Lilypads Hotels Essay Example for Free

Lilypads Hotels Essay According to the Court, the Fourth Amendment is mute about undercover searches (inside the home or out), inspections of welfare mothers and probationers homes, flyovers of curtilage and trespasses on property beyond it, surveillance of public movements, most compelled testing for drugs and alcohol, dog sniffs of cars and luggage, and rummaging through garbage. n1 Why don’t you contact me directly at natashagils at yahoo dot com and we can make this work one on one instead of going through middlemen to get assignments done. And the Amendment is close to irrelevant in a host [*604] of other situations, including third-party subpoenas for documents, checkpoints for drunk driving and illegal immigration, residential and business health and safety inspections, and searches of junkyards for stolen parts. n2 Under current constitutional doctrine, the government needs no justification to engage in the first set of actions, and so little to carry out the second that it is virtually unregulated. †¦ A crucial initial assumption in this essay is that, at bottom, neither the language nor the legislative history of the Fourth Amendment drives the analysis on this issue. †¦ I am looking for socio-political explanations for our current Fourth Amendment doctrine, not formalistic ones. The most obvious such explanation for the decisions referenced above is that the Supreme Court does not want to shackle government law enforcement efforts. Undoubtedly, that is a large part of the answer. But it is not the entire story. As I have suggested elsewhere n5 (and briefly explain again here), effective crime control and a more activist interpretation of the Fourth Amendment are not necessarily mutually exclusive. Other explanations for the Courts less-than-robust reading of the Fourth Amendment focus on the ironic consequences of decisions, mostly generated by [*605] the relatively liberal Warren Court, that were meant to expand its scope. For instance, it is fashionable to place much of the blame for todays law on the Warren Courts adoption of privacy as the core value protected by the Fourth Amendment. This move, in Katz v. United States, n6 was hailed at the time as a major enhancement of constitutional protection against government intrusion. As many have pointed out, however, because privacy is a manipulable concept, the Court has since found it easy to declare that a large array of police actions-ranging from use of informants to public surveillance and school and workplace drug testing-either do not implicate or are only limply protected by the Fourth Amendment. n7 This diagnosis has some attraction as well, but fails to explain why even the more liberal justices have often gone along with many of the privacy-diminishing holdings of the Court. In this essay, I too suggest that the modern Courts early expansive stances on the Fourth Amendment have ultimately led to its diminishment. But Katzs expectation-of-privacy formulation is not the culprit. Rather, three other liberal dogmas-what I call the probable-cause-forever position, the individualized suspicion mantra, and the obsession with exclusion as a remedy-are the primary reasons we have a Fourth Amendment Lite. The end-logic of these three dogmas produce such unappealing results that even moderate and liberal justices have balked at them, leaving us with a search and seizure jurisprudence that is much less than it could be. When a search requires probable cause to be constitutional, courts are naturally more reluctant to denominate every police attempt to find evidence a search. When suspicion must be individualized, they are more likely to gloss over the harms caused by investigations of groups. And when the sole serious sanction for an illegal search or seizure is suppression at trial, many judges have less sympathy for viable claims, because they cannot stomach dismissal of criminal charges against guilty people. I. Probable Cause Forever Of course, probable cause is not required for every police action that is called a search or seizure. Terry v. Ohio, n8 a Warren Court decision, stands for the proposition that both detentions short of arrest and patdowns of outer clothing are permissible on reasonable suspicion, which represents a certainty level somewhere below the even-chance threshold often associated with probable cause. The Terry Court was willing to relax Fourth Amendment strictures with respect to stops and frisks because the governments interest in effective crime prevention and [*606] detection on the streets justified the brief, though far from inconsiderable, intrusion upon the sanctity of the person that these actions occasion. n9 In the seizure context, the post-Warren Court has routinely relied on this balancing approach-or what I have called the proportionality principle-in holding that several different types of detentions short of an arrest may take place on less than probable cause. n10 In the search context, however, it has been much less willing to follow this route. Instead, the Court has insisted, in the words of Justice Stewart in Katz, that searches conducted . . . without prior approval by judge or magistrate [and therefore without probable cause], are per se unreasonable under the Fourth Amendment, subject only to a few specifically established and well- delineated exceptions. n11 †¦ [In] T. L. O. .. [the Court] then went on to hold that probable cause was not required to search a school childs purse for evidence of disciplinary infractions, thereby creating the one major exception (other than Terrys frisk rule) to the probable-cause-forever dogma. Labeled the special needs doctrine, a phrase taken from Justice Blackmuns concurrence in T. L. O. , the exception, when it applies, requires only that government action be reasonable, n14 which in practice has meant that neither a warrant nor probable cause is required. But the special needs exception is usually only applicable when, as in T. L. O. , those conducting the government action are not police and are pursuing some end other than ordinary criminal law enforcement (e. g. , school disciplinary searches, drug testing for administrative purposes, checkpoints for immigrants, or inspections of businesses for regulatory, health and safety violations). n15 Indeed, the classic statement of the special needs paradigm is that it kicks in only when special needs, beyond the normal need for law enforcement, make the warrant and probable-cause requirement impracticable. n16 The Court has on several occasions called these special needs [*607] situations exceptional and limited. n17 In other words, outside of frisks, the usual law enforcement search for evidence of criminal activity requires probable cause. n18

Human Resource Management at Coca Cola

Human Resource Management at Coca Cola Coca-Cola the worlds largest selling soft drink manufacturer came to India for the second time in 1993 revitalizing the Indian soft drink market. Coca-Cola was Indias leading soft drink until 1977 when it was kicked out of India after a new Janata Government ordered the company to turn over its secrets formula for Coca-Cola and dilute its stake in its Indian unit as required by the Foreign Exchange Regulation Act(FERA). The company refused to oblige the government and preferred to leave the country in 1993. After maintain the government liberalization policy they got back in late 1993. Since, 1993, Coca-Cola India has made significant investments to build and continually consolidate its business in the country including new production facilities, waste water treatment plants, distribution systems and marketing channel. Dabur is a leading consumer goods company, having subsidiary companies and 13 manufacturing plants. It operates in nearly 50 countries, making it an Indian multinational company. The vision of Dabur is stated as Dedicated to health and well being of every household. There is no specific stated mission statement but a statement of strategic intent having several elements for instance: Developing a platform to become a global ayurvedic leader. Synthesising knowledge of ayurvedic and herbs with modern science to develop natural solution for meeting the health and personal care needs. Strategy is the determination of direction of the organization in which it is going in relation to its business environment. That is it is the process of defining intention and allocating and matching resources in order to obtain opportunities and needs undergoes achieve strategic fit among them. The main purpose of the business is to