Harassment in workplace Essay Example | Topics and Well Written Essays - 2500 words

Harassment in workplace - Essay ExampleAn employee with a minimum of one-year of continuous service sess make a claim for an unfair or wrongful dismissal. An employee with less than one-year service can make a claim under common law provisions only. It is to be observed that the wrongful dismissal covers only the compensation of employees render for the notice period. (Thavarajah 2008 57). In constructive dismissal, there will not any dismissal from the employer. Actually, in such cases, the employee is driven out of his employment collect to the scenario at his workplace. (Thavarajah 2008 11). In Bouzourou v The Ottoman Bank1, Privy Council was of the opinion that an employee to consider himself as being terminated , if his transfer to another place make him vulnerable to disease or expose him to an aggressive peril of violence . (Thavarajah 2008 10). In Wang Chee Hong v Cathay Organisation, it was held that in case of a transfer, which pushed back the plaintiff to a place of few er responsibilities though with the analogues conditions where the plaintiff refused to accept that transfer is nothing but a dismissal. Thus, such relegation of accountability with its outcome of thwarting and humiliation and loss of reputation among colleagues made it not possible for the plaintiff to continue the service in the organisation and hence, it should be regarded as dismissal. The identical views were likewise expressed in JF Bumpus v Standard Life Assurance Co Ltd2, Cox v Philips Industries3. (Thavarajah 2008 11). The constructive unfair dismissal has been explained in Western Excavating (EEC) V Sharp4, where it would be regarded as unfair constructive dismissal if an employer is culpable of infringement, which goes to the very root of the shorten or if he had shown an inclination no longer to be accountable by it. In such scenarios, the employee is empowered to consider the contract as ceased and himself being dismissed. In United Bank v Akhtar5, it was held that i n a believe employees service contract stated that he could be transferred to any of its bank branches within the UK, and the employee turned down to move to Birmingham from Leeds branch at a shorter notice and hence resigned from the job and later, she claimed the constructive unfair dismissal. It was held by EAT in this case that the employee had been constructively dismissed, and his demeanour did not warrant that dismissal. (Scrope & Barnett 2008 211). In Cape Industrial Services Ltd v Ambler6, when considering whether there has been an unfair constructive dismissal, the Court of Appeal was of the view that the following had to be taken into consideration. What were the significant conditions of the contract seemed to be infringed? Whether the details of the breaches have been made out. Whether breaches are fundamental in nature. If so, whether an employee has been driven to resign due to such a breach. Whether the employer has demonstrated any equiprobable fair grounds for th e constructive dismissals. Whether, in such scenario, the employer has acted unreasonably or reasonably in treating the grounds as an adequate one warranting dismissal. (Scrope & Barnett 2008211). In jet-propelled plane v DB Group Services (UK) Ltd7, HC, compensation for stress oriented injury can be very liberal and in this case, a bank was held vicariously accountable for a continuous campaign of harassment and bullying witnessed by a female secretary who was awarded damages in excess of ?850,000. (Scrope & Barnet

Applying MBTI to understand and resolve conflict Essay

Applying MBTI to understand and resolve conflict - Essay ExampleAt the beginning of the run into there were people who believed that we should have started the regorge then analysed it later depending on the out fall out of our first trial. They proposed that if anything turned out wrong after the first trial, we could come up with ways to improve it in a second trial. There were others who wanted to brainstorm about the best way to go about the project before attempting to carry on with it. The project needed to be done in two shifts night and day shift.Work was always being appoint randomly without due regard to the workers preferences, personalities and abilities. It was assumed by management that those who had lower abilities would catch up with their peers with time and had to be pushed towards greater performance and under sloshed supervision. The employees were not comfortable with the way duties and shifts were being assigned by the management. As a result of this many of the employees were arriving late or even completely failing to show up for work. On the other hand, others were performing their duties poorly due to lack of interest, low morale taking its toll on most workers. preferably of analyzing the situation as it was and listening to the employees, the management opted to fire some employees believing that this would be an example to other employees. The situation improved slightly owing to the detail that many employees did not want to lose their jobs. However, productivity remained low as the employees only exerted effort in the presence of their supervisors. In their absence, work was performed sluggishly unless it was termination to earn the employee more cash during overtime.This presented a situation that demanded critical thinking. As the group leader I had to come up with a solution that everyone in the team was comfortable with. However, this was not a simple task especially after taking into account the fact that people had va rying problems, sometimes

IT (information technology) way in reducing time and cost overruns in Research Proposal

IT (information technology) way in reducing time and cost overruns in Malaysia Construction Industry - Research aim ExampleThese problems effect to the productivity of gimmick industry. There are several problems caused by the manpower, quality of productivity and time. There is a lack of trained manpower. In Malaysia many contractors do not have good skills in engineering construction. More ever there is a problem of good management. So as a result mostly constriction projects in Malaysia do not follow the proper timetable. There is a lack of trained manpower in Malaysia so information technology has a great significance in making lives simpler and easier. So Malaysians industry should use Information technology as a weapon against all these problems. Having a good technical skill in construction can produce remarkable results in the out intrust.At the end in the forms of table, it shows that the out after the implementation of information technology in the domain of construction on Malaysia enhanced rapidly and in the future the out put of these construction projects would be much better as compared to today.In the 1980s, the relationship among information technology and the productivity became a source of debate. The amazing improvements in the inherent capabilities of computers proved that now it is nearly impossible to estimate their effectiveness in order to increase productivity in any field.Recent research in the field of information technology is indeed more encouraging. There are several researchers who documented positive effects of information technology in the construction industry as well.Information technology is a key component that plays an important role in order to minimize cost overrun equal overrun is the common term that can be seen in the in projects of infrastructure, and building. It has been estimated that average cost overrun was 43 per centum nearly 71 percent of projects were over budget, over time, and under scope. So it is ver y necessary to involve information technology to handle

