Trends and Challenges in Human Resource Management Essay Example for Free

Trends and Challenges in Human Resource Management Essay a.Discuss how a complete performance management system differs from the use of annual performance appraisals. The performance management cycle begins with objective setting where the appraisee ought to be oriented about performance expectations for the given performance period. Throughout the period, performance is measured officially through the performance appraisal exercise, where the appraiser is given the chance to give performance feedback through an interview. The performance management system subsumes the performance appraisal process, and is meaningfully linked to rewards based on outcomes or results. Following all these, modifications are implemented to objectives and activities, including the drafting of an individual development plan for closing competency gaps (Clarke, Rogers, Miklos, 1996). The following section describes the different types of performance appraisal systems, which, as emphasized, is only one part of the performance management cycle. The following discusssion is being made to reiterate the idea that performance appraisal is but one part of performance management. Trait-focused appraisal systems. A trait-focused system concentrates on employees’ attributes such as their dependability, assertiveness, and friendliness. Though commonly used, trait focused performance appraisal instruments are not a good idea because they provide poor feedback and thus will not result in employee development and growth (Kingstrom Bass, 1981). For example, in a performance review meeting in which the supervisor tells an employee that she received low ratings on responsibility and friendliness, the employee is likely to become defensive. Furthermore, the employee will want specific examples the supervisor may not have available (Kingstrom Bass, 1981). Behaviour-focused performance appraisal systems. Behaviour-focused instruments focus on what an employee does. Instead of rating them on personal traits, a behaviour-focused instrument would rate him or her on specific behaviours. For example, in the case of a bank teller, some behaviours that may be rated on are as follows: â€Å"Knows customers’ names†, and â€Å"Thanks customer after each transaction.† The obvious advantage to a behaviour-focused system is the amount of specific feedback that can be given to each employee. Further, the focus on behaviour rather than traits does not only reduce employee defensiveness but reduces legal problems (Kingstrom Bass, 1981). From a legal perspective, courts are more interested in the due process afforded by a performance appraisal system that in its technical aspects. After reviewing 295 circuit court decision regarding performance appraisal, Werner Bolino (1997) concluded that performance appraisal systems are most likely to survive a legal challenge if they are based on job analysis, if raters receive training and written instructions, if employees are allowed to review results, and if ratings from multiple raters are consistent. Following the performance appraisal process is performance feedback. In organizational parlance, this is frequently referred to as performance discussions. Perhaps the most important use of performance evaluation data is to provide feedback to the employee and assess his or her strengths and weaknesses so that further training can be implemented. Although this feedback and training should be an ongoing process, the semi-annual evaluation might be the best time to formally discuss employee performance. Furthermore, holding a formal review interview places the organization on better legal ground in the event of a lawsuit (Field Holley, 1982). Normally, in most organizations a supervisor spends a few minutes with employees every six months to tell them about the scores they received during the most recent performance evaluation period. This process is probably the norm because most managers do not like to judge others; because of this dislike, they try to complete the evaluation process as quickly as possible (Field Holley, 1982).   Furthermore, seldom does evaluating employees benefit the supervisor. The best scenario is to hear no complaints, and the worst scenario is a lawsuit. In fact, one study demonstrated that dissatisfaction and a decrease in organizational commitment occurs even when an employee receives an evaluation that is â€Å"satisfactory† but not outstanding (Pearce Porter, 1986). Finally, in the â€Å"tell and sell† approach to performance appraisal interviews, a supervisor â€Å"tells† an employee everything she has done poorly and then â€Å"sells† her on the ways in which she can improve. This method, however, accomplishes little. There are certain techniques that will make the performance appraisal interview more effective, and these are discussed in the following sections. Both the supervisor and the employee must have time to prepare for the review interview. Both should be allowed at least 1 hour to prepare before an interview and at least 1 hour before the interview itself (Pearce Porter, 1986). The interview location should be a neutral place that ensures privacy and allows the supervisor and the employee to face one another without a desk between them as a communication barrier (Rhoads, 1997). Performance appraisal review interviews should be scheduled at least once every 6 months for most employees and more often for new employees. Review interviews are commonly scheduled 6 months after an employee begins working for the organization. It is important to note that while formal performance review interviews occur only twice a year, informal â€Å"progress checks† should be held throughout the year to provide feedback (Rhoads, 1997). While preparing for the interview, the supervisor should review the ratings she has assigned to the employee and the reasons for those ratings. This step is important because the quality of feedback given to employees will affect their satisfaction with the entire performance appraisal process (King, 1984). Meanwhile the employee should rate her own performance, using the same format as the supervisor. The employee also should write down specific reasons and examples that support the ratings she gives herself (King, 1984). At the outset of the interview, the supervisor should communicate the following: 1) the role of the performance appraisal – that making decisions about salary increases and terminations is not its sole purpose; 2) how the performance appraisal was conducted; and 3) how the evaluation process was accomplished. It is advisable that the supervisor also communicate her own feelings about the performance appraisal process (Kelly, 1984). The review process is probably best begun with the employee communicating her own ratings and her justification for those ratings. Research indicates that employees who are actively involved in the interview from the start will be more satisfied with the results. The supervisor then communicates his ratings and his reasons for them (King, 1984). At the conclusion of the interview, goals should be mutually set for future performance and behaviour, and both supervisor and employee