Single European Market Essay Example | Topics and Well Written Essays - 1750 words

Single European Market - Essay Example Single European Market The Single Market is the European variant of the answer to the economic and technological challenges of the twenty first century and a basis for successful monetary and political integration. As a matter of fact the European Union has reached more than all the other integration groupings. Some of such groupings consider the European model as an example for imitation. Mutual opening of markets is not an easy task even for the safe and economically developed Europe. The idea to create a space without internal borders, comparable in the sizes with the USA market, has come more than fifty more years ago. And perhaps only the first step was rather unproblematic for the countries of the European community: the European Customs Union has been constructed in 1968 even before the planned term. But then they have to wait for almost twenty years for preconditions of completion of the Single Market formation. In 1985 the European Commission under the direction of Jacques Delors has issued the White Paper, a plan of elimination of internal protectionist barriers (physical, technical and tax) on the way of free movement of the goods, services, capitals and people. Proposals of the White Paper have turned out in the development of 282 regulations and directives, most of which has been accepted by December, 31st, 1992, that is to the official date of the Single Market formation completion. ... But the basis, which has been constructed, represented only a good skeleton for so-called "four freedoms". Construction of the Single Market proceeded. The EU institutions consistently revealed and eliminated loopholes in the national law and practice doing all possible to prevent any opportunity of state and corporate protectionism. Today the Single Market is already governed by more than 1500 directives and 400 regulations. The EU law-making has concerned with the newest goods and services, which mass distribution could not been predicted in 1980s. And it seems like there's no bottom to it. Most likely the construction of the Single Market will be conducted without a breach of continuity. While one set of tasks moves forward, the other one even more complex will certainly appear. According to the official reports (EUROPEAN COMMISSION, 2004) of the beginning of the decade, positive influence of the Single Market on economy of the member-states began to fade on a number of parameters. Therefore the fifth, the most arrogant expansion of the European Union of 2004 has been called to recover dynamics of economic parameters. And indeed in the process of the Single Market expansion on the East export-import opportunities of the EU were strengthened. For the period of 1992 -2005 the parameter of foreign trade has increased from 6.9 per cent up to 12.3 per cent of cumulative gross domestic product (GDP). Realization of the other project, the economic and currency union has made the freedom of movement of capitals full-fledged. Owing to active lawmaking during last seven years the price of trans-boundary transfers has fallen from 17 - 25 euro for each one hundred up to 2.5

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

Graceland - Essay Example him a jail sentence twice and even landing him on the death row; it was only with the help of the intervention of his friends that he was able to escape a politically motivated execution. He migrated to the UK where he earned his Master’s in Gender and Culture from Birkbeck College in London and later an MA in English and a PhD in literature and creative writing from the University of Southern California. Abani later went on to become professor for creative writing and the University of California. Chris Abani has been called as one of the so called third generation of Nigerian authors, the ‘children of the post colony’, he is a breed of writers whose works have become integral to the publishing world of today. In this novel Abani leverages his unique perspectives of African and Western cultures in the context of multiculturalism, globalization and neocolonialism. One of the key compelling factors of this novel is its multifaceted approach that challenges and questions western and particularly American cultural, economic and colonial intervention into a globalized Africa. There is a richness in the novel which stems from Abani’s own multicultural perspectives and wealth of experiences from both within and without the power structure that offer a nuanced and complex portrait of modern day globalized Africa. In this regard Graceland shares a niche with such novels as Helen Oyeyemi’s ‘The Icarus Girl’, Sefi Atta’s ‘Everything g ood will come’, Unoma Azuah’s ‘Sky High’ all of which integrate Western and Nigerian themes in their quest to project a unique perspective of nuanced Nigerian culture in the light of the triple themes of Neocolonialism, multiculturalism and globalization. The resulting product is singularly unique in its depiction of intercultural themes, of an ethno-cultural fusion that represents the new age of integrated globalized hybridity so characteristic of the modern literary era. The novel is set in a Nigeria parallel to

Impact of Unemployment in Economics Essay Example for Free

Impact of Unemployment in Economics Essay There are many people who are looking for jobs but cannot find them mostly because of the slow economic growth rate in the country. South Africa faces structural unemployment where people loose their jobs due to introduction of new technology or relocation of the company, these economic disruptions have resulted in high crime rates, low production and income as well as lost human capital. The NDP has been put in place to solve the problem of unemployment, and if supported well there can be job creation because they promise on expanding work programme, reduce costs of doing business and support entrepreneurship. Body South Africa faces the greatest challenge of a very high unemployment rate, which is highly influenced by the slow growth of the country hence resulting in slow employment growth as well (Parkin et al, 2010:449). Unemployment has been defined in two forms: a narrow definition and a broad definition. The narrow