A case study of Walmart Stores Inc. with SWOT,internal and external elements which add to the company success.

A contextual analysis of Walmart Stores Inc. with SWOT,internal and outer components which add to the organization achievement. IntroductionWalmart Stores Inc. is equal with low costs and name brand quality items. The organization premise of accomplishment and establishments can't be credited to the current CEO Lee Scott yet celebrated Sam Walton. Walmart equation for progress basically put is their relationship with customers,employees, and innovation that helps with framing associations with their suppliers;places Walmart Stores Inc. as the top rebate retailer.History,Development, and GrowthSam Walton drove Walmart to turn into the top markdown retailer. The super company has wiped out top contenders, for example, Kmart and Sears to rule over the rebate retailing market. Following World War Two, rebate retailing advanced because of cheapness during the war. Walton opened the first Walmart in Rogers,Arkansas in 1962. The way of thinking Walton obtained to begin Walmart started with his prior involvement with JC Penny. The way of thinking depends on conveying items dependent on quality and worth joined with h eavenly client service.walmart beijingWalmart at first set out by extending in humble communities and picked up a notoriety at low costs as well as a family neighborly organization. The offices were wide and differed to include:family clothing, toys,lawn and garden,health and beauty,household goods,crafts, fabrics,jewelry and most as of late pharmacies,electronics,tire and lube and the most recent gas stations.Sam Walton methodology was to pick up strength by profound discounting,listening and shaping associations with workers and clients and guaranteeing the shopper quality product.Product is shown in a particular manner by stacking and causing to notice the eye. Extension is done at a forceful level. The organization did moves deliberately by town to town and afterward on a state by state premise predominantly in the Southeast and Southwest in the first place. This system proceeded until 1991, one year before Sam Walton passing; Walmart had procured 1,573 stores situated in 35 sta tes. Walmart had become the biggest retailer and biggest...

Quality Of Outpatient Service Design Health And Social Care Essay

In Malaysia medicinal services configuration, creating spacial structure is considered as one of the greater part of import endeavors in the fundamental plan stage. Essentially, the consequence of the plan gives an effect on nature of administration structure. The decision of value evaluation is of import on the side of the crucial models of Malaysia human services administrations. It is related with a conveyed an easy to understand, productive and strong support of the patient. Thus the usefulness develop is joined to client ‘s viewpoint rating truly suitable as an estimating. In these fortunes, the elements of establishment bearing are to comprehend and be touchy in this issue. In add-on the establishment chiefs are dependable in making and bettering the plan each piece great as the administration meets its best guide and association crucial. The expectation of this paper is to reevaluate and understanding the † functionality develop † and â€Å" Usability strate gy † as an examination the nature of engineering in-use † . On that is to comprehend the useable technique to mensurate human services administrations. This paper will focus on three functionality cardinal elements ; proficiency, effectivity and clients ‘ fulfillment. This outline will help inquire about specialists in their from now on study to investigate the connections between the spacial plan and â€Å" ease of use develops † . This is finished by taking into contemplations the client experience and standpoint of the outpatient spacial structure in Malaysia open clinic. { 10pt unending } Catchphrases: outpatient spacial structure rating, quality being used, workableness build. { 10pt boundless } { 10pt boundless } { 10pt boundless } Presentation { Arial 10pt BOLD } { 10pt boundless } { 10pt boundless } The International Organization for Standardization ( ISO ) characterizes functionality is a product as â€Å" the degree to which the stocks can be utilized by indicated clients to achieve determined finishes in the particular setting of utilization with the impossible to miss condition † . ISO other than called attention to that usefulness is estimated dependent on the three essential parametric amounts ; effectivity, proficiency and fulfillment ( Blakstad, 2008 ; Alexander, 2008 ; Fenker, 2008 ) . Thus ease of use rating is about clients experience and criticism to the structure and condition. It is other than related between human experience and its impact on individuals ‘s misgivings of a plan or establishments being used and the component of setting of-utilization ( Chamorro-Koc,2009 ; Carr, 2010 ) . { 10pt limitless } The workableness surveies began in the twelvemonth 1950s and rising up out of grouped subjects foundations and Fieldss and is broadly known corresponding to applications inside product plan, data building