Kyle Heslin-Rees

Darwin and Dr Jekyll and Mr Hyde Literary genres which critics have applied as a framework for interpreting the novel include religious allegory, fable, detective story, sensation fiction, doppelganger literature, Scottish devil tales and gothic novel. Dr Jekyll and Mr Hyde has been the influence for The Hulk, Two-Face and the general superhero genre for the story's ties to a double life. This story represents a concept in Victorian culture, that of the inner conflict of humanity's sense of good and evil. 10] In particular the novella has been interpreted as an examination of the duality of human nature (that good and evil exists in all), and that the failure to accept this tension (to accept the evil or shadow side) results in the evil being projected onto others. [11] Paradoxically in this argument, evil is actually committed in an effort to extinguish the perceived evil that has been projected onto the innocent victims.In Freudian Theory the thoughts and desires banished to the un conscious mind motivate the behavior of the conscious mind. If someone banishes all evil to the unconscious mind in an attempt to be wholly and completely good, it can result in the development of a Mr Hyde-type aspect to that person's character. [11] This failure to accept the tension of duality is related to Christian theology, where Satan's fall from Heaven is due to his refusal to accept that he is a created being (that he has a dual nature) and is not God. 11] This is why in Christianity, pride (to consider oneself as without sin or without evil) is the greatest sin, as it is the precursor to evil itself; it also explains the Christian concept of evil hiding in the light. [11] Various direct influences have been suggested for Stevenson's interest in the mental condition that separates the sinful from moral self. Among them are the Biblical text of Romans (7:20 â€Å"Now if I do what I do not want to do, it is no longer I who do it, but it is sin living in me that does it. ); t he split life in the 1780s of Edinburgh city councillor Deacon William Brodie, master craftsman by day, burglar by night; and James Hogg's novel The Private Memoirs and Confessions of a Justified Sinner (1824), in which a young man falls under the spell of the devil. Some readers have argued that the â€Å"dual personalities† interpretation is overly simplistic. Jekyll himself notes that a person may be divided into many more than two distinct personalities — he expects that researchers in the future will discover that a person is made up of many different selves.In his discussion of the novel, Vladimir Nabokov argues that the â€Å"good versus evil† view of the novel is misleading, as Jekyll himself is not, by Victorian standards, a morally good person. [12] One popular interpretation is the â€Å"civilized versus animalistic† approach. Other readers have argued even further that the split between Dr Jekyll and Mr Hyde represents the civilized and the an imalistic version of the same person. The description of Hyde as an almost prehuman creature and his actions that occur without thought, suggests that Hyde is more animal than man.Dr Jekyll on the other hand, can be seen as existing in a constant state of repression, with the only thing controlling his urges being the possible consequences imposed by civilized society. Another common interpretation sees the novella's duality as representative of Scotland and the Scottish character. On this reading the duality represents the national and linguistic dualities inherent in Scotland's relationship with the wider Britain and the English language, respectively, and also the repressive effects of the Calvinistic church on the Scottish character. 13] A further parallel is also drawn with the city of Edinburgh itself, Stevenson's birthplace, which consists of two distinct parts: the old medieval section historically inhabited by the city's poor, where the dark crowded slums were rife with all types of crime, and the modern Georgian area of wide spacious streets representing respectability. [13][14][15] The novella has also been noted as â€Å"one of the best guidebooks of the Victorian era† because of its piercing description of the fundamental dichotomy of the 19th century â€Å"outward respectability

“The Snob” By : Morley Callaghan

The reason that John ignores his father in this story is he thinks that Grace wouldn’t like him because, she only likes and appreciates the people in her â€Å"class†. When John first notices his father in the store â€Å"his coat was thrown open, two buttons on his shirt were undone, his grey hair was too long, and in his rather shabby clothes he looked very much like a working man, carpenter perhaps† made him resent his father more so than normal.John and his mother told him over 100 times that when he was in public that he should be dressing in his nice clothes. He was worried that Grace is going to see him dressed like that and judge him and his family based on the appearance of his father. John wants to make a good impression on Grace and knows that if she was to meet his father in the state he was in the book store Grace would look at john a different way.At the end of the story when john is taking his anger out on Grace because he is now regretting ignorin g his father, Grace says â€Å"Who likes to spend very much time in a department store on a hot afternoon? I start to hate every person that bangs in to me, everyone near me. What does that make me? † John says â€Å"That makes you snob†. John is accusing Grace of being a snob because of not wanting people to bump in to her. He doesn’t want to admit what he did he so he takes it out on her. I think that John is the actual snob in this story.For making accusations about Grace not liking the way his father looks. Doing what he did to his father just to try and impress some girl was not right. By ignoring his father and pretending that he never saw him in the book store, just to avoid a potential awkward in counter with Grace seeing his dad like that makes John look like the snob. As well as Grace had no idea what was going on or why John was acting so angry at the end of the story. In the two stories â€Å"The Snob† and â€Å"Two fishermen† both of t he men’s integrity is tested.In Two Fishermen when the man was put in the position of having to stand up for a new friend he has made that is innocent or act like the crowd did and was against him for what he did he was unable to stand up to the crowd witch lead him to flee the area never to seen again so his identity wouldn’t be taken from him. This also goes for John in the story The Snob. He has to choose whether he will introduce Grace to his father dressed the way he was or not. In the end he doesn’t end up doing it and John’s father has to walk away feeling hurt due his sons way of going about dealing with a situation.

