Tanglewood - 1115 Words

HR594- Strategic Staffing Tanglewood Case 6 January 27, 2011 Tanglewood, founded in 1975, has undergone rapid growth over the years. The rapid growth, however, has caused issues across the organization. Each store manager has their way of doing things when it comes to running the store. Because of the differing of attitudes across stores and the unstructured staffing process, Tanglewood has experienced significant turnover and financial loss. Tanglewood primarily hires internally because they feel â€Å"individuals who are promoted from within the organization to the department manager level are typically viewed by other employees as very qualified and integrated into the corporate culture and mission of Tanglewood (41).† Tanglewood†¦show more content†¦| Inform her that you are currently dealing with a customer and that you would be with them momentarily. In the meantime you call an available associate to assist her. | 3 | 2 | 6 | Question 3 (KSAO 9)When completing the daily count for the department, you notice one of y our team members register has come up short on several occasions. How would you manage this situation? | I would say nothing and add the difference myself | I would address the team members and ask were there any funds unaccounted for | I would run a report on the register for the employee numbers, recount the money and speak to the individual about the situation and perhaps address the entire team if necessary. | 3 | 2 | 6 | Question 4 (KSAO 5)Describe your previous employment experience in the retail industry. | Fails to give adequate information of previous experience. | Gives a brief account of his history, but no details. | Gives detail about past experiences, issues that arised, how he handled them, and the outcome. | 2 | 2 | 4 | Question 5How did you go above and beyond the call of duty when dealing with a customer? | Never did more than he was supposed to do | Provide some details, but doesn’t give a complete scenario | Uses the STAR and gives an example, how he res ponded, and what was the result. | 2 | 2 | 4 | Question 6 (KSAO 8)You are asked to send a memo to corporate in response to customer service complaints to your particular store? You |Show MoreRelatedTanglewood Case21239 Words   |  5 Pagesdemands for the retail industry, and studying environmental factors affecting those demands, I have combined historical statistical data, the mission of the company, and EEO requirements to obtain a recommendation for future hiring strategies for Tanglewood. I have attached the results of my study, which will provide your company with detailed statistics and suggestions to meet your hiring goals, while still maintaining the company’s original culture. Please contact me with any questions regardingRead Moretanglewood case10700 Words   |  43 Pagesï » ¿ ââ€"  TANGLEWOOD CASEBOOK for use with STAFFING ORGANIZATIONS ââ€"  ââ€"  7th Ed. Kammeyer-Mueller TANGLEWOOD CASEBOOK To accompany Staffing Organizations, seventh edition, 2012. Prepared by John Kammeyer-Mueller Warrington College of Business University of Florida Gainesville, Florida Telephone: 352-392-0108 E-mail: kammeyjd@ufl.edu Copyright  ©2012 Mendota House, Inc. Herbert G. Heneman III President Telephone: 608-233-4417 Read MoreTanglewood Casebook19453 Words   |  78 Pagesââ€"  TANGLEWOOD CASEBOOK for use with STAFFING ORGANIZATIONS ââ€"  ââ€"  6th Ed. Kammeyer-Mueller | | TANGLEWOOD CASEBOOK To accompany Staffing Organizations, sixth edition, 2009. Prepared by John Kammeyer-Mueller Warrington College of Business University of Florida Gainesville, Florida Telephone: 352-392-0108 E-mail: kammeyjd@ufl.edu Copyright  ©2009 Mendota House, Inc. Herbert G. Heneman III President Telephone: 608-233-4417 E-mail: hheneman@bus.wisc.edu |INTRODUCTIONRead MoreTanglewood casebook1172 Words   |  5 Pagesaddressed.) 6) The targeted method would be aiming at a specific group of candidates. They may say that they are searching for a candidate with some completed college coursework and customer service experience looking to work as a store associate at Tanglewood. It also should state that if the associate seems promising they may be put on the fast track to management if they desire. The realistic method gives a real view of what the job would entail. It may say something like dealing with day to dayRead MoreTanglewood Case 11253 Words   |  6 Pagesdiscuss the Human Resource functions of Tanglewood Stores. The paper will discuss the staffing strategies required by Tanglewood in order to maintain its corporate culture and niche market while remaining competitive. The paper suggests strategic staffing decisions regarding the nine staffing levels and four factors of staffing quality. Acquire or Develop Talent According to the text, if Tanglewood wants to achieve a full acquisition strategy then Tanglewood is going to have to acquire new talentRead MoreTanglewood Case 1726 Words   |  3 PagesTANGLEWOOD STORIES AND STAFFING STRATEGY STAFFING STRATEGY Staffing Levels Acquire or Develop Talent * Acquire internally, because Tanglewoods success is due entirely to its strong culture. * By acquiring external talents, Tanglewood would safe on the development costs, however, they would not be aware of Tanglewood’s culture. * Internal staff would have already integrated with the company’s culture and hence will inculcate a sense of belonging in the company, leading to higherRead MoreTANGLEWOOD CASE1177 Words   |  5 Pagesï » ¿Staffing Organizations Management 364 Tanglewood Case 6 Question 1: Major KSAO Category Necessary for Selection. Key: 1 – Y/N Yes or No 2 – EDC Education 3 – EXC Experience 4 – MAE Marshfield Applicant Exam 5 – RKT Retail Knowledge Test MAJOR KSAO CATEGORY Y/N EDC EXC MAE RKT Communication/Speaking Skill Y X X - - Knowledge of Organizational Policies Regulations N - - - - Skill in Judgment and Decision Making Y - - X - Skill in Managing Personnel Resources Read MoreTanglewood 3 Essay1645 Words   |  7 Pagesï » ¿Tanglewood Case Study 3: Recruiting 1. Recruitment Guide for Store Associates Position: Store Associate Reports to: Shift Leaders, Department Managers, Store Manager, and Regional Manager Qualifications: All are welcome to apply *Having a basic knowledge of retail and customer service principles is a plus Relevant labor market: Washington and Oregon Timeline: None- continuous recruiting Activities to undertake to source well-qualified candidates: Local newspapers, radio, television Read MoreTanglewood Case 31391 Words   |  6 Pages HRM 301-F1WW Tanglewood Case 3 October 19, 2014 Recruitment Guide Position:Multiple Positions Reports to:Store Manager, Sales Manager Qualifications:High School Diploma or GED Relevant labor Market:Western Washington, Eastern Washington, Northern Oregon and Southern Oregon Timeline: Conducting interviews with qualified applicants until all positions are filled Activities to undertake to source well-qualified candidates Employee referrals Local organizations Job Services Media Advertising Read MoreTanglewood Case 31037 Words   |  5 PagesTanglewood Case 3 Case Description/Introduction I will analyzed the information from the recruiting data and will prepare a report with the best recruiting strategy to fill up a job vacancy for a store associate at Tanglewood store. Also I will use the organizational data to determine the best methods for recruiting new staff. And finally I will develop various forms of recruitment messages to encourage individuals to apply for a new job position. â€Å"Recruitment is the process of attracting