Global Oxygen And Carbon Cycles Essay Example for Free

Global Oxygen And Carbon Cycles EssayThe planetary carbon cycle involves the coevals of carbon dioxide (CO2) from the processing of oxygen (O2) during the process of metabolism. The chemical reaction involved in this process is depicted below C6H12O6 + 6O2 ? 6CO2 + 6H2O + cypher (ATP) For each molecule of glucose (C6H12O6) and sextuplet molecules of oxygen (O2), six molecules of carbon dioxide and six molecules of water (H2O) are created. This reaction also involves the creation of energy in the form of adenosine triphosphate (ATP) which is the unit of measurement for energy in biological organisms. The oxygen cycle, on the opposite hand, is almost the same as the carbon cycle yet it follows the opposite direction, as depicted in the chemical reaction below 6CO2 + 6H2O + energy C6H12O6 + 6O2 The oxygen and carbon cycles are thus related because each of these biogeochemical cycles requires the presence of the other molecule. In the case of the global oxygen cycle, enough car bon dioxide should be available in order for plants to continuously perform photosynthesis that will generate simple sugars such as glucose and the immanent atmospheric gas oxygen (Cloud and Gibor, 1970).As for the case of the carbon cycle, it is also necessary the ample oxygen gas be present at tout ensemble times, which in turns originates from the oxygen cycle, in order for this cycle to proceed. Should there be a situation wherein carbon dioxide or oxygen is insufficient in the atmosphere, the other biogeochemical cycle is affected and may possibly be prevented from completing the reaction.Reference Cloud P and Gibor A (1970) The oxygen cycle. Scientific American 122110-123.

Wikis as Education Tool Essay Example for Free

Wikis as Education Tool EssayWith the development of todays technology, it has allowed the creation and proliferation of culture in a more(prenominal) convenient manner. collectible to this, individuals control used this towards achieving competency and gaining the necessary foundation for learning that paves the way for improvement. Seeing this, instruments such as wikis have allowed the creation and further expansion of data. By taking into consideration the advantages of this mechanism in education, it prat further harness the way educational goals are administered and achieved. The development of the term wiki in education started in 2006. It is composed of information that is subject for changes and improvement on a particular subject given. Wikis are more versatile than a class blog, because blogs are typically one way communication and Wikis are updated by teachers and students (Wetzel, 2008, p. 1). Since this idea is powered by the internet, it allows people to acti vely collaborate and contribute both information and insights on a subject, thus widening the horizons for change (Baird and Nye, 2009).Its creation originates from a posting of a particular topic of interest. Under this, the user then allows his/her work to be subject to editing and updating on areas that need further expansion. Wikis improve upon more traditional modes of writing collaboration like sharing paper and chronicle files since a wiki page is shared on the Internet and easily accessed and edited online (Baird and Nye, 2009, p. 1). At the same time, since its creation, it has adopted new approaches that have made this process more user-friendly and applicable to all.The use of hyperlinks, tables, images, media, as well as incorporating the customized layout that we see with carefully designed web sites is present in wikis (Baird and Nye, 2009, p. 1). Looking closely at the content associated with wikis, the topics offer a myriad of information that students arsehole dee m to contribute. It can look into areas of Natural Sciences such as Biology, Physics, Chemsitry, etc. or new(prenominal) topics such as History, Mathematics, Religion, and Sociology.The presence of this diverse subject matter exemplifies its potential in creating an active environment for learning and enhances educational goals and objectives (Elgort, 2007). That is why continuing strategies should be explored to actively tap on its strengths and capability as an instrument for teaching and facilitation. Realizing the relevance of such approach in education, I feel that it can be an essential device for intensifying training and facilitate learning. In doing this, I need to understand the parameters and scope of what my subject of interest would be.After this, I have to actively link this on how I wish to use wikis to encourage cooperation among my target students. Decisions need to be made not only about how information is structured but also what navigational support is provided to the reader, and these decisions are crucial to the ways in which the reader interacts with the wiki (Elgrot, 2007, p. 234). I feel that this is an initial step in making sure that the initiative is in-line with the objective, needs and standards mandated.After this, the next step involves the creation of an active system wherein students can explore the meaning of the subject and indicate out their relative inputs and understanding based on the information provided. This means that communication and interaction via the website is an important agenda to consider. By highlighting areas wherein changes or modifications can happen, it can increase the likelihood of participation and further acquisition of knowledge and information.To conclude, the creation of wikis is one instrument that technology has provided to humans today. By actively exploring its capabilities, it can be seen that this setup can be applied to intensify and increase learning objectives. At the same time, as peo ple realize the relevance of such practice, it can be an alternative approach in education which can make it adaptive to 21st century trends.ReferencesBaird, R. and Nye, M. (2009) Beyond Wikepedia Wikis as Learning Tools in CITES EdTech.Retrieved May 11, 2009 from http//www. cites. illinois. edu/edtech/newsletters_articles/articles/baird/beyond_wikipedia-spr09. html Elgort, I. (2007) Using wikis as a learning tool in higher education in ascilite. online Retrieved May 11, 2009. 233-238. Wetzel, D. R. (2008) Using Wiki Technology to hire Students Educational Technology Strategies for Creativity and Collaboration. Retrieved May 11, 2009 from, http//teachertipstraining. suite101. com/article. cfm/using_wiki_technology_to_engage_students

