement. An increase in activity level can improve the productivity and recruits more employees. In order to reduce costs, a company looks at productivity and employment costs. The input of employees gives an output of goods and services as productivity. Employment costs consist of pay, employee benefits, national insurance contributions, recruitment costs, training costs, leaving costs including redundancy payments, loss of production, replacement and training, the cost of health and safety and personnel administration costs. ACTION PLANNING Action planning is derived from the resourcing strategies and are made in the following areas OVERALL PLAN The overall human resource plan Improves methods in sorting out young people for recruitment Links with schools and colleges to create interest of the young people Attracts young people by developing programmes and training sessions Widens to recruit woman and part time workers Arrange working hours for new employees Provide benefit packages Provide training programmes for the new employees and make better use of their skills and talents HUMAN RESOURCE DEVELOPMENT PLAN The human resource development plan shows The number of existing staff who needs training The number of trainees required and the programmes for recruiting and training them New learning programmes or the changes to the existing courses THE RECRUITMENT PLAN The recruitment plan set out The need of the numbers and types of people required to make up any deficits To attract candidates by training and development programmes, pay and benefit packages, working hours arrangement, child care facilities etc The dealing of the problems in the supply of the recruits by the recruitment programme THE RETENTION PLAN The retention plan is based on the analysis of why people leave. It addresses the following areas PAY This problem arises due to unfair and uncompetitive systems. Actions to be taken are Review pay levels on the basis of market surveys Review pay schemes so that everyone is treated equally Make sure that employees understand the relation between performance and reward JOBS They should be designed in such a way which can increase skill variety and provide opportunities for learning and growth. PERFORMANCE If the employees are not clear of their responsibilities or performance then they can be demotivated. Related to performance, following actions can be taken Encourage managers to praise the staff for their performance by giving them a healthy and informative feedback. Train managers in counselling; give briefing on performance management system and get a feedback on how it has been applied TRAINING If the people are not trained then this can create an increase in resignations. Training and learning programmes should be introduced to employees before joining the organization. Training programmes give employees the confidence and make them more competent in their performance. In this way they can make better use of their abilities and can do variety of tasks and enhance their skills and competencies. CAREER DEVELOPMENT Promotion prospectus and career prospectus in many of the organizations is limited which make most of the employees to turnover. To have a stable workforce, employers need planning in providing career opportunities by Developing promotion procedures Giving advice on career prospectus Encourage promotion from within COMMITMENT Commitment can be increased by explaining the mission and strategies of the company. Communication with employees is very important especially face to face communication. This also seeks the views of other people at work. CONFLICT WITH MANAGES AND SUPERVISORS This is another reason of turnover. This should be solved by Selecting those managers who are qualified and with well developed leadership Giving them training in resolving conflicts and dealing with grievances Recruitment and selection Poor selection results in rapid turnover. Selection of the employees should match with their capabilities. THE FLEXIBILITY PLAN The aim of the flexibility plan is utilize all the skills and capabilities of employers. It also reduces the employment cost and increase productivity. The flexibility plan consist of ALTERNATIVES TO FULL TIME PERMANENT STAFF The core of permanent full time staff consist of managers and team leaders who are needed to run the teams of core workers.it also include professional staff such as personnel which provides high level professional advice and services. Knowledge workers, technicians and highly skilled workers is also a part of team. The next step is the right use of the temporary workers, part-time workers and subcontracting workers. FLEXIBLE HOUR ARRANGEMENT This is also included in flexibility plan. Flexible hours can be arranged in the following ways: FLEXIBLE DAILY HOURS is a day to day pattern according to work loads FLEXIBLE WEEKLY HOURS are the weekly hours which are done at the peak time of the year COMPRESSED WORKING WEEKS is a pattern where employees work less than five days OVERTIME To reduce the overtime costs, flexibility plan offers flexible hours, new shift arrangements and overtime limitations. ARRANGEMENT OF SHIFT WORKING This reduces the overtime and is modified to meet demand requirements. THE PRODUCTIVITY PLAN This plan increase productivity and reduce employment costs by improving the methods like automation, mechanization and computerization. THE DOWNSIZING PLAN This plan sets out Arrangement for consulting with employees and their trade unions Forecast of the number of losses that can be taken up by natural wastage Forecast of the number who want to leave voluntarily Redundancy terms Arrangements by telling individual employees about the redundancies and keeping the trade unions informed CONTROL In spite of including budgets and targets, human resource plan also clarifies the implementation and control. This reports on the numbers employed against establishment and on the numbers recruited against the recruitment targets. Against budget, it also report employment costs and trends in wastage and employment ratios. RECRUITMENT AND SELECTION OF NEW STAFF The overall aim of the recruitment and selection process is to obtain the number and quality required at a minimum cost in order to satisfy the companys human resource requirements. The recruitment and selection process is a series of three