Current Cultural Trends And Their Impact On Organizational Communications Essay

Communication in organizations depends on the type of organization and the setting of the workplace. The question is which management style should be used although it is safe to say that the best style of management is participatory. Current cultural trends have come into the picture and effectiveness is seen as the result when these trends are considered important in an organization. This is so because ensures that the output generated by the work of an employee is of high quality. When these cultural trends are noted well, employees are given tasks and the manager makes sure that the employees understand their duties and responsibilities. The employees are also given the chance to make their own decisions and impart their ideas and opinions in the process (All Business, Undated). Cultural trends affects management since it is the circle in which the management goes around. It is critical as the type of management, especially in a teamwork setting, would largely depend on the existing social culture between the employees. The manager will have a hard time adjusting if the social culture among his employees is not good, meaning the relationships are damaged or broken (Veser, 2004). Being efficient in the light of these cultural factors means producing outputs with little wasted effort because the communication is free-flowing. It is important, therefore, that employees are given good communication venues in order to come up with quality on the output they produce. Sometimes, an employee may be efficient but not effective. In being effective, one should could focus and concentrate on the particular work they have to do and dispose the clutter. It is better to be effective and produce good results than be efficient with poor outputs (Lifetools, Undated). Yes, quantitative techniques can be used to motivate employees in such a way that these tools will help them imagine or picture in their minds what the goal or strategy is all about. An organization is highly affected by cultural trends. It is particularly significant when there is an attempt to propose a change in the whole organizational system. Culture directly affects innovation and development in an organization. Culture serves as the foundation where the organization is laid upon, it is a conglomerate of ideas and beliefs of employees which nurtures the existence of the organization (Forte, 1998). Stakeholders can both help or pull down an organization. It could do either way, enhance the company or organization’s reputation or damage it. It should be ensured that there is a good existing relationship between the stakeholders or shareholders, otherwise the company will be in trouble. The advantage of managing this kind of relationships is that there will be various ideas when it comes to setting the direction of the company. A multi-stakeholder organization has a democratic and participatory environment. The setback is when these shareholders do not agree with each other and may result to split up. A borderless organization widens the scope of the management system, therefore there is the possibility that the management might be spread too thin in the organization. It will be harder to direct and lead a group that has wider, or worse no defined boundaries. It is necessary that management can focus and not flow to too many directions. It will be hard to gather the members as the organization grows, along with the different viewpoints and opinions (Jarillo, 1995). Going global has both positive and negative effects in an organization. It will be an advantage since the organization or company will be known in a wider arena and could even establish a network of stakeholders. Kentucky Fried Chicken, the fast food that sells chicken and is known all over the world, is a classic example of a success story of going global. But this may not always be the case as going global has its setbacks and weaknesses. For one, there is the possibility that the organization or business may not be accepted in another place other than its place of origin. Another would be that if the new branch or franchise does not perform well, it would carry the original name of the organization and would destroy the reputation of the original organization as well (Starks 2001). When members of a dominant culture become suspicious of subcultures and seek to isolate or assimilate them, it is often because the members of the dominant culture are making value judgments about the beliefs and practices of the subordinate groups. For instance, most Anglo-Americans see the extensive family obligations of Hispanics as a burdensome arrangement that inhibits the individual freedom. Hispanics, in contrast, view the isolated nuclear family of Anglo-Americans as a lonely institution that cuts people off from the love and assistance of their kin. This tendency to view one’s own cultural patterns as good and right and those of others as strange or even immoral is ethnocentrism. An individual becomes aware of his worldview as an individual comes as one applies his values in different situations. An example to illustrate this is when we see that most Americans today accept and approve racial equality in the workplace. Yet relatively few extend the value of racial equality to their family lives. They would not approve of a member of their own family marrying a person of another race or adopting a child of another race. Authors Sue & Sue (2002) have unique answers to communications across different cultures. Its focus on counseling racial populations as well as other diverse organizations makes us understand norms and cultures and its interrelationships. Their views have made clinicians take a second look at individual roles in understanding varied populations. People become aware of their worldview as an individual when they examine their values in relation to their environment. Values provide the framework within which people in a society develop norms of behavior. A norm is a specific guideline for action; it is a rule that says how people should behave in particular situations. Like values, norms can vary greatly from society to society. Polite and appropriate behavior in one society may be disgraceful in another. Norms also vary from group to group within a single society. From a societal perspective, choices and actions of an individual in U. S. society are highly influenced by norms. According to Turner and Killian’s emergent-norm theory, people develop new social norms as they interact in situations that lack firm guidelines for coping. These norms then exert a powerful influence on their behavior. The new norms evolve through a gradual practice of social exploration and testing. The crowd begins to define the situation, develop a justification for acts that would in other circumstances seem questionable. In this way, new norms may emerge that condone violence and destruction, but still impose some limits on crowd behavior (Turner and Killian, 1972, p. 21). Norms and values are resources for communication. They help us evaluate our past, interpret the present, and plan for the future. Can you think of two examples each of evaluating the past, interpreting the worth of the present, or planning for the future that do not involve implicit values and norms you use in everyday life? How so and why to each? New norms evolve through a gradual process of social exploration and testing. One or more people may suggest a course of action (shooting obscenities or hurling bottles, for example). Other suggestions follow. The crowd begins to define the situation, to develop a justification for acts that would in other circumstances seem questionable. In this way, new norms may emerge that condone violence and destruction, but still impose some limits on crowd behavior. The emergence of new norms, Turner and Killian argue does not mean that members of a crowd come to think and feel as one. Although it may appear to outsiders that a crowd is a unanimous whole, some participants may just be going along to avoid disapproval and ridicule. All these kinds of crowd action depended not just on the other people around but on the patterns of social organization by which people were both motivated to join the crowd and organized within it. One of the common sources of loss of motivation in the workplace is the presence of difficult employees (Darby 15). Employees are usually very sensitive with poor performers that are not given attention or sanctioned in the workplace (Blades, 1967). The presence of poor performers and the presence of problem employees usually affect the working environment and thus bosses should be able to improve the situation of the work environment in order to make working a positive experience for all. At the core, one of the important steps that should be employed is the ability of the manager or leader to identify the problem immediately. One of the key methods of problem identification is constant communication with the subordinates. It is very important to recognize that the differences in personalities in the workplace are really a major cause of conflict (Stanley 6). This means that the manager should always assume that there is always a tendency for conflict to arise. Even employees themselves are aware that conflicts are already occurring. In this particular scenario, the structure is that each technical team that handles technical support concerns of customers is headed by a team leader or manager. The role of the manager is to handle escalated concerns and the performance of the agents or staff. There is a problem of communication between the agents and the supervisor. The supervisor is having some problems with the performance of the agent and he handled this through massive sanctions against absenteeism and heavy corrective actions against minor offenses. The manager used a rather punitive system of motivating the employees, which the employees disliked because this adds to the already stressful job of handling technical problems of customers. The agents are also not very open to the manager regarding their problems because of his tyrannical method of leadership. The agents also viewed their manager as lacking technical skills and therefore do not really understand their line of work and the stress that is attached to it. Thirdly, there is an internal conflict between employees because they believed that some non-performers appeared to be more favored by the manager. The employees accomplishments are not