Ethics - Paper 2. Utilitarianism Vs Universal Ethics. Facts

Ethics - Paper 2 Utilitarianism vs Universal Ethics Facts (150 words) The current issue involves Luke, an employee of company ABC (ABC), and his conflict between obligations to work and to family. Luke is responsible for developing land purchased by ABC to construct an adult entertainment retail store. The future building is located at the corner of the neighborhood near where Luke’s brother, Owen, lives. Being an insider, Luke knows that the presence of the business will diminish values of surrounding houses considerably. The company plans to announce this plan publicly a month from today. The damaging nature of this so-called news concerns Luke. To complicate the issue, Owen told him that he received an offer to sell his house recently†¦show more content†¦Utilitarians believe that whether an act is right or wrong depends only on the consequences it produces. An act that results in at least as much pleasure or well being as other alternative acts is right, and vice versa. In other words, any act that does not maximize pleasure is morally wrong. Even though utilitarian ethics often clashes with conventional norms, the conflict has no direct moral relevance to the action. Universal ethics, defined by Immanuel Kant, is an ethical theory that applies to rational beings. An act is morally right when the will is perfectly aligned with duty. That is, an action has to be motivated by duty to have moral worth. The responsibilities of duty are universal; they are instilled in all rational beings and apply to all people, in all possible situations. To understand Kantian ethics, we have to understand its formulation, the categorical imperative. The imperative is an order that follows from the command of reason that tells a rational beings what they must do. It cannot be opposed, refused, or modified. In this sense, the categorical imperative is different from hypothetical imperative, which is the if-then structure. Application (400 words) The most common use of utilitarianism is by way of consequentialist moral theory. Consequentialists believe that an act’s rightness and wrongness depends solely on its consequences and nothing else. An act is right when the algebraic sum of total utility unitShow MoreRelated Utilitarianism vs. Kantianism Essay1363 Words   |  6 PagesUtilitarianism vs. Kantianism Ethics can be defined as the conscious reflection on our moral beliefs with the aim of improving, extending or refining those beliefs in some way. (Dodds, Lecture 2) Kantian moral theory and Utilitarianism are two theories that attempt to answer the ethical nature of human beings. This paper will attempt to explain how and why Kantian moral theory and Utilitarianism differ as well as discuss why I believe Kants theory provides a more plausible account of ethicsRead MoreThe Moral Dispute Of John Stuart Mill And Immanuel Kant1500 Words   |  6 Pagespath rendering reward with heaven. Aristotle’s theory and argument will be explored further in this review along with the works of some of his successors. The Moral Dispute John Stuart Mill vs Immanuel Kant Philosopher John Stuart Mill’s theory highlights utilitarianism and Kantian theory would be the total opposite. Mill’s position links happiness with morality and focused solely on the outcomes of an action. Philosopher John Kant’s theory emphasizes the importance of rationalityRead MoreAssisted Suicide, Morally Wrong or Your Right?2852 Words   |  12 Pagespatient’s knowledge. (Nightinggale.com) In this paper we will explore the morality and ethics of assisted suicide by comparing and investigating the Utilitarian , Kantian and Egoism ethical perspective of assisted suicide or euthanasia. Utilitarian ethics is the theory that the starting point of ethics is the principal that everyone, humans and creatures alike, want to enjoy pleasures and avoid suffering. Starting from this principal ethics becomes a calculation of how to balance the greatestRead MoreThe Mill Vs. Kant : An Evaluation Of Their Approaches Towards Ethics1730 Words   |  7 Pages Mill vs. Kant: An Evaluation of their Approaches Towards Ethics John Stuart Mill and Emmanuel Kant both have very distinct ideals and principles. Though they were both philosophers within the same century, but their ideals did not align with each other. Mill focused more on overall happiness, while Kant focused more on the reasons people have for committing certain actions. This is important because it makes the validity of actions and their moral worth put in question. The problem being addressedRead MoreThe Moral Codes Of Conduct Essay3481 Words   |  14 Pagesproper (moral) or improper (immoral) (Morality, 2016). These moral codes or codes of conduct are derived by a person or group’s particular philosophy, religion or culture. It can also be a set of principles that a person or group believes should be universal. (Morality, 2016). Companies (as well as individuals) face the ethical challenge of how to engage and manage behavior that is deemed ethical; honest, fair and considered â€Å"good† for all stakeholders. For the in dividual, there is an element of self-managementRead MoreThe Legality, Morality, Social Responsibility of Paying College Athletes8736 Words   |  35 Pages12/021/2012 Title of Assignment: Term Paper – â€Å"Integrating Values – The Legality, Morality, and Social Responsibility of Paying College Athletes† CERTIFICATION OF AUTHORSHIP: I certify that I am the author of this paper and that any assistance I received in its preparation is fully acknowledged and disclosed in the paper. I have also cited any sources from which I used data, ideas or words, either quoted directly or paraphrased. I also certify that this paper was prepared by me specifically forRead MoreHealthcare Is a Right, Not a Privilege4037 Words   |  16 PagesSweeney, 2006). If we view it from the different perspective the improvement of healthcare for the elderly may be observed in an effort to increase patronage, long term profitability and competitive advantage (Headley Miller, 1993). Purpose of the paper What constitutes as a right? Many claim that the natural rights of a human being are those that encompass complete autonomy for the individual including the negative rights of the human beings that cannot be ignored or discarded. Natural rights includeRead MoreSources of Ethics20199 Words   |  81 PagesOF ETHICS: 6 1- Religion: 6 2- Genetic Inheritance: 8 3- Philosophical Systems: 8 4- Cultural Experience: 8 5- The Legal System: 9 6- Codes of Conduct: 9 2.0- EXPLANATION OF THE SOURCES OF ETHICS: 10 2.1- RELIGION: 10 Teaching business ethics 12 2.11- Impact Of Religiosity: 13 2.12- Ethics Of Islam: 14 Nature of Islamic Ethics 17 The Human-Environment Relationship: 20 The Sustainable Care of Nature: 22 The Practice of Islamic Environmental Ethics: 22 Read MoreDefine the Manager Terrain28443 Words   |  114 PagesMGT B240 Unit 2 Defining the manager’s terrain 110 Course team (2009 version) Developer: Designer: Coordinator: Member: Dr Kenneth Chao, OUHK Delian Gaskell, OUHK Dr Alex Mak, OUHK Dr Peng Wei, OUHK Course team (previous version) Developer (original version): Adapter: Production ETPU Publishing Team Brian Barrett, OUHK Victor Haines, Consultant, OUHK Copyright  © The Open University of Hong Kong, 1990, 1994, 2002, 2006, 2007, 2008, 2009. Revised April 2011. All rights reserved. NoRead MoreInternational Management67196 Words   |  269 Pagestransmission, or broadcast for distance learning. Some ancillaries, including electronic and print components, may not be available to customers outside the United States. This book is printed on recycled, acid-free paper containing 10% postconsumer waste. 1 2 3 4 5 6 7 8 9 0 QDB/QDB 1 0 9 8 7 6 5 4 3 2 1 ISBN 978-0-07-811257-7 MHID 0-07-811257-5 Vice President Editor-in-Chief: Brent Gordon Vice President, EDP/Central Publishing Services: Kimberly Meriwether-David Editorial Director: Paul Ducham Managing

Investigating the Impact of Climate Change on Dust Storms over Kuwait Free Essays

