Colon Cancer Treatment and Prevention

As representatives of the citizens of New York State, we have a responsibility to ensure that everyone has access to the highest quality health care possible. As a State Senator. I have worked aggressively to fight for increased funding for cancer education and prevention, and to improve and expand health care coverage and treatment, including legislation we are working hard to approve — the Women†s Health and Wellness Act — which would expand treatment and prevention services and insurance coverage for breast cancer and other illnesses facing women in particular. Colon cancer is currently the second leading cause of cancer deaths, followed only by lung cancer. This year, 130,200 Americans will be diagnosed with colon cancer. Nearly half, 56,300, will die from it. Focusing on expanding treatment and coverage for colon cancer is of critical importance in our continued efforts to provide greater access to preventative health care for all citizens. Because early detection is the key in fighting colon cancer and many other illnesses, it is critically important that we continue to educate people on how they can help to prevent colon cancer – by getting a colon cancer screenings like colonoscopies. Many people are apprehensive about the test itself, which is why we must continue to advocate for quality education and prevention services. One tremendous resource we have here in our region, right here in Rochester, is the University of Rochester†s Institute of Biomedical Sciences where scientists work diligently everyday to help find more effective ways to fight cancer. As the senior member of the Rochester State Legislative Delegation, I worked with my colleagues and Governor Pataki to secure $7 million in State assistance for the Institute and will continue to fight to support these important and life-saving endeavors. Certainly I support providing our health care consumers with greater access to prevention services and more expansive insurance coverage for colon cancer treatments and would encourage everyone interested in this issue to contact their State representatives to share their views and concerns.