should understand how these goals are met (Cederbloom, 1982). In summary, a performance management system encompasses the phases of performance planning, performance monitoring, performance feedback, and performance development. In performance planning, the goal of the superior is to ensure that all objectives, key performance indicators, and even resources for performance delivery are clear and understood. In performance monitoring, the supervisor aims to keep track of whether the employee is delivering in accordance with expectations. This is done through communication and progress tracking. The performance appraisal exercise is only one practice subsumed in this whole system, particularly under performance feedback giving. Finally, in the performance development phase, performance gaps are addressed through coaching, classsroom training, and other individual development initiatives. b.Discuss the advantages of managing turnover in organizations. Turnover has been linked with affective and continuance commitment. Each of the three distinct dimensions to organizational commitment: affective, continuance and normative commitment are defined (Meyer and Allen, 1997). 1)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Affective commitment – means an employee’s personal attachment and identification to the organization.   This results in a strong belief in an acceptance of the organization’s goals and values.   â€Å"Employees with a strong affective commitment continue employment with the organization because they want to do so† (Parà © and Tremblay, 2000, p. 5) 2)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Continuance commitment – is a tendency to engage in consistent lines of activity based on the individual’s recognition of the â€Å"costs† associated with discontinuing the activity.  Ã‚   â€Å"Employees whose primary link to the organization is based on continuance commitment remain because they need to do so.† (Parà © and Tremblay, 2000, p. 5) 3)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Normative commitment – provides that employees exhibit behaviours solely because they believe it is the right and moral thing to do. â€Å"Employees with a high level of normative commitment feel that they ought to remain with the organization.† (Parà © and Tremblay, 2000, p. 5) In their findings, Parà © and Tremblay provide that affective commitment and continuance commitment are negatively related to turnover intentions (Parà © and Tremblay, 2000, p. 6).   In addition to these two distinct types of commitment affecting turnover intention, their studies also points to the factor they call Organizational Citizenship Behaviour or OCB.   OCB is considered as a key element in organizational effectiveness.   OCB is defined as â€Å"an employee’s willingness to go above and beyond the prescribed roles which they have been assigned† (Parà © and Tremblay, 2000, p. 6, quoting from Organ 1990). Based on Parà © and Tremblay’s findings, the stronger the citizenship behaviour, the more likely they are to stay in their company.   In effect, those with high turnover intentions are not as committed as those who intend to stay long with the company. The Job Characteristics Model of Hackman and Oldham (1980) show that the job characteristics of skill variety, task identity, task significance, task autonomy, and feedback   are likewise linked to management of turnover. The five core job characteristics are in continuous interaction with individual differences that evoke three critical psychological states in an employee.   These three states are: 1) when the job is structured by skill variety, task identity and task significance this could lead employees to experience meaningfulness in their work. 2) The second state, task autonomy, which leads to feelings of responsibility for the outcomes of work. 3) The third and last state is feedback, which leads employees towards knowledge of the results of their work (Douthit 2000; Huber 2000). These three critical psychological states lead to a set of affective and personal outcomes:   high internal work motivation, high growth satisfaction, high general satisfaction, high work effectiveness, and low rate of absenteeism (Mohamed 2004; Donovan and Radosevich, 1998). These affective and personal outcomes are the results of en employee’s job characteristics.   They are defined as follows: High internal work motivation – this is the degree to which an employee is willing to work and to consider the organizational objectives as part of his or her own goals (Mohamed, 2004). High growth satisfaction – this is the achievement of the employee in overcoming challenges, succeeding and growing (Steers Black, 1994) High general satisfaction – this the feeling derived from the overall satisfaction with the work itself. â€Å"This type of satisfaction is reflected mainly in decreased rates of absenteeism among employees† (Steers Black, 1994). High work effectiveness – this refers to both the quality and quantity aspects of work performance (Hackman Oldham, 1980). Low rate of absenteeism. In other words, in managing retention and in effect managing these characteristics of the job, the organization shall have more motivated, more satisfied, more effective employees (Hackman Oldham, 1980). c.Examine contemporary safety and health management issues in the workplace. Workplace Safety: Information (2007) defines workplace safety as an environment encompassing all the factors that may have impact on the welfare of the employees in terms of safety working conditions and the health of laborers. Aspects that are given priorities are the hazards found in the surroundings, workplace areas, conditions and workplace process flowcharts. Other issues among employees regarding grooming, drug and alcohol abuse, absenteeism, horseplay and tardiness, violence and work output submissions are also covered. If there is one organization monitoring the activities of the safety in the workplace, it is the Occupational Safety and Health Organization (OSHA). OSHA is focusing on three goals as its cornerstones in regulating safety practices in organizations. First, it improves the safety and health of the workers, from the top management to the bottom, to make sure that there would be less accidents, hazards, injuries, illnesses, and fatalities that will occur in the companies. Second, it operates by making changes in the workplace culture to heighten the awareness of both the employer and its workers in committing its involvement in the health and safety of the company populace. Third, it assures the security of public confidence in maintaining the delivery of OSHA’s programs and services. Looking at the federal guidelines, OSHA’s proposed programs are less tough and are user-friendly for different companies (Guastello, 1993). However, a common query among organizations is that the benefits of behaviour modification programs, such as incentives may not have lasting effects or may diminish over time (Guastello, 1993). Many agree that safety programs using incentives can be found in an existing and well-rounded comprehensive safety program. Based on OSHA, there are four elements of an effective safety and health program such as management commitment and employee involvement; worksite analysis; hazard prevention and control; and safety and health training. In all these elements of incentive programs employees’ participation can be recognised.   