Hrm With Strategic Goals And Objectives Commerce Essay

Hrm With strategical Goals And Objectives Commerce EssayThe latest emphasis among academics and practitioners on public or people counselling systems as a source emulous gain has foc apply heavy(p)er than ever on the science and physical exercise of kind-hearted Resource Management. While academics have made a number of signifi freightert contributions to these teaching by means of research, Steve Kerr of General Electric has had an argument that the great number of the best work is being done by consultans and professionals in the field (Hodgetts, 1996). Actually, one could make a persuasive case that the practice of HRM has outpaced the academic work on this particullar topic. However, data on how organisations in fact manage people to provide a source of hawkish advantage are insufficient. Studies that equation and distinguishes clementkind capital precaution system in leading organisations are even to a greater extent difficult to find. In fact, while the empirical l iterature linking mingled with HRM with strategical goals and objectives of the organisations effect has constantly found than more effective HRM is associated with greater financial achievement (Becker Huselid, 1998), what is missing is clearer understanding of how these routinees work, and subsequently how organisations could actually manage their module to help provide a cornerstone of competitive advantages.The purpose of this essay is to examine how linking of HRM with strategic goals by every organisation would improve business performance and develop arrangemental cultures that foster innovation and flexibility. That is why I have considered three main points, ( heading, contents page) because of in my opinion they are the ones which will protract the concept of this essay. I will first examine the importance of HRM to dodging as vigorous as SHRM and its objectives. In the second part, I will hold back at the skills of motorbus which would help to improve busine ss performance and develop or increase organisations culture. Finally, I am going to demonstrate case studies of divergent types of organisations which has integrate strategy of HRM.1. Importance of HRM to strategyHuman imaginativeness management has run more important to the management in popular, mainly as a result of its role in providing competitive advantage, the run to competitiveness, and an awareness of the wants of the technologically advanced environment of the future. According to the findings of Strategist Michael Porter charitable choice management is a key to obtaining competitive advantage (Michael E. Porter, 1998). In a growing number of organizations, kind resources are now seen as a source of competitive advantage. There is greater recognition that distinctive competencies are acquired through highly developed employee skills, unique organizational cultures, management touch ones, and systems. Increasingly, it is recognized that competitive advantage f orce out be achieved with a high-quality employees, which enables organizations to compete on the basis of market responsiveness, product and service quality, differentiated products, and technological innovation instead of relying on low be. An archetype of kind resources a competitive advantage is said by John Deeres efforts to automate its factories. The pursuit of exceptional talent and experience in industrial automation, the party established a technology division ( Dyer, 1983 p.257) Another example is provided by ARCOs increased importance on homosexual resource management issues in its executive director development program (ARCO, 1986) . Examples like these points out the broader responsibilities and importance of todays more strategically oriented mankindity resource management. Apart from its role in providing competitive advantage through a quality workforce, the need richly of control labor costs also has increased the role of valet de chambre resource managem ent. As an outcome of hygienic pressure to control labor and other costs, managers have become more aware of the effects of inefficient use of human resources. Administrators need look no further than the underutilized workers, deprivation of confidence, resistance to change, the work of antagonistic relationship management, motivation difficultys, and restrictive labor practices to find the causes of low productivity. The resources allocated towards better use of human resources can become more profitable than investment in plant and equipment. Because of the potential cost efficiencies, improved human resource management can play a key role in competitive strategy and organizational development competencies. Economic turmoil also has increased the importance of the strategic role of the human resource management. Turbulence, globalization, technology, radically changing demographics, and differences in the values of the labor force have created uncertainty in the environment al most without precedent. strategical management of human resources and the thread of human resource formulation are increasingly being seen as a means of buffering environmental uncertainty. Not surprisingly, management of human resources is increasingly integrated in the formulation of strategy and planning process. As managing human resources becomes a more important component of competitive strategy of a company, habitual management has an incentive to ensure alignment and consistency between strategy and human resource practices and policies. The challenge of adaptation first comes to finding the answer to the brain What kind of people who will necessary to lead the organization in the coming years? (Miller, 1986, p12). The expectation is that people and practices that are aligned with the future strategic needs, produces superior organizational performance. While there is evidence on this point, some recent empirical studies have found higher returns to be related to the in tegrated and strategic human resources. He has been the recognition of the contributions of human resource management to the companys success in international efforts. This success is more likely when the international conjunction is rewarded and international business training is provided. Also more likely when selection criteria include management and promotion of international experience. However, before such contributions can be made, a coherent strategy