Organisational Behaviour

CONTENT Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦1 Trends affecting the workplace †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦2 The changing workforce†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2 Workplace value and ethics †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 Interview outcome †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 Research outcome†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 8 Reference list†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 Appendix A†¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 Appendix B†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 11 Introduction Organizational behaviour knowledge is very important for everyone. It not only benefits a person as an individual, but also influences organization events. There are five organizational behaviour trends in the workplace: globalization, the changing workforce, evolving employment relationships, virtual work, and workplace values and ethics. In this essay, we will talk about two of them which are the changing workforce and workplace values and ethics. For the changing workforce, as Mcshane and Travaglione (2007) said there are primary and secondary dimensions of workforce diversity. And those diversities can present both opportunities and challenges in organization. Workplace values and ethics is a significant part of organizational behaviour trends. It can dictate people’s priorities, preferences and desires’ (Mcshane & Travaglione 2007, p 13). In order to understand these two trends better, I interviewed a manager who has six years work experience in Seven-Eleven store. During this face-to face interview, some relevant questions were asked. And the research result is quite helpful. Trends affecting the workplace 1. The cha nging workforce With the development of globalisation, workforce diversity has become one of the most important trends that affect the workforce. People who work in the same workplace may have different religion, education and work experience. And those diversities can bring opportunities and challenges to an organization. Racial diversity Ethnic and racial diversity in the workplace is a core value in organization. For example, Canada is a diverse country with a number of ethnic groups. Visible minorities account for 10 per cent of the Canadian population in 1995 and this figure is expected to double by 2015 (Demers, cite in Seymen 2006). Furthermore, Atiyyah (cited in Seymen 2006)in his work, concentrates on workforce diversity which is composed of Americans, Europeans, mainly Asian countries such as India, Pakistan, Sri Lanka, Bangladesh, Iran and Persian Gulf countries. Today,with globalisation increasingly happening , majority of organisation have seen multicultural background employees as a important part of success in this highly diversified society. The advantage of having a multi cultural group of employees in an organization is it broadens an organization’s view as they exchange ideas and opinions, working towards making a better and more effective business decision. However a diversified organization also has its disadvantage. One of the problems to overcome is cross-cultural communication. For members of different culture, they interpret certain words, actions or signals differently. As Karoc-kakabadse and kouzmin (2001) highlights that different cultures have different understanding regarding the interaction process and the different style of dialogues. Some misunderstanding could occur due to different interpretation and cause workplace disagreements Therefore in a diversified environment, it is important to practice cultural awareness as to avoid misinterpretation which could lead to unproductive working attitudes within an organization. Women in workforce Compare to the many years ago, woman in the workforce have increased intensively. Women have proven to be better at managing staff in an organization as they are more people-orientated. As Mcshane and Travaglione (2007) suggest that compared to male managers, woman managers are more relationship orientated and adopt a stronger emphasis on teams and employee involvement. However in many occasion, woman have stronger family commitment compared to men. Therefore higher percentages of main position in organization are mostly men. On the other hand, woman have been increasingly joining the workforce as many organization have better working conditions offered to woman such as longer maternity leave and in some organizations, childcare services are introduced to help woman return to the workforce after childbirth. Generational diversity Generational diversity could present opportunities as well as challenges in an organization(Mcshane & Travaglione 2007). Basically, generation X and generation Y has different work values as generation X go for job security while generation Y goes more for job satisfaction, status and social involvement(Cinnamo & Gardner 2008). By understanding generational diversity, it could help to identify employees’ needs, in turn managers or employers could come up with organization policies that matches those needs which could result in better job satisfaction and also low employee turnover. Employee turnover disadvantages an organisation as recruitment cost time, effort and money. And retaining employees with experiences, and training employees giving them more skills could in turn help the organization reach greater heights. Advantages of generational diversity could be improved decision making and team performance on complex tasks. In a diverse society, a diverse workforce would provide a better customer service too. This is one of the reasons why some organizations choose employees of diversified backgrounds and generations. 2Workplace value and ethics Importance of values in workplace McDonald and Zepp (2007) define values as the embodiment of what an organization stands for, and should be the basis for the behaviour of its members. Value and ethics guide employees’ actions, behaviours and making decisions. The influence of family, religion , community will determine individual values, Within an organization, when employees have clash of values , It becomes very difficult for them to work together , therefore having a set of organization work policy is very important , it defines the appropriate ethics and values that employees should have. With increasing cultural diversity these days, it is very important to find shared values that majority in an organization believe in, to promote harmony and also increase efficiency as they work together. However due to society diversity, ethical conflict could occur. As Wartick and Wood (1998) defines ethical conflicts as dissonances among principles of right among principles of wrong. At a workplace, it is common to come across ethical conflict whereby both parties reckon they are right in their own way, making decision to the benefit of the organisation. In this situation, conflict resolution comes in, where they should together and put their differences aside, and come up with an ideal solution. Corporate social responsibility Corporate social responsible is the organization’s moral obligation towards all of its stakeholders. Otherwise as Kotler and Lee (2005) define corporate responsible is a commitment to improve community well-being through discretionary business practices and contributions of corporate resources. This refers to a voluntary commitment a business is making in choosing an implementing these practices rather than mandated by law or by other ethical issues. Big organizations like Westpac and McDonalds practice corporate social responsible. First and foremost, due to their finance ability, and also to its massive marketing campaigns which due to influences the public. According to Macdonald CSR report 2007, over the years, they have been involved in caring for the environment, contribution to the Australian economy, practicing food safety and responsible marketing, and also giving scholarship and grants to children. In recent years, organizations are no longer after just profit-making, corporate social responsible is getting more and more businesses attention. Interview outcome In order to under to understand these two trends better, a manager of Severn-Eleven who has six year experience has been interviewed. During the face-to-face interview, ten relevant questions were asked. Here is the interview outcome. The changing workforce a) What do you think is changing workforce? I think changing workforce is the replacement of skilled labour, and training employees when the situation is required. b) Do you think the changing workforce is important in the workplace? Yes. I think it is important in a workplace. c) Why do you think it is/or is not? With demands around us constantly changing, it is important for us to prepare ourselves with skills, knowledge that is needed to cope with these changes. If not it will be difficult for our business to compete in this harsh and competitive environment. d) What factors do you think can affect the changing workforce? Technology advance could affect the changing workforce. e) Is there cultural diversity within your employees? Why yes/no? Yes, I employ a mixture of races of employees within my organsation, and they get along pretty well. I chose employees from different background mainly because of the multi-cultural environment we have in Victoria, and also the ideas they be able to exchange as they work together. Workplace values and ethics a) What do you think are ethical values? Ethical values are what one think is right or wrong and it guides one’s actions. For example, here in 7-Eleven ethical principles are those tell the truth, take complaints seriously, treat customers and employees fairly and so on. b) Do you think ethical values are important in the workplace? Yes, it is important. ) Why do you think they are/or are not? They provide behaviour rules that can control one’s thoughts and actions. They can affect one’s decision making and organization’s operation. d) What factors do you think have affected the way we think about ethical behaviour at work? It may be past work experience, cultural practices and family influences. e) Do you think people’s ethical behaviour at wo rk is affected by what their colleagues or superiors are doing? Yes, as the working environment of a person could directly affect a person’s decision and actions. Research outcome According to this interview, it is evident that employers find the need for employees continue acquiring skills to keep up with the changing workforce. As technology advances, it increases challenges in the workplace. For example machines and computers replacing human labour. Uren (2009) stated during recession, women, by contrast, have done better in the services sector of the economy, which is not as severely affected by recessions as manufacturing. As intangible service can only be provide by human labour. When equipped with skills, it is not difficult to cope with the changing workforce. Generally there is agreement about the trends compared to the interview results as the employer interviewed emphasized about inquiring new skills, and also supports cultural diversity within her chosen employees. Upon entering an organisation, ethics and value do affect an employee’s attitude and judgment, however his or her values could be shaped by religion, family upbringing, past experiences, therefore it is something hard to change. Corporate social responsibility educates and affects not only the organisation’s external environment; it affects the internal environment as well. Employees could learn proper way ethics on the way, as the organisation carry out campaigns, and it could guide the employees, giving them the ability and knowledge to help the public and needy and cutting down on environmental harm. Upon reflecting, the results we have got from the interview were useful and also highlight the importance of the changing workforce and ethics and values in organsations. We would have a better idea of what to expect when u enter the workforce. My new knowledge would influence me to develop cultural awareness in this multi-cultural environment, and also to keep up with changes, by learning new skills on the way. Conclusion From the above literature review, we could conclude that generational and cultural diversity may not be a bad thing, it broadens employees’ views and prospects, allows them to exchange ideas and interact , bringing out better opportunities in the global market. However, there are its short-comings, like ethics and value conflict and also cross-cultural communication problems. These could lead to major issue like misinterpretation of information and employee conflicts, which could affect employee’s performance and productivity. In recent years, there are increasing women joining the workforce, furthermore, occupying main position in organisation. In some situations, women have proved to be better managers than men, as they use a more interactive style of management, and more sensitive to employee’s needs. When employees’ needs are fulfill, they are more likely to feel job satisfaction. Corporation social responsible are getting more organization attention and participation as it provides marketing purpose, and also educating the public with minimizing environmental harm and helping the needy. Compared to the past, organisations are not just for making profit, but also responsible to the public. Reference list Cennamo, L and Gardner, D 2008, ‘Generational differences in work values, outcomes and person-organization values fit’, Journal of Managerial Psychology, vol 23, no. 8, pp 891-906. Karoc-Kakabadse, N. and Kouzmin, A. (2001), ‘Low- and high-context communication patterns: towards mapping cross-cultural encounters’, Cross Cultural Management, vol. 8, no. 2, pp. 3-24. Kotler, P and Lee, N, 2005, Corporate social responsibility: doing the most good for your company and your cause, John Wiley and Sons, AUS Mcdonalds, G and Zepp, R 1989, ‘Business ethics: practical proposal’, Journal of Management Development, vol 8, no 1, pp 55-66. McDonald’s 2007, McDonald’s Australia Corporate Social Responsibility Report, McDonald’s, Australia, viewed on 31 Mar 2009. Mcshane, S and Travaglione T, 2007, Organisational Behaviour on the Pacific Rim, 2ed, McGraw-Hill, AUS Seymen, O 2006, ‘The cultural diversity phenomenon in organisations and different approaches for effective cultural diversity management: a literary review’, Cross Culture Management, vol 13, no 4, pp 296-315. Uren, D 2009, ‘One in four workers to go on welfare’, The Australia, 31 Mar, pp, 6. Wartick, S and Wood D, 1998, International business and society, Wiley-Blackwell, US Appendix A Interview Questions The changing workforce a) What do you think is changing workforce? b) Do you think the changing workforce is important in the workplace? c) Why do you think it is/or is not? d) What factors do you think can affect the changing workforce? e) Is there cultural diversity within your employees? Why yes/no? Workplace values and ethics a) What do you think are ethical values? b) Do you think ethical values are important in the workplace? ) Why do you think they are/or are not? d) What factors do you think have affected the way we think about ethical behaviour at work? e) Do you think people’s ethical behaviour at work is affected by what their colleagues or superiors are doing? Appendix B Summary Globalisation has brought challenges and opportunities to the workplace. In th e multi-cultural working environment, there are opportunities to learn more from people from diversified backgrounds, which encourages creativity and exchange of ideas. Challenges could be conflicts due to misinterpretation of message, and also cultural differences. An offensive action or word may not mean to be offensive to another person. Misinterpretation could lead to conflict within the organisation, and unrest in a workplace. Therefore active listening and cultural awareness should be practice in a workplace. Misinterpretation could also lead to inefficiency at work. Changing workforce could be due to technology advance whereby employees should continuously learning skills to cope with the changes. With inappropriate skills, it could lead to inefficient completion of task, and also affects organisation’s productivity. Workplace value and ethics could be a challenge as well, as everyone is different. Different individuals have different values and ethic affecting their decisions and action. Value and ethics of an individual are shaped from past experiences, family upbringing, schooling and religion. Therefore it is something very hard to change. But in a workplace, it is inevitable to work with individuals of different ethics and values. And in serious cases, there could be ethic and value conflicts which could slow down teamwork’s progress. Therefore it is important to always communication and listen to sort the best way out when a problem occur. Corporate social responsibility is getting the attention of many organsations now. Compared to many years ago, organisation now is not just about making profit. They are more concern about environmental harms, people who need help and also responsible marketing and advertising. For example McDonalds which does community work, do clean ups for the environment, discourage wastage, and helping the needy. Most importantly, they engaged in responsible marketing, where they care the food they produce to sell, the health issues and also obesity issues linked to their