definition of unemployment is the official definition of unemployment and it states that an unemployed person is a person who is willing to work and is making an effort to find a job, Parkin et al, states that â€Å"To be counted as unemployed, a person must be available to work†¦must want to work and have made specific efforts to find a job or taken steps to start a business† (Parkin et al, 2010:495), but the broad definition of unemployment also includes the discouraged workers because they are people who are willing to work but have not been making an effort to find a job in the previous month mostly because they cannot find the jobs (Parkin et al, 2010:495). The business cycle of a country also influences the employment and unemployment rates, for example during a recession period there are high unemployment rate and during expansion there are lower unemployment rates (Lipsey et al, 1999:726). Unemployment is classified into three types; i) Frictional, ii) Structural, iii) Cyclical. Frictional unemployment has been explained as â€Å"The unemployment that arises from normal labour turnover – from people entering and leaving the labour force and from the ongoing creation and destruction of jobs† (Parkin et al, 2010:501). The structural unemployment refers to the more crucial and enduring restrictions on worker mobility, Parkin et al, explains it as â€Å"The unemployment that arises when changes in the technology or international competition change the skills needed to perform jobs or change in locations of jobs† (Parkin et al, 2010:502). Cyclical unemployment is influenced by the business cycle where a recession will increase unemployment and an expansion will decrease unemployment (Lipsey et al, 1999:726). South Africa suffers from Structural unemployment to a greater extent because it affects the economic structure of the whole economy especially due to introduction of new technologies and skills needed to cope with competition from the other countries, South Africa has gone global in the business sector therefore it needs to be upgrading its technology and skills to match its competitors. Unemployment is calculated as the number of unemployed people expressed as a percentage of the labour force, where labour force is the number of unemployed people plus number of employed people (Parkin et al, 2010:502). Number of people unemployed Unemployment = X 100 Labour Force Statistics in South Africa show that â€Å"In Q4:2008, there were approximately 3. 9 million people unemployed in South Africa and during the financial and economic crisis, the level of unemployment climbed rapidly, reaching a peak of 4. million in Q1:2010† (Labour Force Survey 2012), this can be best explained as f luctuation of job creation because, during a recession when the country is facing economic hardships the number of jobs shrinks and this influences a spike in the unemployment rate (Parkin et al, 2010:449). The unemployment rate in South Africa will never drop to zero because it is a developing country and does not have a very high Gross Domestic Product which is â€Å"†¦the market value of all final goods and services produced within a country in a given time period† (Parkin et al, 2010:468), when GDP is low, there is an increase in unemployment because there are few goods produced there for a limited labour force is needed to produce the few goods. The number of unemployed people rose to 4. 5 million in Q2:2011, but declined during the second half of 2011, In Q1:2012, the number of unemployed people rose by 282 000, reaching 4. 5 million, which is the same level observed in Q2:2011† (Labour Force Survey 2012). Unemployment is a major issue in South Africa and the only way to manage it is by increasing our entrepreneurial strategy, supporting Small and Medium Enterprises as well as being united as a nation (Ramaphosa 2012). Job creation is not just a strategy to deal with unemployment but it is also going to eradicate poverty and this will increase the living conditions of every South African citizen. Mr Ramaphosa notes that unemployment is hindering our endeavor to eradicate poverty and also reduce the inequality gap (Ramaphosa 2012). The National Development Plan (NDP) which was produced in 2011 by the National Planning Commission has been put in place as strategy to deal with unemployment and Mr Ramaphosa explains that â€Å"It envisages the creation of 11 million jobs by 2030, and a reduction in levels of unemployment from about 25% to 6%† (Ramaphosa 2012). The NDP plans on involving the government as well as the labour sector to play a role, an expansion of the public works programme is going to help reduce unemployment because it will be offering work experiences and skills to those people who are unemployed. Minimizing the cost of doing business helps small companies to get into business and also employ people to work; the NDP also states that tax subsidy will be granted to businesses to minimize the cost of recruiting young people (NDP Summary 2011), this will result in job creation and hence unemployment is reduced. Unemployment affects the whole country because due to unemployment there will be low standard of living Mr Ramaphosa explains that employment is the core of humanity (Ramaphosa 2012), when unemployment is high crime rates tend to increase as well because need to earn a living, so since they cannot find jobs they resort to robbery, drug trafficking and prostitution, this helps explain the high crime rates and HIV Aids rate in South Africa. Economically unemployment leads to loss of production therefore low GDP because there are no people who can work to help make more products; there is also lack and underutilization of human capital when there are high rates of unemployment (Parkin et al, 2010:468). Conclusion The NDP has been put in place to help manage unemployment in South Africa and if it gets support from everyone 11 million jobs will be created by 2030. Unemployment increases crime rates and hence need to be managed properly. The government plans on reducing the costs of doing business and that way there can be creation of employment, the works programme is also going to be sed to provide skills to people who do not have jobs, and above all education for all has to be achieved so as to eradicate unemployment and hence poverty.