steps: Define requirements Decide terms and conditions of employment, prepare job descriptions and specifications Attract candidates Review and evaluate by building a pool of candidates for the jobs by recruiting internal and external candidates, advertisement, use agencies and consultants Select candidates By interviewing, testing, assessing, assessment centres, offering employment, asking references, and preparing employment contracts DEFINE REQUIREMENTS In recruitment programme, the number of people required should be specified which is derived from the human resource plan. In addition, there will be demands for new jobs to be filled and these should be checked for justification. It is necessary to check the type of employee required for a specific job. For assessing candidates, this information provides a basic introduction required to agencies or recruitment consultants. A candidates profile, educational background, experience and skills produce criteria for a suitable job and is assessed by interviewing or by means of psychological tests. JOB DESCRIPTION A job description sets the overall objective of the job, basic details of the job, main activities and any other special requirements. For the purpose of recruitment, the information can only be provided on the arrangement for training and career opportunities. Pay, benefits, mobility and travelling are included in terms and conditions. PERSONNEL SPECIFICATIONS It is also known as recruitment, person specification or job specification. It requires educational background, qualification, experience, skills, competencies and training from the candidate. EDUCATIONAL BACKGROUND OR QUALIFICATION- academic or technical qualification is required EXPERIENCE- achievements or merits obtained COMPETENCIES- it consist of any special skills achieved such as numeracy TRAINING- any special training that a candidate has taken SPECIFIC DEMANDS- a candidate is expected to develop new markets, productivity, best customer services and sales and introduce new techniques and systems ORGANIZATIONAL FIT- the candidate is expected to work within the corporate culture SPECIAL REQUIREMENTS- mobility, unsocial hours and travelling The most familiar classification scheme introduced by Rodger (1952) and is known as THE SEVEN POINT PLAN The seven point plan consists of PHYSICAL APPEARANCE- physique, health, appearance and speech ATTAINMENTS- education, qualification, experience GENERAL INTELLIGENCE- intellectual quality SPECIAL APTITUDES- mechanical, manual dexterity INTERESTS- intellectual, practical, physically active, social, artistic DISPOSITION- influential, power of acceptance, steadiness, dependable, self reliance CIRCUMSTANCES- domestic circumstances, occupations of family Another classification system is produced by Munro- Fraser and is known as THE FIVEFOLD GRADING SYSTEM The fivefold grading system covers IMPACT ON OTHERS- appearance, make-up, speech, manner ACQUIRED QUALIFICATION- education, vocational training, experience INNATE ABILITIES- aptitude for learning, natural quickness of comprehension MOTIVATION- goals set up by an individual and determination to follow them and success in achieving them ADJUSTMENT- emotional stability Both systems are proved to be good for interviewing but seven point plan is more stable and has a longer pedigree. COMPETENCY BASED APPROACH During selection process, competency based approach is used as a framework for a particular role. According to Roberts (1997) The benefit of taking a competencies approach is that people can identify and isolate the key characteristics which would be used as the basis for selection, and that those characteristics will be described in terms which both can understand and agreeà ¢Ã¢â€š ¬Ã‚ ¦..The competencies therefore become a fundamental part of a selection process. According to Wood and Payne (1998), the advantages of competency based approach are; It increases the accuracy of prediction about stability It facilitates a closer match between the persons attributes and the demands of the job It helps to prevent interviewers making snap adjustments It can underpin the whole range of recruitment techniques- application forms,, interviews, tests and assessment centres ATTRACTING CANDIDATES It is a matter to identify, evaluate and use the most appropriate sources of applicants. If difficulties occur in attracting candidates then being an employer there should be a proper study at the strengths and weaknesses of the company. ANALYSIS OF RECRUITMENT STRENGTHS AND WEAKNESSES It covers the matters like pay, employee benefits, working conditions, security of employment, educational and training opportunities, career prospectus and the reputation of an organization. The aim of an organization is to build a better image by use of advertisements, brochures or interviews. SOURCES OF CANDIDATES To fill the anticipated openings, if there are no qualified candidates inside then the outside candidates are given more consideration. This may require forecasting general economic, local market and occupational market conditions. To forecast general economic conditions is the expected prevailing rate of unemployment. Lower rate of unemployment lowers the labour supply and then its more difficult to recruit personnel Local labour market conditions are also important. Finally, the forecasting of candidates for jobs in specific occupations is to be recruited. Once a position is filled, the next step is to develop an applicant pool either from internal or external sources. Recruitment efforts are for the welfare of the strategic plans of the company. Some recruiting methods are superior to others, depending what your sources are and who a company is recruiting. If no candidates are available within an organization then the main sources of candidates are ADVERTISING Advertising is a best source to attract candidates. For successful advertisement, a company needs to address two issues: the media and the ads construction. The selection of best medium depends on the types of positions a company is recruiting. OBJECTIVES OF ADVERTISEMENT Attract attention An advertisement should be attractive enough to gain an attention of a potential candidate Create and maintain interest The information of an ad is to be communicated in an attractive way about the job, the organization, qualifications and the terms