recognized while their little mistakes are always emphasized. The manager should inculcate the recognition of higher level of needs of the employees. Glen (41) believes that motivating employees is really a difficult task because people have different sources of motivation. It is however very important for managers to never behave in a ‘demotivating’ way. According to Glen (41), the manager may not be able to motivate their people always, but the manager will always have a way of killing the source of motivation. To illustrate his point, he pointed out that in a technical company, it is very important that managers always consult their team. In computer companies, managers are always viewed to be less knowledgeable regarding technical areas. Inability to incorporate ideas from the team would generally make them feel that their talents are neglected. The technical expertise of the team should always be consulted because of the need to recognize their technical talents. The manager therefore should be responsive to the specific needs of the technical staff and understand the difficulties of their job and open the communication lines for solution. It is essential that in technical teams, where basis of membership is through technical skills, that the talents be recognized. The employees’ ability to make full use of their talents and skills would help them to maintain high level of performance. In this case, it is a recognition that motivation, does not merely come from rewards, but may also come from higher level of needs such as the need to have capabilities recognized and be utilized towards their full potential. On the issue of conflict, tt the core, one of the important steps that should be employed is the ability of the manager or leader to identify the problem immediately. One of the key methods of problem identification is constant communication with the subordinates. It is very important to recognize that the differences in personalities in the workplace are really a major cause of conflict (Stanley 6). This means that the manager should always assume that there is always a tendency for conflict to arise. Even employees themselves are aware that conflicts are already occurring. Secondly, there is a need for the manager to have an effective conflict resolution method. In most cases, it would be important that the manager provides individual conflict resolution (Stanley 6). This mean providing employees themselves is given the opportunity to resolve their own issues in order to empower them. The ability to resolve issues and conflicts help the employees in improving their level of confidence. Ability to resolve problems through their initiatives is one point of motivation for employees in the workplace. One way of illustrating an effective consolidation of cultural trends is illustrating the IBM example. IBM Institute for Business Value asserts that increased competition, changing workforce demographics and a shift toward knowledge-based work are requiring companies to place an increasingly higher priority on improving workforce productivity (Lesser and De Marco, Abstract). Companies rely on their Human Resources (HR) function to go beyond the delivery of cost-effective administrative services. They require the HR to provide expertise on â€Å"how to leverage human capital to create true marketplace differentiation. † Facing these challenges, many HR organizations have been actively revamping to more effectively deliver the strategic insights their businesses require. IBM’s study entitled â€Å"A New Approach, A New Capability: The Strategic Side of Human Resources† shows that competing in today’s environment requires companies to focus on building a more responsive, flexible and resilient workforce (p. 2). To do so, organizations must do a more effective job of sourcing talent, allocating resources across competing initiatives, measuring performance and building key capabilities and skills. HR organizations that provide strategic guidance on these issues can become proactive drivers of organizational effectiveness, rather than simply a supporter of these efforts. The HR organizations’ attempt to resolve the growing needs of quality recruitment by a new process of human resource hiring. This process is described as â€Å"positive discrimination in order to select the best† (Beardwell, 84). Others call it â€Å"affirmative action. † This refers to the concrete steps that are taken not only to eliminate employment discrimination but also to attempt to redress the effects of past discrimination (87). The underlying motive for affirmative action is the principle of equal opportunity, which holds that all persons with equal abilities should have equal opportunities. Those who obtain employment can be sure that the company values them. Unfortunately, this also means rejecting people who smoke, are clinically obese, have high debts, participate in high-risk sports, and the like. In addition, the company also seeks permission from employee to access various databases, which include: criminal records; credit bankruptcy and mortgage defaults; vehicle license checks; educational records; curriculum vitae and applications search. The company believes this is a modern, sophisticated human resource approach because it is able to compare employee’s profiles against the national average for physiological, psychological, social and demographic factors. Affirmative action affects small businesses in two main ways. First, it prevents businesses with 15 or more employees from discriminating on the basis of race, color, sex, religion, national origin, and physical capability in practices relating to hiring, compensating, promoting, training, and firing employees. Second, it allows the state and federal governments to favor women-owned and minority-owned businesses when awarding contracts, and to reject bids from businesses that do not make good faith efforts to include minority-owned businesses among their subcontractors (Encyclopedia para 2). The interpretation and implementation of affirmative action has been contested since its origins in the 1960s. A central issue of contention was the definition of discriminatory employment practices. The discriminatory employment practices as listed by the Department of Administration and Equal Opportunity (p. 1) include: gender identity, sexual orientation, race discrimination, sex discrimination, sexual harassment, religious discrimination, national origin discrimination, disability discrimination, and retaliation. Contrary, the prevailing employment practices include three things. First is the counseling and litigation with respect to employment discrimination (race/sex/disability/sexual harassment), wrongful termination, wage and hour issues, trade secrets/unfair competition, privacy in the workplace, workplace violence, executive contracts, affirmative action, use of independent contractors, OSHA, union organizing and other issues pertaining to hiring, promotion, compensation and discipline (Fenwick and West LLP, p. 1). Second is the representation of large and small employers in class actions and individual cases in state and federal courts and in arbitrations and mediations throughout the country. Last is the regularly advise employers concerning personnel systems, policies and practices that includes, among others: handbooks, policy manuals and drug testing programs, employment and independent contractor agreements, terminations, severance plans and releases, management training (sex harassment avoidance, EEO, rightful discipline: managing for high performance), protecting trade secrets and confidential business information, wage/hour and leave of absence compliance, disciplinary investigations, legal compliance audits, and whistleblower and retaliation claims (para 2 and 3). As the interpretation of positive discrimination evolved, employment practices that were not intentionally discriminatory but that nevertheless had a â€Å"disparate impact† on affected groups were considered a violation of affirmative action regulations (Encyclopedia of Small Business, section 2). Another central issue was whether members of affected groups could receive preferential treatment and, if so, the means by which they could be preferred. This issue is sometimes referred to as the debate over quotas. In the next level of new HR approaches is the care it provides for the employees’ well being. Companies are now committed to the health and wellness of its employees and this extends to the employees’ families. Companies do recognize that all employees from time to time have personal problems. If unresolved, these issues may affect emotional and physical health which ultimately could affect job performance. It is now within the HR’s goal to provide a confidential resource to all employees and their families to help address these issues before they interfere with well being. According to a review of the Gallup Studies by Harter, Schmidt, and Keyes (2002, p. 4), the well-being of the employees is to the best interest of the communities and organizations. They believe that the workplace is the significant part of an individual’s life that affects his/her life and that of the community. The average adult spends much of his/her life working. He/she spends much of his waking hours in work or about one third. Thus, the well-being of the employees is the best interest of the employers who spend substantial resources hiring employees and trying to generate products, profits and maintain loyal customers. Studies show that happy and productive employees clearly link emotional well-being with work performance (p. 2). In sum, work is a pervasive and influential part of the individual and the community’s well-being. It affects the quality of the individual’s life and his/her mental health and thereby can affect the productivity of the entire community. The ability to promote well-being rather than endanger strains and mental illness is of considerable benefit not only to the employees in the community but also to the employers’ bottom line. This aspect should be greatly taken care of by the companies’ HR organizations (Cornelius, p. 142). Concern for the well-being of employees extends to the environment. The company provides background music to help eliminate stress, it plays messages to staff throughout the day for the same reason: to relax people. Messages such as â€Å"stay calm†, â€Å"help colleagues†, â€Å"remember, the company is our community† are all designed for positive reasons. Employees also receive