How hrm contributes to the achievement

How hrm contributes to the achievement 1. Investigate how HRM contributes to the achievement of organizational objectives? A. Running a business of any size is the most challenging aspect to identify the best strategy for the organization to achieve the desired objectives. We usually prefer objectives such as increase in sales make money, start up with offers. All these need clarity in organizations intensions. The success of organization depends on clarity of vision, measurable targets, specificity, achievable, and challenging, executable, growth oriented and consistency. Human Resource Management plays a major role in the organization to perform maximum capability in a highly fulfilling manner. Human Resource Management is the main approach for the organizations. The people working individually and collectively together contribute for the achievement of the objectives in the business. It is also termed as personnel management as the process is involved in managing people. Human Resource Management employees people, develop their resources, utilize, maintain, and compensate their services in relation to the organizational requirements. Organizational objectives are typical and require multiple years not less than 3-5 years to achieve the outcome based on annual operations that coincide similarly with a calendar year and organizations operating cycle. Operations objective run under business units, departments, functional areas, teams and individuals etc. Often a combination of financial and non–financial measures. When the objectives define goa ls and sub – goals, targets will be the larger objectives. Before an organization is setup it needs to examine all the aspects of business equation to reach organizational objectives. The link between organization system and structure is necessary to understand the impacts, effectiveness and efficiency. By setting al the objectives to all the levels of the organization it is possible to get maximum returns on resources and operations. The opportunities presented must be clear, measurable, specific and consistent. The features of Human Resource Management include: 1. Organizational management 2. Personal administration 3. Manpower management 4. Industrial management / Employee Relations. The positive view of the employees virtually contributes to the enterprise productively for the achievement of organizational goals. Human Resource Management is more innovative at work place than the traditional approach. Its unique to express the goals with specificity and provide the resources needed to accomplish the task. Activities take priority in setting the communication of objectives and targets wherein the guidelines and boundaries play a important role. The constraint of an organization requires tradeoffs and evaluation options to determine the capabilities to achieve the specified outcomes. Objectives of an organization depend on core competencies and competitive advantages, current and projected influence on the industry in different environments, Current and future constraints on resource and operations, possibilities, capabilities, probabilities, negativity in opportunities, opportunities that work, needs of an organization, financial position relationship with the cl ients. To develop an organization, the objectives are to be supported by clear understanding of capabilities of the organization, growth of the organization, focus on processes, people, infrastructure, change in environment, completion and other economic factors. Human Resource Management techniques properly practices, can reach the goals and operating process in an organization. It plays a key role in risk reduction within organizations and comprises several processes which can be performed in an HRD when effectively integrated they provide significant economic benefit to the organization. Workforce planning, recruitment, induction, and orientation, skills management, training and development, personal administration, wages, time management, payroll, employee benefits, cost planning, performance appraisal, financial control, client management, should be performed well in advance so that the Human Resource Management contributes its performance towards the objectives for a successful organization. The Human Resource Management should function in every activity and should play a key role in deciding the organizational objectives to fulfill the basic needs ensuring they are on high performance. Dealing with performance issues, independent contractors, hiring employees, are also a part of the above. The activities also include approach to the employee benefits and compensation, employee records and personnel policies. It should always ensure, aware of personnel policies which confirm current regulations in the form of HR manuals. Characteristics are observed in Human Resource Management while developing policies which relate to objectives, functions, physical factors and company matters. Policies should be easily defined, positive, clear and understandable. The different modules in Human Resource Management refer to the system and process at an intersection between Human Resource Management and information technology. The functions of HRM are generally administrative and common i n all organizations. Organizations having formalized selection, evaluation, and payroll process build the company. Efficient and effective management of human capital is a successful way to imperative and complex process. To reduce the manual workload of the administrative activities HRMS – Human Resource Management System is introduced. It enables higher administrative control in an organization. The some of the modules are linked below: 1. The payroll module automates the pay process by gathering all the employee data i.e. time, attendance, deductions, taxes, reports. 2. Work time gathers standardized time and work related efforts. This is the most advanced module flexibly provided in data collection methods, cost analysis and efficiency metrics. 3. Benefits and administration modules provides a system for organization to administer and track benefit programs like insurance, compensation, profit sharing and retirement. 4. Human Resource Management module covers many other HR aspects. It addresses Data, Selection, training and development, capabilities, compensation and other related activities. Human Resource Management function involves business based information system. The significant cost incurred in maintaining an organized recruitment effort, cross posting within and cross general competitive exposure developed in a dedicated module called – ATS, Applicant Tracking System. Many Organizations develop HRMIS Human Resource Management information system which support recruitment, section, training, job placement, performance appraisal, employee benefit analysis, health safety and security, leadership style, task structure all the factors should be favorable under extreme situations. The aim of Human Resource Management process are typically concerned in managing people which will assist in the achievement of organizational objectives within the strategy formation process. The senior management believes the policies which contribute to the organizational performances. In particular to the HR strategies the outcome of emergent plays a sensible role along with the perceptual understanding of organizational members. Organizational objectives and aims may be interrupted to gain a competitive advantage for an organization by which managerial actions can be combined to peruse important organizational aims. Human R resource Management started with an idea that specific organizational objectives demand appropriate HR strategy responses. Effective Human Resource Management is important for organizational performance and for the experience of employees by means of special line managers and the contribution of Human Resource Management to organization performance. Human Resource Management in large organizations grows larger and technology becomes more advanced in an enterprise. So, a sophisticated procedure has to be implemented. Human Resource Management is a process which provides the knowledge of the key HR levels which are important to key business success, compassions with better performance. Ways of using information to improve HR processes. Organizations are regarded as people management system. They range from hierarchies to complex networks depending on Human Resource Management to adopt strategies which effects both cost effectiveness and employee commitments. Networks and networking have a different number of distinct meanings in Human Resource Management. Organizational Human Resource Management doesnt necessarily have any physical or permanence presence. They can be firmed and reformed to meet the new projects from a HR perspective in a company. Organizational Human Resource Management flexibility includes regular employees in relatively low skill, routine work, low pay who can be trained and utilized their skills for the development. Human Resource Management contributes each of its objectives to every department in the organization for the success. 