string(102) " the temperature in the summer by decreasing the maximum temperature by 5 Â °C on average due to dust\." Introduction Dust storms are more frequent in summertime in the Arabian Peninsula, and can be highly influential on the climate and the environment in the region. In this study, the influence of climate change in the Middle East and especially in Kuwait will be investigated by high-resolution (48, 12, and 4 km grid spacing) dynamic downscaling using the WRF (Weather Research Forecasting) model. The WRF dynamic downscaling will be forced by reanalysis using the National Centers for Environment Prediction (NCEP) model for the years 1997, 2000, and 2008. We will write a custom essay sample on Investigating the Impact of Climate Change on Dust Storms over Kuwait or any similar topic only for you Order Now The downscaling results will be first validated by comparing NCEP model outputs with the observational data. The global climate change dynamic downscaling model will be run using current WRF regional climate model (RCM) simulations (2006–2010) and WRF-RCM climate simulations of the future (2056–2060). They will be used to compare results between the present and the middle of the century. In general, the dominant features from (NCEP) runs are predicted to be consistent with each other, as well as with WRF-RCM results. The influence of climate change in the Middle East and Kuwait can be projected from the differences between the current and model future run. The average temperature showed a positive trend in the future, as in other studies. The temperature was predicted to increase by around 0.5-2.5 Â °C over the next 50 years. No significant change in mean sea level pressure patterns was projected. However, amongst other things, a change in the trend of the surface win d speeds was indicated during summertime..Climate change is perceived as a significant global and regional issue and hasbecome a significant concern in the Middle East, making it all the more important to investigate (Almazroui, et.al. 2012). The short rainy seasons and the long dry hot summer seasons put more stress on water resources. The matter of increasing or decreasing the summer dust season canmodify the radiation budget between earth and the atmosphere system; the aerosol can affect the incoming radiation by absorbing or scattering, and can change the outgoing terrestrial radiation(Almazroui, et.al. 2012).Therefore, this process may lead into changing the radiative balance, the increase of atmospheric albedo candecrease the percentage of radiation reaching the surface, which leads to cooling the surface (Almazroui,et.al. 2012). Background Since 1985, seawater temperature in Kuwait Bay, northern Persian Gulf, has increased on average 0.6 degrees Celsius per decade(Kulkarni, et.al. 2012).This is about three times faster than the global average rate reported by the intergovernmental panel on climate change. Differences are due to regional and local effects. Increased temperatures are having profound effects on key habitats and on power generation in the Persian Gulf (Kulkarni, et.al. 2012). Dust storms have large impacts across the Arabian Peninsula region. Because of the highest recorded frequency of dust, Kuwait is of great interest in the Arabian Peninsula. Dust has a huge impact on maximum temperatures in Kuwait, where it can decrease the 2 m temperature by as much as 5 Â °C. Dust storms in Kuwait also hasve a huge impacton daily temperatures in summertime. The atmospheric aerosol which mostly consists of dust particles can scatter and absorb radiation, which will affect the radiative impact (Kulkarni,et.al. 2012). The scattering and absorption process can alter the incoming and outgoing radiation. Scattering increases the atmospheric albedo, leading to decreasing in surface radiation, resulting in surface cooling (Kulkarni, et.al. 2012). Usually, during dust storm days, the maximum temperature is reduced by 3 to 5 Â °C in summertime. Global models can illustrate climate change globally, but it is difficult to perform or illustrate regional circulations (Rajendran,et.al. 2013). Therefore, this study will not only attempt to find out the impact of climate change on both the frequency and intensity of dust storms in Kuwait, but it will also analyzethe number and magnitude of dust storms in the future. Problem Statement A common synoptic system in the Arabian Peninsula during the summer is the intense pressure gradient, resulting from the Indian monsoon arising east of the Middle East and the East Mediterranean high pressure west of the region. This causes a strong northwesterly wind across the Arabian Peninsula which is known as the Shaman wind(Rajendran,et.al. 2013). Purpose of the Research The main purpose of this research is to find the impact of climate change on the dust storms in Kuwait. The research aim is to find whether the number and magnitude of dust storms will increase or decrease in the future. Moreover, this research also aims to investigate the changes in the number of dust storm days in future summer seasons. Research Questions Considering the aim of this study, the follwing research questions are designed. These research questions are designed to spefically adress the current issues associated with the climate change in Kuwait. What is the impact of climate change on both the frequency and intensity of dust storms in Kuwait? Whether the number and magnitude of dust storms will increase or decrease in the future? Significance of the Research The increasing importance of understanding dust and its role in the Earth’s climate is driving new research and analysis of past data. Dust storms are becoming more frequent in some parts of the world, transporting prodigious quantities of material over very long distances, affecting human health, coral reefs and climate change (Kulkarni, et.al. 2012). Being able to predict the production of dust in the future is critical to the climate, environment, and human health. It is very important to investigate whether the number and magnitude of dust storms will increase or decrease in the future, as it will provide an idea of how the Earth’s ecosystem will change. Literature review Middle East and the Arabian Peninsula Climate Much of the summer season in the Arabian Peninsula consists of a period of high diurnal temperature variation and hazy weather. The strong pressure gradient which is usually developed in June and July in the Arabian Peninsula creates a strong wind that results in dust storms (Marcella,et.al.2012). The strong Shamal wind tends to ease the temperature in the summer by decreasing the maximum temperature by 5 Â °C on average due to dust. You read "Investigating the Impact of Climate Change on Dust Storms over Kuwait" in category "Essay examples" In other cases, the Shamal wind can be caused by a dry cold front in the Arabian Peninsula, which further reduces the maximum temperature in the area. By mid-July the strong pressure gradient in the area weakens considerably, leading to periods of light northwesterly winds. When there is a lack of a pressure gradient, the Shamal winds become weak, and its direction shifts to easterly to southeasterly in the afternoon due to the sea breeze effect near the coastal area in Kuwait. The thermal low that usually develops over Iraq causes the weak pressure gradient near Kuwait and the eastern region of Saudi Arabia (Rajendran,et.al.2013). Global Climate Modeling Global climate models (GCMs) have the ability to simulate large scale global circulation for the atmosphere and the ocean. The GCMsare used worldwide by scientist to study different climate variables in different regions to investigate climate change. Global climate models can simulate possible future climates model, and can compute several simulations with various greenhouse gas emissions (Graff LaCasce, 2012). Wind Speed Scientists investigated the changes in mean wind speed globally and in different regions in the past, present, and future. Declining wind speeds in middle and lower latitudes are critical to the prediction of future global wind speed changes (Karnauskas,et.al.2009). However, it is significant to understand how climate change can influence wind speed and direction, because they are controlled by atmospheric circulation patterns, which have been indicated by many studies to change globally. In most studies that are based on climate change, results showed that wind speed has changed over the past and will continue to change in future, but it varies between regions and seasons. In the future, some regions may experience an increase in wind speed while some other regions may experience a decrease. Investigating increase or decrease of wind speed regionally will provide a future look in terms of dust storms expansion or shrinking in the Arabian Peninsula (Gillett,et.al. 2003). Temperature Changes in extreme temperatures over a long time period were analysed by Yan,et.al (2002). They determined that not only low temperatures have been decreasing and high temperatures have been increasing during the last decades, but also that there have been earlier changes in these extremes. A high increase in temperature took place between 1910 and 1945 and from 1970 to the present, when the temperature increased by 0.16 Â °C and 0.17 Â °C per decade, respectively, which is about three times more than the increase during the past century(Yan,et.al.2002). This has been a major cause for concerns for public heatlh as fluctuation in the environment temperautre increase global warming. This may increase air pollution, and thus thr risk of air borne diseases. Regional Climate Modeling Climate scientists around the world are investigating climate change by using the downscaling model to ensure higher resolution for more enhanced results (Bichet,et.al.2012). The higher resolution model or the regional climate model that have been downscaled from the global climate model provide a better picture over complex terrain, land-water contrast, regional variations in land use, and regional circulation (Catalano Moeng, 2010). The regional climate model is becoming the tool of preference in their research. Regional climate model simulations for regions similar to the Arabian Peninsula are few.Focusing on the eastern region where Kuwait is located, the model simulation shows a decrease in surface wind speed in both scenarios. Wind speeds are the main cause for dust storms in the region, so a decrease of wind speed in the future should lead to a decrease in dust storms in Kuwait and the Arabian Peninsula (Chu,et.al.2013). Methodology Research Design The research design in this research shall be based on the secondary data and this is the reason that the following research study is based on qualitative eesearch design and therefore, the proposed study will be exploratory in nature. Data are to be collected and information wwill be gathered by using a number of secondary sources, such as the media, publications and literature. By considering goals of the present study, Weather Research and Forecasting (WRF) will be analyzed as a modelin order to find the impact of climate change on both the frequency and intensity of dust storms in Kuwait and whether the number and magnitude of dust storms will increase or decrease in the future.As a sample size, GCM will be used to provide lateral forcing for WRF runs for two five-year time periods in which first five years run will be in 2006-2010 and second five years run will be in 2056-2060.The purpose is to investigate the frequency of dust storms comparing the present simulations with futur e simulations. Since the WRF does not simulate dust storms directly, the research will focus on identifying regional conditions conducive to dust storms and analyze the change in frequency of these synoptic conditions under a selected climate scenario. Ethical Considerations Ethical considerations will be prioritised to first place during this research and all the primary and secondary sources of data will be collected in accordance with the privacy policies. The research analysis and findings will be incorporated at the end and they will be entirely based on the observation of the researcher, and the analyis of data will be made. Conclusion The main of this project is to investigate the effect of climate changes in dust storms in Kuwait. These aims were targeded with the view to creating an awarness in regards to possible detrimental effects that can be induced by such changes. It is predicted that knowing the effectsof such changes will also help to predict whether the number and magnitude of dust storms will increase or decrease in the future. Since dust storms frequently hit Kuwait, it may affect human health and coral reefs, as well as have direct association with climate change in Kuwait. Wind speeds are the main cause for dust storms in the region, so a decrease of wind speed in the future should lead to a decrease in dust storms in Kuwait and the Arabian Peninsula (Chu,et.al.2013). REFERENCES Almazroui, M., M.N. Islam, and H. Athar, 2012: Recent climate change in the Arabian Peninsula: annual rainfall and temperature analysis of Saudi Arabia for 1978-2009, International Journal of Climatology, vol. 32, pp. 953-966. Bichet, A., M. Wild, D. Folini, and C. Schar, 2012: Causes for decadal variations of wind speed over land: Sensitivity. Geophysical Research Letters, vol.39, no. 11, pp.1107-1111. Catalano, F. and C.H. Moeng, 2010: Large-eddy simulation of the daytime boundary layer in an idealized valley using the Weather Research and Forecasting numerical model. Bound.-Layer Meteor, vol. 137, pp. 49–75. Chu, C., X. Yang, X. Ren, and T. Zhou, 2013: Response of Northern Hemispheric storm tracks to Indian-western Pacific Ocean warming in atmospheric general circulation models, ClimDyn, vol. 40, pp.1057-1070. Gillett, N. P., F.W. Zwiers, A.J. Weaver, and P. A. Stott, 2003: Detection of human influence on sea-level pressure. Nature, vol. 422, no. 292-294. Graff, L. S, J. H. LaCasce, 2012: Changes in the extratropical storm tracks in response to changes in SST in an AGCM. J. Climate, vol. 25, pp. 1854–1870. Karnauskas, K.B., R. Seager, A. Kaplan, Y. Kushnir, and M.A. Cane, 2009: Observed strengthening of the zonal sea surface temperature gradient across the equatorial Pacific Ocean. J. Climate, vol. 22, no.16, pp. 4316–4321. Kulkarni, A., 2012: Weakening of Indian summer monsoon rainfall in warming environment, TheorApplClimatol, vol109, pp.447–459. Marcella, Marc P., Elfatih A. B. Eltahir, 2012: Modeling the summertime climate of Southwest Asia: The role of land surface processes in shaping the climate of semiarid regions. J. Climate, vol. 25, pp. 704–719. Rajendran,K., S. Sajani, C. B. Jayasankar and A. Kitoh, 2013: How depended is climate change projection of Indian summer monsoon rainfall and extreme events on model resolution?. Current Science,Vol. 104, no.10, pp. 1409-1418. Zhang, Y., V. Duliere, P. W. Mote, and E. P. Salathe, 2009: Evaluation of WRF and HadRMmesoscale climate simulations over the U.S. Pacific Northwest. J. Climate, vol. 22, no. 5511–5526. How to cite Investigating the Impact of Climate Change on Dust Storms over Kuwait, Essay examples