products. Organisational Behaviour CONTENT Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦1 Trends affecting the workplace †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦2 The changing workforce†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2 Workplace value and ethics †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 Interview outcome †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 Research outcome†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 8 Reference list†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 Appendix A†¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 Appendix B†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 11 Introduction Organizational behaviour knowledge is very important for everyone. It not only benefits a person as an individual, but also influences organization events. There are five organizational behaviour trends in the workplace: globalization, the changing workforce, evolving employment relationships, virtual work, and workplace values and ethics. In this essay, we will talk about two of them which are the changing workforce and workplace values and ethics. For the changing workforce, as Mcshane and Travaglione (2007) said there are primary and secondary dimensions of workforce diversity. And those diversities can present both opportunities and challenges in organization. Workplace values and ethics is a significant part of organizational behaviour trends. It can dictate people’s priorities, preferences and desires’ (Mcshane & Travaglione 2007, p 13). In order to understand these two trends better, I interviewed a manager who has six years work experience in Seven-Eleven store. During this face-to face interview, some relevant questions were asked. And the research result is quite helpful. Trends affecting the workplace 1. The cha nging workforce With the development of globalisation, workforce diversity has become one of the most important trends that affect the workforce. People who work in the same workplace may have different religion, education and work experience. And those diversities can bring opportunities and challenges to an organization. Racial diversity Ethnic and racial diversity in the workplace is a core value in organization. For example, Canada is a diverse country with a number of ethnic groups. Visible minorities account for 10 per cent of the Canadian population in 1995 and this figure is expected to double by 2015 (Demers, cite in Seymen 2006). Furthermore, Atiyyah (cited in Seymen 2006)in his work, concentrates on workforce diversity which is composed of Americans, Europeans, mainly Asian countries such as India, Pakistan, Sri Lanka, Bangladesh, Iran and Persian Gulf countries. Today,with globalisation increasingly happening , majority of organisation have seen multicultural background employees as a important part of success in this highly diversified society. The advantage of having a multi cultural group of employees in an organization is it broadens an organization’s view as they exchange ideas and opinions, working towards making a better and more effective business decision. However a diversified organization also has its disadvantage. One of the problems to overcome is cross-cultural communication. For members of different culture, they interpret certain words, actions or signals differently. As Karoc-kakabadse and kouzmin (2001) highlights that different cultures have different understanding regarding the interaction process and the different style of dialogues. Some misunderstanding could occur due to different interpretation and cause workplace disagreements Therefore in a diversified environment, it is important to practice cultural awareness as to avoid misinterpretation which could lead to unproductive working attitudes within an organization. Women in workforce Compare to the many years ago, woman in the workforce have increased intensively. Women have proven to be better at managing staff in an organization as they are more people-orientated. As Mcshane and Travaglione (2007) suggest that compared to male managers, woman managers are more relationship orientated and adopt a stronger emphasis on teams and employee involvement. However in many occasion, woman have stronger family commitment compared to men. Therefore higher percentages of main position in organization are mostly men. On the other hand, woman have been increasingly joining the workforce as many organization have better working conditions offered to woman such as longer maternity leave and in some organizations, childcare services are introduced to help woman return to the workforce after childbirth. Generational diversity Generational diversity could present opportunities as well as challenges in an organization(Mcshane & Travaglione 2007). Basically, generation X and generation Y has different work values as generation X go for job security while generation Y goes more for job satisfaction, status and social involvement(Cinnamo & Gardner 2008). By understanding generational diversity, it could help to identify employees’ needs, in turn managers or employers could come up with organization policies that matches those needs which could result in better job satisfaction and also low employee turnover. Employee turnover disadvantages an organisation as recruitment cost time, effort and money. And retaining employees with experiences, and training employees giving them more skills could in turn help the organization reach greater heights. Advantages of generational diversity could be improved decision making and team performance on complex tasks. In a diverse society, a diverse workforce would provide a better customer service too. This is one of the reasons why some organizations choose employees of diversified backgrounds and generations. 2Workplace value and ethics Importance of values in workplace McDonald and Zepp (2007) define values as the embodiment of what an organization stands for, and should be the basis for the behaviour of its members. Value and ethics guide employees’ actions, behaviours and making decisions. The influence of family, religion , community will determine individual values, Within an organization, when employees have clash of values , It becomes very difficult for them to work together , therefore having a set of organization work policy is very important , it defines the appropriate ethics and values that employees should have. With increasing cultural diversity these days, it is very important to find shared values that majority in an organization believe in, to promote harmony and also increase efficiency as they work together. However due to society diversity, ethical conflict could occur. As Wartick and Wood (1998) defines ethical conflicts as dissonances among principles of right among principles of wrong. At a workplace, it is common to come across ethical conflict whereby both parties reckon they are right in their own way, making decision to the benefit of the organisation. In this situation, conflict resolution comes in, where they should together and put their differences aside, and come up with an ideal solution. Corporate social responsibility Corporate social responsible is the organization’s moral obligation towards all of its stakeholders. Otherwise as Kotler and Lee (2005) define corporate responsible is a commitment to improve community well-being through discretionary business practices and contributions of corporate resources. This refers to a voluntary commitment a business is making in choosing an implementing these practices rather than mandated by law or by other ethical issues. Big organizations like Westpac and McDonalds practice corporate social responsible. First and foremost, due to their finance ability, and also to its massive marketing campaigns which due to influences the public. According to Macdonald CSR report 2007, over the years, they have been involved in caring for the environment, contribution to the Australian economy, practicing food safety and responsible marketing, and also giving scholarship and grants to children. In recent years, organizations are no longer after just profit-making, corporate social responsible is getting more and more businesses attention. Interview outcome In order to under to understand these two trends better, a manager of Severn-Eleven who has six year experience has been interviewed. During the face-to-face interview, ten relevant questions were asked. Here is the interview outcome. The changing workforce a) What do you think is changing workforce? I think changing workforce is the replacement of skilled labour, and training employees when the situation is required. b) Do you think the changing workforce is important in the workplace? Yes. I think it is important in a workplace. c) Why do you think it is/or is not? With demands around us constantly changing, it is important for us to prepare ourselves with skills, knowledge that is needed to cope with these changes. If not it will be difficult for our business to compete in this harsh and competitive environment. d) What factors do you think can affect the changing workforce? Technology advance could affect the changing workforce. e) Is there cultural diversity within your employees? Why yes/no? Yes, I employ a mixture of races of employees within my organsation, and they get along pretty well. I chose employees from different background mainly because of the multi-cultural environment we have in Victoria, and also the ideas they be able to exchange as they work together. Workplace values and ethics a) What do you think are ethical values? Ethical values are what one think is right or wrong and it guides one’s actions. For example, here in 7-Eleven ethical principles are those tell the truth, take complaints seriously, treat customers and employees fairly and so on. b) Do you think ethical values are important in the workplace? Yes, it is important. ) Why do you think they are/or are not? They provide behaviour rules that can control one’s thoughts and actions. They can affect one’s decision making and organization’s operation. d) What factors do you think have affected the way we think about ethical behaviour at work? It may be past work experience, cultural practices and family influences. e) Do you think people’s ethical behaviour at wo rk is affected by what their colleagues or superiors are doing? Yes, as the working environment of a person could directly affect a person’s decision and actions. Research outcome According to this interview, it is evident that employers find the need for employees continue acquiring skills to keep up with the changing workforce. As technology advances, it increases challenges in the workplace. For example machines and computers replacing human labour. Uren (2009) stated during recession, women, by contrast, have done better in the services sector of the economy, which is not as severely affected by recessions as manufacturing. As intangible service can only be provide by human labour. When equipped with skills, it is not difficult to cope with the changing workforce. Generally there is agreement about the trends compared to the interview results as the employer interviewed emphasized about inquiring new skills, and also supports cultural diversity within her chosen employees. Upon entering an organisation, ethics and value do affect an employee’s attitude and judgment, however his or her values could be shaped by religion, family upbringing, past experiences, therefore it is something hard to change. Corporate social responsibility educates and affects not only the organisation’s external environment; it affects the internal environment as well. Employees could learn proper way ethics on the way, as the organisation carry out campaigns, and it could guide the employees, giving them the ability and knowledge to help the public and needy and cutting down on environmental harm. Upon reflecting, the results we have got from the interview were useful and also highlight the importance of the changing workforce and ethics and values in organsations. We would have a better idea of what to expect when u enter the workforce. My new knowledge would influence me to develop cultural awareness in this multi-cultural environment, and also to keep up with changes, by learning new skills on the way. Conclusion From the above literature review, we could conclude that generational and cultural diversity may not be a bad thing, it broadens employees’ views and prospects, allows them to exchange ideas and interact , bringing out better opportunities in the global market. However, there are its short-comings, like ethics and value conflict and also cross-cultural communication problems. These could lead to major issue like misinterpretation of information and employee conflicts, which could affect employee’s performance and productivity. In recent years, there are increasing women joining the workforce, furthermore, occupying main position in organisation. In some situations, women have proved to be better managers than men, as they use a more interactive style of management, and more sensitive to employee’s needs. When employees’ needs are fulfill, they are more likely to feel job satisfaction. Corporation social responsible are getting more organization attention and participation as it provides marketing purpose, and also educating the public with minimizing environmental harm and helping the needy. Compared to the past, organisations are not just for making profit, but also responsible to the public. Reference list Cennamo, L and Gardner, D 2008, ‘Generational differences in work values, outcomes and person-organization values fit’, Journal of Managerial Psychology, vol 23, no. 8, pp 891-906. Karoc-Kakabadse, N. and Kouzmin, A. (2001), ‘Low- and high-context communication patterns: towards mapping cross-cultural encounters’, Cross Cultural Management, vol. 8, no. 2, pp. 3-24. Kotler, P and Lee, N, 2005, Corporate social responsibility: doing the most good for your company and your cause, John Wiley and Sons, AUS Mcdonalds, G and Zepp, R 1989, ‘Business ethics: practical proposal’, Journal of Management Development, vol 8, no 1, pp 55-66. McDonald’s 2007, McDonald’s Australia Corporate Social Responsibility Report, McDonald’s, Australia, viewed on 31 Mar 2009. Mcshane, S and Travaglione T, 2007, Organisational Behaviour on the Pacific Rim, 2ed, McGraw-Hill, AUS Seymen, O 2006, ‘The cultural diversity phenomenon in organisations and different approaches for effective cultural diversity management: a literary review’, Cross Culture Management, vol 13, no 4, pp 296-315. Uren, D 2009, ‘One in four workers to go on welfare’, The Australia, 31 Mar, pp, 6. Wartick, S and Wood D, 1998, International business and society, Wiley-Blackwell, US Appendix A Interview Questions The changing workforce a) What do you think is changing workforce? b) Do you think the changing workforce is important in the workplace? c) Why do you think it is/or is not? d) What factors do you think can affect the changing workforce? e) Is there cultural diversity within your employees? Why yes/no? Workplace values and ethics a) What do you think are ethical values? b) Do you think ethical values are important in the workplace? ) Why do you think they are/or are not? d) What factors do you think have affected the way we think about ethical behaviour at work? e) Do you think people’s ethical behaviour at work is affected by what their colleagues or superiors are doing? Appendix B Summary Globalisation has brought challenges and opportunities to the workplace. In th e multi-cultural working environment, there are opportunities to learn more from people from diversified backgrounds, which encourages creativity and exchange of ideas. Challenges could be conflicts due to misinterpretation of message, and also cultural differences. An offensive action or word may not mean to be offensive to another person. Misinterpretation could lead to conflict within the organisation, and unrest in a workplace. Therefore active listening and cultural awareness should be practice in a workplace. Misinterpretation could also lead to inefficiency at work. Changing workforce could be due to technology advance whereby employees should continuously learning skills to cope with the changes. With inappropriate skills, it could lead to inefficient completion of task, and also affects organisation’s productivity. Workplace value and ethics could be a challenge as well, as everyone is different. Different individuals have different values and ethic affecting their decisions and action. Value and ethics of an individual are shaped from past experiences, family upbringing, schooling and religion. Therefore it is something very hard to change. But in a workplace, it is inevitable to work with individuals of different ethics and values. And in serious cases, there could be ethic and value conflicts which could slow down teamwork’s progress. Therefore it is important to always communication and listen to sort the best way out when a problem occur. Corporate social responsibility is getting the attention of many organsations now. Compared to many years ago, organisation now is not just about making profit. They are more concern about environmental harms, people who need help and also responsible marketing and advertising. For example McDonalds which does community work, do clean ups for the environment, discourage wastage, and helping the needy. Most importantly, they engaged in responsible marketing, where they care the food they produce to sell, the health issues and also obesity issues linked to their