2. HR Planning and development methods: A. HR planning is about the pattern of planned activities and intends to enable the organization to achieve its goals. Its a vital function that looks at strategy and then deploys the necessary human capital in the organization. It falls into wider area of employee resourcing, planning for acquiring and allocating employees for the organization. Organizations to be more efficient, productive and profitable must promote their goals. It means that the organization must undergo change in the design of the work to be performed in the organization, selection, management and training of the employees to work. Human Resource strategy is the activity focused on the frame work for the change process which will be line of success. Human resource planning process is a stage that has to be established and implemented which is dynamic, iterative and serves to integrate all plans and the component of change process. HR Planning and tracking is constantly updated, analyzed and reports are prepared to support the process of selection, training, development and motivation. Human resource planning details about the strategy needs of the organization assessing the supply of the relevant employee to fulfill the staffing needs. The strategic objectives needs to be clearly distinguished followed and processed in realistic and congruent way in order to achieve targets. The strategic planning process should be in chain reaction from objectives, analysis, strategy formulation, implementation, control. For large corporations, strategy is related to the portfolio of business. Organizations are effected by labor demand; therefore formulating a strategy should be enhanced for the strengths and weakness of the workforce. Strategic plans can be implemented if the organization is staffed with number and a type of HRs to provide necessary skills, knowledge, abilities etc. Human resource planning is involved in implementation as the major risk will be on reallocating the employees. Successful planning in companies can make and implement better strategies. Human resource planning with many HR practices is done by central HR department, line managers who will do a large part of planning for their requirement towards the workforce. A central HR department is involved in the process in varying degree of different levels. The Human resource planning process is comprised of three broad keys: 1. Strength and weakness of current workforce in regard to number and skills of the employees. 2. Get a clear strategic plan. 3. Alterations in the current staff if required. The Human resource planning process is of four steps: 1. Strategic plans and resultant design of the organization to be decided. 2. Organizations determination towards labor demand in short and long terms. 3. Effective and continuous filling and staffing needs. 4. Staffing plans implementation. The Objective of Human resource planning is employee needs at every level. The design of the company will determine the production orientation if necessary. Autonomous work teams require multi skilled staffing in hierarchical organizations. Human resource planning framework requires forecasting. Human resource planning includes forecasting labor demand arising from strategy objectives and its methods, organizational supply capabilities, accessing adequacy of current staff, strategy staffing goals and plans, affirmative action plan which requires designated employees to achieve employment equity, employment affirmative action measures in group teams. The so called man power planning is one of the most important step in Human resource planning. Forecasting and prospective studies are the recent trends in Human resource planning concerning employment and skills. A comprehensive economic planning process is to achieve a certain balance between the manpower needs. A forecast is a assessment made with certain degree of probability planning consists of desired future and the achievement of goals. Human resource planning is in right number people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives. In corporate and business level strategies Human resource planning is a process of analyzing an organizations human resource and developing its plans, policies and system, setting human resource objectives and planning how to meet them is crucial for smooth functioning. HR should ensure the supply of demands to be classified and performed. HR process interfering with strategies planning and scanning process has to be implemented. HR should be examined, Huma n resource demands should be forecasted and the supply of HR from within the organization in the external labor market also needs to be concluded. Later forecast of demand and supply has to be compared in accordance to actions needed to deal with anticipated shortage of overages. All the above info needs to be stored in the strategic planning process. Basic Human resource planning model describes below: Organizational objectives HR Requirements HR Planning Feasibility analysis. HR objectives are linked to Organizational objectives and planning and designed to ensure consistency between organizations strategic planning process and Human resource planning process. Objective of strategic plans are feasible and require HR goals. Need to ensure that the Human resource planning process are coordinated and allowed to meet its HR requirements in the organization. The major demand to be determined is labor requirements which involves forecasting HR needs based on organizational objectives. It also involves consideration of alternative ways of organizing job designs. The other factors that has to be examined is determination of HR supply i.e. availability. It involves forecasting or predicting effect of various HR programs for employees flowing into the organization. It has to be determined how the existing programs are performed. It needs to know the capability of various programs and its combinations. The determination should also be capable of doing knowledge requ irement of the programs that fit together in external environment constraints labor unions, technology skills and internal environment constraints like skill shortages within the organization, financial resources, managerial attitudes, culture, and work environment. The difficulty in quantifying costs and benefits has to be checked while planning and has to be revised as per requirement. Oversimplification of planning process doesnt normally proceeds till first acceptable plan for the best HR goal. The benefits of planning has value and is usually less rational and may omit or lack knowledge required for forecasting incorrect assumptions about effectiveness of HR programs shouldnt engage in strategic planning. Though the present HR system has changed it should have the capability of change resistance. Human resource planning should be as a guide and co-ordinate all HR activities to work together and support overall strategy. Human resource planning should be representative to