First, a number of employees can be heads of safety committees, worksite analyses, accident investigations and safety suggestions. Second, by assigning among them a supervisor hazard prevention and control may be strengthened since peers will follow anti-hazard rules in their workspace.Third, employees can be seen in the active attendance and participation in safety meetings through quizzes, interactive role-playing and roundtable discussions. Giving the employees the chance to participate and be recognised in effective safety programs, they would feel that it is a privilege to be part of the core group of safety culture in the family. At the same time the myriad of manuals and guidelines provided discussing safety workplace incentives will still be very useful in keeping the employees aware of the controls and measures that the company is undertaking for the welfare of the workers in general (Walker, 2007). Reduction in the number of accidents has been shown to be possible with the strict implementation of workplace behaviour modifications (Lund Aaro, 2004). Using safety incentives is just one of the ends to the ways of improving population’s safety behaviours. By introducing a safety culture scheme in the organization, individual and group motivational factors for safe behaviour, risk justification, and optimism in workplace are deemed to show great improvement (Williamson et al., 1997). In one way or another, these factors are crucial and are influenced by the reward system such as incentives by recognising the individuals who are putting their best efforts to their work and doing their jobs in a safe manner. Safety incentive programs generally have two categories: (1) injury/illness-based incentive programs and (2) behaviour-based incentive programs (Hinze, 2002). Injury/illness-based incentive programs are based on the number of times that an illness or injury is incurred and such occurrence will be the criterion in rewarding workers and crew members. The programs go along with the assumption that: (1) facilities and equipment used are in good condition and do not cause any accidents; (2) employees are given proper training and work knowledge in administering the use of office equipment; and (3) accidents are usually the results of worker’s negligence or compromise on safety (Smith, 1997). Meanwhile, behaviour-based incentive programs observe the workers in such a way that their attitude towards work is assessed. Previous studies have identified the means of measuring worker’s behaviour as a means for recognising safety performance (Duff et al., 1993). Examples of activities of behaviour that can be rewarded are active participation in safety meetings and training sessions, ability to give sound suggestions about the improvement of safety in the jobsite, proper use of personal equipment and other behaviour avoiding accidents (Geller, 1996). d.Also, include a discussion of future trends and challenges in HR management. Since the theories, approaches and practices for Human Resource Management can be traced back to Frederick Taylor’s Scientific Management, trends can be expected. Some of the recent trends that are being observed are moonlighting, human resource outsourcing, and two of Charles Handy’s organizational models – Shamrock and Federal, respectively. Moonlighting is when an employee holds dual or multiple jobs at the same time. Many employees become moonlighters if they salary they get from their primary job is not enough. Moonlighting has its advantages too. It can reduce the rate of turnovers in industries where work is routinary and it can also be a means for a company to retain their employees. The downside of moonlighting is that the company risks losing confidential information to competitors. It can also lead to absenteeism due to exhaustion and burnout from both jobs (Tett Meyer, 1993). Outsourcing is one of the latest additions to the trends in human resource management. An organization seeks out sub contractual employees for either product design or manufacturing from a third-party organization at a lower cost. Outsourcing is good for small to medium-sized organizations that are growth oriented since it can provide the owners free time to focus on developing strategies to gain competitive edge (Ulrich, 1997). It can also help transform the business by increasing the flexibility of the organization to meet the changing conditions, demands for products and services and technologies. It also makes the experts available for you. By outsourcing experts, you are able to improve your risk management and control over the business. Your credibility can also be improved since you do have the best in the field working for you. You also gain a network by associating your organization to the provider. Charles Handy’s organizational models are being practiced by enterprises depending on the nature of their industry (Armstrong, 2003). With these models, organizations can be flexible with their organizational structure in order to ensure their competitive edge. The Shamrock model or clover model consist of three main levels that represent a different type of organizational objectives: the core, the contractual fringe, and the flexible workforce. The core is basically the thinking part of the model. They are the ones that possess the most knowledge about the field and are the most paid. The contractual fringe is the part of the model that provides materials and service inputs to the core. The flexible workforce is responsible for the workload itself. Though these three workforces or parts need to be managed separately and differently, the organization has three different parts with varying responsibilities and expectations and yet work to achieve the same goal. In the Federal model, power is distributed and it is about building high commitment, professional organizations. The federal is a bit complex. It is decentralized but at the same time centralized when the situations calls for it. It is a system of small core organizations with much focused core competencies sustained by many resources available to them. It is also believed that in order to improve productivity a strong social agreement between the organization and the union and a good social welfare system is a must. Although more and more trends come to pass to keep up with the changes, more and more conflicting issues arise too. Selecting who to hire is becoming a more complex task. Training and developments are hard to keep up with since more technological improvements are made and competition is getting stiffer by the minute. Maintaining current employees is proving to be one of the top human resource managers’ problems, since more organizations try to outdo each other in regards to the compensation and benefits they offer to their would-be and existing employees. Diversity within the workplace is posing to be a relevant issue for the human resource department (Chen, 2007). Motivation and loyalty of employees is a perennial contemporary