and conditions of employment. Stimulate action An advertisement should be conveyed in such a way that it not only attracts candidates but encourage them to read at the end and apply. ANALYSE THE JOB REQUIREMENT Its necessary for a company to establish that how many jobs to be filled and when. Then comes the job description and person specification for qualification and experience. The next step is to consider where suitable candidates are likely to come from and the companies, jobs or educational establishments they are in. Finally the pay and the benefits of the company are clearly shown in an advertisement. EMPLOYMENT AGENCIES AS A SOURCE OF CANDIDATES There are three basic types of employment agencies THOSE OPERATED BY FEDERAL OR LOCAL GOVERNMENTS These agencies are on the rise these days. These agencies fill up the jobs, counsellors visit the work site. Review the job requirements and help the employer to write job description. THOSE ASSOCIATED WITH NONPROFIT ORGANIZATION Most societies have units which help their members in finding a suitable job. Public welfare agencies place the people who are disabled and war veterans. PRIVATE OWNED AGENCIES These agencies charge to every applicant for the application they place. These agencies are the sources of managerial personnel, clerical and white collar. RECRUITMENT CONSULTANTS Recruitment consultants advertise, interview and shortlist. STEPS FOR CHOOSING RECRUITMENT CONSULTANT Check its reputation with others Check the advertisements of other companies in order to know the consultancy Meet the consultant who is working on the assignment Compare its fee with other recruitment consultants USING RECRUITMENT CONSULTANTS It is necessary to Brief them the terms and conditions of the company Give them assistance in job defining Clarify arrangements for interviewing and short- listing Clarify the fee and expenses structure Make sure the arrangements made are directly dealing with the consultant USING EXECUTIVE SEARCH CONSULTANTS These are also known as head hunter. These consultants are for senior jobs and direct the limited number of people to specific jobs. They are bit expensive consultants .These consultants have their own contacts and have researchers who identify specific people for a specific job. The consultant forwards the shortlist of candidates with full report to the client when a number of potential candidates have been assembled. CHOOSING AN ADVERTISING COMPANY Following steps should be taken while choosing an advertising company Experience in handling recruitment advertising Services provided to the clients Fee structure Staff meeting who are working on advertisement Discuss methods of working RECRUITMENT ADVERTISEMENT A recruitment advertisement should start with a compelling headline and then it covers the areas like the organization, the job, qualification and experience, terms and conditions of job, the location and the action to be taken. The headline should be a job title and in bold letters. For attracting customers, quote the salary in an attractive way. The name of the company should be given. Create interest in the job and convey the essential features of the job by giving a brief description of the duties of a job holder. The qualification and experience should be stated. This will vary from candidate to candidate. Pay scale and the job requirements will give them the enough information about the experience required. Final section of the advertisement is how a candidate can apply for a job? Candidates would be appreciated if they apply in writing, or have a telephonic conversation or may be called for an informal chat at some suitable place. SEX DISCRIMINATION ACT 1975 According to this law it is unlawful to discriminate by favouring sex in advertisement. Sexiest job titles should be avoided. There are certain jobs which are unisex and are non discriminatory. TYPE OF ADVERTISEMENT CLASSIFIED/ RUN- ON- they are cheap and suitable for routine jobs. In this a copy is run on, having no white space in or around the advertisement and no paragraph spacing. CLASSIFIED/SEMI-DISPLAY-it is much more effective and is fairly cheap. The h

The Power of Prayer Essay examples -- Religon Praying Essays

The Power of Prayer Introduction There is a great deal of anecdotal evidence about the efficacy of prayer in healing. As mentioned at the beginning of chapter eight in our text, many people have friends or relatives who recovered from illnesses when someone was praying for them, or who can attest to the power of prayer in other affairs. This makes scientists wonder. Can prayer help heal the sick? Do meditations for the recovery of an ill person, based either on religious faith or on belief in psychokinesis, have any real effect on health? Can science test the power of prayer? Though it requires putting aside the Bible’s warning not to test God, several scientists have designed experiments to try to determine if prayer has an effect on patients with serious long-term diseases. Using many of the statistical tools we learned about in our biostatistics course, scientists have designed experiments to compare the health records of patients who receive standard medical care to those who receive prayer as wel l as standard care. In our presentation, we looked at two studies of this sort. These studies wanted to test the power of prayer as such, and not the psychological effect of a patient feeling that his loved ones are concerned or believing that God will heal him. Accordingly, these experiments were designed using remote intercessory prayer, where the patients were prayed for at a distance by people they did not know. Both tests randomly sorted patients into control and experimental groups – though in one case, the computer matched patients into pairs with similar medical conditions, then randomly assigned the members of each pair. Both tests were designed to be fully blinded, so that the patients did not know i... ...bborn. Many of Leibovici’s proponents have made tried to explain the effects of retroactive intercessory prayer by asserting the non-linear nature of time, which most scientists find ludicrous. The criticisms of these studies make clear that correlation does not imply causation and that scientists will be skeptical of data until reasonable explanations are proposed. Until we can find how prayer works, its â€Å"effects† cannot be strongly linked to it, and until we have more data supporting the effects of prayer that has been properly collected and analyzed, the scientific community will not give much consideration to the claims of a few enthusiasts. In thinking about the goals, methods, and problems of these studies, we wonder if a â€Å"perfect† study could be devised, and if such a study returned significant results, what it would â€Å"prove† about the power of prayer.