internal and external environment as mentioned in advance. The process of Human resource planning comprises of HR forecasting which is a process of projecting the organizations future, HR needs and how it meets in ordinance with organizations policies and environmental conditions which it operates. Without forecasting Human resource planning cannot access the difference between supply and demand. The internal supply may be in the form of staffing capabilities, productivity changes, promotions, demotions, transfer and turn over. External supply may be employees, requirements, mobility, entry level openings, recruitments, compensation. Human resource planning when planned, the following needs to be carefully planned: Organizational and unit strategy plans Size of the organization Staff and managerial support Organizational design Sophistication Time frame Objective Organization size ( Large organizations require more complex forecasting syatems and require skill staff) Complexity ( Diverse career path and skill requirements) Organizational objectives (greater the difference between current HR system and desired HR system) Plans and Strategies ( Complex plans the complex forecast system) Factors creating uncertainty Factors promoting stability Lack of expertise Inadequate HR data Available objective methods Regression analysis Programming Succession planning Human Resource Development is one of the main pillar considering both the scope and position of a company for its professionalism. The companies aspire to create development by training which meets economic requirements of the organization. It is necessary for an organization to develop every sector by means of considerable changes for the projects to end up with profits. Development of Human resources means opportunity never occurring before, at the same time new challenges. Human Resource Development is a framework which helps employees develop their organizational and personal skills, abilities. Human Resource Management includes opportunities in employee training, career development, planning, employee identification, and organizational development. The main focus is on superior workforce and individual employee to accomplish the task. Healthy organizations conduct trainings for better work environment by means of: 1. OJT – On Job Training, where a employee learns while doing job. It is also called as hands on training. Team lead is responsible for training the employee on knowledge and skills. OJT can be cost effective. The feedback during the training is immediate so that the employee may experience faster growth and carry on the task work. 2. Off the Job Training – The employee location will be outside the business are to learn skills and knowledge. It includes demonstrations, role plays, self study, external courses. The employee is temporarily sent for the training from routine work place. 3. In House Training – It depends on the quality and skills of an employee which improve performance and productivity that business requires. 4. Management Training – It includes workshop training, training on managing skills, guidance on communicating and motivating employees, interview and selecting, retention strategies, employment law issues, performance evaluation. 3. Analyze ways in which performance of HR may be enhanced. A. Every organization has an operations function, the goal and purpose of most organizations includes production of its output. It has to produce resources, convert them into outputs and distribute in the market for the users. It comprises of all the activities required to create and deliver an organizations clients and customers. Operations are usually a major functional area where people are specifically designated of their responsibilities for managing all or part or all of the organizations management. It plays a crucial role in determining a well organization with satisfactory measures. In private sector companies the operation function is expressed in terms of profits, growth and competitiveness. Its also concerned with design management and improvement of the system that reaches the organizational goals. Finance and HR should be strong enough for a successful organization. Performance of HR is enhanced by many factors. Performance Appraisal: It is also called as employee appraisal in which the job performance of an employee is evaluated in terms of equity of work, quantity of work, cost effectiveness, time frame. It is a part of development of career. Performance appraisals are regular reviews done once in 6 months or twice a year or once a year depending on the organizations capability and policies. The aim of performance appraisal is to give feedback on the employee performance, identify employee training needs, organizational rewards, salary increase, promotions, discipline etc., provide opportunity on organizational development, communication between employees and administration, equal employment opportunity requirements. Performance appraisal is assessed on a numerical or scaling rating system, PMS – performance management system where the managers were asked to fill in the PMS form which shows the roles and responsibilities of an employee with that of its rating. The managers were also asked to score an individual against a number of objectives, roles and responsibilities performed during the given tenure. Employees receive self assessment forms from the managers, peers, subordinates which is know as 360 degree appraisals The methods that are used in Performance appraisal are: 1. Management by objectives: Performance appraisal in this method depends on objectives in which the management and employees agree and understand. 2. 360 degree appraisal: Performance appraisal depends on the feedback provided by superiors, managers and peers. 3. Behavioral observation scale: Performance appraisal depends on the behavior of an employee versus observation of the supervision and rating given. Judgment made by senior management and reports made by students are also valuable sources of information in many areas of learning and development. Peer judgment are especially useful in assessing personal – social development and self report methods. The appraisal system consists of: Student judgment and reports Peer recognition Self report techniques Attitudes measurement Interest inventories Personality measures Basing on Appraisal system job evaluation is done by three basic methods: 1. Ranking Method: This is the simplest method of job evaluation. Jobs are arranged from highest to lowest merit in the organization. The jobs are examined as a whole rather than basis of important factors in the job. Top level jobs have the highest value bottom level the lowest value. Ranking is done in each department and then organizational ranking is performed. As per ranking method the variation in the salaries of employees is seen depending on variation of the nature of the job performed by the employees. It is best practiced in small organizations and big organizations. It is highly objective in nature and is more scientific and fruitful way. Example: Array of Jobs according to the Ranking Method Rank Monthly salaries 1. Accountant Rs 3,000 2. Accounts clerk Rs 1,800 3. Purchase assistant Rs 1,700 4. Machine-operator Rs 1,400 5. Typist Rs 900 6. Office boy Rs 600 The variation in payment of salaries depends on the variation of the nature of the job performed by the employees. The ranking method is simple to understand and practice and it is best suited for a small organization. Its simplicity, however, works to its disadvantage in big organizations because rankings are difficult to develop in a large, complex organization. Moreover, this kind of ranking is highly subjective in nature and may offend many employees. Therefore, a more scientific and fruitful way of job evaluation is called for. 2. Job Classification method: A predetermination of job groups is established and jobs are assigned according to the classification. It may include office, clerical, managerial, personnel etc. The below is the description: Class I: Executives, Office managers, Deputy Office managers, Office, superintendent, department superiors etc. Class II: Skilled workers Class III: Semi skilled workers Class IV: sub semiskilled workers This method is less subjective and easy to practice. It takes into account all the factors of a job. The weaknesses of the job classification method are: Even when the requirements of different jobs differ, they may be combined into a single category, depending on the status a job carries. It is difficult to write all-inclusive descriptions of a grade. The method oversimplifies sharp differences between different jobs and different grades. When individual job descriptions and grade descriptions do not match well, the evaluators have the tendency to classify the job using their subjective judgments. 