products. Organisational Behaviour CONTENT Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦1 Trends affecting the workplace †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦2 The changing workforce†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2 Workplace value and ethics †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 Interview outcome †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 Research outcome†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 8 Reference list†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 Appendix A†¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 Appendix B†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 11 Introduction Organizational behaviour knowledge is very important for everyone. It not only benefits a person as an individual, but also influences organization events. There are five organizational behaviour trends in the workplace: globalization, the changing workforce, evolving employment relationships, virtual work, and workplace values and ethics. In this essay, we will talk about two of them which are the changing workforce and workplace values and ethics. For the changing workforce, as Mcshane and Travaglione (2007) said there are primary and secondary dimensions of workforce diversity. And those diversities can present both opportunities and challenges in organization. Workplace values and ethics is a significant part of organizational behaviour trends. It can dictate people’s priorities, preferences and desires’ (Mcshane & Travaglione 2007, p 13). In order to understand these two trends better, I interviewed a manager who has six years work experience in Seven-Eleven store. During this face-to face interview, some relevant questions were asked. And the research result is quite helpful. Trends affecting the workplace 1. The cha nging workforce With the development of globalisation, workforce diversity has become one of the most important trends that affect the workforce. People who work in the same workplace may have different religion, education and work experience. And those diversities can bring opportunities and challenges to an organization. Racial diversity Ethnic and racial diversity in the workplace is a core value in organization. For example, Canada is a diverse country with a number of ethnic groups. Visible minorities account for 10 per cent of the Canadian population in 1995 and this figure is expected to double by 2015 (Demers, cite in Seymen 2006). Furthermore, Atiyyah (cited in Seymen 2006)in his work, concentrates on workforce diversity which is composed of Americans, Europeans, mainly Asian countries such as India, Pakistan, Sri Lanka, Bangladesh, Iran and Persian Gulf countries. Today,with globalisation increasingly happening , majority of organisation have seen multicultural background employees as a important part of success in this highly diversified society. The advantage of having a multi cultural group of employees in an organization is it broadens an organization’s view as they exchange ideas and opinions, working towards making a better and more effective business decision. However a diversified organization also has its disadvantage. One of the problems to overcome is cross-cultural communication. For members of different culture, they interpret certain words, actions or signals differently. As Karoc-kakabadse and kouzmin (2001) highlights that different cultures have different understanding regarding the interaction process and the different style of dialogues. Some misunderstanding could occur due to different interpretation and cause workplace disagreements Therefore in a diversified environment, it is important to practice cultural awareness as to avoid misinterpretation which could lead to unproductive working attitudes within an organization. Women in workforce Compare to the many years ago, woman in the workforce have increased intensively. Women have proven to be better at managing staff in an organization as they are more people-orientated. As Mcshane and Travaglione (2007) suggest that compared to male managers, woman managers are more relationship orientated and adopt a stronger emphasis on teams and employee involvement. However in many occasion, woman have stronger family commitment compared to men. Therefore higher percentages of main position in organization are mostly men. On the other hand, woman have been increasingly joining the workforce as many organization have better working conditions offered to woman such as longer maternity leave and in some organizations, childcare services are introduced to help woman return to the workforce after childbirth. Generational diversity Generational diversity could present opportunities as well as challenges in an organization(Mcshane & Travaglione 2007). Basically, generation X and generation Y has different work values as generation X go for job security while generation Y goes more for job satisfaction, status and social involvement(Cinnamo & Gardner 2008). By understanding generational diversity, it could help to identify employees’ needs, in turn managers or employers could come up with organization policies that matches those needs which could result in better job satisfaction and also low employee turnover. Employee turnover disadvantages an organisation as recruitment cost time, effort and money. And retaining employees with experiences, and training employees giving them more skills could in turn help the organization reach greater heights. Advantages of generational diversity could be improved decision making and team performance on complex tasks. In a diverse society, a diverse workforce would provide a better customer service too. This is one of the reasons why some organizations choose employees of diversified backgrounds and generations. 2Workplace value and ethics Importance of values in workplace McDonald and Zepp (2007) define values as the embodiment of what an organization stands for, and should be the basis for the behaviour of its members. Value and ethics guide employees’ actions, behaviours and making decisions. The influence of family, religion , community will determine individual values, Within an organization, when employees have clash of values , It becomes very difficult for them to work together , therefore having a set of organization work policy is very important , it defines the appropriate ethics and values that employees should have. With increasing cultural diversity these days, it is very important to find shared values that majority in an organization believe in, to promote harmony and also increase efficiency as they work together. However due to society diversity, ethical conflict could occur. As Wartick and Wood (1998) defines ethical conflicts as dissonances among principles of right among principles of wrong. At a workplace, it is common to come across ethical conflict whereby both parties reckon they are right in their own way, making decision to the benefit of the organisation. In this situation, conflict resolution comes in, where they should together and put their differences aside, and come up with an ideal solution. Corporate social responsibility Corporate social responsible is the organization’s moral obligation towards all of its stakeholders. Otherwise as Kotler and Lee (2005) define corporate responsible is a commitment to improve community well-being through discretionary business practices and contributions of corporate resources. This refers to a voluntary commitment a business is making in choosing an implementing these practices rather than mandated by law or by other ethical issues. Big organizations like Westpac and McDonalds practice corporate social responsible. First and foremost, due to their finance ability, and also to its massive marketing campaigns which due to influences the public. According to Macdonald CSR report 2007, over the years, they have been involved in caring for the environment, contribution to the Australian economy, practicing food safety and responsible marketing, and also giving scholarship and grants to children. In recent years, organizations are no longer after just profit-making, corporate social responsible is getting more and more businesses attention. Interview outcome In order to under to understand these two trends better, a manager of Severn-Eleven who has six year experience has been interviewed. During the face-to-face interview, ten relevant questions were asked. Here is the interview outcome. The changing workforce a) What do you think is changing workforce? I think changing workforce is the replacement of skilled labour, and training employees when the situation is required. b) Do you think the changing workforce is important in the workplace? Yes. I think it is important in a workplace. c) Why do you think it is/or is not? With demands around us constantly changing, it is important for us to prepare ourselves with skills, knowledge that is needed to cope with these changes. If not it will be difficult for our business to compete in this harsh and competitive environment. d) What factors do you think can affect the changing workforce? Technology advance could affect the changing workforce. e) Is there cultural diversity within your employees? Why yes/no? Yes, I employ a mixture of races of employees within my organsation, and they get along pretty well. I chose employees from different background mainly because of the multi-cultural environment we have in Victoria, and also the ideas they be able to exchange as they work together. Workplace values and ethics a) What do you think are ethical values? Ethical values are what one think is right or wrong and it guides one’s actions. For example, here in 7-Eleven ethical principles are those tell the truth, take complaints seriously, treat customers and employees fairly and so on. b) Do you think ethical values are important in the workplace? Yes, it is important. ) Why do you think they are/or are not? They provide behaviour rules that can control one’s thoughts and actions. They can affect one’s decision making and organization’s operation. d) What factors do you think have affected the way we think about ethical behaviour at work? It may be past work experience, cultural practices and family influences. e) Do you think people’s ethical behaviour at wo rk is affected by what their colleagues or superiors are doing? Yes, as the working environment of a person could directly affect a person’s decision and actions. Research outcome According to this interview, it is evident that employers find the need for employees continue acquiring skills to keep up with the changing workforce. As technology advances, it increases challenges in the workplace. For example machines and computers replacing human labour. Uren (2009) stated during recession, women, by contrast, have done better in the services sector of the economy, which is not as severely affected by recessions as manufacturing. As intangible service can only be provide by human labour. When equipped with skills, it is not difficult to cope with the changing workforce. Generally there is agreement about the trends compared to the interview results as the employer interviewed emphasized about inquiring new skills, and also supports cultural diversity within her chosen employees. Upon entering an organisation, ethics and value do affect an employee’s attitude and judgment, however his or her values could be shaped by religion, family upbringing, past experiences, therefore it is something hard to change. Corporate social responsibility educates and affects not only the organisation’s external environment; it affects the internal environment as well. Employees could learn proper way ethics on the way, as the organisation carry out campaigns, and it could guide the employees, giving them the ability and knowledge to help the public and needy and cutting down on environmental harm. Upon reflecting, the results we have got from the interview were useful and also highlight the importance of the changing workforce and ethics and values in organsations. We would have a better idea of what to expect when u enter the workforce. My new knowledge would influence me to develop cultural awareness in this multi-cultural environment, and also to keep up with changes, by learning new skills on the way. Conclusion From the above literature review, we could conclude that generational and cultural diversity may not be a bad thing, it broadens employees’ views and prospects, allows them to exchange ideas and interact , bringing out better opportunities in the global market. However, there are its short-comings, like ethics and value conflict and also cross-cultural communication problems. These could lead to major issue like misinterpretation of information and employee conflicts, which could affect employee’s performance and productivity. In recent years, there are increasing women joining the workforce, furthermore, occupying main position in organisation. In some situations, women have proved to be better managers than men, as they use a more interactive style of management, and more sensitive to employee’s needs. When employees’ needs are fulfill, they are more likely to feel job satisfaction. Corporation social responsible are getting more organization attention and participation as it provides marketing purpose, and also educating the public with minimizing environmental harm and helping the needy. Compared to the past, organisations are not just for making profit, but also responsible to the public. Reference list Cennamo, L and Gardner, D 2008, ‘Generational differences in work values, outcomes and person-organization values fit’, Journal of Managerial Psychology, vol 23, no. 8, pp 891-906. Karoc-Kakabadse, N. and Kouzmin, A. (2001), ‘Low- and high-context communication patterns: towards mapping cross-cultural encounters’, Cross Cultural Management, vol. 8, no. 2, pp. 3-24. Kotler, P and Lee, N, 2005, Corporate social responsibility: doing the most good for your company and your cause, John Wiley and Sons, AUS Mcdonalds, G and Zepp, R 1989, ‘Business ethics: practical proposal’, Journal of Management Development, vol 8, no 1, pp 55-66. McDonald’s 2007, McDonald’s Australia Corporate Social Responsibility Report, McDonald’s, Australia, viewed on 31 Mar 2009. Mcshane, S and Travaglione T, 2007, Organisational Behaviour on the Pacific Rim, 2ed, McGraw-Hill, AUS Seymen, O 2006, ‘The cultural diversity phenomenon in organisations and different approaches for effective cultural diversity management: a literary review’, Cross Culture Management, vol 13, no 4, pp 296-315. Uren, D 2009, ‘One in four workers to go on welfare’, The Australia, 31 Mar, pp, 6. Wartick, S and Wood D, 1998, International business and society, Wiley-Blackwell, US Appendix A Interview Questions The changing workforce a) What do you think is changing workforce? b) Do you think the changing workforce is important in the workplace? c) Why do you think it is/or is not? d) What factors do you think can affect the changing workforce? e) Is there cultural diversity within your employees? Why yes/no? Workplace values and ethics a) What do you think are ethical values? b) Do you think ethical values are important in the workplace? ) Why do you think they are/or are not? d) What factors do you think have affected the way we think about ethical behaviour at work? e) Do you think people’s ethical behaviour at work is affected by what their colleagues or superiors are doing? Appendix B Summary Globalisation has brought challenges and opportunities to the workplace. In th e multi-cultural working environment, there are opportunities to learn more from people from diversified backgrounds, which encourages creativity and exchange of ideas. Challenges could be conflicts due to misinterpretation of message, and also cultural differences. An offensive action or word may not mean to be offensive to another person. Misinterpretation could lead to conflict within the organisation, and unrest in a workplace. Therefore active listening and cultural awareness should be practice in a workplace. Misinterpretation could also lead to inefficiency at work. Changing workforce could be due to technology advance whereby employees should continuously learning skills to cope with the changes. With inappropriate skills, it could lead to inefficient completion of task, and also affects organisation’s productivity. Workplace value and ethics could be a challenge as well, as everyone is different. Different individuals have different values and ethic affecting their decisions and action. Value and ethics of an individual are shaped from past experiences, family upbringing, schooling and religion. Therefore it is something very hard to change. But in a workplace, it is inevitable to work with individuals of different ethics and values. And in serious cases, there could be ethic and value conflicts which could slow down teamwork’s progress. Therefore it is important to always communication and listen to sort the best way out when a problem occur. Corporate social responsibility is getting the attention of many organsations now. Compared to many years ago, organisation now is not just about making profit. They are more concern about environmental harms, people who need help and also responsible marketing and advertising. For example McDonalds which does community work, do clean ups for the environment, discourage wastage, and helping the needy. Most importantly, they engaged in responsible marketing, where they care the food they produce to sell, the health issues and also obesity issues linked to their products.