for human resources must be developed and linked to the overall strategy organization.1.1. SHRM and its objectives.The concept of strategic human resources management has become a widely used in management literature. In overall, the goal of the strategic human resources management is the effective implementation of those resources to meet the strategic needs of organizations and objectives. In defining the term, doctors tend to emphasize its implementation role, (Schuller, 1992, p 18-32) according to the following definitions How the company strategy implemented effectively making everyone from the top of human organization in the background doing things that make successful business. (Ibid, p 18). A broader academic definition of the strategic human resources management, says the following strategic human resources management is largely about how to integrate and adapt. SHRMs concern is to ensure that a) human resources (HR) management is fully integrated with the strategy and the strategic goals and objectives of the company, b) HR practices are adjusted, accepted and used by managers and employees as part of their daily lives work (IBId). Patrick Wright and Gary McMahan have offered a similar definition of strategic human resources management (Wright, Patrick M. 1992 p 295). They defined SHRM as the pattern of a planned human resource operations and activities intended to enable an organization to achieve its objectives. Given these definitions of strategic human resources management, a planetary th eoretical framework can now be used to organize knowledge of how human resource practices are affected by strategic considerations.Strategic human resources can make contributions to the strategy andstrategic planning to set goals of organisation in a different ways. Systems such as performance appraisal, staffing, training, and recompense allowing managers to implement the organizations strategic plan. The human resources planning also links strategic management and business planning with these systems. The great number of models of strategic human resources management vision function of having an enforcement role, and has been less common to find companies that use unique human resources capabilities as a leading entry in the strategy formulation. However, more companies are turning to human resources management in the process of formulating the strategy . As an instance for it could be Arthur Andersens unique capabilities of human resource training. The accounting companys exalt ation Charles, Illinois, training centre, which resembles a campus of college, provides it with competitive advantage (Porter E. Michael 1998). Thousands of employees of Arthur Andersen are given uniforms training of the companys own highly regarded instructional labour at this service each year. ascribable to its facilities and at home instructors, the company can react quickly to the changing demands of its customers.Objectives of Human Resource Management. The objectives are pre-determined strategic goals to which person or group bodily process in an organization is concentrated. The institutions are established to achieve certain specific objectives. The objectives of the any industry are mostly to earn profit as untold as possible while educational institutions are mostly to provide education or research etc. However, the main and the fundamental purpose of any organization is survival. Organizations are not just satisfied with this goal. Moreover the goal of most organizati ons is the growth or profits.Institutions to acquire and manage various resources including human for achieving the objectives. Thus, human resource management is used to divert and use its resources to achieve the objectives of the organization. So basically, the goals of human resource management derive from and contribute to the achievement of the objectives of the organization. The other objectives of human resource management are to meet the needs, aspirations, values and dignity of employees and with due concern for socio-economic problems of the community and country.The objectives of human resource management can be as followingTo create and use a workforce capable and motivated to achieve the basic organization goals.To establish and maintain solid organizational body structure and desirable working relationships among all the members of the organization.To ensure coordination and integration of groups within the organization by co-ordination of the case-by-case and group goals with the employees of the organization.To create facilities and opportunities for individual and group development to comply with the growth of the organization.To achieve efficient utilization of human resources in achieving the objectives of the organization.To identify and meet individual and group needs to provide adequate and equitable wages, employee benefits and amicable securityTo measure for challenging work, prestige, recognition, security, status.To maintain the high morale of employees and good human relations by maintaining and improving the various conditions and other facilities.To strengthen and measure human capital through continuous training and development programs.To examine and contribute to minimizing the social and economic problems such as unemployment, underemployment, inequitable income distribution and riches to improve the welfare of society by providing employment opportunities to women and disadvantaged sectors of society .To provide fair, ac ceptable and effective leadership .To provide facilities and working conditions and the creation of enabling environment to maintain employment stabilityManagement has to create a conducive environment and provide necessary conditions for achieving the objectives of personnel management after formulation. (Source fromhttp//www.citeman.com/245-objectives-of-human-resource-management/ )2. Skills which manager should acquire in send to achieve strategic goals in the organisation.The human resources function sometimes does not play an important role in the process of formulating the strategy of the organization because of the inadequacies of human resources planning executives (Burack, Elmer H, 1985 p133). However, planning difficulties are not unique to these executives . In fact, the managers of all functional areas have problems with strategic planning. It is well cognise that managers are action-oriented, often prefer the action of the decision -making or problem- solving interac tions. On the contrary, part of the planning process is conducted in isolation. There is a privation of development or knowledge of results for long periods of time. Also, It is hard to justify the time needed for planning in relation to more immediate problems that press for solutions. Thus, condescension its value, many managers do not like to plan. Further, these general planning issues, there are more problems