electronic messages by email. The company argues that this â€Å"thoughtfulness† ensures high morale. Video and audio surveillance ensures that staff feels secure. Other companies believe that the physical environment is also important to wellness and productivity. Fragrant aromas such as evergreen may reduce stress; the smell of lemon and jasmine can have a rejuvenating effect. These scents are introduced to all work spaces through the air- conditioning and heating systems. Scents are changed seasonally (Marx, Section 6). Some companies also believe that music is not only enjoyable to listen to but can also affect productivity. Thus, some companies continually experiment with the impact of different styles of music on an office’s or plant’s aggregate output. Personal computers deliver visual subliminals such as â€Å"my world is calm† or â€Å"we’re all on the same team. † Other companies have dietitians who guide the companies’ cafeteria and dining room. They make sure that the companies serve only fresh, wholesome food prepared without salt, sugar, or cholesterol-producing substances. Sugar- and caffeine-based, high-energy snacks and beverages are available during breaks, at no cost to employees. In a practical example of work productivity and employee performance, let us cite Dominion-Swann’s new workplace. Dominion-Swann (DS) is a technology-based company that respects its employees and whose knowledge is the core of its technological enterprise. It cares about its work community and value honesty informed consent, and unfettered scientific inquiry. Its employees understand company strategy. They are free to suggest ways to improve the company’s performance. It also offers handsome rewards for high productivity and vigorous participation in the life of its company. Committed to science, this company believes in careful experimentation and in learning from experience. Since 1990, DS has instituted changes in our work environment because it faced an uncertain future. Our productivity and quality were not keeping pace with overseas competition. Employee turnover was up, especially in the most critical part of our business- automotive chips, switches, and modules. Health costs and work accidents were on the rise. Its employees were demoralized. There were unprecedented numbers of thefts from plants and offices and leaks to competitors about current research. There was also a sharp rise in drug use. Security personnel reported unseemly behavior by company employees not only in our parking lots and athletic fields but also in restaurants and bars near our major plants. In the fall of 1990, it turned to SciexPlan Inc. , a specialist in employee-relations management in worldwide companies, to help develop a program for the radical restructuring of the work environment. There was instability while the program was being developed and implemented. Some valued employees quit and others took early retirement. But widespread publicity about the company’s efforts drew to the program people who sincerely sought a well-ordered, positive environment. DS now boasts a clerical, professional, and factory staff which understands how the interests of a successful company correspond with the interests of individual employees. To paraphrase psychologist William lames, â€Å"When the community dies, the individual withers. † Such sentiments, we believe, are as embedded in Western traditions as in Eastern; they are the foundation of world community. They are also a fact of the new global marketplace. DS’ four principles that underlie work-support restructuring are worth studying for every HR organizations who want to implement structural changes and get valued results. It consists of the following: 1. Make the company a home to employees. Break down artificial and alienating barriers between work and home. Dissolve, through company initiative, feelings of isolation. Great companies are made by great people; all employee behavior and self-development counts. 2. Hire people who will make a continuing contribution. Bring in people who are likely to stay healthy and successful, people who will be on the job without frequent absences. Candor about prospective employees’ pasts may be the key to the company’s future. 3. Technical, hardware-based solutions are preferable to supervision and persuasion. Machines are cheaper, more reliable, and fairer than managers. Employees want to do the right thing; the company wants nothing but this and will give employees all the needed technical assistance. Employees accept performance evaluation from an impartial system more readily than from a superior and appreciate technical solutions that channel behavior in a constructive direction. 4. Create accountability through visibility. Loyal employees enjoy the loyalty of others. They welcome audits, reasonable monitoring, and documentary proof of their activities, whether of location, business conversations, or weekly output. Once identified, good behavior can be rewarded, inappropriate behavior can be improved. These principles have yielded an evolving program that continues to benefit from the participation and suggestions of the company’s employees. This is a good support system to the promotion of the employees’ well-being. Providing support for employees with caring responsibilities in the workplace makes good business sense. Creating a positive work atmosphere that encourages employees to speak out is also another important factor. Benefits can be gained for both the employer and their employees. Companies nowadays attract qualified employees by providing a progressive and motivating work atmosphere. This is because such environment is an excellent opportunity for employees to grow professionally in a professional yet fun and casual environment. According to Susan Heathfield, HR Consultant, about 16 percent of the people responding in a recent Human Resources Forum poll have no performance appraisal system at all (p. 1). Supervisory opinions, provided once a year, are the only appraisal process for 56 percent of respondents. Another 16 percent described their appraisals as based solely on supervisor opinions, but administered more than once a year. The main reason is that performance appraisal is universally disliked and avoided. She concludes that, after all, how many people in an organization want to hear that they were less than perfect last year? How many managers want to face the arguments and diminished morale that can result from the performance appraisal process? This might be certainly true. Performance Management, however is geared towards employee development and organizational improvement (para 3). HR organizations should really implement the most effective and succinct measure of employee performance. Performance management begins when a job is defined. Performance management ends when an employee leaves the company. Between these points, the following must occur for a working performance management system. Heathfield suggests the following Performance Management and Development as the best initiatives to have a systematic appraisal in the general work system. It includes defining the purpose of the job, job duties, and responsibilities; defining performance goals with measurable outcomes; defining the priority of each job responsibility and goal; defining performance standards for key components of the job; holding interim discussions and provide feedback about employee performance, preferably daily, summarized and discussed, at least, quarterly; maintaining a record of performance through critical incident reports; providing the opportunity for broader feedback; using a 360 degree performance feedback system that incorporates feedback from the employee’s peers, customers, and people who may report to him; developing and administering a coaching and improvement plan if the employee is not meeting expectations (para 5). Based on the new tasks of the HR organizations as the company’s business partner, there are five key capabilities that are needed to make a strategic contribution to the organization (Lesser and De Macro, p. 6 ). These include: analytical skills; business acumen; consulting skills; change leadership skills; and the ability to share knowledge across the HR organization. HR organizations need analytical skills to develop evidence-based recommendations and effective business cases. They must understand how data flows through various HR and financial systems, and how to obtain and analyze human capital data that supports their recommendations. HR organizations also need to be proficient in developing models and scenarios that determine the cost and impact of changes in HR policies and procedures. Participants in our study found that they were unlikely to have sufficient depth in these ills within their own HR organizations and considered them among the most difficult to develop. HR organizations also need business acumen in the form of understanding their business unit’s strategies and operations. To serve as true advisors to the business, they must understand the dynamics of their industry, as well as the day-to-day activities performed by different functional units and how individuals within the units are evaluated. They also have to understand the needs of customers and partners to better see how their human capital decisions impact stakeholders beyond the organizational boundaries. Many organizations reported that this in-depth knowledge of the business was often in short supply within their HR groups. HR organizations will have to serve as lead advisors to their business units on human capital issues. To do so, a number of consulting skills are essential, including the abilities to build trusting relationships with senior executives, diagnose organizational problems and determine root causes, develop recommendations and business cases, and create action plans. Further, they must have the strength and conviction to deliver difficult messages to senior leaders, even if those messages may prove to be unpopular. HR organizations also need to be effective at driving change through the organization. This includes soliciting and initiating participation from individuals within the business unit to support change efforts, aligning recognition and performance measurement systems to support desired activities, and effectively communicating with multiple stakeholders. HR organization not only needs to provide expertise to the business units they support, they also should share knowledge across the HR organization (Mello, p. 138).