issue for the human resource manager. Mergers, acquisition, turnovers, and consolidation happen more often, and throughout all these, strategic human resource management is necessary to ensure continued delivery of objectives amidst turbulent change. References Armstrong, M. (2003). A handbook of human resource management practice. London: Kogan Page. Cederbloom, D. (1982). The performance appraisal interview: A review, implications, and suggestions. Academy of Management Review, 7, 219-227. Chen, A. (2007). The challenges of human resource management. Retrieved April 9, 2008 from http://ezinearticles.com. Clarke, D., Rogers, V. Miklos, S. (1996). Upward appraisal: Does it make a difference? Paper presented at the 11th annual meeting of the Society for Industrial and Organizational Psychology, St. Louis, MO. Donovan, J.J. Radosevich, D. (1998). The moderating role of goal commitment on the goal difficulty–performance relationship: a meta-analytic review and critical re-analysis. Journal of applied psychology, 83, 308–15. Douthit, M.W., (2000). Job satisfaction returns to human and social capital. Journal of behavioral and applied management, 2000, 1(1), 67. Duff, A. R., Robertson, I. T., Cooper, M. D., Phillips, R. and United Kingdom Health Safety Executive (HSE). (1993). Improving safety on construction sites by changing personnel behaviour (HSE Contract Research Report No.51/ 1993). Field, H. S., Holley, W. H. (1982). The relationship of performance appraisal system characteristics to verdicts in selected employment discrimination cases. Academy of Management Journal, 25, 392-406. Geller, E. (1996). The psychology of safety: How to improve behaviours and attitudes on the job, Pennsylvania: Chilton Book Company. Guastello, S. (1993). Do we really know how well our occupational accident programs work? Safety Science, 16, 445-463. Hackman, J.R. Oldham, G.R. (1980). Work design. Reading, Massachusetts, Addison–Wesley, 1980, 114–21. Hinze, J. (2002). Safety incentives: Do they reduce injuries? Practice Periodical on Structural Design and Construction, 7(2), 81-84. Kelly, C. M. (1984). Reasonable performance appraisals. Training: Development, 38(1), 79-82. King, P. (1984). Performance planning and appraisal. New York: McGraw-Hill. Kingstrom, P.O., Bass, A. R. (1981). A critical analysis of studies comparing behaviourally anchored rating scales (BARS) and other rating formats. Personnel Psychology, 34, 263-289. Lund, J. Aaro, L. (2004). Accident prevention: Presentation of a model placing emphasis on human, structural, and cultural factors. Safety Science, 42, 271–324. Meyer, J.P.    Allen, N.J. (1997). Commitment in the workplace. Sage Publications. Mohamed, A.H. (2004, May) Using the job characteristics model to compare patient care assignment methods of nurses, 10(3), 389-405. Parà ©, G. and Tremblay, M. (2000).   The measurement and antecedents of turnover intentions among IT professionals.   Scientific Series.   Ciprano.   September 2000. Pearce, J. L., Porter, L. W. (1986). Employee responses to formal performance appraisal feedback. Journal of Applied Psychology, 71, 211-218. Rhoads, C. (1997). A year-round schedule said to take sting out of performance reviews. American Banker, 162(28), 6. Smith, T.A. (1997) What’s wrong with safety incentives? Professional Safety, May, 44. Steers, R.M. Black, J.C. (1994). Organizational behavior, 5th ed. New York, Harper Collins. Tett, R. P., Meyer, J.P. (1993). Job satisfaction, organizational commitment, turnover: Path analyses based on meta analytic findings. Personel Psychology, 46, 259-293. Ulrich, D. (1997). Human resource champions: The next agenda for adding value and delivering results. Boston, Mass.:Harvard Business School Press. Walker, J. (2007). ABCs of safety incentives: Positive consequences to behaviour. Facility Safety Management. Retrieved April 10, 2008 from http:// www.fsmmag.com/Articles/2005/12/ABCs%20of%20Safety%20Incentives%20Positive%20Consequences%20to%20Behaviour.htm. Werner, J. M., Bolino, M. C. (1997). Explaining U.S. Courts of Appeals decisions involving performance appraisal: Accuracy, fairness, and validation. Personnel Psychology, 50(1), 1-24. Williamson, A., Feyer, A., Cairns, D. Biancotti, D. (1997). The development of a measure of safety climate: The role of safety perceptions and attitudes. Safety Science, 25(1-3), 15-27. Workplace Safety: Information. (2007). Workplace safety: Information and much more from Answers.com. Retrieved April 11, 2008 from http://www.answers.com/topic/workplace-safety?cat=biz-fin.

The Jobs of the National Riffle Association Essay example -- National

The Jobs of the NRA Today the National Rifle Association is the largest association that protects your second amendment rights. The NRA was created in 1871 for one primary reason. However what most people don’t know is that its intention has changed very much overtime. There have been many different presidents and spokespersons of the NRA over time, which has always been ready to defend your gun rights at all costs. Furthermore the basis of the NRA has changed with a growing and always changing government. The location of where the NRA is based primarily out of has changed much over time as well. Going into detail the NRA will be thoroughly explained giving knowledge of the history as well as there purpose through out the years to come. Two Union veterans Col. William C. Church and Gen. George Wingate created the National Rifle Association in 1871(1). The Primary reason they created it was to help soldiers with their marksmanship, because Col. Church and Gen. Wingate noticed that their troops had a major lack in their accuracy. Starting in 1873 the NRA would begin holding annual competitions at their range Creedmoor. Their purpose again started to expand quickly with the promotion of shooting in America’s youth. The NRA pushed for colleges and universities to start rifle clubs. Still today there are over a million youth involved in shooting competitions. In 1934 the NRA formed the Legislative Affairs Division that was in place to notify people of legislative facts about their second amendment rights. This only informed members of issues however if they wanted to do something about the issues in government they would have to take out action on their own. After time passed the NRA realized they would have to st ep up their game an... ...rvised. The NRA funds classes for firearm safety and conducts simnars around the United States and Canada insuring safety of women. The NRA is Americas longest stand civil rights organization. In the book Gun Crusaders by Scott Melzer he says â€Å"They Fear losing their guns, and they fear losing their freedoms.†(pg.1) This is what the NRA fights for, to keep your rights and freedoms from the government. Works Cited "A Brief History of NRA." A Brief History of NRA. N.p., n.d. Web. 16 April 2014. Melzer, Scott. Gun Crusaders: The NRA's Culture War. New York: New York UP, 2009. Print. "NRA | History." NRA | History. N.p., n.d. Web. 16 April 2014. "The NRA Speaks: 14 Quotes from Wayne LaPierre a Week after Sandy Hook tragedy." Gun Control Now USA. N.p., n.d. Web. 16 April 2014. "NRA|Contact Us." NRA|Contact Us. N.p., n.d. Web. 16 April 2014.