achieve competitive advantages. The strategic capability of the organization is the necessary elements of the effective development and implementation of strategy. HRM practice in any organization, there are three model (High performance management, High commitment management and High involvement management) among them any one can be practiced because according to Becker et al(1997), rightly suggested that What works well in one organization will not necessarily work well in another because it may not fit with its strategy, management style, organizational practicing culture and so on. So the concerning organizations of HRM study of Coca Cola and Dabur in India and considering their Struggling circumstance leads to appraise High performance Management Practice and its rational implication. High performance Management: High performance working involves the development of a number of a interrelated process that together make an impact on the performance of the firm through people in such areas as productivity, quality, levels of customer service, Growth, Profits and ultimately increase the stakeholder and shareholder value. This can be achieved by: Increasing the Employees Skills Enthusiastic engagement of Employee (Stevens, 1998) High performance management practice includes rigorous recruitment and selection procedures, extensive and relevant training and management development activities, incentive pay systems and performance management process. This strategic approach is so rational for the Coca cola and Dabur India as they suffered from low performance of the existing employees which leads their HRM to coop the recruiting fresh talent to replace the good for nothing staff(Coca cola) and to improve the existing employees offering different schemes of motivation for instance Key performance Area to specifically effective performance appraisal in Dabur India. Resource Based Approach: Resource based strategic management is base on the ideas of Penrose (1995), he suggested that a firm is an administrative organization and collection of productive resources. According to Hamel and Prahalad declared in their Resource based Strategic model that competitive advantage is obtained if a firm can obtain and develop human resources that enable the organization to learn faster and apply its learning more effectively than its rival. The benefit arising from competitive advantage based on the effective management of people is that such an advantage is hard to copy by the rival companies. An organizational HR strategic policy and strategy is the blend of process, procedure, personalities of employees and employers, management style, capabilities and organizational culture. Among them on of the keys to competitive advantage is the ability to differentiate what the business supplies to its customers from what is supplied by its competitors. Such differentiation can be achieved th rough having aHR strategy and policy which ensure that The firm has higher quality of people than its competitors The unique intellectual capital possessed by the business is developed and nurtured The organization learning process is encouraged Organization specific value and culture exist which bind organization together and give it focus. (Purcell et al, 2003) The purpose of the resource based HRM strategy id to improve resource capability achieving strategic fit between resources and opportunities and obtaianing added value from the effective deployment of resources. Problems in Coca Cola: As the coca Cola operated its business in competitive business market like in India where competitive rivalry is so highly sensitive. So that after merging with two companies Coca-Cola India and Coca-cola beverage brought 10,000 employees more which made double the number of employees it had in 1998. Though the employees are human capital but improper management of the human resource may raise the ineffective performance which had to face Coca-Cola in North India disruption in march 2000. As the performance of any organization depends on the environment and culture of the organization where they are work with other people so that merging of two company of different culture made massively disoriented culture of work practice not necessarily reduced performance but also tends to regionalization because after merging Hierarchy of the organization was quietly changed based on the Six different regions and every Regional manager are the head of the Region. So that merging caused the dilution of several central jobs and this forced to retire about 1500 of employees at bottling plant. The new line of control strengthened entry among the employees and midd level jobs at the regions and downgraded many at the centre. This lead to unrest among the employee and about 40 junior and middle-level managers and some of them are senior personnels. Solution: The aims of a resource-based approach is to improve resource capability achieving strategic fit between resources and opportunities and obtaining added value from the effective deployment of resources. In the perspective of Coca-cola case study it would be preferable to advice under the crisis moment when four companies merge together and chaos came out . In such circumstances it should be better to adopt resource base approach to better utilization of the existing huge resources as well as maintaining organization culture practical and outstanding. In the other hand in case of Dabur india it can be said that beside the resource based strategy it would be better to emphasize on the High Performance base management strategy to improve the competency of the workforce after all to become competitive business icon . In accordance with the case it has been seen that as the Dabur India is not extensive business resource owner, so that it is so wise to cope with High Performance base management and simultaneously resource based approach as well because resource must be adopt in the strategy of the company to gain better performance. Task 2: The total concept of strategic HRM is envisage on the belief that HR strategies should be integrated with corporate or business strategies. Strategic integration is necessary to provide similarity between business and human resource strategy so that the latter supports the accomplishment of the former and indeed, helps to define it. The aim is to provide strategic fit and consistency between the policy goals of human resource management and the business. (Integrated HRM,2010) There are numerous logical acquaintances and topic subsist stuck between corporate tactics and human resource (HR) strategies. One of the association is the portfolio theory that stand for market growth rate as a purpose alongside relative market share whilst get used to HR strategies and policies based on changing conditions. A further relationship is the value chain which encourage innovation, service quality, responsiveness, and describe the positions for precise businesses. The connection also treats human resources as a significant factor in deceiving business rivalry on an in progress basis. Themes that centred on relation between HR strategy and corporate strategy which are identity, emergence , turbulence ownership and structure as well. The corporate strategy will be found difficulty in action level unless HR strategy will not cope with the goal of the corporate strategy. Coca-Cola and Strategic Alignment: Coca-cola in India decided to get change as a change in corporate strategy by merging of its four bottling operations (Hindustan Coca-Cola, Bottling North west, Hindustan Bottling Coca-Cola Bottling South West, Bharat Coca-Cola North East and Bharat Coca-Cola South East) and two new companies Coca-Cola India ,the corporate and marketing office and Coca-Cola Beverages in 1998. But after merging of four companies of different region of India made massy in working culture which made a significance issue of Human Resource at the Company. The state of cultural discoordination was experienced due to the gap of corporate strategy and interpretation of HR strategy. That emerges the condition experienced after mergers different work culture and different value system After merging Coca Coal had huge employees which was more than the resource operation therefore had to accept the cost reduction drive on the human resources front not only that many executives who were provided accommodation in farm house were asked to shift to less expensive apartments. Also company decided not to buy or hire new cars as it felt that the existing fleet of cars was not being used efficiently. In Dabur India, in the