and Human Computer Interaction ( Blakstad, 2008 ; Fenker,2008 ) .Hence it is identified with ease of use and usefulness of the framework or configuration fulfills client needs ( Jenso, 2006 ) . In a manufactured domain, it began by the Facilities Management field with the build of obligation of the Facility Manager to help through the interest of partners by cognizing the activity and input from clients experience to structure in - use. It ‘s was presented by International Council for Research and Innovation in Building and Construction ( CIB ) Task Group 51 â€Å" Usability of structures 2005 † , Workshop W111 †â€Å" functionality of work environments 2-2008 † and â€Å" workableness of working environment 3-2010 † has been built up to utilize devel ops of usefulness and to gracefully a superior fear of the client experience. Why usefulness { Arial 10pt BOLD } { 10pt endless } The boss point of convergence of Facilities Management ( FM ) has for a long clasp been identified with cost diminishes, yet in ongoing mature ages, there is an adjustment towards the interest for FM to make included worth. It increasingly central focuses on the consequence of the methods in FM and the impacts that FM can make to better productiveness and usefulness of the association and advantages for the partners. Thus, it identified with improvement of environing, individuals and spacial connections, cultural, useful feature, condition and monetary ( Jensen, 2010 ; Low Sui Pheng ; 1996, Diez ; 2009 ) . In this manner, to procure a quality framework or structure and fulfilled partners included the obligations of the FM as the appointed authority when the building involved and during the planned strategy. From the natural structure of writing, there are various guidelines of evaluation include in a fabricated domain, especially identified with human services areas, including ; Medicinal services configuration rating: Proof based plan: The rating of how configuration effect on persistent outcomes ( Cama ; 2009 ; Becker ; 2007 ; 2008, ) Post tenure rating ( POE ) : The deliberate rating appended to building open introduction and client fulfillment ( Ghazali ; 2010, De Jager ; 2008, Begum ; 2010 ) â€Å" Kansei † innovation: The rating of value structure by mediation a clients feeling and feelings to better future plan. ( Harun ; 2008, Ayas ; 2008 ) Kano hypothetical records: Related to fulfillment rating and structure or administration open introduction ( Mustafa, 2002 ) Structure quality record ( DQI ) : The examination alludes to client input with building and building in utilization as an attendant for future plan ( Volker ; 2010 ) Exploratory Research: It partners to demonstrate the factors which impact the subject or histrion by putting the consequences of the investigation. ( Said ; 2006, Surrenti ; 2009 ) Medicinal services Service rating Hypothetical and stochastic hypothetical records: it is decision estimation hypothetical records. Blend of Discrete Event Simulation ( DES ) and the informations of Patient Classification Systems ( PCSs ) The develop depends on a Staff-Patient Satisfaction Relation Model ( S-PSRM ) ( Komashie ; 2009 ) Administration quality ( SERVQUAL ) : It is an estimating identified with the spread between the customer ‘s level of standpoint and how great they appraised the administration by taking a gander at human aspects and reaction to support gave ( reactivity, steadfastness, compassion and certainty ) ( Medabesh ; 2008, Bahari 2010 ) Administration quality and A ; administration useable ( SERVUSE ) : Human Factors and Usability in Service Quality Measurement ( by cognizing usages standpoint and requests ) . Measure administration quality through an examination instrument named SERVQUAL. ( Strawderman ; 2008 ; 2006 ) Administration Excellence: estimation quality and greatness - direct help client info and commitment in the administration arranging and bringing method ( Abusaid ; 2007 ) Six Sigma - estimation for administration quality: to better the nature, rule and cost of open administrations as indicting an end close flawlessness in run intoing customer necessities estimation for administration quality ( Abdullah ; 2008 ) Moreover, the greater part of the hospital in Malaysia ‘s appraisal decides on a quality bearing framework and to bring through the requests of ISO confirmation, which focusing on review and accreditation of a papers technique. This can be seen on Malaysia Society for Quality in Health ( MSQH ) rating, which worries on human services establishments, administrations and in understanding security evaluation and guarantees the continuous quality advancement in medicinal services. Universal Organization for Standardization ( ISO ) , decision bearing framework ( QMS ) guarantees that their inner systems can run into their patients ‘ and relevant regulative requests in a predictable mode. This is for bettering the nature of the administration or the rating of plan, establishments or frameworks effect on the clients or associations. Other than that on top, we can reason this general evaluation is joined to client fulfillment and association advancement. In any case workableness other