Organization Need People or People Need Organization Essay

With the increased globalization of markets, competition among market players has become more severe. In this competitive market, one of the most important factors is the achievement of customer satisfaction and excellence in service. Although the concept of customer satisfaction in customer oriented management is not new, the relationship between customers and corporations has been changing almost daily. Customers are becoming the absolute entity for corporations as the final decision makers for business deals and purchases of products. All organizations exist to serve a customer. Customers are real people, not account numbers or enterprise names. Because of this, customer buying decisions are very often made for emotional reasons. It is therefore most important to understand customers, their level of satisfaction, and their opinions of an enterprise, as well as their opinions of its competitors, if the enterprise is to grow and improve its market share. SWOT analysis can also play a role in understanding customers. Peter Drucker, the highly regarded management scholar and writer, stated, â€Å"The only valid definition of business purpose is to create a customer. † Successful organizations of the future will be those that can provide goods and services to the customers who want it, where they want it, and in the quantity and at the price they want it, thereby delighting rather than merely satisfying customers. Customer delight will lead to loyalty, which is one of the critical indicators used to measure the success of a marketing strategy. Services cannot, however, be performed without some form of relationship between the producer and the consumer and cannot be stored and retained for later use in the way typical of many tangible goods. Business corporations make efforts to create and provide their customers with higher value added, which consists of elements such as lower prices, additional benefits, and uniqueness in services. With rapid advances in information and communications technology, corporations can take advantage of the emerging IT systems to create infrastructure within the organization to improve responsiveness to customer needs and to track those needs, thereby improving customer satisfaction significantly. Top management should be aware of how to tap the power of IT to enhance customer services, resulting in better service quality and streamlining of processes. Here is an example where you can find that why customers are important for the existence of a company or organization EXAMPLE 1: Auto insurance companies require information about people who live with you Are car insurers allowed to require information about the people who live with you for your auto insurance policy? The very idea of an auto insurance company demanding such information from you may seem offensive. After all, what business is it of theirs, who lives in your house—particularly if you are the only person driving the insured car? Insurance companies must consider a variety of factors before determining the final price of your auto insurance policy. Remember that the insurance provider is not only insuring the price of the car, but also insuring the welfare and wellbeing of each passenger involved in a collision The insurance company will insist that anyone who lives in the same house, and who frequently or irregularly operates the same vehicle as an insured driver, must be accounted for on the policy and must take accountability as a second driver. Therefore, if a child becomes of legal age, then the insurance company will usually insist that he or she is officially added to the policy, unless they have their own separate policy. Does the insurance company have the right to ask about other drivers in your home? Definitely. The insurance company is trying to decide if they want to invest in your driving safety. Also bear in mind that the National Highway Traffic Safety Administration (NHTSA) requires insurance companies to ask for this information, as this shows the company to be a legitimate and licensed insurance provider. Since the insurance company is required to ask this question, they must be given an answer pertaining to all members of the immediate family, and their driving history. This information will help the company to assign a proper auto insurance rating, and will ultimately decide the amount of risk involved. Always answer this question truthfully. Though nobody enjoys invasive questioning, when it comes to insurance policies, these questions must be answered. After all, you as a primary motorist want to disclose any possible scenarios to the insurance company well in advance of a contract being signed. Whenever a surprise scenario occurs (something not listed on the policy) then it is usually not covered. Not truthfully answering questions is tantamount to misrepresentation. This will result in a denial of all claims and a cancellation of the policy. So you may easily conclude that why organization need people as customers. Let’s take one more example The marketing concept and philosophy is one of the simplest ideas in marketing, and at the same time, it is also one of the most important marketing philosophies. At its very core are the customer and his or her satisfaction. The marketing concept and philosophy states that the organization should strive to satisfy its customers’ wants and needs while meeting the organization’s goals. In simple terms, â€Å"the customer is king†. The implication of the marketing concept is very important for management. It is not something that the marketing department administers, nor is it the sole domain of the marketing department. Rather, it is adopted by the entire organization. From top management to the lowest levels and across all departments of the organization, it is a philosophy or way of doing business.