with strategic planning because it often leads to restructuring of resources that determine the power and status. effectuate of the desire to maintain the status quo, through resistance to change is obvious symptoms such as excessive defence of the allocation of existing resources, the accumulation of the information and excessive control of the planning process by manipulating programs. Other causes of problems in the strategic planning process is the mismatch between planning tasks and competence of managers skills. Strategic planning requires considering in terms of the organization as a whole and the relationships between the organization and the many factors that affect their environment. One of the most important abilities in SHRM is to see objects at the macro level rather than processing bits of information to find solutions to problems at the micro level. One symptom of this imbalance is a propensity to fall on operational issues and the inability to complete tasks. A final problem is the lack of senior executive commitment to the strategic planning process. The symptoms of this problem include attempts by managers to read between the lines to find out the real opinion of top management in the importance of the process.Human resources executives often lack the skills to play an important role in strategic planning processes of the company. Requirements for those who can operate in the strategic human resources management is beyond the requirements of functional competence. investigate for the role characteristics reveals that following professional qualifications needs to be considered in the managers involvement 1) Management information skills such as statistics, analysis, and research. 2) Planning skills, knowledge of planning and planning methodologies and statistical techniques.3) Knowledge management skills in different business functions and environmental analysis.4) Integration skills- rival in the management of organizational interfaces and skill in assessing the organization and as setting priorities. 5) Change management skills- the ability to anticipate the future, facilitate change, and organizational development activities (Baird, p 126-27).Besides the selection of human resources executives on the basis of these qualifications, the weaknesses with the current staff can be overcome, even if there are imbalances of cognitive skills. For example, planners of linking payment with the skills and the use of planning teams can minimize the effect of individual cognitive deficits. Planning tasks can als o be divided into phases, some of which may be made by those whose cognitive abilities are not well adapted to the strategy formulation. For instance, greater responsibilities for data collection can be assigned to those whose strengths are not consistent with strategic thinking (Lenz, Managing SHRM, (1986) p 57-66 ).3. The gene linkage of HRM with integration of strategic goals and objectives in the different types of organisations (Cases).Integrating Strategy and Human Resources Management in the organisations.Experiences from several organizations are good examples of the integration of strategic goals with human resource management. One of the such examples is provided by the experience of Peoples Bank , a financial services company headquartered in Bridgeport, Connecticut. Massive changes began to take place in the business environment of banking with deregulation and lowering of interest ceilings. Money markets started draining the funds normally was in banks deposits, forcing them to resort to more expensive sources of funds. In addition, bills centre banks began competing in the same market environment as regional banks. Peoples, which was a small regional bank, responded changing its strategy from a product druthers to one directed toward markets . With a product orientation, the products are developed and then looks for markets that sell the product. By contrast, a market orientation implies an opposite approach, where market demand are identified and then product developed to serve the market. As a result of these changes, Peoples became a diversified financial services company with 139 branches and fully integrated banking services and stock trading presence on the Internet (Peoples Bank, Coleman M. Sharon, 2000 ). Due to major changes in the Peoples strategy, there was a recognition that new organizational structures would be needed to adapt to changes. The organization was decentralized, remove hierarchical levels formed strategic business unit s, and new senior vice presidencies created within a hyaloplasm structure. The bank undertook a study of the types of employees that would be required with the ability of the new strategy and the needs of the organization. The main changes took place as a result of the audit. For example, the performance appraisal system was revised. The revised system emphasizes setting goals, the achievement of individual goals by linking with HRM, and the rewards by means of achievement of the objectives of the bank, and places greater emphasis on performance appraisal, marketing and sales. In addition, human resource planning was more fully integrated with the strategic planning process through the synchronization of scanning processes with the banks general environmental scanning process (HRM Planning, Lesher, 1986, p 39-44).The experiences in integration of strategy and human resource management of the U.S. Navy could be another example. As a result of linking strategic planning with human re source management, the Navy was able to follow a proactive strategy that provides lower costs of labor. In this case, Navys human resources planners analyzed the labor cost savings of a strategy for their civilian employees that would replace the local wage policy with national wage policies. Through the development of human resource predictions to determine labor market reactions to these changes, planners could determine whether sufficient labor supply would be available with savings of cost strategy. In this point example, the strategic planners of Navy also considered the impact of the reduction in private sector middle management positions and found that higher quality employees could be hired. (Atwater, et al. , 1988, p 119-36)Ingersoll-Rands experience with one of its divisions also provide a good example of the results of a strong linkage between strategy of this organisation and human resource management. Ingersoll-Rands rock drilling division was experiencing rapid growth and there was a shortages of manpower. It was also necessary to train their employees to work with new technologies and wanted to control the costs of labor. The result of the integration of human resource capabilities with its strategic planning process was that the company implemented a series of programs which also included profit share-out and participation