Digital Technologies Essay Temp Essay

‘Will the challenges emerging with digital knowledge contexts, for which digital literacy is being deployed, open new horizons for the human art of thinking and creating knowledge?’ (Belisle 2006, p.55). Reference: Harvard Style Knowledge can be interpreted in different ways where one scholar defines knowledge as a learnt education another interprets knowledge as intelligence. Knowledge is continuing a process commencing at birth. Belisle (2006) states Knowledge is much more than the transmitted or acquired information. It is the awareness and understanding of facts, truths or beliefs resulting from perception, learning and reasoning. A thorough knowledge is gained through education as well as real life experiences. Dependency on digital technology has increasingly changed the lives of individuals. In the modern era, knowledge is also gained from digital technologies such as computer, smartphones, televisions and the Internet. This essay will discuss the possibilities of digital technologies for knowledge and the negative impacts of the technologies by examining increased use of visual aids, access of information and by identifying if a dependency on digital technologies creates health issues and cultural an d social impacts as society replaces traditional technologies with digital. In the modern era, technology helps in creating, storing and managing of information digitally. A survey conducted in 2010 by Records management practices and arrangements reported that time and cost benefits in accessing archival information, the better security of information and improved compliance with legislation and procedures to ensure privacy is maintained (National Archives of Australia 2015). In the past, with the use of print media, people would spend time utilising mail, handbills and posters for immediate and focused distribution of their information. Today digital media gives us social media such as Facebook, Instagram, LinkedIn or Twitter that connects people instantly and information is disseminated at low cost being judged and monitored on a ‘click’ basis. Effectively if it is available on the internet, it can be accessed and distributed by  keystroke with no actual physical labour. Obviously this lowers the cost of the information and enables distribu tion to a wider audience. Access to the abundance of information on the internet and speed at which any individual can access any information from any location has meant that the net generation and internet users prefer quick information and spend less time evaluating information. People tend to use data anywhere at anytime due to faster and easier access. Australian Bureau of Statistics (2012) published that 13.3 million people accessed data from home for such tasks as emails, doing research, browsing news and general interests and utilising online banking. They also used the ability of the internet to share material with diverse interest groups. Twitter in particular was viewed as useful for this purpose as it is global, responsive and provides a source of relevant links enabling people to publicise their blogs and to follow those of others using hash-tags (Lupton 2014, p.30). Modern data analysing, using photos and illustrations is a very efficient way in gaining knowledge in abundance. The use of digital technology is enabling the continual development of visual aids. This is magnified greatly using Windows, interfacing technology and other imaging tools, more so than contemporary books and papers. Visual information helps in the decision making process providing a definite interpretation of information. In the past, learning and teaching was primarily text-based reflecting traditional teaching based on cognitive or behavioural science (Sims, O’Leary, Cook & Butland 2002). It is now possible to support visual and multimedia formats on wireless devices at anytime to anyplace (Sims, O’Leary, Cook and Butland 2002). Visual images such as tables, graphs, photographs and maps can be presented in the form of a report. These visual images are used more in our everyday life as a teaching resource in school or a visual reference in a business presentation. Visual images make the written data and oral presentation easier to understand and assist in the decision making process. Good decisions are based on research, digital information and Records management contribute to making decisions based on fact. Timely decisions are facilitated by ready access to information. Understanding past decisions is  assisted by access to the digital data that originally supported the decision (National Archives Australia 2015). In the transition from literature to digital and from text to visual, an individual has to be aware that a dependency on digital technology can create issues. The internet is a bundle of information that allows the expression of ones’ self. This expression on a personal web page is likely to be a more considered controlled impression than one gained from an offline or public encounter. A web page can provide an emotional release enabling artistic ability to be incorporated in its layout. Chatrooms are a form of communication that gives the opportunity to speak to someone in a different country without the cost of long distance phone charges. It is instant and not like the olden times where an individual had to wait for mail to be delivered. Technology makes it easy to communicate when we wish and disengage at will. Educational websites offer phenomenal information covering a wide range of topics that vary from completing assignments to studying ones ancestry. People depend on the web when dealing with emotions. Some simply use the web to replace a paper diary recording their thoughts and responses or seeking to rationalise experiences through the web. Physiological changes have been seen in the more impressionable, such as children, who may overuse technology and exhibit changes that mimic changes scene in high stress states, such as high heart rates, fast paced breathing and hyperacute hearing and vision (Rowan 2010). It has been suggested playing violent video games leads to increased aggression and reduced empathy suggesting these games may desensitise children to violence (Rowan 2010). People have a tendency to retain the information that supports their ideas or viewpoint. Having access to technology that enables access to pages of information creates a situation where people search only for collaborating information and promote misinformation supporting their beliefs irrespective of social impacts. As we search the Internet we need t o be aware of its perils such as identity theft and fraud but the biggest effect is cultural and social effects. Family and friends can find themselves competing with digital technologies for time and attention. Time spent with an ipad, tablet or computer is a  minute lost that could have been spent interacting with the world around them whether it be a friend, family, or peers and react to extra senses such as articulation in voice or body language both which can be lost in the digital world. Face to face contact has become a thing of the past. People maybe not spending as much time as they used to or could be together. Properly used technology helps us advance both as an individual and a civilization but improperly used, it can alienate us from each other and even hinder our physical and psychological development. Emotional distress, alienation and loss of privacy can all be experienced if, for example, intimate images are spread perhaps virally beyond the intended recipient or depiction in texts of individuals who may be targeted by their peers for social and emotional abuse because of the wide distribution of information whether visual or text (Ives 2012, p.46-47). This sort of unsocial interaction could have a widespread effect on children at school and work colleagues, the lasting psychological