Sap for Atlam free essay sample

The conversation between Zulkifli and Sani, the Project Manager; Gopal, the User Project Manager; Lim, User Representative; and Kamal, the Functional Analyst has come to the several issues to be considered. Most of the issues arise are from Lim such as SAP is more suitable for manufacturing industry not education industry. Other issue is ATLAM is lack of equipment and facilities. According to Lim, the department does not have enough personal computers and if they have they do not have enough space available for the personal computer in their department. Time constraint also one of the issue arise in the conversation. The management had decided to schedule the phases of proposed SAP on 1st of April 2002. They are now on third week of January. The time needed for implementing the new system usually takes number of months to be implemented. Lim also raises the issue of the resistance of staff to change to the new system. When people are more comfortable with some technology, they are likely to oppose changes. The reason of the resistance of staff perhaps because of fear the unknown and the uncertainty accompanying change such as losing their job and failure. The other issue is costs of implementing the SAP system that can be consider as higher than the accounting package, ACCPAC. It consists of the annual license fee, training costs, customization work and hardware. The cost-benefit analysis has been done to ensure that the benefits of implementing SAP will be higher than ACCPAC. Analysis of the issues Zulkifli had decided to perform a feasibility study or business case which is prepared during the systems analysis. There are five important aspects to be considered during a feasibility study that consist of economic feasibility, echnical feasibility, legal feasibility, scheduling feasibility and operational feasibility. Economic feasibility is defined as the dimension of feasibility concerned with whether the benefits of a proposed system will exceed the costs. This is proved by calculating the after-tax cash flow from Year 1 to Year 6. From the calculation, the benefits of the SAP system exceed the costs to implement it. The net savings from Year 1 to Year 5 is increasing and start to decline in the Year 6 because of the increasing in the saving and costs. Technical feasibility concerned on the development of the proposed system given the available technology. The SAP systems can possibly be implemented in ATLAM because of it is PETRA’s group-wide system and it had in-house support from SBS team of PETRA group. On the other hand, legal feasibility determines if there will be any conflicts between the system under consideration and the organisation’s ability to discharge its legal obligations. The implementation of SAP system in the management of ATLAM complies with the regulation sets by the management and it also supported with the PETRA group system. Scheduling feasibility only concerned on time taken to develop and the implementation of the proposed system in time allotted. There are two techniques for scheduling and monitoring systems development activities which are PERT (program evaluation and review techniques) and Gantt chart. In this case study, Gantt chart is used to determine the time taken to implement the SAP system. Gantt chart is a bar chart with project activities listed on the left-hand side and units of time which is days or weeks across the top. From the analysis done, SAP system cannot be implement in time allotted which on 1st April 2002. The SAP system needs approximately 8 months to be implemented in the ATLAM’s system. The last feasibility study is the operational feasibility which defined as feasibility that concerned with whether a proposed system will be used by the people in an organization and how useful the system will be within the operating environment of the organization. At the first of the discussion about the implementation of SAP system, the user representative seems to be unhappy with that implementation. He raises the issues and problems if the management wants to implement the system. All the various feasibility measures are used to narrow the list of the alternatives. This techniques used in the capital budgeting model that consists of net present value (NPV), internal rate of return (IRR) and payback period. Net present value (NPV) is the estimation of the future cash flows that are discounted back to the present using a discount rate that reflects the time value of money. The initial outlay costs or capital expenditures are deducted from the discounted cash flows to obtain the NPV. The initial outlay of SAP system consists of cost of training, hardware, initial software license and cost of customization work that approximately to RM5 million and its discount rate is 10%. From the analysis, SAP system has the positive and higher NPV of RM3. 2 million that indicates that the system is economically feasible. Internal rate of return (IRR) is the effective rate that results in an NPV of zero. The calculation of IRR is using trial and error method using two different rates to get the net cash flows. In this case, rate of 24% and 28% is used. The IRR of the SAP system is about 26% and it quite high. The payback period is defined as the number of years required for the net savings to equal the initial cost of the investment. It required approximately 4 years to the initial outlay of the implementation of SAP system to be covered with the net savings. As discussed in the scheduling feasibility, Gantt chart is used to determine timely and successful implementation. There are several tasks involved in the implementation of SAP system such as perform feasibility study, organize implementing team, prepare system support procedures, develop conversion plan and testing plan, prepare program specification, revise system documentation and perform programming tasks. The implementing team can be consists of the several person who has capabilities in the specific department such as finance and account department, IT department and user representative. The team should develop the conversion and testing plan of the SAP system. These tasks take about one month to be completed. After programming task is perform, system are test and system support procedures is install and acceptance test is done. The team should conduct the pilot study of the proposed new system. It is to gather the earlier information about the system so that the weaknesses of the system can be corrected. The user manual can be prepared and training program for the staff can be conducted. The last task of the implementation is the conversion of the system. The conversion includes the data backup. When people are more comfortable with something, they are reluctant to change to the new environment. Individual’s views of change as good or bad will usually depend on how they are personally affected by it. The reason why they resist changing is because of the bad experience with prior changes, a lack of top-management support and communication about the changes. These behavioral problems can be overcome with the several ways. The behavioral problems can be overcome by keep communication lines open. Managers and users should be fully informed of system changes as soon as possible. They should be told what and why changes are being made and they should be shown how the new system will benefit them. This open communication helps prevent damaging and inaccurate rumors and misunderstandings. Other than that, organization also can maintain a safe and open atmosphere to ensure that people who are affected by the system development can have an attitude of trust and cooperation. The organisation also should provide assurances that no major job losses or responsibility shifts will occur. It is lessen the intensity of fear or to calm the employees to not worry about the changes. In addition, the top-management must ensure that users understand the system. If the users are confused or do not understand the system, effective use or support to change the system cannot be obtained. It is also the responsibility of the system developers to describe and emphasize new challenges and opportunities that can be performed with the new system. This may provide job satisfaction among the employees and users. Furthermore, the system should be presented to the users in the proper context to capture the interest of the users. The system also should be properly tested prior to implementation to minimize or avoid the initial bad impressions. Conclusion There is an issue about the finance manager who wants to eliminate or terminate the user representative from the project team. The decision to terminate the user representative, Lim is not the right thing for the finance manager, Zulkifli because from Lim’s arguments, it shows that Lim is an individual who has a lot of experience inside him. All of his arguments are supported with the facts and experiences. Moreover, sometimes people need the criticism to improve oneself. It is because others can see one’s weaknesses than the individual himself. As a user representative, he knows what other users needs and wants. The actions of Lim to make arguments are for the best interest of the company and its employees. Zulkifli should see all the inputs from Lim is beneficial to improve the operation of the company. The analysis done on the implementation of SAP system shows that the main issues can be encounter by performing all the feasibility study and cost-benefits analysis. Most of the main issues are the examples of the staff resistance to change that can be overcome by the several ways discussed before.

Romeo And Juliet With Miracle Worker Essays -

Romeo And Juliet With Miracle Worker "Relationship between Romeo and Juliet and Annie and Helen" Romeo and Juliet is a tragic play written by William Shakespeare. It is a love story between two rival families, the Montagues and the Capulets. Romeo who is a Montague falls in love with Juliet who happens to be a Capulet. It is love at first sight, but if their parents find out there will be no way that Romeo will ever see Juliet again. The Miracle Worker is another play that we read. It is about a little girl named Helen Keller who is both deaf and blind. Her parents pity her and let her do whatever she wants. They want to be able to communicate with her so they write a doctor in Baltimore for help. The doctor sends Annie Sullivan to help Helen, which is worth it because she finally gets Helen to be polite and talk. Three people from Romeo and Juliet compare to three people in The Miracle Worker. To begin with, the Montagues and the Capulets along with Mr. and Mrs. Keller and Annie are the first similar group of people. Because the two families disliked each other so much, it kept their children from being able to date each other openly. It forced their children to keep secrets from their parents and made it hard to see each other. The parents in The Miracle Worker are pretty much the same. Mr. and Mrs. Keller didn't like the way Annie was handling and taking care of Helen. They almost made Annie quit teaching because of that. Annie made Helen eat with a fork instead of her fingers. When she wouldn't hold the fork Annie forced her to hold it. The Kellers didn't like this and told Annie to let Helen eat however she wanted but Annie wanted Helen to learn the proper way to eat and behave. Annie was very strict and made disciplined Helen well. Next there are two people who were dependable and friendly to Romeo and Juliet and Annie and Helen. For example Friar Laurence knew all about the marriage between Romeo and Juliet because he is the one who married them. He thought that if they got married it would end the feuds between the families. In addition he also came up the plan for Juliet to drink the potion to make it look like she was dead and when Romeo came it would look like he save her so the Capulet family would like him. James, Captain Keller's son by his first marriage was the only one who believed in Annie at first. For instance he was the first to see Annie teach Helen the alphabet and also got the ladder for Annie when Helen locked her in the room. Also James lets Annie take Helen to the pump by telling Mr. Keller to let Annie teach Helen her way and that for once he is wrong and Annie can successfully teach Helen. Finally the last two people that influenced the relationships are the Nurse and Doctor. The Nurse knew about the relationship between Romeo and Juliet and could have told someone but never did. If she told someone of their marriage she could have saved the two kids lives. Even though the nurse tried to get Juliet to like Paris she couldn't get her to because she loved Romeo. The doctor told the Kellers that he's never seen a baby with more vitality, which was untrue. However he tells them it was only acute congestion. After he leaves, Mrs. Keller tries to get Helen's attention, but she can't because Helen can't hear or see. If the doctor had been better he would have noticed she was mute and told them before or try to save her. Although two different authors wrote the plays in two different times they still have qualities that can be compared. They all have plots, climaxes and settings. Shakespeare's words and way of writing was more advanced than William Gibson's but they both have good work. Romeo and Juliet's ending wasn't happy like Annie and Helen's but in the end they both got what they wanted. Romeo and Juliet were finally together and the families got over their differences, and Annie got Helen to understand that words have meanings and how to communicate.

Lockes Government Essays - Rights, Sovereignty, Libertarian Theory

Locke's Government Essays - Rights, Sovereignty, Libertarian Theory Locke's Government The Declaration of Independence, written by Thomas Jefferson, and The Second Treatise on Civil Government by John Locke, are two similar works. Lockes work seems to have had an influence on Jefferson when he wrote the Declaration of Independence. Both works were written on government, what it should and should not be. Locke brings the view that the state exists to preserve the natural rights of its citizens. When governments fail in that task, citizens have the rightand sometimes the dutyto withdraw their support and event to rebel. Locke maintained that the state of nature was a happy and tolerant one, that the social contract preserved the preexistent natural rights of the individual to life, liberty, and property, and that the enjoyment of private rights the pursuit of happiness led, in civil society, to the common good. Lockes form of government is simple, yet confusing. Lockes government is broken down into four main areas, the State of Nature ( SN ), the State of War ( SW ), Civil Society ( CS ), and Political Society ( PS ). Locke begins by recognizing the differences between power, in general, and political power in particular. Locke believes political power to be, the power of a magistrate over a subject. (2) The subject remains under the magistrates rule by choice. This brings about the State of Nature. The SN is a state of perfect freedom, no one is controlling others and no one is being controlled, everyone is equal. Locke comes to say that the only way someone can rule over us is if we let them. By doing this we are not abandoning our SN, but remaining in it. It is ones choice to let another preside over them. Our SN is threatened though because we do not have complete control, therefore we come into the State of War. Under SW we have taken away others SN or given up our own. For us to get it back we come into Civil Society. By lending out our SN we come together to protect it. We are given back our SN after it has been restored. We are no longer threatened by someone taking it away. The problem that arises is the fact that this is not a very solid solution. This leads to the Political Society. People agree to get together and establish a PC (AKA government) The PC is responsible for protecting others. We are still in our State of Nature as we have lended it out, received it back and come to terms with others in arranging a Political Society. Locke is attempting to understand the proper relationship between a people and a government. Jeffersons ideas are very close to those of Lockes. Which proves Lockes work had an impact on him. The first major relationship between Jeffersons Declaration of Independence and Lockes Second Treatise is that they both believe in the State of Nature and use it as the basis of their governments. The Declaration of Independence says that, ...and to assume among the Powers of the earth, the separate and equal station to which the Laws of Nature and of Natures God entitle them... (1) Locke believes this as, ...what state all men are naturally in, and that is a state of perfect freedom to order their actions, and dispose of their possessions and persons as they think fit within the bounds of the Law of Nature... ( 2 ) The Declaration of Independence is saying that when one set of politics is not working, that one must break away and start over again in the Law of Nature because this is truly the only way to go. For Locke, The Sate of Nature has a law of Nature to govern it, which obliges everyone, and reason, which is that law, teaches all mankind who will but consult it, that being all equal and independent, no one ought to harm another in his life, liberty, or possessions. (2) Jefferson uses the Law of Nature as the highest government a society can achieve. This being everyone free, and in their State of Nature, yet under a government. Another similarity is how they explain their belief that all men are created equal. As the Declaration of Independence goes on Jefferson comes to say, ...that all men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty, and the