of employee as a team in every aspects. It also had employees participate in decisions about purchasing new technology and a evidential commitment to technological training. (McManis, Gerald, 1988)To conclude with this last example about the integration of strategy and human resources in Maid Bess, which specialises in manufacturing uniforms. The company faces intense competition from foreign manufacturers, and controlling of labor expenses became critical. Due to the intensity of labor, the company closely integrated human resources management with the strategic planning process in order to reduce labor cost. As a result o f the integrated strategic planning process, executive vice president of the company designed a compensation program that includes bonuses that increased productivity, increases in the salaries of employees and reduce turnover. (Charles R. Greer, SHRM, 2001, p 278)ConclusionIn a recent years more organizations are recognizing that human resources are a source of competitive advantage. This recognition, side by side with increasing environmental uncertainty, increased pressure to control costs and increased government regulation, have overhead railway the strategic role of human resource management. As a result, there is increasing involvement of HRM in strategy formulation. When human resources are the source of an organizations competitive advantage, HRM plays a critical role in providing up front to enter the corporate level, the strategic planning process in order to achieve its objectives. Human resource planning is of the important linkage with the strategy of the organization by providing input on the availability of critical manpower and by adding timing process to cope with the shortage and surpluses of employees. Other strategic inputs of SHRM functions include environmental scanning and competitive intelligence. The next level of strategy formulation, SHRM help align personnel practices, policies and programs with the strategy so that desired roles of employee and their actions will support different strategies such as innovation, quality, enhancement, cooperation, effectiveness of work, ability to performance, desire to work, cost reduction etc. A typology of activities shows how human resource activities vary in their contributions to a strategically implementation.Despite recent developments, in most companies, there is still need for greater integration of human resource planning with the formulation of organizations strategy. Factors which influencing the level of integration of the include industry differences, changes in economic activity, tec hnological changes and demographic changes. I have provided several examples of integration of strategy in organisations and its linkage with Human Resources, and also the barriers that often have limited integration in the past.To conclude with, My personal view is that human resource managers should develop the personal skills that necessary to contribute to the process of strategy formulation.

The impact of the life course in health and social care

The tinge of the keep course in health and tender careDrawing on the concepts you grant studied in Block1, critically reflect on the ways in which your birth behavior course has affected how you snip in, or use, health and social care.In this essay I w threatening look at the life course perspective, and how it has provided me with an essential tool to offer a more in the flesh(predicate)ised service. I will describe how my ingest life course and Biographical Disruption (Bury 1982) has changed the person I am beyond the expectations I had of my presumed journey, and how it has impacted on my practice. Where it has proved to be a bearing or a weakness, and how it has made me more sensitive to good deals needs and behaviour. I will look at how my personal values produce been shaped and influenced by my life course, and discuss possible ethical conflicts. I will set out off explaining the concept of life course using the pentad dominions discussed by Bengtson et al. (2005 ).Recognising the course that races lives take is relatively new to study and research. Until relatively recently the understanding of human development was based on the life cycle approach, one of the oldest accounts of how lifes and families are organised over time (Bengtson, et al 2005, p.9). The approach is based on the supposition that spates lives go by dint of a series of relatively predict able-bodied and chronological stages and transitions from birth to death, providing insight in populates changing roles and identities in relation to limit occasions such as coming of age, married couple, childbirth and old age. From the 1960s onwards the life cycle approach began to incorporate psychological elements, which considered the relationship amid an individuals inner world, and the social context in which they live. This idea of considering the whole of a persons life as offering opportunities for development and change (Crawford and Walker p.2) is referred to in lite rature as life span development (Sugarman, L. 1986, p.3) or the life-span perspective (Baltes, P. 1987, p.3).At the same time these approaches began to merge with the idea that age and ageing is non only related to a chronological stage in human development, barely also to subjective experiences between the individuals let construction of their life course, and social constructions such as schools, labour markets and normative pathways. Ageing is a life persistent process, in general common to all of us, simply throughout our journey from birth to death, events can be imposed upon us from which we may have to make decisions and plectrums that change the path of our life course. Timing is a lot un pass judgment and change may not happen at a time we would have chosen it to this not only impacts upon our feature life and prox but on those we are associate with. understanding my own life course also supports me professionally working in social care, Crawford and Walker (2003, p.2) loony toons out that social work practice involves interactions between people, which are influenced by each persons life course, their experiences and perceptions about their own life, emphasising the quality of these personal relationships between service users, their families, carers and professionals. In order to understand the impact human development and life events have on individuals I need to have a critical, reflective understanding of how my own life course has shaped me, my behaviour and influenced my beliefs and values. This will enable me to engage with people better, respond more sensitively to peoples experiences and needs and explain why people dont always act in ways that appear to be in their outflank interests (K319, larn Guide 3, 2013). My self-perception and my values and beliefs are very much shaped by my own life courses remarkable