effects could be carried into future generations. This may lead to suicides, charges and withdrawal from society. The advancement of digital technology has become the centre of our information behaviours with the amount of available information online surpasses anything previously known and many of us have this information at our fingertips. So the challenge is to apply our thinking to this available information, our awareness and understanding of facts, truths and beliefs resulting from perception, learning and reasoning and the result is knowledge. Social media and database archives never before have been more connected to the modern world. Socially a lot of people benefit from the virtual world, and some people are suffering because of it. Digital mainframe and archives are helping to preserve our knowledge for future generations, but in the event of a web crash or system error, it also shows how fragile this digital age is. This basic process of turning information into knowledge has not changed but now is made more difficult by the sheer volume of information or data to access. References Australian Bureau of Statistics 2012, How Australia accesses and uses the Internet, cat no. 1301.0, ABS, viewed on 02 February 2015, Belisle, C 2006, ‘Literacy and the Digital Knowledge Revolution’ in A Martin &D Madigan (eds.), Digital literacies for Learning, Facet, London, pp. 51-67. Ives. EA 2012 iGeneration: The Social Cognitive Effects of Digital Technology on Teenagers, viewed 25 January 2015, Lupton, D 2014, ‘Feeling Better Connected’: Academics’ Use of Social Media. News and Media Research Centre, University of Canberra, p.30. National Archives of Australia 2015, Benefits of digital information and records, viewed 01 February 2015, Rowan, C 2010, ‘Unplug-Don’t Drug: A Critical Look at the Influence of Technology on Child Behaviour With an Alternative Way of Responding Other Than Evaluation and Drugging’, Ethical Human Psychology and Psychiatry, vol. 12, no.1, pp. 60-68. Sims. E, O’Leary. R, Cook. J & Butland. G 2002, Visual Literacy: What is it and do we need it to use Learning Technologies effectively, Learning Technology Support Service, University of Bristol, United Kingdom, viewed 05 February 2015,

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Vulliamy essay 2 - 1174 Words

Iridian Lozano English 1302.19 Dr. Rathbun 21 October 2014 For Kudos and Other Reasons I partially agree with the author of â€Å"Killing for Kudos† because on one hand, I agree that the violence in Mexico is absurd but on the other hand I disagree that there is no reason for the violence. I have family in Mexico and I am aware of the violence that is happening right on my back yard. All the violent massacres, I believe are uncalled for, but the cartels see it as a necessity in order to get a hold of territory. The ways they do their killings have gone too far and it’s disgusting how they consider it an entertainment. The article â€Å"Killing for Kudos – the brutal face of Mexico’s 21st Century war† by Ed Vulliamy reports the violence, massacres†¦show more content†¦For the past decade my family single handedly experienced how violent the Mexican drug war is. We could no longer visit our grandparents or my favorite uncle in Reynosa. On a trip to Reynosa, in broad daylight, a â€Å"Mexican transit officer† claimed we had gone over the speed limit and stopped us. He blatantly asked for a Mordida to let us go and not give us a ticket, however my father wanted the ticket because he didn’t want to give away any money to somebody who claimed to be an official. We were scared when he started to threaten he would take us to higher authority if we didn’t give him the money. My father then gave him 150 pesos claiming that was what we had and to just let us through. Another way we experienced the violence was when my deceased aunt, Delia was shot and killed during one of the army and drug cartel fights. She was driving in Matamoros to the store with her friend and their kids, when trucks intercepted the road and started firing at each other. My aunt, Delia instantly died when one of those bullets went through her brain. She was another victim of the cartel’s casualties. Vulliamy determines that the violence in Mexico is for nothing and that â€Å"the  ­violence revolves around the smaller profits of the domestic market and street corner† it is not â€Å"over money and the drug smuggling routes†. I beg to differ. It’s a little bit of each. It’s a struggle for territory, control of the drug routes and local businesses. A territory mostShow MoreRelatedIdentify a Policy and Evaluate Its Impacts on Your Practice, Reflecting on the Effect the Policy Has on Outcomes for Children and Young People.5815 Words   |  24 Pages‘Identify a policy and evaluate its impact on your practice, reflecting on the effect the policy has on outcomes for children and young people’ This essay will consider the policy of Inclusion, from a national and localised perspective, providing an appropriate understanding of policy and legislation, giving clear guidance of its evolution and relevance to practice. On researching policy and legislation through the decades there will be analysis of the way political and philosophical principlesRead MoreDeveloping Effective Research Proposals49428 Words   |  198 Pagesqualitative data 1.2.3 Relaxing the quantitative–qualitative distinction 1.2.4 Social science and social science areas 1.2.5 Relationship of this book to Introduction to Social Research 1.3 A view of research 1.4 Outline of chapters 1.5 Review concepts Notes 2 The Proposal – Readers, Expectations and Functions 2.1 What is a research proposal? 2.2 Readers and expectations 2.3 Functions and purpose of the proposal 2.4 Pre-structured versus unfolding research 2.5 The research proposal as a plan 2.6 Research questions

Thomas Paine Common Sense Analysis - 1119 Words

Around the time of 1776, words of rebellion filled the Boston Harbor, spreading throughout the colonies like an infectious virus. The angered Americans, overtaxed and mistreated by the British after the French and Indian War, debated and argued amongst themselves about the future of their young colony. The American colonies interested in seeking independence from their motherland Britain, looked abroad in hopes to find moral and political reasons to justify revolution. In the pamphlet, Common Sense, Frenchman Thomas Paine brought forth such reason using rhetorical elements such as figurative language, rhetorical questions, and assertions in order to boost the morale of the colonists and support the Americans in their revolution against†¦show more content†¦Lastly, Paine uses imagery to vividly describe how awful the â€Å"mother† (Britain) has treated the colonists as he says that â€Å"even brutes do not devour their young†. Inciting emotion to help influence the colonies, Paine states that even the most evil people of this world would not treat their young as bad as Britain have treated the colonies. This statement is intended to make the colonists think of how poorly they have been treated and emphasizes that the only way to gain their liberty is by revolting. By describing Britain as the mother of America, Paine puts just how horribly the colonists have been treated into a larger perspective, openly sympathizing with Americans, understanding that without a nurturing mother, the colonists will have little or no future as an independent nation. Overall, Paine’s ability to compare relatable ideas to opposing threats, contribute the higher nationalistic values and spurring on thoughts of revolution among colonists through the use of figurative language. Likewise, Paine incorporates rhetorical questions into his pamphlet to leave the colonists asking themselves that maybe a revolution is just what they need in this critical point of the founding of a new nation. After discussing where he came from and why he sympathizes with the colonists asks the important question, â€Å"And what of our American cause?