3. Factor comparison method: It is more systematic and scientific method and is consistent and appreciable. Under this method each job is ranked according to a series of factors which include mental effort, physical effort, skill needed. Supervisory responsibility, working conditions and other relevant factors. Below are the factors: Job representing wages, salary levels across the organization according to the department. Job evaluation factors are to be examined. Selected jobs should be ranked. Determination of wages. 4. Point Method: This method is currently used and expressed in terms of key factors in order of importance. Jobs with similar point totals are placed in similar pay grades. The factors are below: Identify the factors such as skill, effort, responsibility. Divide each major factor as sub factors. The merits and demerits are: Merits: Analytical and objective. Reliable and valid as each job is compared with all other jobs in terms of key factors. Money values are assigned in a fair way based on an agreed rank order fixed by the job evaluation committee. Flexible as there is no upper limitation on the rating of a factor. Demerits: Difficult to understand, explain and operate. Its use of the same criteria to assess all jobs is questionable as jobs differ across and within organizations. Time consuming and costly. Maximum number no points assigned to each job help in finding the relative worth of a job and therefore the total points are expressed which are converted into money value according to wage rates. The point method is widely used in evaluating jobs and it is superior. It looks into all key factors and sub factors of a job. It is systematic and reliable way. Job evaluation is an internal equity that assesses and rewards the goals of the organization. It is not based on the credentials or contributions made by the employee but systematic process is determined. Job evaluation involves: Job analysis – collecting and evaluating; Job documentation – Job content is recorded; Job rating – compares job and evaluation methodology; and Job hierarchy – Depends on the ranking list of employees in the organization for each position. Motivation and job satisfaction are two important factors that affect the work environment of an employee. Motivation is from or within the drive to excel. Job satisfaction is the pleasure desired, appreciated and valuable. The strategies of addressing underperformance are unlikely that management, in an organization states that these are no subsidiaries, plants, outlets underperformance. The underperformance and length of time that is used before is addressed to determine the share price and future plans. The range of options open are to be understood which involve exiting from market subsidiaries refraining options need to be considered and evaluated to avoid breakdown in communication. Employee satisfaction is important. It has to be considered so that the employee working for organization is satisfied with the options and opportunities given to them. It is a terminology used to describe whether the employees are happy and fulfilling their desires, needs at work. This is measured by surveys periodically in areas such as management and team work.

Leadership And Change Management At Dominos Pizza Commerce Essay

Leadership And Change Management At Dominos Pizza Commerce Essay Change is part of life. Change come in every things with the passage of time either he is a human being or an organization. To accept these changes things try to adopt different process according to different situations. Similarly in an organisation changing can be small or big as well. For example, hiring a new employee is small change and change in mission or use of new technology is big cause of change. Change should not be done for the sake of change .it is a strategy to accomplish the overall goal. Internal and external triggers are key cause of change and these changes can be planned and unplanned as well. There are some common mistakes while attempting to implement the change. For example, delayed decision making, no proper support of managers, could not understand where business will stand after adopting the change. In addition, for the change organisation follow the process and during this process many conflicts occurred. If something is happening that is indication of resistance. There are many signs of resistance like confusion, denial, immediate criticism, easy agreement, silence and many more. What is change management? Change management is accept, control and manage the situation in the organisation and need to bring change in the organisation has effective management is called change management. Different analysis has to do to see the change and managed by well planned strategy. If any organisation has needed to do change then different valid models are made for effective management of change. Some proactive techniques are used to bring and adjust the change in the external and internal performance of the organisation. There is making some effective strategy to plan step by step change. Change management also keep in eye current and modern issues which can affect the change process. There are some solid reasons when change is required. Change management should have up to date knowledge about the of situation surrounding a issues. Change process: There are many reasons due to change is done. That reason can be internally and can be internally. Change process means journey of source of change to the adopting the change is change process. Why change has done? Which type of changes has done either it is cultural, organisational behaviour, organisation policies. These changes can be related to different department of organisation and every department is related to change process and change process is related to the organisation strategies. Real life examples of the change process: In the recent years, the introduction and modification of the computer dominated the list of changes. It has effected nearly every business, industry and home as well. Change in computer will keep effect on people lives. For examples, nowadays people can buy the thing easily at sitting in home by using the computer through internet. Computer has saved the time and expenses as well. We can buy a thing by clicking a button and can pay at time. Moreover, computer has great impact on industrial area as well. New information technology systems have been installed. It is the best way to access the data. Moreover, working condition also often changes. Many organizations moved or remodelled their facilities. For example shifting of staff or offices to new tall buildings from small quarters which are a great change in working process. Polices, rules and regulations are frequently changed. Continues changes are being made in organizations in order to become more efficient and profitable. For examples, a big insurance company is restructuring its organization around the project management area . They mage centralized area to project mange office where the team of workers stayed until they are assigned to various projects. Foe the starting of the project they need trainings and have to learn methodology of project management. Initiative for the change started in information technology and is expanding rest of the life. History of Dominos Pizza: In USA, Dominos