Outline the main differences between traditional media and digital Essay

Outline the main differences between traditional media and digital media and analyse and appraise in relation to consumer buying behaviour 02244 - Essay Example The digital marketing has been boosted by the rise of technological advancements, this has not only changed the way marketers advertise their products, but it has also changed the customers’ method of purchasing. The concept of online shopping has opened up new prospects of digital marketing. The marketers can easily monitor the purchasing trends of the customers and offer customized discounts and product suggestions. Thus, it is evident that digital media marketing is more effective in conducting the promotional activities. The global business market place is constantly changing mostly in terms of the increasing competitiveness. The firms are trying to seek out for new ways to add value for the customers and competitive advantage in the industry (Evans, 2010). Moreover, the customers’ and psychology are also evolving over the years. Not only they are easily bored with the same product but they also have become quite immune to the traditional marketing media. This is a major concern for the marketers as it has become imperative to adopt new marketing communication medium which will help to break the clutter and attract new customers. The following sections cover a comparative discussion on the effectiveness of traditional and digital marketing and how they are effective on influencing the consumers’ buying behaviour. According to Wicks (2014), the traditional marketing media mostly include the television commercials, radio commercials, print advertisements, telephone advertisements and direct sales. The print media is further divided into news paper advertisements, street side billboards, hoarding, etc. These forms of promotional activities have been used over the decades. Lavinsky (2013) have mentioned that with the advent of the internet and rapid rise of computer and gadget usage, the marketing technique have evolved over the last ten years. The internet plays

Quality Improvement Framework and Indicators Research Paper

Quality Improvement Framework and Indicators - Research Paper Example   A multitude of quality improvement frameworks have been devised. These frameworks include European Foundation for Quality Management (EFQM), Chronic Care Model (CCM), and others. According to Massoud, four principles of quality improvement are particularly important. These include: focus on the client, understanding of service systems along with key processes, team work, and focus on the use of data. In the healthcare industry particularly, services should be devised to satiate the needs of clients. An important measure of quality improvement is the extent to which customers’ needs are fulfilled. In order to bring improvements in healthcare quality, it is also important to fathom key processes first. In every healthcare organization, work is accomplished by different people working in teams. Therefore teamwork is a pre-requisite for quality improvement in healthcare organizations. In order to evaluate the effectiveness of improved systems, it is imperative to analyze data before and after the implementation of those changes (Massoud, n.d.).Responsiveness, in other words, patient-centeredness, is another dimension. Patient-centeredness is the degree to which a healthcare organization gives importance to its patients. A good way to assess this is to evaluate patients’ experience in terms of their healthcare. Accessibility is also a dimension which describes the degree to ease to which healthcare services are provided. Equity is related to health care financing, health status, and outcomes.... Equity measures the degree to which a healthcare organization provides healthcare services to its people. The optimum use of healthcare resources available to a healthcare organization is considered efficiency. Efficiency can further be classified into ‘micro efficiency’ and ‘macro efficiency’. In some frameworks, macro-efficiency is often replaced with sustainability. It involves the overall healthcare spending at the right level. On the other side, macro efficiency refers to the realization of resources. According to a conceptual framework for healthcare quality indicators (HCQI), healthcare performance dimensions include quality, access, cost, equity, and efficiency. According to the framework presented by Edward Kelly and Jeremy Hurst, the core quality improvement dimensions include Effectiveness, safety and responsiveness/patient centeredness. These dimensions can significantly increase the desired outcomes (Kelly & Hurst, 2006). According to Donabedian , indicators can be classified into structure and process. Structure indicators of healthcare indicators include qualification of doctors and facilities available at the healthcare organization. Process indicators include proper delivery of appropriate healthcare to the organization. Areas which should be monitored for Quality In order for an organization to successfully implement a quality improvement framework, it is important to adopt an apt methodology. First of all, it is imperative to identify components which need to be improved. In healthcare organizations, some of the common problems which need to be addressed include inaccessibility of drugs and medicines, unavailability of staff, poor management of laboratory, and waiting time. The next step is to

Immigration Essay Example | Topics and Well Written Essays - 750 words

Immigration - Essay Example 1). â€Å"Immigration is driving America's demographic change, demographers and others who work with immigrants and refugees reported at the APA Expert Summit on Immigration held in San Antonio in early February† (Farberman, 2006). Immigration does not provide the immigrants with a high standard of living until many years after settlement in the host country. Most of the immigrant families fall below the poverty line in terms of living and their children are disadvantaged in terms of poor educational opportunities. This can be estimated from the fact that 30% of the children belonging to the Mexican immigrant families, 29% children of the Dominican Republic immigrants, 34% children of the Cambodian immigrants, and 29% children of the Afghan immigrants in the USA live below the poverty line (Farberman, 2006). While the initial few years are tough for the immigrants, they yield many economic benefits for the nationals of the host country. ... Nevertheless, â€Å"the total gains accruing to some U.S.-born workers are larger than the total losses suffered by others† (Peri, 2010). According to Hirschman (n.d., p. 1), the social perceptions towards immigration are shaped by its economic outcomes as well as an emotional dimension that a vast majority of the Americans feel more comfortable socializing with people they know than with strangers. There is an inherent fear that the immigrants would show reluctance to give up their original values and culture for the sake of integrating in the American society and culture. This fear might be a potential hurdle in the way of native Americans extending the hand of help to the new immigrants to help them overcome the obstacles of assimilation in the new culture. â€Å"This trend in immigration has and will continue to have a significant impact on all U.S. institutions, from schools to the labor force, to media and politics, to health care† (de las Fuentes cited in Farberm an, 2006). To date, most of the research discussing the factors affecting the immigrants or the natives of the host countries is either about old immigrants or their children or the immigrants in general. There is gap in literature about the effects of immigration on the life of new immigrants and the factors affecting the new immigrants’ integration in the host country. This research will particularly focus the population of new immigrants to study these factors. Knowledge of the factors affecting the new immigrants is fundamental to the development and implementation of strategies to remove the hurdles in their way so that they can settle as quickly as possible and start