Anti Terrorism Legislation May Infringe Human Rights

Anti Terrorism Legislation May Infringe Human Rights Disclaimer: This work has been submitted by a student. This is not an example of the work produced by our Law Essay Writing Service . You can view samples of our professional work here . Anti Terrorism Legislation May Infringe Human Right UK Anti- terrorism legislation of the past decade has been a passionately debated topic both within the media and the legislature itself. On one hand, it is argued that any nation should indeed encompass the ability to prevent any terrorist atrocity carried out against its people even if it is at the cost of human rights infringement. On the other hand, a tax on civil liberties has often been deemed an atrocity within its own rights and the recent influx of legislation has done nothing other than help with the evolution of global terrorism.   [ 1 ]    That the horrific events of September 11th 2001 changed the face of Terrorism is not at all in doubt. It was the end of the terrorism the world once knew as guerrilla violence for political gain. The violence administered on the New York skyscrapers was an unprecedented act which prompted an unprecedented reaction. Legislation in relation to terrorism in the UK was eagerly debat ed and following the 7th July 2005 it was accepted that the UK were not immune to attack thus facilitating the new legislation into position. Though anti-terrorist legislation has long existed in the UK and, much of which, has been incorporated within the recent developments, many new offences have also emerged creating a shift in the balance of power between the public and those forces responsible for administering the new legislation. Naturally there has been a significant increase in relation to the scope of police powers. Furthermore, the ‘Intelligence Communities’   [ 2 ]   have also capitalised in the power shift, especially in relation to covert intelligence gathering. To venture further into the effects of the recent developments to the legislation, it is important to analyse the current framework. A natural point of focus would be the definition of terrorist activity. Section 1 of the Terrorism Act 2000 outlines terrorist activity as: â€Å"the use or thre at of action where, the action involves serious violence against a person, serious damage to property, endangers a person’s life or creates a serious risk to the health or safety of the public.†Ã‚  The  Ã¢â‚¬Å"use or threat† must be â€Å"designed to influence the government or to intimidate the public†¦Ã¢â‚¬ Ã‚   [ 3 ]    Section 2 of the same Act outlines a terrorist offender is someone who: â€Å"is or has been concerned in the commission, preparation or instigation of terrorism†Ã‚   [ 4 ]    Since the face of terror has changed to cell based networks, certain organisations are listed under the 2000 Act   [ 5 ]   as terrorist organisation, a recent addition to which has been Al-Qaeeda. A recent development emerging from the new legislation is the offence of organisations ‘glorifying’ terrorism being added to the list under s. 21 Terrorism Act 2006. This is not a question of whether such a provision is an intrusion on human r ights; free speech in particular, as it obviously is but rather to what extent is such taxation justifiable. Joining or rallying support of such proscribed groups is also a punishable offence under s. 12(1) of the 2006 Act. Arranging meeting and to address meeting of proscribed groups is also punishable under ss. 12(2) and 12(3) respectively. Even clothing worn in a manner that may raise suspicion that the wearer is a member of a proscribed group may earn a maximum penalty of 6 months imprisonment as per s.13 of the 2006 Act.

WTO dispute settlement procedure Essay Example | Topics and Well Written Essays - 4000 words

WTO dispute settlement procedure - Essay Example The World Trade Organization’s dispute resolution system has been the subject of both self-praise and observer praise. Most of the praise revolves around its improvement of the previous dispute resolution system under the General Agreement on Trade and Tariffs. The World Trade Organization claims that the changes implemented by the World Trade Organization’s dispute settlement system strengthens the role that dispute resolution plays in success of the World Trade Organization’s multilateral trade regime.2 Much is made of the number of cases submitted to the dispute resolution process since its inception under the World Trade Organization. However, academics and non-government organizations, among others are not as convinced that the dispute settlement process is as successful as claimed and argue that the number of cases submitted for consultation does not represent a robust measure of success.3 This research study examines the World Trade Organization’s d ispute resolution process and determines that the number of cases alone do not reflect the success of the dispute resolution process. However, an examination of the complainants lodging complaints and the number of cases abandoned point to inherent weaknesses. This research study will explain those weaknesses and how they might be avoided by an improvement in the dispute resolution process. Introduction.... The idea is that the dispute settlement system ensures that WTO members are complying with their commitments under the WTO’s multilateral trade system.4 In 2009, the WTO had received more than 400 requests for consultation under its dispute resolution system.5 The success of the WTO’s dispute resolution system cannot be effectively measured by reference to the number of complaints lodged. It is necessary to determine the nature of the disputes, the member states lodging the disputes and the outcome of those disputes. For example, Schaffer and Melendez-Ortiz inform that a vast majority of the complaints are filed by developed countries and that while only 77 of the reported cases were filed by developing countries, the majority of those cases were filed by just two developing countries: Brazil and India. Moreover, to date, a number of African WTO members have never filed a complaint under the WTO’s dispute settlement system.6 The uneven representation in the WTOâ €™s dispute resolution system immediately draws attention to an inherent weakness rather than the success of the system. There are a number of explanations for this uneven representation. It could mean that the dispute resolution system is not well understood by developing countries. Or perhaps they lack the resources to proceed. Regardless of the explanation, there appears to be a weakness in the WTO dispute resolution system that deters its use by developing countries. In evaluating the success or lack thereof of the WTO’s dispute settlement process, this paper will examine this disparity in complaints lodged. Other factors will be examined, such as the number of