fiscal 1998, 75% of Daburs turnover had come from fast moving consumer goods (FMCGs) and they were not progressing as they wished to.Buoyed by this , the Burman family formulated a new vision in 1999 with an aim to make Dabur Indias best FMCG company by 2004 as corporate strategy. Solution: As the company merges its different bottling operations and obtaining huge human resources (40,000 employees to Coca-Cola doubling the number of employees it had in 1998) under a single umbrella which reflect huge cultural disorientation in the organization as well as distribution of power in the management level felt to change. So that HR introduced hierarchy of that company and divided whole country of operation into six region and each region have got Regional general manager under him one regional functional manager who will report regional general manager. Beside that all Regional manager have to report the VP (Operation) who will report to CEO. To mitigate the organizational cultural chaos and as part of restructure plan , Coca-cola took a strategy level decision to turn itself into a people driven company and to motivate and restore good working cultural environment to inculcate a feeling of belonging, the company gave flowers and cards on the birthdays of the employees and major festivals. All these were the sign of strategic alignment of HR and Corporate strategy (Business goal and therefore merging and cost reduction) and restructuring from HR and establishing organization culture. Due to the problem in business profit and slow progression of Dabur India, HR recruited CEO as an advice from the company hired consultant (Mckinsey) and restructured the organizational hierarchy to meet the organizational objectives such as Customer satisfaction, increased sales and reduce cost, cycle time efficiencym return on investment and shareholder value. And Dabur India tried to makes solution by aligning corporate strategy and HR strategy to meet the organizational objectives Task 3: It has been suggested by Richardson and Thompson(1999) that strategy, whether it is an HR strategy or any other kind of management strategy must have two key elements: there must be strategic objectives, things the strategy is supposed to achieve and ther must be a plan of action,the means by which it is proposed that the objectives will be met. Business Internal HR Strategic Plans HR Implementation Mission External The traditional believe that strategy formulation is a formal, logical, systematic and sequential process. Figure: The sequential approach to formulating HR strategy. A methodology for it was proposed by Dyer and Holder(1998) as follows: Assess feasibility: From an HR point of view, feasibility depends on whether the numbers and types of key people required to make the proposal successes can be obtained on a timely basis and at a reasonable cost. Determine desirability: Examine the implication of strategy in terms of sacrosanct HR policies. Determine goal: These indicate the main issues to be worked on. Decide means of achieving goals: The general rule is that the closer the external and internal fit, the better the strategy, consistent with the need to adapt flexibly to change. Implementing HR Strategies: Strategies tend to be expressed as abstractions but they must be translated into programmes with clearly stated objectives and deliverable. Strategy is traditionally the heart of the human resource managers strategic job. Top management formulate the companys corporate and competitive strategies. Then, manager design strategies, policies and practice that make sense in term of companys corporate and competitive strategies. Human resource management supports strategy execution in other ways. For example, Downsizing and restructuring efforts, out placing employee, cutting pay for performance plans, reducing health care cost and retraining employee. Problems: In Coca-Cola India as they were merged among their different companies therefore that carried forward the employees from different work cultures and different value system. This move towards regionalization which caused dilution of several central jobs with as many as 1500 employees retiring at the bottling plants. Not only that the new line of control strengthened entry and middle level jobs at the regions and downgraded many at the centre. This led to unrest among the employees and about 4o junior and middle level managers and some senior personnel. Dabur India found itself significantly lacking in some critical areas . While Daburs price-to-earnings (P/E) ratio was less than 24, for most of others it was more than 40. The net working capital of Dabur was awhopping Rs. 2.2 billion whereas it was less than half of this figure for the others. Even the return on net worth was round 24% for Dabur as against HLL 52% and Colgates 34%. Solution: Coca-Cola introduced a strategy level decision to turn itself into people driven company to make sense of belongingness within the employees. Moreover, the company introduced a detailed career planning system for over 530 managers in the new set up. The system included talent development meeting at regional and functional levels, following which recommendation were made to the HR council. The council then approved and implemented the process through a central HR team. In Dabur India, to comply with the organizational set objectives, HR introduced a new policy of Performance appraisal where their objective were to Get and make strategy based on the concept that the facts of appraisal had to shift to what a person had achievd , as much as on what he was capable of. Task 4: HR Strategy for a Merger: To develop a successful HR strategy for a merger, the responsible HR organization require timely access to all relevant information. Ideally, HR participates in the evaluation of the potential merger candidate and has an opportunity to perform HR due diligence prior to the merger when the technologies, customers, market and finance are being evaluated. A common double handicap often arise during this phase: First, the HR organization of the acquiring company is often not involved in the evaluation until after a decision for merger has been made, HR is the tasked with executing the merger and handling all HR transactions.(Picot, G. 2002,) Second, merger candidates rarely fully disclose details personnel data, with all its strength and awareness. HR management is therefore often faced with major challenge of developing an HR integration strategy without having a complete overview of all the facts. An effective way to address this situation is to form an HR integration team that bring together HR professionals from both companies as early as possible. This will enable the acquiring company to quickly gain a sound understanding of the HR potential for the merger. Joint HR team can also develop a joint strategy for addressing the changes that every merger inevitably produce when organizational entities are merged or eliminated to optimise responsibilities and capacities. There are two elements dominate the development of an HR strategy: Competence management and cultural management. According to Gut-Villa (1997), describes the four main roles of HR professionals in terms of acquiring or mergers strategy: Strategic partner for top management Administrative expert for personnel administration Employee champion for the needs of employees Change agent for transformation process. Difficulties: Four CEO s within 7 years indicating the instability on strategic level of the Coca-Cola and arch rival Pepsi being stepped forward due to organizational incofidence with their Human Resources and also their key operating strategy, not only that reputation become tarnished to the public which was revealed by the media. All of this accumulated Coca-Cola had to count huge loss $ 52 million in 1999. Due to the merging of companys and huge employees of different regions made the organization in a moment of crisis as the different cultures are mixed in a same place and also management needed to be change in order to have had organizational goal achievement. Solution: The Coca-Cola in India had to go in for a massive restructuring exercise focusing on the companys human resources to ensure a smooth acceptance of the merger and therefore launched six regional basis hierarchy topping a CEO and other motivational approach of belongingness from employees. Task 5: The most popular selection technique in practice are: Interviews: Interviewing is universally popular as aselection tool. According to Torrington et al(2002) interview as a controlled conversation