Pizza is second largest franchised chain organisation like its competitors Pizza Hut. Two Brother Tom and James Monagha purchased some property and opened with the mane of Dominicks pizza. After few years Tom had changed the name Dominos Pizza. In late seventies there were 200 franchise of pizza and later on in 1983 it went international and open one thousand franchises and same year in Australia they open new franchise. Organisation of Dominos Pizza grew up very quickly and in many countries it was still a traditional company. The menu of Dominos Pizza was very simple and was offering simple crust means regular pizza. Later on due to competition they added medium and large size otherwise there were no side order, just pizza along with the drink. Deep pan pizza was introduced in 1989 and changed the history. By the market demand, on same years, they opened five thousands stores. For many year, they started the policy about the delivery if the delivery didnt reach in 3 0 minutes then you will get free pizza. In 1993, they did not continue this policy. In 1994 they introduced chicken wings and in 1996 they launched Dominos web site. They also invention the cardboard boxes to keep pizza warm and Heat Wave for the fresh and warm delivery. In 1997 they introduced the new logo as well. They have open many franchises all over the world according to the taste and culture of the different countries. Sources of change in the Dominos Pizza: There are many internal and external sources which has brought change in the dominos pizza and its strategy. They accepted these changes and there are some external reasons which are as follows: Changing in market nature is the source of change in the Dominos Pizza. As the consumers know that their choice is matter in the market whatever they demand it will be considerable. Australia is one of the largest countries and consumers of that country markets want healthy food so Dominos Pizza made healthy menu. With the objective of maintaining the competition, business always run according to the rules and regulation. So Dominos Pizza also influenced by political and legal issues. Employer should have to remember about the nutrition laws and information. There is another source which has affected the operation of the Dominos Pizza which is economic growth and location. There are some internal sources which have impact on the Dominos Pizza. New technology system to keep pizza warm and hot for the longer time it has created change and also online delivery order. New internet based is beneficial for the customers. Dominos made easier for the consumer card payments, driver take wireless card machines for the payment of order. Resistance to change: When changes are made then resistance born. There are many reason of increasing of resistance like due to some confusion in the data, misleading and misusing the data, organisation do not know where have to do change, sometime criticism incurred, employees does not agreed with the new polices. Resistance can be intense because of different reasons like a cognitive of different options, due to deeper emotions and deeply embedded. Resistance to change in Organisational culture of Dominos Pizza: Brandon who had purchased Dominos Pizza for$ 1.1 billion. He tried to create very friendly relationship with employees. First day on the work he explained that change is good. With the passage of time, Dominos Pizza brings changes in cultural sector. Proper wearing uniform and given training to the employees and how to work, given them trainings. Employees of Dominos Pizza were eligible. Organisational culture changing is not a easy thing, manager make out the strategy that how to change in the organisation individually and in the group. Innovation of online ordering is new change in the Dominos Pizza. Competition in the industry has increased in the selection of store manager and gives them training. New computerised system has brought changes in organisational culture as well. Resistance to change in Organisational behaviour of the Dominos Pizza: Due to resistance to change in Dominos Pizza, there are some changes incurred in organisation behaviour of the organisation. Staff issues have increased because new technology is using and employment opportunities are decreasing. With the passage of time new modern technology has taken over the jobs. These are the basic issues and change in the organisational behaviour. There are some problems incurred individually to face the change like managers of store. Resistance to change in organisational policies and power: With the passage of time, there are many changes incurred in polices and rules and regulations which was the cause of resistance to change in dominos. Whenever changes comes in the polices managers have to see the difficulties because he have to handle the store and have direct linkage between the employees. Manger have to try to keep saying to employees to follow new polices these policies can be about food hygienic, delivery, taking orders many other things. After facing these changes, customers who are the basic part of dominos strategy have to face the problem. Some time customers does not understand the about the new polices. Polices has implied on every employee of Dominos Pizza so that is cause of resistance to change. Moreover, main power of Dominos Pizza is their customer so they do not like to lose their customers. If dominos will try to change in culture, organisational behaviour and rules and regulation will directly affect the customers. Basic aim and objective of dominos pizza is to make happy customer. In addition, one more power of dominos is finance which has brought changes many times. Sometimes dominos have to face resistance to change due to finance. Changes come due to loss of revenue, low share market and many other things as well. Strategies to overcome the resistance: Dominos is one of the well know and famous organisation in the world. Its business is expanding day by day at global level. They have experience is the profit margin and have competitive advantage. Dominos pizza have good brand image and have a lot of variety of pizza. In market dominos have leadership quality as well it can competent its competitors like pizza hut, papa johns and many other organisations. There are following steps which are taken by the Dominos Pizza. Dominos pizza aim and objective: To minimize the resistance to change dominos has focus on its aim and objective. Main objective of dominos pizza is to great care of customers. Make customers happy and deliver their orders on the time. Through examine the dominos main objective mangers can control the resistance to change. Achievable goals: Managers can understand about the achievable gaol of the Dominos Pizza. Managers should have to do setting of goal. These goal should be reachable and success able. There is one example of dominos pizza is that in 2006 their goal was to achieve 418 outlet but they had 438. Through this approach Dominos Pizza can reduce the resistance to change. Culture of change: Dominos pizza has to describe their culture to change. Dominos is increasing its growth rate. It has gone international level. Whatever changes will come in the cultural. They should have to explain to their customers. It can be helpful in reduction of strategy. Change models: Kurt lewins has introduced this model. It is very simple to understand and managing the change in any organisation according to this model. His thinking is to bring change as can bring change in ice block. It has given name unfreezing, freezing and refreezing. So, Dominos Pizza should have to accept this approach. Sometime employees cannot work as company demands. Some time customer does not come to but pizza. Step 1: Unfreezing means what problems an organisation is facing? Where it should have to bring changes? There should be proper analysis. Through the survey of market, getting feedback from customers, Dominos Pizza can adopt the change and can reduce the resistance to change. Step2: In this step, freezing, how an organisation can make change? How organisations accept