† This question leaves the loyalists enquiring if they want to pursue their freedom. Paine explains that there might be no betterShow MoreRelatedAnalysis Of Common Sense By Thomas Paine826 Words   |  4 PagesCommon Sense by Thomas Paine Analysis Initial Reaction The first sentence of the introduction, â€Å"a long habit of not thinking a thing wrong, gives it a superficial appearance of being right,† (Paine, 1776) is instantly captivating to me by the Paine’s acknowledgement that by not standing up to wrong and injustices when you see or experience it is the same as giving the injustice your seal of approval for the wrongs being done. The very fact that Pain is admittingly not fan of government but goes onRead MoreThomas Paine Common Sense Analysis1052 Words   |  5 Pagesâ€Å"The Declaration of Independence† and Thomas Paine’s â€Å"Common Sense.† Basically, the two documents echo principles stated in John Locke’s â€Å"Second Treatise of Government,† and share a style of expressing their feelings on national issues; the authors examine and give reasons for colonial problems with the government and offer a solution. The tone and audience might vary, but the overall message is similar in its principles, showing the impact Locke and Paine had on such a vital document in our historyRead MoreThomas Paine Common Sense Analysis772 Words   |  4 PagesPaine’s Common Sense â€Å"My country is the world, and my religion is to do good† (Thomas Paine common sense). Thomas Paine was an English-American political activist and philosopher who changed the world through his words and writing. In Common Sense, distributed in January 1776, the pamphlets sold in the thousands and was extremely persuasive. It transformed a neighborhood uprising into a War of Independence and Thomas Paine was given the title Father of the American Revolution. He challenged greatRead MoreAnalysis Of Common Sense By Thomas Paine1699 Words   |  7 PagesIn his 1776 pamphlet, Common Sense, Thomas Paine wrote, â€Å"Not one third of the inhabitants, even of this province, are of English descent. Wherefore I reprobate the phrase of parent or mother country applied to England only, as being false, selfish, narrow and ungenerous† (Paine, 23-24). After decades of civil and religious persecution in Europe, Puritans among others fled to New England in search of a land where th ey could live without fear. This influx of individuals that arrived in the coloniesRead MoreAnalysis Of Common Sense By Thomas Paine1026 Words   |  5 Pagesbefore, when there was no existing monarchy, putting all people at an equal position in society, with an amount of little to no violence. Since in paragraph three Paine mentions how during the times of when there was no monarchy, there was no war. He includes that the pride of kings â€Å"...throws mankind into confusion†¦Ã¢â‚¬  (Common Sense by Thomas Paine). Which is true, because of the title and placement of being King does develop quite a large ego, that affects their judgement and, actions, spreading confusionRead MoreAnalysis Of The Book Common Sense By Thomas Paine1474 Words   |  6 PagesThroughout history, books have shaped the world. Some books, such as the Bible, have influenced Christians. The book Common Sense by Thomas Paine encouraged Americans to join the fight against the British. Other books do mor e than simply encourage; they set forth a new philosophy. The Wealth of Nations by Adam Smith claims to promote a philosophy which one day would provide the foundation for modern economics. One author wrote two books that would forever change the course of history. These booksRead MoreAnalysis of Thomas Paine ´s Pamphlet, Common Sense846 Words   |  3 PagesCommon Sense Throughout time, events such as wars and assassinations have occurred that people today can describe as â€Å"a turning point in history†. However, not all turning points in history have to be wars, assassinations, etc. In fact, perhaps everybody acknowledges that Thomas Paine’s pamphlet Common Sense is a â€Å"turning point in history† because it inspired the United States Revolutionary War. Common Sense, a pamphlet, can be credited as to inciting the American Colonies to revolt against GreatRead MorePrimary Source Analysis Common Sense Essays796 Words   |  4 Pages Primary Source Analysis Thomas Paine Common Sense Context: In result of The Seven Years’ War Britain controlled American trade and territory. In order to pay for the expenses of the war several taxation acts and military presence were implemented such as the Sugar Act, Stamp Act, Currency Act, Quartering Act and the presence of British troops at the colonies. Consequently, Americans who thought these actions violated their political and constitutional liberties opposed these policies withRead MoreCommon Sense Essay663 Words   |  3 PagesCommon Sense The persuasion towards independence represented through the pamphlet Common Sense, is largely effective. The work portrays the unjust treatment received by the colonies from the mother country, England. Thomas Paine begins with the creation of government, as lived by the colonist, and progresses to the wrongful acts administered by Parliament and the King of England. Finally, Thomas Paine gives confidence to the unity of the colonies, and details a forceful removal of EnglishRead MorePolitical Philosophy and Paine Essay example1568 Words   |  7 PagesJesus Chaveste HIST 1301 Dr. Olivares September 7, 2013 Thomas Paine Questions 1. Why do you think Thomas Paine writes Common Sense anonymously? How does he think his work will be remembered? Thomas Paine wrote Common Sense anonymously because the ideas he used in writing the book were contradicting the government at that time. If the government knew that he wrote it then they will take action against him to punish him. He probably thought that his work would remain as something memorable

WebDesPix Ltd case study questions Free Essays

1. What does the name WebDesPix Ltd tell you about the ownership of the company? It tells us that it is a private limited company; this means that it is in the private sector and it must have the letters ‘Ltd’ after its name. The main features of a private limited company include: * It is owned by the shareholders. We will write a custom essay sample on WebDesPix Ltd case study questions or any similar topic only for you Order Now * It is controlled by the board of directors. * It is managed by appointed managers. * Finance can be gained by borrowing from banks or selling shares. * The profits go to the shareholders of the company, in the form of dividends. Socratic Seminar Questions 2. Give (2 or more) reasons why they may have decided on this type of company? This type of business is more expensive to set up than a sole trader or a partnership, however: * It carries less financial risk for the owners as they have limited liability, which means that if the company goes bust, they only lose the amount of money that they invested in the company and not their personal possessions. * Limited companies are also incorporated which means that the company has a separate legal identity from its owners. Which means that it is the company that can be sued or sue, not the owners. * It also gives the company greater continuity because its existence is not ended by the death or retirement of its owners. 3. Tom and Dee are shareholders. What does this mean? * It means that Tom and Dee are the people who invest money in the company by buying shares, and are therefore called shareholders. It also means that they are the owners of the company. * By buying shares in the company Tom and Dee are entitled to a share of the profits known as dividend. How much dividend a shareholder receives depends on how well the company is performing, the type of share they own, and the number of shares they own. * This also means that as they are shareholders they can elect people to the board of directors to represent their interest and be responsible for the long term strategy of the company. The directors will then appoint managers to be responsible for the day-to-day running of the company. Also, some managers may also be directors and are known as executive directors. In a private limited company the major shareholders, board of directors and managers may all be the same people. 