with apurpose but this broad definition encompasse a wide diversity of practice.But over the years have received a relatively bad press as being overly subjective and prone to bias to interviewer aand therefore unreliable predictors of future performance and such criteria are possibly applicable for unstructured interview. There are different type of structured interview but they have common features (Anderson and Shakleton, 1993) The interaction is standardised as much as possible All candidates are asked the same series of questions Replies are rated by the interviewer on preformatted rating scales Dimension for rating are derived from critical aspect of on-the-job behaviour. Another two popular structured interview technique are behavioural (questions are focused on the past behaviour)and situational interview (uses the hypothetical questions like what would you do if you had to deal with a team member who was uncooperative) Telephone Interviewing: The use of telephone interview ing is increasing. The CIPD recruitment survey (CIPD ,2005a) found that 30 percent of all organizations and 45 percent of organization in private sector services use telephone interview as part of these selection process. Telephone interviews used to screen out unsuitable applicants or as an integral part of the selection process (IRS, 2005) Tests: Testing is essentially an attempt to achieve objectivity or to put it more accurately to reduce subjectivity in selection decision making (Lewis, 1985). The type of test used for selection are ability and aptitude test s, intelligence tests and personality questionnaires. Ability test s are concerned with skills and abilities already acquired by an individual where aptitude test focus on an individual potential to undertake specific tasks. Difficulties: As the Coca-Cola merged, there were vast changed took place due to restructuring strategy from HR and to comply with the corporate strategy as a part of cost reduction lots of employee needed to laid off. In Dabur, due to companys lack of expectancy and fulfilment of strategic objectives they had to passed a critical time intervention where they felt a hire of an expert to give strategic vision and guide. Solution: Coca-Cola introduced the laying off strategy to meet the corporate strategy. Dabur India hired Mckinsey Co. at a cost of Rs. 80 million. Mckinseys three fold recommendation were: to concentrate on a few business, to improve the supply chain and procurement process and to reorganize the appraisal and compensation systems. And also according to the advice of Mckensey need of CEO, Daburs recruit a CEO which was the first incident of an outside professional being appointed after the restructuring was put in place Task 6: There are three phase of evaluation of performance appraisal as enlisted below: Performance Management based phase Improving Current Performance Phase Development of Individual phase 1. Performance Management based phase: In this phase, there are two main reasons : either as system to control employees or in order to provide data about employees so that benefits(salary increment and other rewards, promotion, transfer, e.t.c.) can be awarded on a more or less systematic and equitable basis. This system emphasized on control through report generation which are often confidential and not shown to the employee being reviewed being produced annually on all employees and which was kept in their personal life. This system relied on heavily on rating performance usually on predetermined numerical scale and used for gathering information about the potential of employees. The operation such system involved burdensome paper work, time and were often not truly representative of effective performance but which might be done to improve performance either by individual or by the organization. 2. Improving Current Performance Phase: The primary approach in this phase so as to change the way in which employees do their jobs. The emphasis putting on: Reviewing previous performance and result for a given period of time against the plans and commitments generated at a previous appraisal Jointly identifying opportunities and needs for improved performance on the part of the employee, and increasing support for other employees and the organization Agreeing performance standards and the ways they will be monitored and assessed. Identifying significant constraints and obstacles to task implementation and planning ways of coping with these. 3. Development of Individual Phase: This phase focused on providing an opportunity to reflect upon professional practice in a structured way, identifying the training and development needs of individual and groups and seeking to provide opportunities for job and career discussions and counselling. Typically they start by revising the role and job content of the employee and analysing what skills and abilities are needed to meet these and then identifying a=what additional or increased capabilities are required to produce an acceptable outcome. However these system excellent interviewing and interpersonal skills for the employee and the manager. Employee Development: Employee development cultivates employees in line with organization, departmental,and work group needs. According to Nadler(1979), Employee development is concerned with preparing employees so that they can move with the organization as it develops, change and grows. Employee development is not always directly tied to observable, behavioural change. It cultivates individuals so tat their organization and work group collectively possess the competencies essential to meet present responsibilities and prepare for future attempt of the organization by the employee. The objectives for employee development can be achieved through following method: Long-term, informal mentoring programs Long-term, formal mentoring programs. Long-term, formalized transfer or exchange programs across organizations, divisions, departments, work units. Short-term rotation programs Special job assignments Action learning projects Field trips Professional conference Behaviour modelling Think tank experience. (Willium, J. 2003) Employee Reward System: An employee reward system consist of an organizations integrated policies, process and practices for rewarding its employees in accordance with their contribution, skill and competence and their market worth. It is developed within the framework of the organizations reward philosophy, strategies and policies. There are several elements in employee reward system including Base pay,Contingent pay, Allowances, Total earnings, employee benefits, total remuneration, Non-financial rewards. (Armstrong, M.,2004) . Decisions about pay increase are often critical ones in the relationship between employees, their managers and the organization. Individuals express expectation about their pay and about how much of an increase received by other employees. There are several ways to determine pay increase: Performance, seniority, cost of living adjustments, across the board increases and lump sum increase. These methods can be used separately or in combination. Performance-Based Increases: A growing number of employers have shifted to more pay for performance philosophy and startegies. Consequently, they have adopted various means to provide employees with performance based increases. There are several types of performance related pays: Payment by result: payment depends on the values of the output of a group or an individual or out put of units per time basis. Piecework: Its depend of each unit of output. This is the oldest category of performance pay. Organization or Plant wide incentives: This bonus pay depends on the measured quantities or value of the overall establishment output of the plant. Merit Pay: It is based on the assessment of the employees contribution to performance. Performance related pay: this payment based on the performance appraisal of an employees against the seted objectives. There are other form of performance related pay like competence based pay and profit related pay. Problems: According to Arthur Andersons team, Coca-Cola carried out a performance appraisal exercise for 560 managers. This led to resignations en- masse. Around 40 managers resigned between July and November 2000. Coca-Cola also Sacked some employees in its drive to overhaul the HR functioning. By January 2001, the company had shed 70 managers accounting for 12% of the management. Solution: To be a learning organization, Coca-Cola introduced a detailed career planning over 530 managers in the new setup. This