this change? It can be successful by motivating the team and managers. Step 3: In last step refreezing mean if any employee does not want to change the habit. Sometimes organisation does not accept the changes. Unfreezing Freezing Refreezing Sources of conflict within change: Some source which has created change in dominos pizza strategy. These sources were internal and external. Dominos did many changes in it whole journey to the success. This organisation met to resistance to change. These resistance was by organisational culture, behaviour, polices and many other things. There are many approach used to overcome the resistance. After using these approaches and strategies Dominos Pizza faced many conflicts which were changing in the working style of the Dominos Pizza. There is innovation of new technology which has taken over the job of employees. They cannot get working hour more. Online order service, misleading with calculation of sales, misleading the data, misuse of branding. These are the main sources of conflict in the change. When changes come then it creates conflicts between the employees. Due to misleading the calculation there were impact on the sales revue and the ratio analysis of the dominos pizza. Approaches to deal with conflicts: When conflict incurred then there should be some approaches to deal with conflicts. To deal with conflict should have to careful about the main objective and aim. If we forget about the main purpose then there is no befit of running the business. To solve these conflicts Dominos Pizza should have to take some steps which are as follows: Dominos Pizza had to do some promotional activities to keep its image maintain. These activities make customer happy and create more attraction. To reduce the conflicts, Dominos Pizza had to increase the working hours of employees and have to offers some compensation, holiday packages, bonuses. Dominos pizza had to arrange some motivational workshop for the employees like customer service workshop, team work, training of staff. Dominos pizza had offers some new meal deal to the customers to increase the sale and revenue level. Conclusion and Recommendations: At the end, changes come in ever field of organisation. Whenever change needed it comes . For the acceptance to change there are some elements which have to keep in eye. In Dominos Pizza many changes come and due to these changes it has create resistance to change in it. These resistances were in organisational behaviour, organisation cultural, traditional changes, changes in rules and regulation and power. These changes come not individually but it also comes in group of shape. After analysis of Dominos pizza, we came to about the approaches and strategies which had used in the reduction of resistance. After resistance there are some problems and conflict born. Dominos pizza used different techniques like offering the different meal deals, free vouchers to the customers, workshop for the employees and many other things. Dominos pizza is well known and best competitors organisation in the market. It gained high profit and revenue. Bibliography: Paton. R .A and McCalman J (2008) Change Management (3rd Ed) SAGE, London. Tobin. R(1999)overcoming resistance to change (2nd Ed) Kogan Page, UK.

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Heart of Darkness By Joseph Conrad Main Characters Marlow - Young man who decides that it would be exiting to travel into Africa hunting ivory and does so by taking the place of a dead steamboat captain. Kurts - Famous man among the ivory seekers who has lived and hunted on the continent for a while and has exploited the savages becoming much like a savage himself. Russian fool - Man who is known by his clothes with many colorful patches making him look much like a harlequin. He works with Kurtz who proves to be poor company for him. The Intended - Kurtz ¡Ã‚ ¯s bride to be who at the end of the book still thinks that Kurtz was the great man that she remembered him to be and Marlow doesn ¡Ã‚ ¯t have the heart to tell her otherwise. Minor Characters Helmsman - Man who steers the steamboat but goes away from the wheel to fight the savages only to be killed by an arrow. Accountant - Accountant who takes care of the money matters for Kurtz and has lived on the continent for three years trying to keep his civilized nature. Settings Central Station - This is the station where Marlow meets the accountant and observes the way the whites do nothing but exploit the blacks to do pointless labor. Inner Station - This is the station where Kurtz works and where Marlow finds him being worshipped by the savages. Thames River - Marlow tells his story to various people here. Plot Marlow sits at the Thames River in the evening with several other people and begins telling the story about how he entered into the dark continent out of nowhere. No one wants to listen but he continues anyway. Marlow expressed a desire to go to Africa to his Aunt who got him a position as a captain of a steamboat of an ivory company. The previous captain Freslaven died in a scuffle with the natives and Marlow took his place. A few days later, Marlow travels to Africa and gets to the first station where he meets the accountant who keeps track of the funds in Kurtz ¡Ã‚ ¯s company. The man is interesting to Marlow since he ¡Ã‚ ¯s been on the continent for three years, yet he keeps himself clean and well dressed. Marlow finds the blacks being poorly treated and ordered to do meaningless work by the whites.

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A school uniform is an identifying, standardized outfit or style of dress worn specifically for an educational institution, they dictate the schools â€Å"dress code†. Generally, uniforms when used enhances uniformity among the students, irrespective of their financial status, race, and color or fashion preference; it improves the learning environment, and instils discipline; reduces security threats and thus enhances safety. Over the years, the educational system has been marred with gang related violence, bullying, safety issues, indecent dressing, and lack of discipline. The implementation of mandatory school uniform policy has a positive result via the reduction in gang problems, enhancement of school security, improved attendance and increased academic achievement. All these positive outcome definitely create a positive influence on the educational process. School uniform prepares the students for school in a much simpler and faster way. Time is not wasted in the morning in choosing and matching what to wear, thus students will get to school on time. This boosts attendance and gives students more time for studying. For example, at a school near Boston a high school senior remarks that â€Å"for some people it takes hours to get dressed. If we had a uniform it would take three minutes† [1]. The stress of matching and choosing clothes, very common with female students is eliminated and students arrive in school clear headed and prepared for the day’s educational task ahead in school. Uniforms are cost effective and they save parents several dollars that will be spent on buying casual clothes for their children. They will have to spend less when they have to buy uniform because the quantity of clothes purcha... ...trip or excursion, uniform helps in identifying them as an organized group and this in effect limits the incidence of student’s straying away or incidence of missing person. In his 1996 State of the Union Address, former president of the United States, Bill Clinton challenged schools â€Å"to teach character education, good values and good citizenship. And if it means that teenagers will stop killing each other over designer jackets, then our public schools should be able to require their students to wear school uniforms. As long as a school uniform policy is in place, students will go to school in an atmosphere devoid of fear and violence. Discipline will be maintained and students will make improvement in their academics a major priority and not bother about being judged about what they wear or their fashion sense.