4. They have an overdraft facility. Explain how an overdraft works and say what they might use if for. An overdraft is when a business draws more money from its bank account than it currently has in the account. It has permission from the bank, which sets an agreed limit called an overdraft limit. Interest is payable on the overdraft and this is calculated on a daily basis. An advantage of an overdraft is that money is only borrowed when needed; this means that interest is only paid when the bank account is overdrawn. The big disadvantage about an overdraft is that the bank can insist that it is repaid immediately. However, because of its flexibility an overdraft is probably the most frequently used way to solve a cash flow problem. The table shows the advantages and disadvantages of overdrafts: Advantages of overdrafts Disadvantages of overdrafts Flexibility-can change the amount borrowed within limits. Cannot be used for large borrowing. Interest is only paid on amounts borrowed. Rates of interest higher than loans. Bank can change limit at any time or ask for money to be paid sooner than expected. Used for anything wages, computer repairs etc 5. List 4 products the company offers. * Web design is still the core business of the company, but new services are also offered. * Electronic newsletters. * Domain registrations. * Hosting and search engine optimisation. * The company offers three standard web design packages, this is -budget at à ¯Ã‚ ¿Ã‚ ½800 -professional at à ¯Ã‚ ¿Ã‚ ½1000 -and executive at à ¯Ã‚ ¿Ã‚ ½1500 Each package provides a number of web pages, e-mail facilities and the cost of hosting the site. * WDP (WebDesPix Ltd) give a quotation to clients who require non-standard packages (a quotation is just an estimated price for job or service). 6. All their products are marketed online. Explain 3 advantages of this when compared to selling from a shop on the high street. Firstly, buying and selling products online is called e-commerce. The advantages of this include: * Websites can be used to reach wider markets; this means that the internet provides extra marketing possibilities. * The internet can be accessed all over the world-this makes it possible to target potential customers in foreign countries. * A company can put marketing material on its own website, or it could pay to advertise on other websites. * A good website can really help a firm’s competitiveness and increase its market share. * Firms can market and sell goods through their website 24 hours a day, 7 days a week (’24/7†²). * By using the strategy of marketing and selling ’24/7†², it can give e-commerce firms an advantage over the traditional 9-5 businesses, as customers can shop at home, at a time which is convenient to them. 7. The company wants to build up their brand name. List 3 advantages of having a strong brand name. * Businesses will hope that this leads to brand loyalty, where customers will repeat-buy because they prefer the look, taste, quality or image of their products. * If the company’s name becomes established with one product, it may encourage customers to buy different products bearing that name. * Customers can be reasonably sure about the quality they will get with branded goods. 8. What are overheads? Overheads (also called fixed costs or indirect costs) are costs which do not change whether the business produces lots of goods, or produces no goods at all. These are costs which still have to be paid, regardless of output. For example, the rent on a shop will still have to be paid, whether or not the shop has any customers. Examples of overheads are: -interest payment on loans. -managers’ salaries. – Rates payable to the local council. -rent of premises. -gas -electricity -telephone costs -administration costs – and advertising 9. Explain why the company has relatively small overheads. The company has relatively small overheads because it is labour intensive. * It builds and upgrades its own computers. * Vacancies are just advertised on the company’s website and at regular networking meetings with other businesses in the Bristol area. 10. List 2 factors which influenced the company to locate in Bristol. * They could have run the company from anywhere in England, but as they were all from different parts of the country it was easier to locate in Bristol where they had all studied (it was more convenient). * Bristol is a large city with good infrastructure, so transport is not a problem. * There is a university in Bristol, so the business is close to an educated working force. 11. List 3 non-financial fringe benefits available to the employees. * Free lunch each Friday. * The use of a Wii during their breaks. * Free health insurance after six months employment. 12. Give 2 reasons why the company gives fringe benefits. * To motivate their employees so that they feel valued by the company and are therefore more productive as well. * Helps attract and retain better qualified employees. * Improves efficiency and productivity as employees are assured of security for themselves (as well as their families). 13. Some employees receive a monthly bonus based on turnover. Explain bonus. Full-time employees receive a monthly bonus based on turnover. A bonus is a monetary reward. It can be paid within both the time rate and piece rate systems. Under the time rate system, a bonus is paid if the workers reach their production targets, which could be hourly, daily or weekly targets. 14. Explain one advantage of giving these employees a bonus. -this encourages workers to work at their maximum output, and so overcome the problem of the lack of incentive. It also increases the productivity, efficiency and motivation of employees, which may also increase their happiness. 15. Give one disadvantage of giving them a bonus. The disadvantage is that the employees expect a bonus and moral drops sharply when the bonus is not paid. 16. The 2 sales assistants receive commission in addition to their salary. Explain commission. Commission is a monetary incentive that the company can offer in addition to their basic pay. It is a payment to people who are employed in selling the products or services of a business. 17. Explain one advantage of giving these employees commission. This system ensures that employees have to work hard to earn their pay, but if they are successful, their earnings can be unlimited. 18. Give one disadvantage of giving them commission. If they fail to meet the required turnover or sales figures, they receive no commission. 19. List 2 advantages of using email. * It is quick and easy to send emails, as it allows communication easily over a number of sites. * People can keep in touch very easily-as many messages can be sent. * Messages can also be keyed-in and stored until they are needed. * One email can be sent to a number of different people at the same time. * They are very convenient, as multiple attachments can be sent. * It is easier to refer back to emails rather than looking through different pieces of paper. 20. Explain why the company might use video conferencing. Video conferencing is fast becoming more and more popular with companies. It involves using computer links and closed-circuit television, allowing people to hear and see each other. The advantages include: * Saves people travelling to meetings. * Large savings can then be made in terms of time and cost. * Face-to-face communication is possible rather than using telephone or letter. 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