Nutritional assessment report Essay Example | Topics and Well Written Essays - 1500 words

Nutritional assessment report - Essay Example Two types of methods have been used to measure food intake: precise weighed food record and 24-hour recall methods. 25 persons have been selected as sample size for the analysis BMR and total energy expenditure have also been found out. For understanding the nature and interrelationship between the variables, statistical tools like descriptive statistics, correlation and regression methods have been used. . The regression results show that the interrelationship between energy intake and total energy expenditure is statistically significant and the weighed energy intake seems to have strong relationship with TEE while that of recall energy intake seems to be insignificant. The energy expenditure indicators of BMR and total energy expenditure has also got significant statistical relationship and the total energy expenditure seems to be highly dependent on the BMR. Comparisons with FAO estimates, it is seen that our sample population does not have required energy expenditure as suggeste d by FAO. The BMR of our sample population also seems to be lower than that of FAO estimates. Introduction Nutritional status or energy of any person is measured in terms calories and calorie is hence known as the currency of nutrition and energy (Prentice, 1997). Energy keeps any mammal warm and drives all the activities of life. Energy is derived from the process of ‘chemical combustion’ of food intake which requires oxygen and produces carbon dioxide and water. Sufficient supply of food intake is needed for this process (Titchenal, 1988). The energy component of the food can be divided into chemical energy and metabolizable energy. Chemical energy of the food is the total energy which is liberated if it is combusted in oxygen. That is, its heat of combustion is normally the chemical energy and it can simply measured in a bomb calorimeter. The chemical energy is otherwise known as the gross energy (Durnin and Passmore, 1967; Cox 2005). The metabolic part of the total energy of the food is known as the megabolizable energy. Due to several reasons, a portion of the total energy of food intake would not be available for the body metabolism. The portion of the total energy which is digested and absorbed by the body is megabolizable energy or digestible energy. In the dietary and energy expenditure discussions, this metabolizable or digestible energy becomes relevant (Prentice, 1997; Gibney etal 2002; Lee and Nieman ,2003; Gibson ,2005). Objective and Methodology The present paper intends to make a strong understanding and conceptual discussion on the concepts energy, energy balance, energy requirements and energy expenditure. The interrelationship between food intake and food energy expenditure has also been analyzed in the paper. Hence, the main objectives of the paper are: 1) to integrate the understanding on the concepts like measures of intake, energy balance, requirements and expenditure 2) to give practical experience in methods of measurement s of food intake and expenditure 3) to examine the interrelationship between these variables. Methodology For achieving the above said objectives, a concrete and brief discussion has been done on the concepts like measures of food intake, energy balance and requirements and energy expenditure. Practical experiments have been done on the measurements of food intake and energy expenditure. Two types of methods have been used to measure food intake: precise weighed food record and

Strategic Human Resource Management Article Example | Topics and Well Written Essays - 1000 words

Strategic Human Resource Management - Article Example Those working in firms are protected by these unions such that their wages and salaries cannot be altered by the employer at his/her own pleasure. Also, the unions ensure workers work for negotiable hours. In addition, they focuses on workers’ health and safety through negotiating for favourable working conditions (Wilkinson 2014, p. 90). Secondly, the unions represent workers to their employers. Usually, the employers engage in â€Å"collective bargaining† with the trade unions. The unionsnegotiates for workers’ rights during these meetings. Sometimes, disagreements arise, which results to industrial actions such as a strike. In order to prevent workers from negotiating individually with their employers, the trade unions give them adviceandinformation on the best ways to give their complaints and at the right time. Other functions of the unions include resolving conflicts and providing services for the union members.Some of these services include insurance schemes, pension schemes, and discounts on shopping (Wilkinson 2014, p. 99). As stated earlier, trade unions have changed their roles over the past years due to globalization, outsourcing of labour and legal constraints. The role of unions has changed recently where they not only represent workers during negotiations but also recruit new workers in case the employers dismiss them. Due to the fragmentation of the labour market, the trade unions have reduced their role of ensuring the welfare of many workers. In other words, they have shifted their focus from workers to the enterprises.They regulate the workers conditions and payments at enterprise-level unlike before when they acted with workers in fighting for labour rights. The rise of unions that are sponsored by employers have eroded the basic roles of trade unions in protecting labourforce (Wilkinson 2014, p. 100). Most firms have employed the non-union workers as a way of protecting themselves from industrial strikes.Therefore, trade

Conversion of Energy Essay Example | Topics and Well Written Essays - 1000 words

Conversion of Energy - Essay Example Thirdly, fission and fusion reactions possess the capacity turn the energy associated with ordering of subatomic particles into nuclear energy. Fossil fuels pertain to fuels formed out of the organic remains of prehistoric plants and animals that undergo natural process of anaerobic decomposition and these fuels are chiefly comprised in coal, gas, and oil. It normally takes nearly 700 million years for decaying plant and animal matters to be fossilized upon exposure to extreme levels of heat and pressure into usable fossil fuels which are mostly rich in carbon with coal, natural gas, and petroleum by composition. Being a non-renewable source of energy, fossil fuels may be volatile or non-volatile as materials ranging from those of minimal C to H ratios as methane gas and liquid petroleum to materials with heavier carbon content than hydrogen as in the case of anthracite coal. In modern times, fossil fuels are confronted with the perils of continuous depletion at a rate that alarmingl y exceeds that of their production which implies that renewable substitutes with equivalent advantages ought to be discovered and settled at for corrective resolution. Besides being a flexible non-renewable energy source, based on their structure, depositional environment, and thermal reactions, fossil fuels draw a potential attraction due to the fact that most of world’s reserves of oil and natural gas come from deformed rocks whereas a great quantity of coal may be derived from sedimentary rock layers that do not undergo deformation. Sediments are readily found everywhere on which are comprised marine organic matter filled with oil and gas in high proportions to make opulent fossil fuel amounts. Because of low oxygen concentration on environments in which massive deposits are preserved and coal forms that gather toward bogs and swamps, fossil fuels can be acquired with much convenience. Under natural circumstances, fossil fuels are made beyond human intervention since therm al processes may occur spontaneously after decomposing organics goes through preservation to become fossil fuels at a later time. Aside from fossil fuels, biofuels like the ones based on algae are a renewable alternative fuel used in producing electricity. Besides the renewably drawn energy derived through biomass, geothermal energy, hydroelectric energy, wind, and solar powers, good fuel alternatives are present as well in bioalcohols, non-fossil methane and natural gas, ammonia, and vegetable oil. These safer options create possibilities of reducing air pollution since less hazardous substances are involved during the crucial stages of extraction and emission processes. This way, state investments may be allocated for concerns other than for setting up regulations. In particular, heat derived from the earth by means of a natural geologic process has been widely attributed to ‘geothermal energy’ (with Greek words geo meaning earth and therm for heat) and is treated as a remarkable alternative to fossil fuels or other non-renewable ene