events, experiences and transitions, such as growing up in a very large family in the mid-seventies, existence a divor ced woman with young children and being a main carer for my terminally ill mum. Bengtson et al (2005) identifies five principles that are essential to the life course perspective.First there is the principle of linked lives, which emphasizes on the fact that peoples life courses are interdependent with others, especially relevant in the context of families. Having grown up in a very large family my life has been linked to my siblings and parents, so when my dad fell seriously ill, and never recovered enough to ever return to work, and he needed almost constant supervision and support. The impact on all the family was life changing, my siblings that still lived at home had to find jobs to help the household finances, and they all feel this event ended their childhood. I was 10 age old I was taken to live with my eldest brother and his family. This felt very strange and I remember flavor afraid I would not see my parents again. It was thought that I was too young to understand what was happening so I was never told how ill my dad was, I was never allowed to lambast him in hospital, and he was there for a full year. I was just told to be good and not make a fuss. I then stayed for defraud periods of time with my grown up siblings and extended family, this went on for many months , living a very transient existents and not staying in one place long enough to develop friendships with children my own age. Looking stomach from my fully grown self, I can now relate to my difficulties in developing long term relationships and vile self-esteem. On the positive side I was able to develop a lifelong close relationship with a maiden aunt which looking back I dont feel would have happened if I had stayed in the family home over that period. Secondly there is the principle of historical time and place, emphasising the immenseness of social and historical context in shaping individual lives (Bengston et al, 2005 p11). This is discussed as how events such as wars, trau ma, depression or a period of prosperity affects our lives, Impacting on the life courses of all generations living in that particular time and place. My dads illness in the seventies meant he could no longer work and provide for his family, so from being a provider he became cared for, which changed the whole dynamic of the family structure. He also had to rely on sickness benefit, which in the seventies welfare system was very difficult to get and the financial support was very low. This impacted on all the family. We were poor prior to his illness but this plunged us further into poverty. This had a negative effect on us all, but for me at a time when I was just about to start secondary school I felt the stigma of being subjectively poor. I spent many difficult days in school feeling marginalised and bullied by my peers, because I didnt have nice clothes and had to have free school dinners, at that time children on free dinners had to queue in different lines, this compounded the feelings of inferiority. My mum did her best, and managed to get some part time work alongside her being the main carer for dad, and mother to her children. Looking back, I induce my mum must have been a very strong person to cope with the situation she found herself in, she instilled a strong work ethic into her children, believe hard work would bring rewards. She influenced me with her single minded determination, like Enid with her mother (k319, instruction Guide 3 Audio 3.1). With hindsight this period of my life forced me to turn more independent as I had to fend for myself a lot, it also provide me with a valuable lesson in managing on very little money. This benefitted me when I was a single parent following a divorce I was able to budget with a small income. The next principle considers the timing of significant life transitions and whether they fit well with cultural expectations of when things should happen (K319, Learning Guide 3, bodily process 3.1). I came into my career as a result of two biographic mental disorders in my life. First I was divorced in my mid-twenties and needed to get work to support my children. Then my mum was diagnosed with terminal cancer and I became her carer. I was able to get part time paid work as a home care assistant through social care, I found I could transfer the skills I had used as a carer and the training I received helped me to support my mum better. I discovered I had very good people skills and enjoyed supporting older people to stay independent. Even later in my life I commenced my social work gun charge up studies in contradiction to societys view of what is normal. As with Mike, the case study in Learning Guide 3, Activity 3.5, I had concerns that perusal as a mature student would lead to sub-normative feelings of being different but on reflection my life skills and experiences have enriched my learning experience.The fourth principle considers the control most people have over their own lives and t hey make preference about what to do and have plans for the future (K319, Learning Guide 3, Activity 3.1). Although I did not have any influence on my upbringing and not a large amount over my divorce. My experiences have provided me with the power and choice over my future which included a career in social care. I feel my life experience has made me aware of understanding everyone has noncurrent life events that impact on their current life. So when I am working with service users and planning for social work interventions, having an understanding of the potential of disruptions such as illness, and other life changes can be major turning point in their lives, and can help people see how they can acquire an opportunity for them to make changes (agency) in their lives. As in the story of Doireann and Iskender (K319 Learning Guide 3, Audio 3.7), where Iskenders heart attack became a turning point in both his and Doireanns life. Finally the fifth principle that affirms that ageing is relevant to both the young and old, and development is not exclusive to younger people and children. Our lives are fluid as we travel our life course and we continue to change and develop whatever age we are. My life is still developing and changing as I age, in the sense that I am developing my academic skills, and my experience of caring for my mum throughout her terminal illness and the impact this had on my life.The life cycle assumed that people would have a normative life course (K319 Learning guide 3, Activity 3.5).That is to say people will have a life that is expected to be desirable and virtuous by society that is free from problems. Whereas a person with a non-normative life course is often considered to be judged and having to justify and explain their lifestyle. As a divorced woman in my mid-twenties, with two