system included talent development meetings. Efficient management trainee were to be sent to the overseas office for more responsible position. In order to motivate the employee as well as media rumour, Coca-Colas CEO took step to ensure a smooth relationship with the new people in the company. He personally met the finance heads in every territory and made the companys policy plan clear to them. To meet the corporate objectives HR changed the performance appraisal system and to increase employee satisfaction level, Dabur identified certain key performance areas(KPAs) for each employee where performance appraisal and compensation planning were now based on KPAs and employee training was also given a renewed focus, As a facts of motivation Dabur introduced Daburs employee friendly initiatives included annual sales conferences at places like Mauritius . These conferences, attended by over hundred sales executives of the company, combined both work and play aspects for better employee morale and performance. Task 7: Learning Organization: A learning organization is one that continually improve by rapidly creating and refining the capabilities required for future success(Wick and Leon,1995). According to Senge, Learning organization is that where people continually expand their capacity to create the result they truly desire where new and expansive pattern of thinking are nurtured where collective aspiration is set free and where people are continually learning how to learn together. Kandola and Fullerton (1994) proposed a model which reflects the importance of the learning organization and its rational practice in business: Shared Vision: It enables the organization to identify, respond to and benefit from future opportunity. Empowering management: Empoewering the managers and employees in varied extent improve the performance. Enabling structure: organizational structure and its related knowledge aware the employees about their duties and responsibilities according to their hierarchy or organizational structure. Supportive culture : which reveals the expression of the employees, opinion ship, liberty in speech may be the practice of the organization which make the culture of the favourable working organization. Motivated workforce: Learning organization is to learn employess how to be knowledgeable about their right and wants to learn continuously. Enhanced learning: process and policies exist to encourage learning amongst all employees. Knowledge Management: Knowledge management is any process or practice of creating, acquiring , capturing. Sharing and using knowledge, wherever it resides, to enhance learning and performance in organizations(Scarborouogh Swan and Preston,1999). Knowledge management is concern with both stock and flows of knowledge. Stock included expertise and encoded knowledge in computer system. Flows represent the ways in which knowledge is transferred from one people to another people or from one people to data base. It involves transforming knowledge resources by identifying relevant information and then disseminating it so that learning can be take place. In practice of knowledge management the strategis promote the sharing of knowledge by linking

Effects of Childhood Sexual Abuse in Adulthood :: Free Essays Online

Effects of Childhood Sexual Abuse in Adulthood Child abuse is a serious issue in today's society. Many people have been victims of child abuse. There are three forms of child abuse: physical, emotional, and sexual. Many researchers believe that sexual abuse is the most detremental of the three. A middle-aged adult who is feeling depressed will probably not relate it back to his childhood, but maybe he should. The short-term effects of childhood sexual abuse have been proven valid, but now the question is, do the long-term effects of childhood sexual abuse affect middle-aged adults? Many contradicting views arise from the subject of childhood sexual abuse. Researchers and psychologists argue on this issue. Childhood sexual abuse has the potential to damage a child physically, emotionally, and behaviorally for the rest of his or her childhood, and the effects have been connected to lasting into middle-aged adulthood. Research has been conducted on what type of children are the most at risk of being sexually abused. Childhood abuse has a greater chance of happening to children of certain backgrounds. One researcher states that "Child sexual abuse occurs more frequently in children from socially deprived and disorganized family backgrounds. Marital dysfunction, as evidenced by parental separation and domestic violence, is associated with higher risks of child sexual abuse" (Mullen 4). Mullen goes on to state that "The possibility has been raised that characteristics such as physical attractiveness, temperament, or physical maturity might increase the risks of children being sexually abused" (4). Many researchers link behavioral problems in adulthood to childhood abuse. One researcher says that "An adult who was sexually abused as a child has a greater chance of becoming violent, suicidal, and abusive to their children than an adult who was not abused sexually as a child" (Kliest 155). These characteristics could hinder a victim from living a normal lifestyle and having a family. Kliest also states, "Adults who were abused sexually as children will have a greater chance than those who were not of experiencing sexual dysfunction, such as flashbacks, difficulty in arousal, and phobic reactions to sexual intimacy" (156). Many researchers agree that childhood sexual abuse has a negative effect on an adult's personal relationships. Another researcher states, "A history of childhood sexual abuse (CSA) appears to have an adverse impact on the quality of adult intimate relationships, and they report avoiding the development of close adult relationships because of their fear of reject ion" (Whiffen 1103). Effects of Childhood Sexual Abuse in Adulthood :: Free Essays Online Effects of Childhood Sexual Abuse in Adulthood Child abuse is a serious issue in today's society. Many people have been victims of child abuse. There are three forms of child abuse: physical, emotional, and sexual. Many researchers believe that sexual abuse is the most detremental of the three. A middle-aged adult who is feeling depressed will probably not relate it back to his childhood, but maybe he should. The short-term effects of childhood sexual abuse have been proven valid, but now the question is, do the long-term effects of childhood sexual abuse affect middle-aged adults? Many contradicting views arise from the subject of childhood sexual abuse. Researchers and psychologists argue on this issue. Childhood sexual abuse has the potential to damage a child physically, emotionally, and behaviorally for the rest of his or her childhood, and the effects have been connected to lasting into middle-aged adulthood. Research has been conducted on what type of children are the most at risk of being sexually abused. Childhood abuse has a greater chance of happening to children of certain backgrounds. One researcher states that "Child sexual abuse occurs more frequently in children from socially deprived and disorganized family backgrounds. Marital dysfunction, as evidenced by parental separation and domestic violence, is associated with higher risks of child sexual abuse" (Mullen 4). Mullen goes on to state that "The possibility has been raised that characteristics such as physical attractiveness, temperament, or physical maturity might increase the risks of children being sexually abused" (4). Many researchers link behavioral problems in adulthood to childhood abuse. One researcher says that "An adult who was sexually abused as a child has a greater chance of becoming violent, suicidal, and abusive to their children than an adult who was not abused sexually as a child" (Kliest 155). These characteristics could hinder a victim from living a normal lifestyle and having a family. Kliest also states, "Adults who were abused sexually as children will have a greater chance than those who were not of experiencing sexual dysfunction, such as flashbacks, difficulty in arousal, and phobic reactions to sexual intimacy" (156). Many researchers agree that childhood sexual abuse has a negative effect on an adult's personal relationships. Another researcher states, "A history of childhood sexual abuse (CSA) appears to have an adverse impact on the quality of adult intimate relationships, and they report avoiding the development of close adult relationships because of their fear of reject ion" (Whiffen 1103).