Organizational Culture of Public and Private Sector Banks

Organizational Culture of Public and Private Sector Banks In the past 25 years, the concept of organizational culture has gained wide acceptance as a way to understand human systems. From an open-sytems perspective, each aspect of organizational culture can be seen as an important environmental condition affecting the system and its subsystems. The examination of organizational culture is also a valuable analytical tool in its own right. This way of looking at organizations borrows heavily from anthropology and sociology and uses many of the same terms to define the building blocks of culture. Edgar Schein, one of the most prominent theorists of organizational culture, gave the following very general definition: The culture of a group can now be defined as: A pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems. (Schein 373-374) The pattern of shared values, beliefs and assumptions considered to be the appropriate way to think and act within an organization. Culture is shared Culture helps members solve problems Culture is taught to newcomers Culture strongly influences behavior Layers of Culture 1.1 Elements of culture G. Johnson described a cultural web, identifying a number of elements that can be used to describe or influence Organizational Culture: The Paradigm: What the organization is about; what it does; its mission; its values. Control Systems: The processes in place to monitor what is going on. Role cultures would have vast rulebooks. There would be more reliance on individualism in a power culture. Organizational Structures: Reporting lines, hierarchies, and the way that work flows through the business. Power Structures: Who makes the decisions, how widely spread is power, and on what is power based? Symbols: These include organizational logos and designs, but also extend to symbols of power such as parking spaces and executive washrooms. Rituals and Routines: Management meetings, board reports and so on may become more habitual than necessary. Stories and Myths: build up about people and events, and convey a message about what is valued within the organization. These elements may overlap. Power structures may depend on control systems, which may exploit the very rituals that generate stories which may not be true. 1.2 Dimensions of Organizational Culture Innovation and risk-taking The degree to which employees are encouraged to be innovative and take risks. Attention to detail The degree to which employees are expected to exhibit precision, analysis, and attention to detail. Outcome orientation The degree to which management focuses on results or outcomes rather than on technique and process. People orientation The degree to which management decisions take into consideration the effect of outcomes on people within the organization. 1.3 Keeping a Culture Alive To keep the culture alive of an organization following are to be considered:- Selection Identify and hire individuals who will fit in with the culture Top Management Senior executives establish and communicate the norms of the organization Socialization 1.4. Profiles of the bank Introduction to ICICI ICICI was formed in 1955 at the initiative of the World Bank, the Government of India and representatives of Indian industry. ICICI Bank (BSE: ICICI) (formerly Industrial Credit and Investment Corporation of India) is Indias largest private sector bank by market capitalization and second largest overall in terms of assets. Its industry basically includes banking, insurance capital alliance. It has about  a network of 1,668 branches and about 4,883 ATMs in India and presence in 18 countries as well as some 24 million customers (at the end of July 2007). The Bank is expanding in overseas markets and has the largest international balance sheet among Indian banks. ICICI Bank now has wholly-owned subsidiaries, branches and representatives offices in 18 countries, including an offshore unit in Mumbai. ICICI Bank is also the largest issuer of credit cards in India. It is the most valuable bank in India in terms of market capitalization. ICICI Bank offers a wide range of banking products and financial services to corporate and retail customers through a variety of delivery channels and through its specialized subsidiaries and affiliates in the areas of investment banking, life and non-life insurance, venture capital and asset management. The principal objective was to create a development financial institution for providing medium-term and long-term project financing to Indian businesses. ICICI was the first one to introduce the concept of branding in the Indian banking industry. ICICI Bank is one of the Big Four Banks of India with State Bank of India, Axis Bank and HDFC Bank. Introduction to HDFC Hdfc bank is one of the popular private sector banks. It was established in 1994.the full name of hdfc bank is Housing Development Finance Corporation. It was the first bank to receive an approval from RBI for setting up bank in private sector. This bank was incorporated with the name HDFC bank ltd. and the registered head office of hdfc bank is in Mumbai. At present the bank is having total no. of 1412 branches and over 3275 ATMs across India MAJOR POINTS In 2002 HDFC bank witnessed and its merger with times bank limited .with this both HDFC and times bank become the first two private banks in new generation private sector banks. In 2008 RBI approved merger of Centurian bank of Punjab with HDFC bank. With this merger the total deposit reached RS 1,22,000 Crore. While advances were RS 89,000 crore and balance sheet size was RS 1,63,000 crore. All the branches of the bank are online connected with the other ensuring speedy funds transfer for the customers. The bank is Continuously using up to date technology along with market position to build maximum market share. CAPITAL STRUCTURE HDFC banks total authorized capital is RS 550 crore at present from this the paid up amount is 424.6 crore. HDFC group holds 19.4%. The bank has about 5, 70,000 share holders. Its share find a listing on the stock exchange (Mumbai and national stock exchange).hdfc banks American depository shares are listed on the New York stock exchange (NYSE). Introduction to SBI SBI, the state bank of India is a public sector bank. It was founded in 1806 in Kolkata as Bank of Calcutta. Its headquarters are situated in Corporate Centre, Madam Cama  Road, Mumbai  400 021 India. It includes the banking, insurance and capital market industry. The roots of the State Bank of India rest in the first decade of 19th century, when the  Bank of Calcutta, later renamed the  Bank of Bengal, was established on 2 June 1806. The Bank of Bengal and two other Presidency banks, namely, the  Bank of Bombay  (incorporated on 15 April 1840) and the  Bank of Madras  (incorporated on 1 July 1843). All three Presidency banks were incorporated as  joint stock companies, and were the result of the  royal charters. These three banks received the exclusive right to issue paper currency in 1861 with the Paper Currency Act, a right they retained until the formation of the Reserve Bank of India. The Presidency banks amalgamated on 27 January 1921, and the reorganized banking entity took as its name  Imperial Bank of India. The Imperial Bank of India continued to remain a joint stock company. The roots of the State Bank of India rest in the first decade of 19th century, when the  Bank of Calcutta, later renamed the  Bank of Bengal, was established on 2 June 1806. The Bank of Bengal and two other Presidency banks, namely, the  Bank of Bombay  (incorporated on 15 April 1840) and the  Bank of Madras  (incorporated on 1 July 1843). All three Presidency banks were incorporated as  joint stock companies, and were the result of the  royal charters. These three banks received the exclusive right to issue paper currency in 1861 with the Paper Currency Act, a right they retained until the formation of the  Reserve Bank of India. The Presidency banks amalgamated on 27 January 1921, and the reorganized banking entity took as its name  Imperial Bank of India. The Imperial Bank of India continued to remain a joint stock company. Pursuant to the provisions of the State Bank of India Act (1955), the  Reserve Bank of India, which is  IndiaHYPERLINK http://en.wikipedia.org/wiki/Central_BankHYPERLINK http://en.wikipedia.org/wiki/Central_Banks central bank, acquired a controlling interest in the Imperial Bank of India. On 30 April 1955 the Imperial Bank of India became the State Bank of India. The  Govt. of India  recently acquired the Reserve Bank of Indias stake in SBI so as to remove any conflict of interest because the RBI is the countrys banking regulatory authority. In 1959 the Government passed the State Bank of India (Subsidiary Banks) Act, enabling the State Bank of India to take over eight former State-associated banks as its subsidiaries. On  Sept 13, 2008,  State Bank of Saurashtra, one of its Associate Banks, merged with State Bank of India. State Bank of India is one of the  Big Four Banks  of India with  ICICI Bank,  Axis HYPERLINK http://en.wikipedia.org/wiki/Axis_BankBank  and  HDFC Bank. Introduction to Punjab national bank The Punjab National Bank or PNB is one of the well known commercial and banking institutions India .it is the second largest government owned commercial bank in the country and offers financial services in public sector. Around 37 million customers are served by the bank on an average basis. The customized facilities and services make it a trusted name in the domain of banking. Growth of pnb Punjab National Bank was registered under the Indian Companies Act on 19 May in the year 1894 and its first office was set up at Anarkali Bazaar in Lahore. Since then, the bank has become a great name in the field of banking and is very much preferred by the customers for the wide range of its services. Today, the bank has around 4,904 branches. Due to its facilities and services of high standards, Punjab National Bank has also been the recipient of a number of prestigious awards. Punjab National Bank offers financial solutions and services in an array of sectors. All these services that are offered keep pace with the changing market trends in order to fulfill the needs and preferences of the customers. Some of the well known sectors on which the main functions of the bank are based are: Personal Banking Corporate Banking Agriculture finance services Industrial finance services Trade financial services International banking services 2. RATIONALE OF STUDY In the past few decades, the concept of organizational culture has gained wide acceptance as a way to understand human systems. From an open-systems perspective, each aspect of organizational culture can be seen as an important environmental condition affecting the system and its subsystems. The examination of organizational culture is also a valuable analytical tool in its own right. This study tries to find out the variations that prevail in public sector banks with that of private sector banks with respect of the dimensions, artifacts and power structure etc. this study also tries to find out the relationship between organization culture and motivational level of the employees. 3. REVIEW OF LITERATURE 3.1 Schein [1998] We can aslo charactertise culture as consisting of three levels. The most visible level is behavior and atrifacts.this is the obserable level of culture and consist of behavior patterns and outward manifestations of culture: perquistes provided to executives, dress code, level of technology utilized and the physical layout of the work spaces. All may be physical indcators of culture, but different to interpret. Artifacts and behavior may also tell us what a group is doing, but not why. 3.2 Koen [2009] While both the strategic management and the network literature recognize the importance of inter-firm relationships for explaining competitive advantage, the question why firms differ in their ability to benefit from these relationships is rarely addressed. This study aims to begin to fill this gap in the literature and argue that organizational culture is an important factor influencing the relationship skills of a firm, defined as a firms ability to manage its ties with other firms, whether these are customers, suppliers, or service providers. The researcher assume relationship skills to be especially relevant for the formation and maintenance of close and durable transaction ties. The researcher tested the model on a dataset of 127 Dutch inter-firm relations and find general support. Specifically, researcher find that firms with organizational cultures characterized by an orientation towards stability and predictability, a positive orientation towards innovation, and not character ized by a strong focus on immediate results, score high on relationship skills. Relationship skills, in turn, are found to have a positive influence on the outcomes of inter-firm relationships in terms of learning, achieving innovations and gaining new contacts, but not in terms of immediate (financial) results. 3.3 Indian Association of Computational Mechanism conflict types and role of organization culture (2004) The potential positive or negative consequence of relationship conflict versus task conflict for group members and organizations continues to be a controversial topic. Whereas a certain amount of agreement exists on the negative consequences of relationship conflict, the evidence for task conflict is not as conclusive. This has led some authors (De Dreu Weingart, 2003a,b) to propose a contingence perspective. This article continues this approach and analyzes the influence of types of conflict on group members satisfaction and wellbeing, considering the moderating role that organizational culture plays in this relationship. Two types of service organization have been studied; private organizations with a high goal oriented culture, and public organizations with a low goal oriented culture. Results show that a) relationship conflict decreases both public and private workers job satisfaction and affective wellbeing; b) task conflicts decrease private organization workers satisfaction a nd affective wellbeing, while this dysfunctional effect is absent in public organizations; c) goal orientation moderates the effect of task conflict in private organizations; and d) support orientation moderates the effect of task conflict in public organizations. 