than addressed client fulfillment yet more significantly to clients experience by cognizing top to bottom their requests and viewpoint, which center around the effectivity and effectiveness of value in-use.ARCHITECTURAL USABILITYIn Space is the machine, Hillier ( 1996, p. 129 ) explains that ‘the assets of clarity [ aë†â ¦ ] implies the evaluation to which what we can see from the unbounded that make up the framework [ aë†â ¦ ] . ‘ And further on ‘an incoherent framework is one where very much associated infinites are non acceptable consolidate [ aë†â ¦ ] . ‘ With this in head, heavenly bodies of building formats have incredible effect on the clients ‘ conduct. ( Vrachliotis ; aë†â ¦aë†â ¦ ) Part format plays an of import work in the plan and workableness of numerous innovation stocks. The design work is other than arranged under the headers of wadding, bundling, group of stars, compartment dressing, palette trouble or spacial understanding in the writing. The activity includes the plan of constituents in an accessible endless with the end goal that a lot of objective sweep be upgraded while satisfying discretionary spatial of open introduction restrictions. The design closes are regularly defined as objective maps. The points may mirror the cost, quality, open introduction and administration requests. Arranged restrictions might be important to specify spacial connections between constituents. The determinations of constituents, points, restrictions, and topological associations characterize a format work and an advancement chase calculation accepts the position planning and recognizes guaranteeing arrangement by estimating structure alternatives and sprouting plan terr itories. Investigation of points and restrictions change from occupation to work. Spatial information and wayfinding research each piece great as plan information are acceptable set up as A?elds of research. It is anyway for the most part obscure how architects ground when they attempt to consolidate way discovering cordial elements into their structures. Weismans four elements, visual course, signage, structural qualification and floor program multifaceted nature provi

Becoming Who We Need to Be

Becoming Who We Need to Be We all find meaning in different things. As such, discussing meaning in any productive way can be a cumbersome undertaking. That said, there are two main types of meaning that I want to address. The first is significance meaning. That is, imbuing moments or events with implicit substance so that, to us at least, there is more to them than meets the eye. A chance glance from a stranger on the subway, or the sequence of lucky numbers in our fortune cookie being the same as our high school locker combination can both seem loaded with meaning. These are not coincidences, we think. What are the chances of something like that happening, after all? They are significant in some way, and it makes sense, from that perspective, to want to figure out how. Most people, it should be noted, are terrible at offhandedly understanding, or even estimating, probability. You’d be a killjoy to deflate a friend who’s erupting with enthusiasm over the perceived significance of receiving his old locker combination as a set of lucky numbers in a fortune cookie, but you’d be right in recognizing that although the chance of something like that happening is small, it’s not beyond the realm of possibility. Unlikely things happen all the time. If something has a one in one-billion chance of happening, well, do you know how many things are happening at all times, to all of the over seven-billion people who live on the planet today? Our perception of how likely these events might be remains unchanged, because we see the world through the lens of a single individual. But if you do the math on that scale, it quickly becomes clear that the unlikely is actually not all that unlikely. We also tend to notice and remember things we perceive to be unlikely more than things we don’t perceive to be in any way unusual, even if those ignored things are, in fact, the less likely, more impressive, and more interesting happenstances. This tendency to pay more attention to the seemingly unlikely events that happen to and around us is called “selective attention.” Our brains have a bias toward patterns, and ignore so-called uninteresting dataâ€"things we are not primed to perceive as significant to usâ€"and to put increased emphasis on the opposite, storing seemingly meaningful happenings more firmly in our memory. As a result, we’re more likely to recall the times when the tarot card reader was right, and to completely forget or disregard the times when she was wrong. The significance of that card reader’s words, then, elevate in our mind, while the significance of information we might read about the practice of tarot card reading having no basis in reality and no scientific credibility, decreases. This is part of why, too, we tend to underestimate just how likely seemingly unlikely events might be. Our brains latch on to the amazingness of this chance reappearance of old, familiar numbers, while dismissing other bits of dataâ€"it wasn’t on your fortune