Contrast Safety in MRI Essay Example | Topics and Well Written Essays - 750 words

Contrast Safety in MRI - Essay Example It is a Phase III study and has been done at multiple locations using a double blind procedure, where the interpretation was done by two independent readers who had access only to the images obtained. According to the authors this study is the first of its kind as it was performed as a multicenter study at twelve centers in seven different locations in Europe and on three different kinds of imaging equipment from different manufacturers. The concept of single and triple rate of dosage has also been evaluated for the first time. A wide variety of statistical tools and software have been used which have yielded significant results. 105 patients were chosen for the trial and divided into two groups. At the initiation of the trial only 80 were short listed. 43 of them (81%) were chosen for the single-dose group I (0.1mmol/Kg body weight) and 37 (71%) for the triple-dose group II (0.3 mmol/Kg). All these patients had a history of ischemic and coronary heart disease, thrombosis, arterial hypertension, hypercholesterolemia, and/or diabetes mellitus. The results of MRA of these two groups administered two different doses of Gadodiamide were compared with those of digital subtraction angiography (DSA). The main effectiveness parameter for comparison of the two dose groups analyzed was the contrast index (CIx), which was calculated from the signal intensities measured in the regions of interest in the abdominal aorta at the aortic bifurcation and 2 cm proximal and 2 cm distal to the main stenosis. The difference in degree of stenosis was analyzed overall and for three categories. Category I consisted of stenosis of 69% or less; category II, stenosis between 70% and 99%; and category III, occlusions. The independent investigators compared the pre contrast MR angiographic, post contrast MR angiographic, and DSA data Post contrast MR angiography resulted in a diagnosis modification in 70% and 72% of

Define corporate governance and explain why it is used to monitor and Essay

Define corporate governance and explain why it is used to monitor and control managers strategic decisions - Essay Example Therefore, since the corporate governance encompasses all the management spheres of the company, it forms the vital tool in monitoring and controlling all the strategic decisions of the company’s managers. From the above definition of the corporate governance, it is clear that it governance both internal and external factors driving the operations of a company. It is usually the responsibility of the entire management to understand and determine how to balance between the external and internal factors affecting a company (Joshi 46); hence, under the umbrella of corporate governance, the management of the company is capable of determining what affects both the external and internal player of the company. For instance, quality of a product will affect the response of the consumers. In this case, the quality of the product is manly affected by laxity of the internal factors but may also be attributed by external factors (suppliers supply poor quality of raw material). However, the whole issue lies with internal quality management that could have detected the quality of the raw material and rejected the same due to poor quality (Fernando 72). Nonetheless, the corporate governance forms a vital management aspect of a company and every aspect of corporate governance must be considered effective to ensure smooth and efficient company

Global running and competitive status study of Shire plc 187 Essay

Global running and competitive status study of Shire plc 187 - Essay Example With around 15 brands operating under the umbrella of Shire Plc the company has not only enhanced their market place but also diversified their business operations (Shire, 2014). Recently Biopharmaceuticals Company AbbVie opted for taking over Shire Plc and after numerous reconsiderations and deals between both the organisations the deal was called off. The initial offer of AbbVie was  £27.3 billion which was then increased to $54.8 billion (Bennett and Chen, 2014). However, given the changes in the US Tax Inversion process, AbbVie backed out of the merger process for which they will have to pay a total of $1.6 billion to Shire Plc as breakup fee. Following this change in their strategic activities, Shire Plc experienced a steep fall of 27% in their share prices (Yahoo Finance, 2014). The target market of Shire Plc is patients suffering from behavioural health, gastrointestinal problems and other rare diseases (Shire, 2014). Shire Plc has also developed a good brand value in the market of regenerative medicines. The target markets selected by Shire Plc hold some of the largest consumer segments in the healthcare and pharmaceutical industry (Angell, 2004). One of the core competencies of the company is the diversity in their customer offerings. The interesting fact about the management process of Shire Plc is that all their business success has primarily come from their mergers, acquisitions and alliances (Market Line, 2014). The ability to integrate the various cultures with the organisational mission and vision has gained them a unique competitive advantage that provides both cost and differentiation advantages over their competitors. However, Shire Plc is still largely dependent on their Attention Deficit Hyperactivity Disorder (ADHD) drugs for generating market revenue while other categories such as medicines related to Gastrointestinal or Hereditary Angioedema are still not able to