3.4 Berrio Organizational Culture Assessment Using the Competing Values Framework The contemporary definition of organizational culture (OC) includes what is valued, the dominant leadership style, the language and symbols, the procedures and routines, and the definitions of success that characterizes an organization. OC represents the values, underlying assumptions, expectations, collective memories, and definitions present in an organization (Schein, 1992; Cameron Quinn, 1999). Cameron and Quinn (1999) have developed an organizational culture framework built upon a theoretical model called the Competing Values Framework. This framework refers to whether an organization has a predominant internal or external focus and whether it strives for flexibility and individuality or stability and control. The framework is also based on six organizational culture dimensions and four dominant culture types (i.e., clan, adhocracy, market, and hierarchy). In addition the framework authors generated an Organizational Culture Assessment Instrument (OCAI) which is used to identif y the organizational culture profile based on the core values, assumptions, interpretations, and approaches that characterize organizations (Cameron Quinn, 1999). The central issue associated with organizational culture is its linkage with organizational performance. Connections between OC and performance have been established. An increasing body of evidence supports a linkage between an organizations culture and its business performance. In the business arena, evidence has confirmed that companies which put emphasis in key managerial components, such as customers, stakeholders and employees, and leadership, outperform those that do not have these cultural characteristics (Kotter Heskett,1992; Wagner Spencer, 1996). The competing values framework can be used in constructing an organizational culture profile. Through the use of the OCAI, an organizational culture profile can be drawn by establishing the organizations dominant culture type characteristics. In this respect the overa ll culture profile of an organization can be identified as: Clan: an organization that concentrates on internal maintenance with flexibility, concern for people, and sensitivity for customers. Hierarchy: an organization that focuses on internal maintenance with a need for stability and control. Adhocracy: an organization that concentrates on external positioning with a high degree of flexibility and individuality. Market: an organization that focuses on external maintenance with a need for stability and control. The culture of Ohio State University Extension plays an important role in the way Extension personnel plan, implement, and evaluate educational programs. OSU Extension is perceived by its personnel to be an institution devoted to satisfying the needs and wants of its clients through programs that are clearly defined, sensible to public needs, constantly monitored for success, and pro-actively implemented. 3.5 KAVANAGH ASHKANASY Impact of Leadership and Change Management Strategy on Organizational Culture in Case of Merger This study reports a longitudinal study that examined mergers between three large multi-site public-sector organizations. Both qualitative and quantitative methods of analysis are used to examine the effect of leadership and change management strategies on acceptance of cultural change by individuals. Findings indicate that in many cases the change that occurs as a result of a merger is imposed on the leaders themselves, and it is often the pace of change that inhibits the successful re-engineering of the culture. In this respect, the success or otherwise of any merger hinges on individual perceptions about the manner in which the process is handled and the direction in which the culture is moved. Communication and a transparent change process are important, as this will often determine not only how a leader will be regarded, but who will be regarded as a leader. Leaders need to be competent and trained in the process of transforming organizations to ensure that individuals within th e organization accept the changes prompted by a merger. 3.6 Westerns survey of Organizational culture (2003) In December 2003, Westerns Academic and Administrative Leaders and Managers received the results of Westerns survey of organizational culture, completed in July 2003. Staff academic and administrative leaders from 33 different groupings had an opportunity to respond to survey questions regarding What is expected, from a person in your role, to fit in and meet expectations here. A report for Western as a whole was compiled, and the leaders of the 33 groups were invited to requisition confidential sub-group reports for their own areas.The initiative was undertaken on behalf of the University by Human Resources to provide a) information for focussing leader, staff, and organizational development initiatives, and b) baseline data for evaluating the outcomes of these initiatives over the next 3 years. The survey will be repeated in 2007.   Research on organizational culture conducted by the survey company used (Human Synergistics) shows that performance feedback systems and leadership p ractice exert the greatest influence on culture. Culture, in turn, can be correlated with levels of role clarity, role consistency, employee satisfaction, and commitment to customer service. Western has committed resources to enhance leadership practice, support campus-wide staff development, improve work systems, and more closely integrate academic and administrative leadership, so that all work is clearly aligned with Westerns academic mission.   Ã‚   In an effort to enhance positive aspects of Westerns culture and to decrease negative aspects, leaders can now draw on research regarding the levers for change for influencing organizational culture. Areas to improve include: communication processes, work design, the performance feedback system, and the participative dimension of the operational planning process. 3.7 McMurray- Organizational Climate and Organizational Culture (2003) This multi-method study explored the relationship between organizational climate and organizational culture in a newly emerging university. Organizational climate was explored through the distribution of a survey to 145 academic staff. An 88% response rate yielded 128 responses. To uncover the organizational culture, semi-structured interviews were, conducted with the Deputy Vice-Chancellor, the Deputy Principal, 7 Deans, and 15 Centre Heads from the various faculties. The study uncovered the ways in which organizational culture evolves and becomes intertwined with organizational climate. The data yielded new insights as to the ways in which organizational climate and culture intersect. This has particular relevance at the sub-unit level where climate features are most positive in those faculties whose subcultures are congruent with the leadership culture, and are least positive in faculty subcultures that are incongruent with the leadership. 3.8 Purang- HRD Climate in Public and private organizations Most researchers agree that a congenial HRD climate is extremely important for the ultimate achevement of the business goals. It is a phenemenon experienced by the employees and often reffered to by expressions like environment, atmosphere and so on. Climate at the individual level is a summary perception of the organizations work environment that is descriptivr rather than evaluative in nature. Another approach to the climate is the cultural approach, which proposes that the climate arises from the intersubjectivety of the members as they interact within a context established by an organizations culture. In the indian context type of organization influences the culture prevalent in the organization. Since climate is an outcome of culture this study compares the HRD climate perceptions of public and private organizations. The study compares the perception of middle level managers from different organizations and gives the conclusion that in government organizatons there is need to im prove HRD climate. 3.9 Srimannarayana HRD climate in Dubai Bank Based on the resonses of 212 employees working in a local bank in dubai, the study attempts to assess the HRD climate in a bank through a questionaire containing 38 items. The area of difference were identified in this study among the various categories of HRD climate. An attempt was made to find out the difference in the perception of HRD climate among the employees, based on position, nationality, gender and age and gives the conclusion that personal power bases had a strong direct effect on job satisfaction.both position and personal power are positevely related to job satisfaction. 3.10 Sengupta- Gender, work and organization culture Organizations work in social milieu and therefore the socio cultural factors greatly affect the organizational culture. The social role perception seemed to have a bearing on the structural role of men and women in the organization. The study aimed to examine the impact of social role on organization culture and managerial work behavior. The study concluded that managerial behavior is culturally influnced and women managers are percieved as equally competent as male managers. SCOPE OF THE STUDY 4.1 Universe/Population of the study The universe or the population of the study is confined to the four organizations viz, State bank of India, icici bank, hdfc bank and pnb 4.2 Category of respondents The respondents will be selected from the different levels of the management as per the need of the study. The respondents will be selected using the stratified random sampling. 4.3 Region of the study The study will be confined to the region of jalandhar city only, the reason for this confinement to jalandhar only is due to time and cost constraints. RESEARCH METHODOLOGY 5.1 Objectives Of the Study To study and describe the prevailing organization culture of Private and Public sector banks in terms of :- Artifacts Beliefs, Values and Assumptions Dimentions of Organizational Culture Relationship between organization culture and structure Relationship between organization culture and power structure. To study the effect of promotion policies and subsequent employees turnover rate : the comparison of the two orgaizations. To study the impact of organization culture on employees motivation level of two organizations. 5.2 Sample Size and Design Sampling is an essential technique in the field of research, Probably no concept is as fundamental to conduct research and interpretation of its results as is sampling. In survey kind of studies, the population under investigation is quite large, making it practically impossible for researcher to research every member of the population. The conclusions will be drawn and generalizations will be made on the basis of examination of some part of the whole population and this is termed as sampling. The population of study will consist of total number of employees working in the four banks. In this study the sample will selected from the head office of all four banks in jalandhar named as state bank of india, Punjab national bank, hdfc and icici. For this purpose the whole the population will be divided into 5 categories i.e. M1, M2, M3, M4, and M5. 5.3 Method of Data Collection The feedback forms will be used for the purpose of data collection. The feedback will be directly given to the respondents. The instructions will be clearly given on the feedback forms to facilitate easy and accurate responses but in order to avoid biasness in the responses; the purpose of the study will not disclosed. The respondents will be assured that the record would be kept confidential. if they faced any difficulty in understanding any item the meaning will be readily explained without biasing their responses in case of direct filling of questionnaire. These feedback forms will be given to whole of the sample and the feedback will be analyzed as after. 5.4 Instrument to be Used The study will be conducted using pre-structured questionnaire. To facilitate answering, the questions will be developed in simple words, to convey the real and full meaning. The questionnaire will be also pre-tested to see whether the respondents would face any difficulty in understanding and answering the questions. The questionnaire will be divided into two parts. The first part of the questionnaire will aim at getting basic information relating to the respondents socio-economic background such as age, education, marital status, occupation, monthly income etc. and in the second part of the study the detailed information for the motivation level and impact of other cultural variables among employees. 5.5 Statistical Analysis and Tools The data, after collection will be processed and analyzed, comparisons and analysis will be made. Thus, in the process of analysis, relationships or differences supporting or conflicting with original or new hypothesis will be subjected to statistical tests of significance to determine with what validity data can be said to indicate any conclusion 5.6 Proposed Plan Introduction Research Methodology Introduction to the company Data presentation Analysis Conclusion Bibliography 5.6 Limitations of the study The study do not take all the issues relating to the organization culture due to time constraint, but an attempt is made to cover all the important issues in the study. There may be some bias in the responses which cannot be ruled out. i.e. some of the feedbacks may not be given with honesty.