The efficiency of teaching Essay Example | Topics and Well Written Essays - 3000 words

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Marketing Assignment Example | Topics and Well Written Essays - 1500 words

Marketing - Assignment Example The SWOT analysis represent the analysis of factors of strength, weakness, opportunities and threats that are existing in the marketplace with regards to the characteristics of the organization. It is highly relevant to say that the strength and weakness can be categorized as internal factors of evaluation for an organization. On the other hand, the issues of opportunities and threats are categorized as external factors and are always analyzed with regards to the happenings and influence coming from the external environment (Pride and Ferell 33). In very layman terms, marketing can be explained as an activity which comprises of the process of value generation, value communication, value distribution and value delivery to the consumers. Marketing is often represented as the activity which comprises of smooth application and integration of the 4Ps of marketing like product, place, promotion and prices (Pride and Ferell 4). Matching the 4Ps of marketing with the equation of value, it can be said that product represent value generation, place represents value distribution, promotion represents value communication and price represents value delivery and capture. It is very important for a business to implement the various variables of marketing in the right time but in a new and innovative manner so as to leverage the maximum amount of competitive advantage that can be extracted for the business. ... crucial activity in any business, since it plays the lead role in communicating the values of the company or organization’s products or services to the desired set of clients and customers. For the purpose of sustaining in the market, it is very important for a company to focus on its revenue earning strategy and thereby develop a significant competitive edge. It can be said in direct link up that for the purpose of generating a steady cash flow process, it is imperative that the organization’s products and services attain high sales volume in the market place. It can be said that for the purpose of selling a product or service, having a proper and effective STP strategy is highly important. STP which denotes segmentation, targeting and positioning helps the organizations in a market place to focus on the process of aiming the right set of customers. Talking in a more simplistic manner, it can be said that the segmentation of a particular set of population helps the com panies to identify the right group of customers who have the needs to buy the particular line of products and services. The method of targeting represents the process of aiming the right set of identified customers by the firms to attain a significant growth in sales of the firm’s products and services. The picture provided below represent various kinds of segmentation strategy employed by the firms. Source: Pride and Ferrell 160 It is highly imperative to mention that in this stage, the strategic decision makers of the company tries to identify the potential buyers for the firm’s products and services, while analyzing their individual consumer behaviour as well as demographic profile and purchasing power capacity. Finally, while discussing on the factor of positioning, it can be highlighted that

BUS599 MoD 1 SLP Assign Essay Example | Topics and Well Written Essays - 1000 words

BUS599 MoD 1 SLP Assign - Essay Example ents are quite sensitive to its prices, but do not mind on issues ascribed to its performance; clients do not mind any variation caused on its performance, but mind its prices and clients prices as well as the performance of X7 is given equal priorities by its clients. This research will focus on an analysis of the financial years of the three products, basically taking into consideration; pricing, marketing strategies and allocation of resources thus creating an effective platform for development of appropriate operational strategies for the financial year 2016. Financial Year 2012: The respective prices of tablets X5, 6 and 7 during this financial year was; 285, 430 and 190 dollars. The products also experienced variations in cost allocation at rate of 34% for X5 and 33% each for X6 and X7. In summation, the company made sales amounting to 1,055,294,574 dollars after selling 3,102,177 units. The R&D, fixed and variable costs exhibited a sum of 784, 720, 740 dollars. The profit margins during this year was at 270, 573, 835 dollars, indicating a 26% increase of the total yearly revenue. Taking into consideration the profits accrued in 2011, the 2012 profit margin indicated a 10% increase. In relation to individual product market performance, product X5 sold more units as compared to product X6 and X7 by registering sales amounting to 1,647,592 units: This generated annual revenue of 469,563, 809 dollars with a product profit of $139, 504, 962, generating 30% of the overall annual revenue of the product. The product X7 indicated the lowest sa les during this year, after exhibiting sales amounting to 165, 586 units leading to reduced profit of 27% less as compared to the previous year, which was at 0%. Generally, the annual revenue generated from the three products during this year indicated an upward trend, despite the fact that product X 7 indicated decreased profit margins. Financial Year 2013: The Clipboard Tablet Company designated prices of the three products

Airbus Term Paper Example | Topics and Well Written Essays - 1750 words

Airbus - Term Paper Example Airbus is a company in the aerospace industry, dealing with the manufacture of aircraft in the division of Airbus Group. Headquartered in Blagnac France, Airbus has established its manufacturing and production facilities in many other countries around the globe, with the most identifiable including German, Spain, and the United Kingdom (Norris and Wagner, 1999). According to the latest statistics, the company was able to produce 626 airlines in 2013. Three individuals namely; Bernard Lathià ¨re, Roger Bà ©teille, and Henri Ziegler founded the company in 1970. Over the years, the company’s success has been realized mainly due to the contributions of two key individuals; Fabrice Bregier, the chief executive officer and Gunter Butscheck, the chief operating officer. As at 2008, the company’s revenue was at Euros 33.10 billion. Despite diversifying their operations into many different countries, Airbus deals solely in the manufacture of commercial airlines as its only product. As at the moment, the company has 63,000 employees in its sixteen different working sites in the different countries in which the company had built its production and manufacture facilities. Currently, Airbus is considered as the world’s manufacture of the largest passenger airliner the A380 (Norris and Wagner, 1999). It is the desire of many businesses to expand to different regions that show potential success opportunities. In such a perspective, Airbus has been able to establish expansive opportunities in many different countries in the world. One of the countries is China. China is currently one of the developed countries in the world, and therefore, experiencing significant changes in terms of the business ventures (Som, 2009). The substantive rise economically by China has mainly been attributed to changes the country has made in its political and economic systems. With the current manner in which China develops

Proposal Essay Example | Topics and Well Written Essays - 1750 words - 3

Proposal - Essay Example In web designing all the mistakes made must be identified in good time in order to avoid challenges. Creating a website is not a problem to most of the web designers but making it to be of use is the main challenge. This also includes the power of the website to have a good interface for the customers to love it and increase traffic attendance. Most of the web designers in technology assume that they create a website for themselves by introducing their own interest factors forgetting the needs of the users hence making the website to become dormant. In such sites, there will be no users and traffic will be very low even when new users will be invited to the website. A website designer can make errors when designing the website and assume simple mistakes that will make users to avoid logging online into the website. It is the duty of a web designer to ensure that all constraints and procedures of the website are well followed. Any website designed must be included with a source search engine to be the main reference to the new users joining the website. As a web designer, you must include all the search tools needed in the website and have the right search function. One of the major search engines we have is Google which must be included into the website. Not necessarily, Google search engine, but there also exists other se arch engines like Yahoo and Bing. Most designers prefer to come up with their own search engines to avoid unnecessary advertisements. For a good website there must be an excellent readability and legibility in a way that the interface is well designed and attracts the customers reading the website. All the rules and regulations of the website must be well analyzed and understood by the users in the website. This captures the idea of the website to have a good constructed language that is commonly use by many of the users. Example of a common language is the USA English language that must be used in most of the design sections of

Hunger Games Essay Essay Example for Free

Hunger Games Essay Essay In the novel The Hunger Games by Suzanne Collins the characters are put to the ultimate test to survive or end up dead. In dangerous and life threatening wilderness situations, one needs hunting skills, physical strength and mental strength in order to overcome the odds. One needs hunting skills to overcome the odds in a dangerous or life threatening wilderness situation. Peeta mentions Katniss’s hunting skills â€Å"She’s excellent, my father always comments on how the arrow never pierces the body, she this everyone in the eye†. This quote shows that if Katniss is ever starving she can rely on her skills to guarantee her a kill. Katniss also killed a deer with her bow, so she could provide food for her family so they did not starve and die. If you did not have good skills with a bow you would not be able to take down a deer, and if you relied on that for food you would probably starve. Also when Katniss finds the careers supplies she shoots the bag of apples so they fall and trigger the mines. By shooting the bag of apples it shows how accurate Katniss is with a bow, you also need this accuracy for hunting and killing in the games, and real life to guarantee a kill. Along with hunting skills one will need physical strength to overcome the odds in a life threatening wilderness situation. Katniss: â€Å"I’m fast though, and by the time they’ve reached the base of my trunk I’m twenty feet up†. If you were out in the wilderness and you had to climb a tree you would need physical strength like Katniss had. Another example of physical strength, Katniss: â€Å"I can see the muscles ripple in Cato’s arms as he sharply jerks the boys head to the side†. When Cato kills the boy it shows that you will need physical strength if you ever had to engage in hand to hand combat. Along with hunting skills and physical strength you also need to have mental strength. Katniss: â€Å"the Tracker Jackers begin to buzz and I can hear them coming out, back and forth, back and forth, the branch with the nest crashes down through the lower branches†. Sometimes you will just have to push through things, even if they hurt and in the end it will pay off, you just have to want it bad enough. Another example of mental strength is when Katniss is forced to pretend to love Peeta.