The Major League Baseball Players Association Essay Example for Free

The Major League Baseball Players Association Essay The Major League Baseball Players Association (MLBPA) is the union of professional baseball players in the major league. The Association plays the role of collective bargaining for all major league players and it is also the representative for players that need salary arbitration. Like any other union, MLBPA defends the rights of its members and functions in order to protect the players’ best interest. One of the attributions of the MLBPA is that of making sure that the conditions for playing are in accordance with the Association’s safety guidelines. A union of professional baseball players was necessary for promoting the interests of the players and so unions acting in the benefit of professional players were created almost from the very beginning of the history of baseball as a sport. MLBPA does not represent the first union of baseball players, as previous attempts included the Brotherhood of Professional Baseball Players (founded in 1885), Players Protective Association (1900), Fraternity of Professional Baseball Players of America (1912), or American Baseball Guild (1946) (Major League Baseball Players Association, 2007). The basis of MLBPA was set by the formation of the American Baseball Guild which was created by labor lawyer Robert Murphy (Haupert, 2003). The major change that was the outcome of the Guild was that the standard labor contract of players was changed in the benefit of the players since before this change the contracts were very much dictated by owners (Haupert, 2003). Although the Guild was unsuccessful in forming a union, it did bring a great deal of change in the way players’ contracts and rights were being handled. MLBPA is currently the baseball players’ organization and the outcome of this association is the result of the changes that took place in the unionization of baseball players. The union was formed in 1954, but it â€Å"remained in the background until the players hired Marvin Miller in 1966 to head the organization† (Haupert, 2003). This was the decisive step in the future of the union of baseball players. Miller was a former negotiator for the US steel workers and this experience was used with success in the interest of baseball players (Haupert, 2003). The leadership of Marvin Miller and his influence was very usefull for the interest of MLBPA. His skills turned out to exceed those of the owners as he managed to change the rules of the game and represent the players in gaining what was theirs. He managed to control the power that owners had on the players and trough his tough practices to make the opinion of players matter in matters of trade and such (Rockford). Miller’s leadership had a great impact on the unionization of baseball players as his lead brought the most important changes in the life of professional baseball players. Marvin Miller retired in 1984 after managing to put an end to the reserve clause, to ensure the right of free movement from team to team, to gain a great raise in the salary of baseball players (Rockford). Other important changes that were conducted and influenced by Miller’s organizational skills referred to a greater implication of the union in labor disputes, to the creation of a pension fund sponsored mainly from percentages of television revenue. But the most important accomplishment of Miller’s leadership was that the union was recognized and also the right of players to be represented in negotiations by a collective organization was also recognized (Rockford). Marvin Miller is responsible for making baseball a business profitable both for owners and players. The current leader of MLBPA, Don Fehr, was hired by Miller in 1977 as general counsel and after the retirement of Miller he was chosen by the players to represent them as executive director of MLBPA (Haupert, 2003). Fehr’s influence was noticeable for following the policies of his predecessor, continuing the road chosen by Miller. Fehr’s accomplishments are shown in his role of negotiator in collective bargaining with major league owners and in â€Å"administering contracts, grievance arbitration, and pension and health care matters† (Schwarz, 2003). His mission leading the union was even harder that expected because he was replacing a legend, the man that built the union and that had lead it successfully for such a long time. Even so, Fehr was successful in leading the union and in defending the interest of the players. â€Å"The average salary of a major leaguer has gone from $ 185,000 in 1981 to $2. 47 million in 2005. † (Cooper, 2006) MLBPA managed to use the changes made by former unions or associations of professional baseball players and managed to become today the strongest sports union around. Under the leadership of only two, but strong leaders, MLBPA has progressed greatly and this progress is first of all attributed to the leaders that had always had a coherent policy and strong faith in their mission. Perhaps the key to the success of MLBPA is that its leaders have always tried to maintain a unity among the players and by keeping them together and focused on a common goal, they could accomplish the major growth in the baseball industry. Bibliography: Cooper, J. J. , 25 for 25: Don Fehr, July 18, 2006, available at http://www. baseballamerica. com/today/majors/25thanniversary/print261957. html; Haupert, Michael. The Economic History of Major League Baseball. EH. Net Encyclopedia, edited by Robert Whaples. August 27, 2003. available at http://eh. net/encyclopedia/article/haupert. mlb; History of the Major League Baseball Players Association, available at http://mlbplayers. mlb. com/pa/info/history. jsp; Major League Baseball Players Association, 2007, available at http://en. wikipedia. org/wiki/Major_League_Baseball_Players_Association; Rockford, Warner Oliver, Marvin Miller, available at http://www. baseballlibrary. com/baseballlibrary/ballplayers/M/Miller_Marvin. stm; Schwarz, Alan, One on One: Don Fehr, July 1, 2002, available at http://www. baseballamerica. com/today/features/fehr070102. html;