Comparing Two Views of Gay Marriage in America Essay -- Compare Contra

Marriage, by definition, is the institution whereby men and women are joined in a special kind of social and legal dependence for the purpose of founding and maintaining a family. In today’s society however, things are changing. People of all genders are forming bonds with one another, and homosexuals are vying for the right to have their love established as marriage as well. Should men and men, and women and women, be allowed the right of marriage just like heterosexual couples in America? Andrew Sullivan and William Bennett have opposing opinions on this subject, however are more alike in opinion than they know. Their articles tell different stories, with the same general underlying tone. Gay people are people, just like everyone else. This is the argument that Andrew Sullivan is making in his essay titled â€Å"Let Gays Marry†. His argument is based mainly on logic and facts, and for the most part, it is strongly supported. Sullivan mentions in his article that gay people are citizens of our country and are entitled to the exact same rights as everyone else. He is not asking for any special treatment, just equal treatment. All that the gay community is asking for is the right to form a legally recognized union. He also points out that the definition of marriage has changed with the times. Women are no longer a man’s property through marriage. People of different races can get married today and it is highly accepted. He is not asking that America changes heterosexual marriage at all, he is simply requesting that they be more open and accept homosexual bonds as marriages as well. Speaking for the other side of the spectrum is William Bennett. Using a very emotional argument, it is his belief that marriage should ... ... It is obvious that there are many differences between the two articles. Sullivan is fighting for his rights as an American, and as a human being, to be able to legalize the love felt between two people of the same sex. Bennett believes that marriage is a crucial part of our society, and that it is so special and important that it should stay as it is. They differ in opinions simply because they are looking for different things. As you can see, the battle with homosexual marriage is one that is not going to be settled overnight. People will continue voicing their opinions on the topic until we can reach a middle ground. When you think about it though, are our ideas really that different? Both men are fighting for the same cause in a way. They are looking for the glorification of the loving bond of marriage; they are just going about it in different ways.

Employee Diversity Assignment

Employee Diversity Contents: 1. 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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2 2. Advantages of employee diversity to organization†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦2 1. Advantage of Language diversity†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦2-3 2. Advantage of Gender diversity†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 3. Advantage of Age diversity†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦3-4 3. The problem of employee diversity†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦4 1. Communication problem†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4-5 2. Gender discrimination problem†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 4. Solutions to the problem of employee diversity†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5-6 1. Solutions of communication†¦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‚¬ ¦. 6 2.Solutions of gender discrimination†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 6 5. 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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦. 6-7 Reference†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦8 1. Introduction: The employee diversity can be defined as the employment of people with different qualities and back grounds. The most fundamental of the definition of employee diversity are focus on race, gender, nationality, age. According to (Nancy R, June 2005), fast technological change, g lobalization, the demand for skills and education, an aging workforce and greater ethnic diversification in the labor market have greatly influenced the arrangement of diversity today.Today’s definition of employee diversity includes race, age, ethnicity, gender or personality and work style, secondary influence such as religion, socioeconomics and education. Nowadays, employee diversity is very population the work place. It has advantages also accompanied by the disadvantages. 2. Advantages of employee diversity to the organizations 2. 1. Advantage of Language diversity: In the organization if the employees are speaking different languages, it may bring some benefits to the organization.For example, in the one company if the staffs speak not only one language, when the company need some staff to go overseas to join some meetings or do some inspections and research. So the company can only pick up some staffs that can speak those countries’ languages and send them for the meetings or inspections instead of find out some translators or even spend money to hire some consultants. It really can save the expenditure for the company. Nowadays, if a company want to be succeed, it really need to be able to better integrate into this world and also need to broaden their horizons.The employees are the main force of the company; their performances are really affecting the company’s future. The employees’ language diversity can help the company to explore more overseas markets and make them more competitive. 2. 2. Advantage of Gender diversity Gender diversity also has its own advantages for organization. In an era, people change their ways of thinking the gender diversity in the work place. They realized that not only men can do every work in the work place. Now, women are becoming more and more important in organization. Nowadays women have the skill set for the new competitive demands of technical work.Companies agree that they need more tec hnical leaders with varied skills such as interpersonal skills and business skills. 93% of technical leaders in a survey indentified the building of collaborative networks in an organization as a crucial component of leadership (White, B, 2006). Women have the skills to meet the new demands of technological work both in terms of technical and interpersonal skills (Tray, L, 2007). Of course interpersonal skills are really needed in the organization; it is very useful and helpful for running the organization.All those show that women are indeed more suitable for certain parts of organization. These are also the advantages of gender diversity. 2. 3. Advantage of Age diversity Age diversity has its own advantages in the workplace. Nowadays in the work place, there are many different age levels of workers. One part of them is old workers. More and more old workers in the work place are the current trend. Because now, people are retiring much later in life than before and their careers ar e extended in the present day.According to the research by United States Department of Labor shows that between 1977 and 2007 employment of workers 65 and over increased 101 percent, compared to a much smaller increase of 59 percent for total employment (16 and over). For those older workers they all worked long time in the work place, definitely they got more experience and knowledge than the young age workers. Those of them can transfer knowledge and experience to the new workers. It can help the organization save the expenditure for sending the new workers for training.And the old workers’ experience can help the new workers avoid some common mistakes. In the other hand, nowadays in the work place there are also many young age workers. They also can bring the benefits to the organization. Compare with older workers, younger workers are more creative and innovation. They can help the organization to make better decision and improve problem solving (Harvey, Carol P; M. June Allard, 2012). Nowadays, if the organization wants to remain competitive, it should encourage the staff to distribute a variety of ideas which leads to higher levels of innovation.This part of workers is really a new vitality of organization and they can help organization to keep up with the pace of the times. 3. The problems of employee diversity Consider the employee diversity in the work place. Besides the benefits, there are many problems come out as well. And all these problems may lead to loss for the organization. Below two problems are very common in the work place. 3. 1. Communication problem Communication barriers will lead to problems in the organization. For example, if a manager gives instructions about completing a task to a staff.But this staff fails to fully understanding the instructions because of the language barrier. And then the staff may make mistakes if he tries to complete the task without receiving clarify or even don’t know what the task it is. This problem will cause the delay of the task complete or even fail. It will really cause the losses for the company. And if during a team work, the staffs have communication problem. It will affect the efficiency of work and sometimes it will affect the relationships of the teammates.And also because of the employees may come from different countries, so they may have their own work styles and behaviors and those situations also can cause communication problems among the employees. And finally affect the organization’s benefit. 3. 2. Gender discrimination problem Gender discrimination is another very common phenomenon in the work place. According to the traditional thinking, women have been considered intellectually inferior to men and men are more capable than women at work. Thus, in the workplace, under the same conditions men will get more opportunity to be promoted than women.Same as in the management level, women’s suggestion and ideas sometimes will be ignored or una ccepted. Above phenomenon have also can led to the lack of teamwork and inefficiency work. And this is also a reason of pay-gap between male and female workers. Sometimes the gender discrimination even happened in the recruitment. During the interview men really get high chance to get the job than women. According to a survey conducted by the center for Women’s law and legal services of Peking University in 2009 (Women’s Law and Legal services, 2009).This survey researched 3,000 female employees over one year’s time and got the results by analyzing data interviewed some women employees. According to employers set different criteria in recruitment and women have to have excellent performance than their male competitors in interview to get the same job. More than 1/3 of those women said that male employees are easy to get promoted and priority is always given to male employees. This is fully illustrated gender discrimination really happened in the work place and i t becomes a big problem in the workplace. . Solutions to the problem of employee diversity Regarding the problems of employee diversity in the work place, we need to get some solutions to avoid or solve them. In case of these problems damage the interests of organization. 4. 1. Solution to communication problem: ? Training: Employees could be provided proper training to receive in certain language courses if they have language barriers. They also need to be trained how to use the organization internally information system such as telephone system, e-mail system. Set a SOP for staff to check the work has been access properly: Communication problem always caused by misunderstanding and ambiguity and finally lead to loss for the organization. The organization leaders can set some SOPs for staff to make sure the work and information has been implemented properly. In the SOPs may include the instructions of work process and double check procedures. 2. Solutions of gender discrimination: ? Set the relevant regulation of gender discriminations: Make sure the employee handbook includes anti-gender discrimination policies.Create clear examples of gender discrimination to clarify any questions employees may have. And organize the staffs review and test regularly. ? Put reflected box in the work place: In the organization it can be set the reflected box in the work place to encourage and promote the staff to reflect any problems especially the gender discrimination. Once the phenomenon happened, the organization should resolve it quickly and given the appropriate punishment. 4. Conclusion The employee diversity is a reflection of a present trend of this times. Diverse work teams can bring high value and benefit to organizations.Respecting individual differences will benefit the work place by creating a competitive edge and increase work productivity. But work diversity also causes many problems and they also can lead to loss for the organization. Therefore, we need corre ct to face and deal with the employee diversity. Words:1486 Reference †¢ Eisenberg, Eric M. ; H. L. Goodall, Jr. & Angela Trethewey (2010). Organizational Communication (6th ed. ). St. Martin's: Bedford. pp. 250–58 †¢ Harvey. Carol P; M. June Allard. Understanding and Managing Diversity(5th ed) Boston: Person. Harvey, Carol P. (2012). Understanding and Managing Diversity. New Jersey: Pearson Education, Inc.. pp. 51–55. ISBN 0-13-255311-2 †¢ Nancy R, June 2005 , Retrieved 19 May, 2012 (http:web. ebscohost. com. ezproxy. utas. edu. ) †¢ Tay, L. IT goes soft for career oriented women. Computer World, 2007 P18-21 †¢ United States Department of Labor , July 2008, Retrieved 19 May, 2012 (http:www. dol. gov/spotlight/index. html), †¢ White, B, Leading Technical Professionals 2006, P21-22, †¢ Women’s Law and Legal Services (2009, April 16) Workers’ Daily, P. A5,A6