young children, which was not the normal posture in the social groups I mixed in, this resulted in me feeling different and stigmatised. I felt I had to expla in my single status and felt I was seen as a threat to my married friends. I felt I had failed both myself and my children and was worried my children would feel as I did as a child, being bullied for not having a normal childhood. These feelings gave me insight into the lives of others with non-normative life courses, whether due to their sexuality or life style choices.it has also made me question as a social care provider, does that service user feel as I did, and feel I am judging them therefore they have to explain themselves?. My own experiences of feeling different has made me sensitive to the feelings and needs of those who society judges as non-normative, in comparison to people who follow the expected norms and pathways we are expected to take. My own life course was in my early childhood a non- normative course, due to the biographical disruption of my dad falling ill and resulted in me having an unconventional childhood. As I grew into adulthood my life course was compar able to the life cycle in that it had proceeded in a socially accepted mold within a presumed time span which Giele and Elder (1998) described as a sequence of socially defined events and roles that the individual enacts over time. My early adult life followed a life that was considered normative, I was following the cycle of completing formal education, working, forming relationships, marrying and having children(K319 Learning Guide 3, Activity 3.3).I did not predict that in my mid-twenties my life would suffer more biographical disruption that would have a huge impact on me, my family and lead into a future I would not have predicted.Bury (2012) describes biographical disruption to be a negative experience but I would disagree with that in relation to my own experience so far as a career in social care is concerned. If I had stayed married and my mum had not got ill, I am sure I would not have followed this path and likely I would have had a very different life now.However I had not consciously thought about entering into the social work profession, I presumed my entry into social care was the result of events that has steered me in the direction of this profession and opportunities that have presented themselves to me i.e. I was in the right place at the right time. Having read Life experience A neglected form of intimacy in social work education and practice, by Christie et al 1998,I am inclined to agree that my career choice has not been a coincidence but a choice I have made based on the knowledge I have acquired as a result of my life experiences. I am able to draw on my experiences as a knowledge base for my practice alongside the ever developing knowledge I am gaining from my studies. However, I do not persist in viewing social work as the profession effective in bringing about social change (Christie et al 1998). I feel my role is to support others in bringing about their own change, as I have been able to do. However I am mindful that the experien ces I draw on in my practice are my personal experiences and are owned by me, and others experiences are exclusive to them. I am aware that my knowledge within in my work is limited to my own personal experiences and my personal feelings could influence my approach to service users and the decisions I make in my assessments of them. In conclusion the article from Christie and Weeks has in fact made me question my theory that I did not choose social work as a profession purposefully perhaps my life experiences have directed rather than influenced my choice to be a social worker, my own working class background, marriage difficulties, poverty, powerlessness, has influenced me strongly (Christie el at 1998).This assignment has shown that our life course is an unpredictable path that we follow it is constantly being reshaped from what we have imagined our life path to follow, by the events that take place around us. But although it presents us with many situations that are out of our co ntrol that impact upon us. The understanding of our life course gives us the force out to move forward in our lives, it also presents us with choice and power and positivity to look forward to the future. And as Winston Churchill says the far backwards you can look, the farther forward you are likely to see (Churchill circa 1941) Word count 2601ReferencesBaltes, P. (1987) in Crawford, K. and Walker, J. (2003) Social Work and humans Development, Exeter, Learning Matters Ltd.Bengtson, V. L., et al. (2005) The lifecourse perspective on ageing linked lives, timing and history in Katz, J., Peace, S. and Spurr, S. (ed) Adult Lives A life course perspective, Bristol, Policy press/Milton Keynes, The Open University.Bury, M. (1982) Chronic illness as biographical disruption in Katz, J. Peace, S. and Spurr S(eds)Adult Lives A life course perspective, Bristol, Policy press/Milton Keynes, The Open University.Christie, A Weeks J (1998) Life experience A neglected form of knowledge in social w ork education and practice Social work in Action. http//dx.doi.org/10.1080/09503159808411477 (accessed 25 November 2013)Crawford, K. and Walker, J. (2003) Social Work and Human Development, Exeter, Learning Matters Ltd.Hareven, T. K. (1982) in Hutchinson, E. (2011) Dimensions of Human Behaviour The Changing Life Course, London, Sage Publications.Hutchinson, E. (2011) Dimensions of Human Behaviour The Changing Life Course, London, Sage Publications.National Churchill Museum Miscellaneous Wit and Wisdomhttp//www.nationalchurchillmuseum.org/wit-wisdom-quotes.html (assessed 25 November 2013)Phillips, D. (2006) spirit of Life in in Katz, J., Peace, S. and Spurr, S. (ed) Adult Lives A life course perspective, Bristol Policy press/Milton Keynes, The Open University.Sugarman, L. (1986) in Crawford, K. and Walker, J. (2003) Social Work and Human Development, Exeter, Learning Matters Ltd.The Open University, (2013), Learning Guide 3.1 The life course perspective, K319 Block 1 Approaches to adulthood and ageing, online available at http//www.learn2.open.ac.uk/mod/oucontent/view.php?id=255389 (Accessed 23 November 2013)The Open University, (2013), Learning Guide 3.5 unusual life course, K319 Block 1 Approaches to adulthood and ageing, online available athttps//learn2.open.ac.uk/mod/oucontent/view.php?id=255389 (Accessed 23 November 2013)The Open University (2013) Learning Guide 3 Introduction, K319 Block 1 Online. Available at https//learn2.open.ac.uk/mod/oucontent/view.php?id=255389 (accessed 23 November 2013).The Open University (2013) I Think Im still working through it Audio, Learning Guide 3.3 Biographical Disruption, K319 Block1 Online. Available at https//learn2.open.ac.uk/mod/oucontent/view.php?id=255389section=3 (accessed 26 November 2013).Page 1 of 8