The Diary of Anne Frank Thanks to the Nazis :: Anne Frank

The Diary of Anne Frank   Thanks to the Nazis The Diary of Anne Frank Journeying back to the early nineteenth century, when Nazi forces occupied Germany during World War II, the lives of those living in this territory was spent in constant fear and anxiety. The Diary of Anne Frank leads readers through the harsh times of a family trying to escape imprisonment in concentration camps by Nazi soldiers, where death was almost certain. Born on June 12, 1929, Anne Frank was a German-Jewish teenager who was forced to go into hiding during the Holocaust. She and her family, along with four others, spent 25 months during World War II in an annex of rooms above her father's office in Amsterdam, the Netherlands. During the two years in hiding which Anne refers to as "a time when the ideals are being shattered and destroyed, when the worst side of human nature predominates, when every one has come to doubt truth, justice and God (pg.327)." Anne kept a diary that was given to her by her father, Otto Frank, on her birthday. Between June 1942 and August 1944, from Anne's thirteenth birthday until shortly after her fifteenth birthday, Anne recorded her feelings, her emotions, and her thoughts, as well as the events that happened to her. "†¦[I]deas, dreams, and cherished hopes rise within us only to meet the horrible truth and be shattered†¦yet in spite of everything I still believe that people are rea lly good at heart (pg. 327)." The diary is an accurate record of the way Anne grows up and matures, in the unfortunate situation she found herself. Given the circumstances in which the novel is written Anne gave a very vivid description of her surroundings and the feelings she encountered throughout her ordeal. The novel displays the grief and frustration that is experienced throughout the time spent in hiding. The emotions of the situation are captured in the text and gives validity to the pain and frustration encountered. Despite the amusing and enlightening side of the diary, that documents the process of her adolescence, it also provides a vividly terrifying description of what it was like to be Jewish hiding during the time the Nazis sought to kill all the Jews in Europe. After two years of living in the "secret annex", behind a bookcase, and having to be extremely quite during the day so that the workers in the office and warehouse below could not hear them the family was captured.

Comparing Letters from an American Farmer and Thoreaus Various Essays

Comparing Crà ¨vecoeur's Letters from an American Farmer and Thoreau's Various Essays  Ã‚   St. Jean De Crà ¨vecoeur's Letters from an American Farmer and Henry David Thoreau's various essays and journal entries present opposing views of what it means to be an American. To somewhat simplify, both writers agree that there are two kinds of Americans: those who are farmers and those who are not. Crà ¨vecoeur views farmers as the true Americans, and those who are not farmers, such as frontier men, as lawless, idle, inebriated wretches (266). Sixty years later, Thoreau believes the opposite: farmers are doomed and bound to their land, and free men who own nothing posses the only true liberty (9). Both Crà ¨vecoeur and Thoreau judge men and their professions on industry, use of nature, freedom, and lawfulness. As America grew during these six decades, industrialization and higher education created more compact communities unable to economically provide the land needs of farmers. In Crà ¨vecoeur's America, "some few towns excepted, we are all tillers of the earth"(263). In 1850, Thoreau's Concord was among the many towns allowing people to leave their farms for a more urban setting to house their law practices, shoe stores, or surveying businesses. The separation of farmers from the rest of society leads to intellectualizations of the profession by thinkers like Thoreau. Removed from the simple, hard labor of farming, it is easy for urbanized society to forget the farmer's purpose and importance in Western civilization. Crà ¨vecoeur states that "industry, which to me who am but a farmer, is the criterion of everything"(264). Indeed, a lack of industry in any vocation eventually leads to failure. Thoreau, however, sees little value in indu... ...d as Thoreau was from self-supporting agriculture, modern America is light years away. Thoreau's ideal lifestyle is now an impossibility. Many Americans would settle for an unadorned life on a small farm, and a clean, dry home. Possibly the day will come when [the land] will be partitioned off into so-called pleasure-grounds, in which a few will take a narrow and exclusive pleasure only-when fences shall be multiplied, and man-traps and other engines invented to confine men to the public road, and walking over the surface of God's earth shall be construed to mean trespassing on some gentleman's grounds. ... Let us improve our opportunities, then, before the evil days come. (Thoreau 667) Works Cited: Crà ¨vecoeur, J. Hector St. John de. Letters from an American Farmer and Sketches of Eighteenth-Century America. Ed. Albert E. Stone. New York: Penguin, 1981.