The effect of technology on Human Resource recruitment

The effect of technology on Human Resource recruitment In every organization it is important to have a right person for the right job. Recruitment and Selection plays a major role in this situation. Use of new technology is putting considerable pressure on how employers Recruit and Select staff. Talent Acquisition is a process of discovering the sources of manpower to meet requirements of the staffing schedule and to employee effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. STATEMENT OF PURPOSE Handling humans is at the heart of almost all real-life management problems. What it takes to succeed humans? Why humans are a resource and what makes them special? The purpose of this assignment is to bring out issues involved in the management of human resources (HRM), both from the existing theory as well as practice. The assignment will examine human at work and discuss different aspects which are basic to human motivation at work and in satisfying career objectives within organisations. HRM comprises of various issues right from recruitment-selection to performance appraisal, training and development of employees in organisation and opportunity for management provided by employee diversity. My objectives were to study the key processes and policies for which the company provides vital information. INTRODUCTION John Storey (1989) defined HRM as Set of interrelated policies with an ideological and philosophical underpinning. Storey (1995) defines HRM as a distinctive approach to employment management which s seeks to achieve competitive advantage through the strategic deployment of a highly c committed and capable workforce, using an array of cultural, structural and personnel t techniques. Sainsbury is a super market which will operates its business in retail sector from t the year 1869. Sainsbury is started by James and Mary Ann Sainsburys. in UK. It has many branches located throughout the country selling different range of products. Sainsbury control a much centralised Human Resources policy in which all decisions are taken by top management. The main objective of Sainsbury is to meet customer needs successfully and provide investors with good financial return. Sainsbury aims are to provide all colleagues right opportunities to develop their skills and are well rewarded for their contribution to the success of business. Sainsbury brand is built upon providing customers quality product at fair prices. Sainsbury store have a particular emphasis on fresh, healthy, safe and tasty food and continues launching new product for the customers. Sainsbury supermarket employs 150000 colleagues and with over 19 million customers are visiting stores each week. Sainsbury offer many products such as food, grocery and other household products. They sell other brand name products as well as Sainsbury brand product, which are often cheaper than other brand names. 1. RECRUITMENT AND SELECTION AT SAINSBURY: Sainsbury offers large numbers of job opportunities available in different stores. They looking for people with good customer skills but job are available in clerical, stockroom and technical rules. Flexible contract, term time contracts and dual contracts offer colleagues to work on hours basic. Job opportunities are advertised on in-store job board, in local newspaper and at job centre plus. Sainsbury opening new supermarkets and local and central stores in many towns creating job vacancies in advance, Sainsbury recruit staff two or more months before in order to allow staff training. RECRUITMENT FOR GRADUATES: Sainsbury recruit around 100 graduates colleagues every year and more than 70 work within stores. Graduates recruitment is conducted online ay Sainsbury graduate recruitment website. Graduates are trained in all aspect of store management under trainee management scheme. Under this training period they will work in all areas of store and later doing their jobs under manager supervision. Work experience offer to school students Sainsbury encourage school students to come our stores for work experience. These placement are organised at a local level. Work-experience student work in different department during their particular time. SAINSBURY SELECTION PROCESS: 1.The first method that they use is collection curriculum vitaes(C.V),letter of Applications and Applications forms from applicant. 2.Sainsbury would then shortlist applicant and is done by recruitment manager. This shortlist of applicant is done to meet criteria that they looking for, right person for the right job. 3.Next would be the interview stage. Interview is the main stage of selecting applicants. A number of question are designed to provide a deeper insight into candidates, An interview enables candidates to present their case of selection. It will show the difference between those who are good on paper and those who have good communication skills. 4.Suitable person is selected for the job. They would judge the applicants against the person specification. 2.TRAINING AND DEVELOPMENT The main purpose of training at Sainsburys are: Well trained workers will be more useful. This will help the business in increasing profit as well as achieving companys objectives. Creates a more flexible workforce It would lead to job satisfaction The attitude of the workers would be improved and therefore the image of the company and employees will feel better and more relaxed if they are trained before hand. The employee would reach their potential and the business will be profiting as well as the employee. STORE CONSTRUCTION: To prevent any kind of environmental impact caused during store construction, Sainsbury property services department works clearly with local environmental health officers to ensure that store construction creates less disruption as possible. An average of 30 weeks is taken to complete the store construction which is currently an industry best and reducing the period when local nuisance is caused. Supervisor is appointed for health and safety legislation projects. The supervisor makes sure that contractors follow procedures aimed at avoiding:-  · nuisance caused by noise, dust and smoke;  · water pollution;  · unnecessary damage to flora, fauna and archaeological features;  · Poor waste management SENIOR MANAGEMENT TRAINING Senior management training is focused to meet the business and individual needs. Through promotion, external recruitment and training, senior management capabilities can developed. Through running training courses Sainsbury aims to achieve specific benefits and training needs restructuring if these benefits are not achieved. Training and development helps Sainsbury to improve quality and service and therefore productivity can b raised. Training increases the individual motivation and creates flexibility around the workforce. INVESTORS IN PEOPLE(IIP) IIP is a national standard supported by the department for education and skills. Sainsbury became the first major food retailer to achieve Corporate Investors in people recognition. This followed a three-year programme involving 450 assessment covering 13500 Sainsbury colleagueship recognition is a unique achievement that gained from the bottom up rather than the top down. Almost every unit that makes up Sainsbury supermarket went through the process individually. Company that has been recognised by IIP is capable in adopting and implementing its four fundamental principles:- Promise to improve all employees to achieve business goals and targets; Regularly reviewing training and development needs in the context of the business; Taking relevant action to meet training and development needs throughout Peoples employment; Evaluating outcomes of training and development for individuals and the Organisation as a basis for continuous improvement 3.DIVERSITY AT SAINSBURY:- In 2004/05,Sainsbury introduced a diversity management website on internet. This site was introduced to guide about managing faith and belief, disability management and guidance on local commodity recruitment. The site is planned to help all colleagues gain more awareness of other people needs. We talk about equality and diversity policy at training to all colleagues and deliver written guidance to managers on equal opportunities and recruitment of disabled colleagues. This year Sainsbury using Disability Confident which is a new learning means to help colleagues in our stores move beyond disability awareness to become more confident in dealing with disability. Colleagues can report discrimination or harassment through our fair treatment and complaint procedure. Sainsbury began to develop plans to target older workers. It introduced retirement plan pension protection mechanisms. Full payment is received if anybody recruited until their 65th birthday. In application form age has been removed and its requested for monitoring purposely only. Mixed age workforce has led to improved customer satisfaction by perfectly reflecting the profile of their customer. Sainsburys diversity and equality policies are an important part of their business plan. All diversity and equality are anticipated to add value to improve both customer services and sales. Flexibility in covering holidays has improved as different religious festivals are spread out across the year. A calendar of religious festivals has been produced and displayed in stores. (Sainsburys case study from age positive campaign) http;//www.efa-agediversity.org.uk/case-studies/index.htm Employers forum on age case studies of employers who have adopted approaches based on the principles of age diversity 4.PERFORMANCE MANGEMENT Performance Management Performance Management is a means of getting better results from the company, individuals and teams by understanding and managing performance within an agreed framework of planned goals, standards and competence requirements. Performance Management is very crucial at Sainsburys. Sainsburys manage the performance of its employees effectively so as to remain competitive in the market. At Sainsburys, various techniques are used to know how well individual employees doing their responsibility and for the managers to be able to monitor how well they are carrying out. Performance monitoring provides information which is of value for identifying future training or promotion opportunities and areas where insufficient skills or knowledge could be judged as a threat to an employees efficiency. Managers exercise control at organisation and individual level through: planning by setting objectives and targets creating performance standards observing actual performance Comparing performance against targets correcting mistakes and taking action Management by Objectives The process described above contributes to management by objectives, in which the performance of the individual and Sainsburys is regularly being measured against objectives and targets which have been set by managers and employees. Objectives at Sainsburys are determined through discussions between managers and employees. This method will involve both a top-down and a bottom-up style. The manager at Sainsburys presents the corporate objectives and the individuals and team members then state what they feel can be achieved. The objectives are more likely to be successful if they are: Specific Measurable Agreed Realistic Time-related CONCLUSION This assignment emphasis on the importance of human resource management process prevailing Sainsburys. This assignment also gives the outlook how the organisation remain competitive in the market. Brief introduction of all processes is the following RECRUITMENT AND SELECTION PROCESS Recruitment is the process of inviting people in the organisation. Caliber of its manager and workforce is the key to the success and failure of the organisation. The selection is rejecting or arranging of people. Selection tends to be negative because good percentage of people is rejected. The selection process differs from company to company but it should meet the requirement of the job. Sainsburys has a very well recognised Recruitment and Selection process for both the managers and the employees. It uses such selection process so that they can access each aspect of the people that is significant for doing job. In sainsburys HR department gives the criteria for selecting employees. TRAINING AND DEVELOPMENT Sainsburys has designed its own system of analysing the training needs for their employees. Training system is divided into two catagories: Task Analysis: Training for new employees Performance Analysis: Training for existing employees. Training Methods: à ¢Ã¢â€š ¬Ã‚ ¢ On the Job Training à ¢Ã¢â€š ¬Ã‚ ¢ Off the Job Training à ¢Ã¢â€š ¬Ã‚ ¢ Stimulated Training Training Tools: à ¢Ã¢â€š ¬Ã‚ ¢ Audio-visual Tools `à ¢Ã¢â€š ¬Ã‚ ¢ Programmed Learning à ¢Ã¢â€š ¬Ã‚ ¢ Lectures à ¢Ã¢â€š ¬Ã‚ ¢ Informal Training RECOMMENDATION I would suggest to Sainsburys introducing some new products which will give to a company a comparative advantage over their challengers. Sainsburys would be an opening of local shops located in the city centre rather than on the outskirts of the city. Customers frequently choose local shops rather than supermarkets to save time and money if they do not need large purchase, because undoubtedly in large stores often they purchase more than actually have planned. At Sainsburys, human resources management is the most important department. The right quantity of labour, skills of employees and degree of motivation. To understand if Sainsbury are competively compared to their rivals, they need to compare their prices of product with that of rivals. A way of finding out rivals information is by going undercover. A member of the Sainsbury staff could visit rivals supermarket like Asda, Tesco and note the prices that are charged for the same product that Sainsbury selling. If the prices is cheaper for that particular product that Sainsbury selling then Sainsburys have to cut down the prices for that particular product. If the prices are higher at Tesco than Sainsbury for that product, are ahead in competition over Tesco. The human resources management department at Sainsburys control the workforce and see how they perform. A poor workforce in terms of lazy workers could result in low output. Mayos theory, working in team is virtually important for Sainsburys and creates friendly environment which can increase companys profit. The human resource department get the workforce and main problem after that is keeping them happy. Rivals may look for Sainsburys existing employees by offering them better pay and promotion. The HRM department at Sainsburys should be more alert of this problem and may offer their employees more pay and promotion in order to keep existing employees. If promotion or better pay offered to employees then he/she would feel important to business. HRM needs to safeguard that Sainsbury employees right quality and quantity workers. HRM department at Sainsburys have to plan in advanced, if a manager is leaving in near future than advance planning for recruitment, interviewing and selection is important in order to safeguard department not to get suffered and business not to be affected by a member of staff leaving. Maslow theory, pay may have something to do with the employees being dissatisfied. At Sainsburys, if labour turnover is high, then is regarded as a failure by the HRM department. If labour turnover is low then is regarded as a success by the HRM department. To analyse absenteeism rate is also important. HRM seeks to ensure that absenteeism is low. High absenteeism caused lack of commitment, poor motivation and poor management by the HRM. Maintaining 100% service levels as the online business grows Sainsburys is now operating with high service levels. Even so, there is still some room for improvement to ensure that all orders are delivered in full and on time. There are a few ways in which Sainsburys could further still improve service levels; however, the law of diminishing returns would come into play at this stage and so investment would need to be able to provide definite improvements. Also, the online business is growing at a rapid rate, ahead of overall market growth. Picking such large orders from stores during busy periods could become an issue httpHYPERLINK http://www.oracle.com/us/corporate/analystreports/corporate/ovum-sainsbury-cs-170835.pdf://www.oracle.com/us/corporate/analystreports/corporate/ovum-sainsbury-cs-170835.pdf