What Are Unstructured And Structured Interviews Business Essay

What Are Unstructured And Structured Interviews Business Essay Before constructing business plans, it is important to probe the external environment. This takes the form of a SLEPT analysis, i.e. an investigation of the Social, Legal, Economic, Political, and Technological influences on a business. In addition it is also important to be aware of the actions of competitors. Economic changes are strictly related to social activities. Its changes that affect business include changes in the interest rate, wage rates, and the rate of inflation (i.e. general level of increase in prices). Businesses will be more encouraged to expand and take risks when economic conditions are right, e.g. low interest rates and rising demand. As conclusion, if economic changes happen to an organization, possibility it will increase or decrease quantities of manpower and cut cost / expand of overhead or expenses based on the current economic change. Workforce Changes To certify that changes are successful, organizations need to grow a workforce proficient at handling change in whatever practice it precedes. This undertaking requires not only understanding and fostering effective behaviours and attitudes, but also developing a wide-ranging organizational process infusing change agility throughout the company. A system ensuring the right organizational structures is in place and that individuals have the capabilities required at each level. Once top management provides the vision on what change is needed, the organization must then set out to develop and execute a change management plan and engage their workforce in the process. It able to evaluates the change effectiveness skills and abilities of employees by analysing the specific behaviours and characteristics needed to improve on the situation. For an example, the organisation develop Research Development department to check, analyse and provide the significant improvement for the particular changes. Question 1: The Human Resource managers job is a challenging task and requires certain proficiencies for success. Briefly explain these proficiencies which are important for a HR managers success. (10 marks) HR Proficiency: It is covered on employee recruitment, selection, training compensation on this proficiency. Business Proficiency: Human Resource Manager is responsible to assist top management for framing strategies. HR manager should be aware with strategic on planning, marketing, finance production. That knowledge will help top management to formulate new strategies for the company in term of return on investment. Leadership Proficiency: HR Manager should possess Leadership Quality. They need to have the ability to control and manage the workforce toward a specific vision. HR managers need to capture on the latest changes and lead the team as it permits. Learning Proficiency: Technologies are changing rapidly; HR manager must learn new things and need to be updated as time passes. Learning proficiency will help to manage with this changing of environment. It is good for control and provides practice for the workforce in an effective way. Question 2: Explain and illustrate the basic ways to classify selection interviews. Briefly explain how structured interviews, regardless of content, are more valid than unstructured interviews for predicting job performance? (15 marks) What are unstructured and structured interviews? Interviews can be structured or unstructured. Unstructured interview is an interviewing technique whereby the conversation can be via video call or in relaxing conversation and the questions are not specifically set. The conversation question is depending on how each individual responds. Therefore, interviewer might engage the wrong candidate determined based on unclear impressions. As conclusion, an unstructured interview is might be incur time consuming and because the information gathered from all the candidates is different, it is difficult to have a ground for comparison which is effects on reliability and validity. Structured interviews are reliable and valid structured behavioral-interviews in line with international best practice. It is involve questions which are set out and followed thoroughly. Every candidate is presented with the same questions and this ensures that each respondent has had the opportunity to reply for each question. Structured interviews have higher predictive validity. As conclusion, asking every candidate with the standardized questions and taking down relevant notes during the process can also improve validity and reliability of the interview. Structured interviews are better at predicting job performance if they are appropriately and thoroughly based on job analysis and trained interviewers are used. Structured interviews assume that intentions and actual behaviors are strongly linked. Structured interviews can also involve multiple interviewers and use well-defined rating scales with specific rating procedures. Question 2: In your opinion, can companies do without a detailed job descriptions? Defend your answer. (10 marks) Job description is a detailed list of specific duties and tasks in a company and achieve in the specific objectives. We must have a job description in the company or in an organization. Job Analysis to identify job duties, responsibilities, equipment used, work relationships and work environment. A draft of the identified job duties, responsibilities, equipment, relationships, and work environment would be reviewed with the supervisor for accuracy. The Job Analyst would then prepare a job description and/or job specifications for the workforce carry out the specific duties. It is important to create and achieve teamwork spirit in a company. Question 3: Description the reasons on the importance of new employee orientation. What are some benefits of properly conducted orientation programme to an organisation? (15 marks) THE IMPORTANCE OF NEW EMPLOYEE ORIENTATION Orientation is an introductory or preliminaries stage in the process of new employee adaptation and a part of continuous socialization process in an organization. These are the advantages to conduct a new staff orientation programme:- It allows new staff members to have a clear understanding of the organization, positions and the community. It is a good start and providing appropriate background to new staff members will do a good job over the long term and stay longer with the organization. It makes life easier for new staff members in the organization by eliminating unnecessary troubles. It encloses the new staff member into an existing social structure and helping them bond with others, at the same time helping to improve the organizational It formally welcomes new staff to the organization and ensure them have support for done a better performance. By making staff knowledgeable and well-prepared, it able to develop the organizations reputation and lead the community for better achievement. Question 3: b) In your opinion, can job rotation be the best training method to use for developing management trainees, in a bank? Defend your answer. (10 marks) Job rotation is a management technique that assigns trainees to different jobs and departments over a period. Surveys show that an increasing number of banks are using job rotation to train employees. Job rotation able to control or detect errors and frauds. It reduces the risk of collusion between individuals. Organizations dealing with sensitive information or system in a bank where there is an opportunity for personal gain can benefit by job rotation. Job rotation also helps bank continuity as multiple people are equally equipped to perform a job function. If an employee is unavailable other staffs able handle that position with similar efficiency. PART B MINI CASE STUDY Carefully read the news article below and then answer question 4 at the end of the article: Enterprise ICT industry reactions to Malaysias Budget 2013 ComputerWorld, Malaysia By AvantiKumar | Oct. 1, 2012 Addressing the talent gap On the issue of knowledgeable, creative and innovative human capital, training programmes will be developed to hone new skills in line with future needs of industry in a high-income and developed economy. For this purpose, RM3.7 billion [US$1.21 billion] will be allocated in 2013 to train students in technical and vocational fields, said Najib. He said the government would establish the Graduate Employability Taskforce with an allocation of RM200 million [US$65.38 million] to strengthen employability of unemployed graduates under Graduate Employability Blueprint by end-2012. The government will allocate RM440 million [US$143.84 million] to the Skills Development Fund Corporation (PTPK), to provide loans for trainees to undergo skills training, he said. HP Enterprise Group, South East Asia (SEA) vice president and acting general manager HP Malaysia managing director Narinder Kapoor noted the Governments continued and expanded focus on talent and human capital development. Incentives provided under Budget 2013, such as reducing the cost of learning, enhancing teaching skills in core subjects through the Higher Order Thinking Skills approach, the New Entrepreneur Foundation and the Graduate Employability Blueprint will not only help develop an entrepreneurial spirit, but also set the foundation and churn out more knowledge-based workers. Developing a bigger pool of local ICT talent with the right set of hard and soft skills that meet industry expectations will certainly help enhance Malaysias global competitiveness, said Kapoor. While the education sector focuses on improving proficiency in core subjects, more concerted efforts are needed at higher learning institutes to include course that focus on sub-specialisation within the ICT industry. Developing the right talent and human capital in ICT becomes even more important now as Digital Malaysia initiative targets to create more than 160,000 high-value jobs by the year 2020. Microsoft Malaysias managing director Ananth Lazarus commended the Malaysian governments financial prudence while remaining focused on the importance of transforming education and improving the quality of daily life. However, Microsoft Malaysia believes that more could be done to leverage ICT to achieve these goals and commits itself towards transforming Malaysia together into a high-income and developed nation, said Lazarus. It is clear that the government places a premium priority on securing the future success of the nation with more than RM41 billion [US$13.40 billion] along with various tax incentives and other allocations committed to improving the quality of education in the country. We certainly laud the governments commitment to transforming education by lending the necessary budgetary commitment to meet the aspirations outlined in the recently announced National Education Blueprint. At the same time, the governments incentives towards leveraging intellectual property appear to signal the countrys recognition that it needs to move up the value chain, he said. This is certainly a step in the right direction in achieving the countrys aspiration to become a high-income nation, said Lazarus. Autodesk Malaysia country manager Tan Choon Sang (CS Tan) said the increased encouragement to use green technology was welcomed. [In addition] in order to raise Malaysias position as a competitive market, skill-sets need to be well aligned and in order for this, the industry needs to produce a quality workforce with the right skills such as those through our Autodesk Education Community. A talented local workforce is essential to meet the current needs of a growing economy, and the future needs of a high-income and developed nation. We continue to support the governments efforts to look at human capital development holistically, with initiatives and incentives to retain top talent and develop fresh talent that are essential for the nation to remain competitive regionally and globally, said Dell Global Business Center, Cyberjaya, managing director, Pang Yee Beng. [In addition], Malaysia is a strategic country for human resources for Dell, and we place huge emphasis and investment on a people-focused strategy and talent development said Pang. We continue to support the Government in building a pool of knowledgeable, creative and innovative workforce. To this end, we have recently launched the Dell Malaysia University [DMU] that offers industry recognised certifications and degrees in collaboration with local and foreign universities, professional bodies and institutions of higher learning. Extracted source: http://www.computerworld.com.my/tech/industries/enterprise-ict-industryreactions-to-malaysias-budget-2013/?page=3 Question 4: What is your general reaction on the Malaysias Budget 2013 in terms of training and development? Justify your answer. (10 marks) Training and development is referred to the practice of providing training, working platform, coaching, monitoring, and learning chances to employees to inspire and motivate them to carry out their job functions of that position to the best level and within standards set by the organization. It may also enhance and achieve the Continuous Quality Improvement Section. On my opinion for reaction on the Malaysias Budget 2013, there are the following ways systems of care principles and values might be evident in training, development, and human resources in our community: Staff members such as children, youth and families as priorities within the community. It has set into a system of care. Life experience is considered an important fact within the systems of care. Based on the systems of care principles into training, development, and human resources functions, it able to identify the changes and ensure the progress of improvement. A culturally, linguistically, and ethnically diverse and competent staff is evident in training, development and human resources activities. Ongoing training and development occurs across all systems of care partners to enhance performance of interagency teams. Question 4: b) If you are the HR manager of your organisation, what would be the important criteria in recruiting and selecting of a potential talented candidate that you would recommend to include in Graduate Employability Blueprint that (going to) offers by the government? Discuss in detail the reason(s) for the criteria you set forward are crucial for new and unemployed graduate in Malaysia. (15 marks) In preliminary stage, HR Manager should set out job analysis and job description for recruiting purpose. It may go through advertise from local media such as Job Street, newspaper or TV channel. On selection potential talented candidate, HR Manager will take consideration on education qualification, working experience, personal skills etc. HR Manager will select suitable candidate via structured interview and eliminate wrongly recruitment. On my opinion, for new or unemployed graduate, they should allocated themselves in term of knowledge, courage, good learning attitude to attempt new challenge and well-prepared before making decision or provide solution to others.