Impact of Free Newspapers in China Essay

With the development of technology and economy in major cities in China, the city’s RRT(Rail rapid transit) is experiencing an unprecedented growth and progress. Metro as the city’s RRT, is playing a significant role in the development of urban transportation. At the same time, Metro also plays a unique role in culture development as the culture carrier in the city. It is obvious that in modern cities, the number of metro passengers are surging, which indicates that the power of spreading can provide a good opportunity for the growth of media. The rapid growth of RRT creates a great potential and vast development for the city’s business and culture. In the age of timeliness and demand for information, the media plays a crucial role in informing the public. Against the background, the free circulation tabloid makes its first appearance in China. These tabloids are advertising vehicles that contains news. The content is easy to read in minutes. Metro Express came onto the scene on March 16, 2004, published by journalism group of Liberation Daily, marks the birth of China’s free newspaper. In 2006, Oct.8th, The tabloid Guangzhou Metro Daily, published by Guangzhou Daily Press Group and Guangzhou Metro Corp, carries 24 colour pages with news, consumption information and supplements. In 2010, Dec.8th, the signing ceremony was held by Shenzhen Press Group and Shenzhen Metro Gorp, it means that the first free newspaper in Shenzhen-8 in the morning is born. Besides, Until 2011, Hong Kong has its 5th free newspaper-Sharp Daily on the market,, the other four are Metro Daily, Headline Daily, am730 and Skypost. The Sharp Daily, First day issue 0.8 million copies with plans to reach 1 million readers daily, is planning to excel Headline Daily. The development of free newspaper in China ushered a new era in newspaper industry. It has a vast market space and adapts to today’s publishing environment. Free newspaper has an unparalleled advantage in attracting the young readers. According to the research by Institute of Public Opinion, People’s university of China, In Beijing the newspaper readers’ average age is over 41, the situation is similar in Shanghai and Guangzhou, the newspaper readers are now becoming an aging population. The main reason for why young adults unwilling to read newspaper is â€Å" it costs money† They can  get the free information from other sources. Another research conducted by CTR and CNRS shows that in 36 major cities in China, the reading time for each person has declined from 40 minutes to 38 minutes. The report also reveals that the young people do not want to waste a lot of time in reading newspaper. The free newspaper enjoys its advantages in today’s newspaper industry. Firstly it meets the readers’ demand of getting informed in short time. When people are on the way to work, they don’t have much time to buy the newspaper, or they will feel boring when waiting the subway. So the free newspaper becomes their perfect choice. It can provide the information instantly, quickly and easily. People will choose the free newspaper for its convenience and for the effectiveness. The free newspaper usually distributed at most of the city’s metro stations, it is easy for people to get and read. What’s more, the free newspaper usually printed less pages than traditional newspaper, which means that it lessens that time of reading. People who are hurrying to work will prefer some short news rather than long, serious news. Another advantage for the development of free newspaper is that it can arrest the young reader’s attention. That will encourage the advertisers to buy more and more space for the purpose of reaching the young people, which will make the free newspaper profitable. Take Guangzhou as an example, the average age of Guangzhou metro passengers is 35.6, with white-collar workers accounting for 41 per cent of the total. The free newspaper is targeting these people by providing information about recreation such as places to go or date, affairs about the movie stars, music concerts, art exhibitions. From this perspective, advertisers are more convinced by the free newspaper because their readers are of relatively high purchasing power. Although the free newspaper is prospering in major cities, every coin has two sides. The obstacles are also noteworthy. From the perspective of newspaper industry, the falling competitiveness of newspaper is obvious. The mobile media and the network media are challenging the newspaper industry since it has fast speed of delivering message and directness to person. The CTR   shows that a person’s online time is increasing from 88.5 minutes in 2002 to 137.8 minutes in 2006. Its growth reaches about 56%. The mobile media is also threatening the development of free newspaper since it can not only displays text and graphics but also play both audio and video clips. From the perspective of readers, people with higher education will consider the free newspaper is not providing useful and high quality contents. As a new way of promulgation, the influence of free newspaper is also worth discussing and analyzing. On the one hand, the most noticeable influence can be seen from the growing belligerent atmosphere between traditional newspaper and free newspaper. The free newspaper is getting more advertisers and splitting advertising revenue which causes traditional newspaper a huge loss of money. So the launch of free newspaper forced the paid newspaper to lower their price in order to minimizing loss. Apart from the conflict of interests, the free newspaper is bound to give an impact on traditional editorial theory. Traditionally, the editor will select the source of news carefully can verify the authenticity. However, it is not the case for free newspaper. The free newspaper insists on providing quick information, the authenticity is not their top concern. But if we take a comprehensive view of general situation, we will find that the free newspaper is promoting the whole newspaper industry. On the other hand, the free newspaper has a positive influence on the society’s literacy. Suyuji, professor and dean, school of Journalism and Communication, Chinese University of Hong Kong, says that in 2009, they had a research on the readership among the adults in Hong Kong and the results show that 50% of the adults always read free newspaper while 60% of them will actually pay for newspaper. The percentage for both newspapers is similar, but the tendency is predictable that the readership of free newspaper is going to exceed the traditional newspaper. Another research conducted by GroupM, the global leading media investment management group, gives a more convincing result. This research had interviewed 303 people age from 15 to 49, 86%of them have the interests to read free newspaper. It also shows that some people who seldom read newspaper is also willing to have free newspaper to read.2/3 of the respondents said that they are satisfied with the content and they will  continue to read free newspaper. From the above researches we can see that the introduction of free newspaper in China plays an important role in dissemination of culture to people. Politically, the free newspaper can also serve as the correspondent for the government and people. The case in America is usual especially on campaigns and elections. Sometimes the media even helps influence what issues voters should care about in elections and what criteria they should use to evaluate candidates. In China, the content of free newspaper seldom concerns about political issues. The potential for political promulgation of free newspaper is huge. The government can have influence on shaping the public opinion and political value especially among the young adults. The free newspaper is an ideal tool for government to spread their ideas, inform the policies and communicate with their people. Ecologically, the free newspaper may result in a number of adverse effects on environment. Because the free newspaper is distributed randomly, the possibilities of people litter the ground with free newspaper is higher than other newspaper. This problem can