Lee, Robert E. (Edward) 1807 -- 1870 Essay -- Essays Papers

Lee, Robert E. (Edward) 1807 -- 1870 General in chief of the Confederate armies in the American Civil War. Born in Virginia's Westmoreland County on January 19, 1807, the third son of Henry ("Light Horse Harry") and Ann Hill Carter Lee. Declining fortunes forced the family's removal to Alexandria, where Robert distinguished himself in local schools. His father's death in 1811 increased responsibilities on all the sons; Robert, especially, cared for his invalid mother. Lee graduated number two in his class from the U.S. Military Academy in 1829. Commissioned a brevet lieutenant of engineers, he spent a few years at Fort Pulaski, Georgia, and Fort Monroe, Virginia. At Fort Monroe on June 30, 1831, he married Mary Ann Randolph Custis, with whom he had seven children. Lee worked in the chief engineer's office in Washington, D.C., from 1834 to 1837. He was transferred to Fort Hamilton, New York, where he remained until 1846. In August 1846 Lee joined General John E. Wool's army in Texas. In the battle of Buena Vista, Lee's boldness drew his superiors' attention. Transferred to General Winfield Scott's Veracruz expedition, in the battle at Veracruz and in the advance on Mexico he won additional acclaim. Following American occupation of the Mexican capital, he worked on maps for possible future campaigns. Already a captain in the regular service, he was made brevet colonel for his gallantry in the war. Lee returned to engineer duty at Baltimore's Fort Carroll until 1852, when he reluctantly became superintendent of the Military Academy at West Point. In 1855 he was made lieutenant colonel of the 2nd Cavalry, one of the Army's elite units. The years 1857-1859 were bleak. Lee had to take several furloughs to deal with family business and seriously thought of resigning his commission. However, in 1859 he and his men successfully put down John Brown's insurrection at Harpers Ferry, Virginia. In 1860 he became commander of the Department of Texas. Talk of secession in the South grew strident during Lee's Texas sojourn. No secessionist, he was loyal to the Union and the U.S. Army; yet he had no doubts about his loyalties if Virginia departed the Union. Ties of blood bound him to the South. Lee accepted a commission as colonel of the 1st U.S. Cavalry in March 1861. But offered command of the entire U.S. Army a month later, he hesitated. If he accepted... ...in chief of all Confederate armies in February 1865, could give only general direction to lingering disaster. Sherman marched upward through the Carolinas, threatening Petersburg. Lee failed to split Grant's front. On April 2, Grant's attack snapped Lee's lines; the Confederates began evacuating Petersburg and Richmond. Lee was compelled to surrender his shadow force of no more than 9,000 soldiers at Appomattox on April 9, 1865. Arlington, the Custis family seat, was gone now; the Lees had no real home. They remained in Richmond, well treated by the Federals. In September Lee accepted the presidency of Washington College, in Lexington, Virginia, where he remained until his death. Devoted to education and to resurrecting the South, Lee became a symbol of reunification. He refused to abandon his distressed country, hoped for Southern reassimilation, and set a lofty example. Without bitterness, he obeyed the law and counseled all Southerners to do the same. Indicted for treason, he never stood trial; and although never granted a pardon, he lived in comfort and in great honor. In September 1870 he was stricken, probably with an acute attack of angina, and died on October 12.

Essay --

â€Å"Awaking on Friday morning, 20 June 1913, the South African Native found himself, not actually a slave, but a pariah in the land of his birth† (Gish 18). Desmond Tutu is one of the greatest rabble-rousers for peace that there ever was. He maintains huge political and religious influences even to this day. Most people in South Africa and many more countries hear his voice. His impact on fixing the apartheid system in South Africa was a major one. This apartheid system was very segregated towards whites and blacks in South Africa. Blacks were being forced to move to so-called â€Å"homelands.† The blacks had very little land to live with such many people. These people were being oppressed only because they had a different skin color then white people. Despite growing up in the poverty of South Arica, Desmond Tutu used his religious and political influences to help black South Africans that were being segregated by the government of South Africa. Born is Klerksdorp, Transvaal, South Africa, Desmond Tutu was born under the name Desmond Mpilo Tutu. He attended multiple schools throughout his life, including Johannesburg Bantu High School. Tutu’s father was a schoolteacher while his mother was a domestic worker. Nowadays, Tutu rarely discusses his ethnic roots. While Tutu was in his early years, the government passed the Natives Land Act. Less than eight percent of the country was dedicated as â€Å"reserves† for blacks. The black peoples only had this land to live off of. On top of this, Desmond caught polio as a young kid. Polio is a very deadly disease, so hid life hung by a thread. Luckily, he survived but with long-lasting effects. To this day, his hands still shake due to having polio as a kid. â€Å"Life was actually quite full. It was fun†¦al... ... and degrees in his lifetime, and the Nobel Peace Prize was one of them. This among many other medals shows his influence on the world. Desmond Tutu grew up in the poverty communities of South Africa. He overcame this to become on of the most influential man through both religion and politics. He can make his voice louder than many others, and he can voice his opinions throughout the world. He holds a major role in the religious community, having been archbishop in many places. Many strong and powerful government officials believe what Tutu has to say, and they voice his opinion through politics. Desmond Tutu is still alive today. He still strives to help the world become a better place. He was a major key in fixing the South African apartheid system. Maybe even without him, that system would still be present today. Desmond Tutu is a very influential and great man.