The Fall Of Communism In Russia Essays - Perestroika, Eastern Bloc

The Fall Of Communism In Russia Essays - Perestroika, Eastern Bloc The Fall of Communism in Russia The Reasons for the fall of Socialism/Communism and the Troubles of Starting the New Democratic System in the Russian Federation "Let's not talk about Communism. Communism was just an idea, just pie in the sky." Boris Yeltsin (b. 1931), Russian politician, president. Remark during a visit to the U.S. Quoted in: Independent (London, 13 Sept. 1989). The fall of the Communist regime in the Soviet Union was more than a political event. The powerful bond between economics and politics that was the integral characteristic of the state socialist system created a situation that was unique for the successor states of the Soviet Union. The Communist regime was so ingrain in every aspect of Soviet life that the Russian people were left with little democratic tradition. Russia faces the seemingly impracticable task of economic liberalization and democratization. This is combined with the fact that the new administration must address human rights issues, such as living conditions and the supply of staple goods in this new form of administration makes the prospect of a full democratic switch seemingly impossible. To fully underezd the scope of the transference of governing power in the Russian Federation, one must first look at the old Socialist/Communist regime, to see the circumezces under which it fell gives a good view of why this transference is almost impossible. In the beginning Communism seemed to the people of Russia as a utopian ideal. The promise of the elimination of classes, of guaranteed employment , "The creation of a comprehensive social security and welfare system for all citizens that would end the misery of workers once and for all." Lenin's own interpretation of the Marxian critique was that to achieve Communism there would first have to be a socialist dictatorship to first suppress any dissent or protest. Through coercive tactics this new government seized power and in 1917 Lenin came to power. Under his "rule" the Soviet Union underwent radical changes in it's economic doctrines adopting a mixed economy which was termed the New Economic Policy also referred to as NEP, this economy called for some private ownership of the means of production, but the majority of industry was made property of the people, which meant the majority of the means of production was controlled by the government. Lenin's government made many achievements. It ended a long civil war against the remnants of the old Czarist military system and established institutions in government. During this period, and in fact throughout the majority of the Communist rule, censorship and the subordination of interest groups such as trade unions was imposed to stop dissension and increase conformity to the new governments policies. Lenin died in 1924, and was quickly followed by Joseph Stalin as head of the Soviet Communist Party, the oppressive reforms started by Lenin were continued and at length became completely totalitarian. Stalin became the most powerful man in Russia. He controlled to bulk of all the political power and with that he started a ruthless campaign of removing all opposition to the Communist rule. During this period called the "Great Purge" Stalin systemically executed anyone who stood in his path. Millions of people were arrested and either harassed or killed. The economic status of the Soviet Union was yet again changed and the entire system became controlled by the government. All private ownership ended. A mass program of industrialization was commenced, and the strength of the Soviet Military was subeztially increased. The citizens during this period endured great hardship. Agricultural production output diminished resulting in food shortages, these shortages were enha! nce by the mass exportation of food, this was done to pay for industrial imports. Stalin also put the production of what he called production goods such as manufacturing machinery over basic consumer goods such as clothes and other staples. During this period the Second World War broke out and drained most of what was left of the already impoverished state. Yet after the war national unity was strengthened as well is the Soviet military machine. The Soviet Union became a super power, the U.S. being the only country more powerful than it. After the death of Stalin in 1953 Nikita Khrushchev became First Secretary of