be solved by putting a recycling box in subway stations, encouraging people to recycle the papers. Socially, the opportunities of increasing literacy through free newspaper is great, the reader’s social awareness will increase. Nowadays people read free newspaper for three major reasons: get informed, kill time and relax. However, since the free newspaper’s major income is from advertising, they will give more spaces for advertisements, thus the rights for reading the news will be neglected. In the future, more emphasis should be put on the quality of free newspaper, since some criticizes now blame free newspaper on false news and vulgar taste. In conclusion, Free newspaper in China has just start its development, it is going to spend years to become mature in the newspaper market. The advantages of developing free newspaper outnumber its disadvantage , it can be assumed that the newspaper industry will experience a deep and profound revolution. References [1]Free Newspaper Launched in Guangzhou China Daily October 2, 2006 [2]City’s sixth free newspaper hits the street China Daily (HK Edition) September 20, 2011 [3]The Dynamics of Mass Communication: Media in the digital age Joseph R.Dominick [4]Free newspaper focus on the new generation Wangying Media Observer , 2006 [5]Free newspaper made profound changes in newspaper industry Yanyu Bianjizhiyou ,2006 [6]Master thesis on analysis of Chinese free newspaper Huazhong University of Science and Technology [7]This year, Next year: China Media forecasts Groupm 2011 Autumn [8]Free newspaper influence on Hong Kong readers Suyuji, professor, dean, school of Journalism and Communication, Chinese University of Hong Kong [9]The New Trend of Urban Grassroots Political Promulgationï ¼Å¡The Recent Development of Free Newspapers and its Potential Political Impact Journal of Fujian School of Administration and Fujian Institute of Economics and Management

Welfare Reform Act Hcr 230

The Welfare Reform Act Today I will be discussing the Welfare Reform Act and if it has caused existing Medicaid beneficiaries to lose needed coverage and if the welfare act has kept eligible Medicaid candidates from enrolling. Also I will discuss whether or not the welfare reform act has been effective in reducing welfare fraud, increasing personal goals, and basically if it has been able to successfully meet its goals that it had been intended to meet. Welfare Reform Act was established in 1996 with the intentions of changing the social welfare policy of the country.The idea was to reduce the number of people or families that were dependent on government assistance while at the same time helping these people become more independent. They have the welfare to work program which required work in exchange for time limited financial assistance, which is part of the reform act. Also they Job Search which are classes that give people the basic skills that they never had before. For example the taught people how to dress for job interviews, fill out an application correctly, make a resume and how to speak when at a job interview. Teaching them what kinds of questions are asked and how to answer them.There debates about how well the welfare programs work but at least people have more education on the steps needed to get a job. However the initial welfare programs are out dated and needed to be reformed since no programs ever will seem to be able to meet every need of every low income or underprivileged individual or family, more reforms are needed even still. However, â€Å"within 3 years of the reforms enactment, millions of Americans had moved from being dependent on welfare to being self-sufficient. In addition, agencies reported a reduction in the number of social welfare cases. In 2004, the Welfare-to-Work program ended, but during the time this program was active millions of Americans lives were changed for the better (US Welfare System-Help for US Citizens, 201 2). The Welfare Act does affect individuals who receive Medicaid benefits because rules and guidelines can often be changed for participants who participate in this insurance plan. Individuals who gain insurance through Medicaid usually can get it through the TANF program and if there is not a TANF program in place then individuals will not be able to apply for Medicaid benefits.There are many questions that are unanswered such as, â€Å"Should the Medicaid program be considered a health financing program or a welfare program? Should states be given the same flexibility to design and redesign Medicaid programs as was being considered for cash welfare programs? † (Moore,. 1999) Medicaid participants sometimes remain un-enrolled even though they are needy as a result of the Welfare Reform Act, because each state can define their own criteria for eligibility and services and expand or deny services entirely to certain groups that the Department of Human Service staff would belie ve to be a good cause (Moore,. 999). HCFA (Health Care Financing Administration (now the Centers for Medicare and Medicaid Services), issued a regulation that extends the time allowed to process Medicaid eligibility redeterminations from up to 45 days to up to 120 days. This extension recognizes the extra work states will have to perform to process redeterminations of Medicaid eligibility for individuals who lose SSI as a result of welfare reform provisions and assures that Federal Medicaid matching funds will continue while the redeterminations are made.States generally are not permitted to terminate an individual's Medicaid benefits until it is determined that the individual does not qualify for Medicaid as part of any other eligibility group (Gundling, R. 1997). The Welfare Reform Act is effective in reducing welfare fraud to a certain degree. In other words they have not gotten rid of fraudulent acts but they have reduced them.Here in San Bernardino County they not only check yo ur state identification and your social security card making sure they match up correctly but also run both name and number to be sure there is not a case open anywhere else but they also have you bring in prove of residency and then take your picture and finger prints and run them the system. All of that has helped along with getting rid of paper food stamps and giving out like a debit card that both cash aid and food stamps are out onto once a month. Before people would trade their food stamps like money almost and now you can’t do that.They can only be used for what they were intended for and only at stores that accept EBT otherwise known as Electronic Benefits Transfer which is one’s food stamps and cash aid. So while they have reduced fraud at the same time they increased personal responsibility because since you cannot trade as before people are more likely to do the right thing with their EBT and that goes for stores to because with the EBT cards there is a bett er record of what is being paid for with the EBT so store owners cannot get away with selling items not allowed to be purchased with the food stamps portion on the EBT card.This holds them responsible for their part in committing a fraudulent act. I remember when it was the paper food stamps and in recent years had to receive the new EBT for a short time and was happy to learn about the changes. These rules protect more than just the government but the honest people as well. The Welfare Reform Act has been successful in meeting its intended goals such as placing families on job searches, or providing education needs and training. Also the Welfare Act had other goals such as having families not rely on government benefits and gain employment which has happened for the most part.References US Welfare System-Help for US Citizens. (2012). Welfare Reform-Social Welfare Change. Retrieved from http://www. welfareinfo. org/reform/ Valerius, J. (2008). Medical Insurance. An Integrated Claims Process Approach (3rd Ed. ). Moore, J. D. (1999). Welfare Reform and Its Impact on Medicaid. Retrieved from http://www. nhpf. org/library/issue-briefs/IB732_WelfRef;Mcaid_2-26-99. pdf Gundling, R. (1997). Welfare reform's effect on Medicaid eligibility. Hfm (Healthcare Financial Management), 51(5), 88.