cookie, but on your friend’s, two of the numbers were rearranged, you’ve been going to that same Chinese food place for five years, and never before received a familiar set of numbers inside your cookieâ€"which in turn results in our finding meaning in what is almost certainly meaningless. The part-time worker or machine algorithm that jots those numbers down on the fortune cookie papers most likely is not a wizard, and it’s far more likely that the familiarity and feeling of significance is merely the consequence of our brains wigging out over the perceived connection, due to its pattern-finding predilections. Because that’s what it does. Why are our brains so primed for patterns? As with so many things brain-related, we can’t say with absolute certainty, but there is a good argument to be made that this pattern-seeking habit is what allows us to think, interact, and build tools. A creature who is able to piece together a sequence of events can infer causalityâ€"that other beast over there drank from the water, and now it’s dead, so perhaps I shouldn’t drink that waterâ€"and benefit from that perception. A creature who can recognize cause and effect while extrapolating further, imagining how things might be changed, can manipulate the world around them. That is, they wouldn’t just avoid the water that seems to be killing other animals, they might be able to figure out new ways to get water, by folding large leaves to collect dew and rainwater. The idea to use leaves as collection tools, by the way, would also be the result of observation and pattern detection: watching the rain drip down the leaves, and the dew accumulate on the leaves each morning, would lead to the conclusion that these green things are related to this free-flowing water somehow, and could perhaps be manipulated to sate our thirst. The Baader-Meinhof Phenomenon, also called the “frequency illusion,” is relevant to this discussion. This is a phenomenon that you’ve almost certainly experienced at some point in your life: you buy a new car, let’s say a Saturn coupe, and then suddenly, from the next day onward, you see Saturn coupes absolutely everywhere. It’s as if the entire world is copying you. There can’t have been this many Saturn coupes on the road before you bought yours; you’ve never seen so many of them out in the world before. How strange and coincidental. Of course, this is neither strange nor coincidental. It’s the consequence of your brain earmarking a new bit of information as important. This brand and type of car is something that you’ve been thinking about and now own. It’s important to be able to pick out your own car from all the cars in a parking lot, but it’s also a shape that you now recognize, a logo that you’ve come to know, and a collection of design elements that you now see more clearly in a crowd of other, less-vital-seeming car-mounted design elements. These other Saturn coupes were always there in your environment, but now that they seem important to your brain, you’ll notice them more frequently, and remember noticing them, because that perceived significance is amplified, collected as relevant data. The fortune cookie, the sudden appearance of cars like your ownâ€"neither are mystical or magical. The word “synchronicity” was coined by Carl Jung to describe such things, and to justify the paranormal nature they certainly had, when in reality he merely lacked the clarity afforded by modern brain and social sciences. That said, something not being inherently magical doesn’t mean it isn’t important. It doesn’t mean such things can’t be vital as mental milestones or as valuable intellectual footnotes. Finding significance in things that are not significant is what causes a lot of us to have harmful beliefs that hold us back in many ways, but it’s also kind of a superpower that provides us with ambitions. It can bring out the best in us. Or rather, it can help us bring out the best in ourselves. This is the second type of meaning I mentioned. The first is significance we imbue in an event or object that makes that thing or happenstance seem more important than it is. The second is the type of meaning we pursue throughout our lives. The sort of meaning that, in a lot of cases, provides us with the intellectual and emotional will to make it through tough times and to work hard toward something big, something larger than ourselves. In some cases, this meaning takes the shape of religion, or of a particular brand of governance, or of one’s own family and their well-being. Sometimes it’s the wholehearted pursuit of knowing the unknown, or taking down the wicked, or teaching things you believe should be more widely known. There are as many meaningful pursuits as there are people, and although we have no reason to believe that any such meaning is divine or magical, that doesn’t diminish the potential benefits of finding meaning, perhaps even multiple sources of it, throughout our lives. People who feel that they have purpose tend to live longer. People who have convictions, who believe something to be not just true, but important, have a greater capacity to endure discomfort, pain, and antipathy from those who believe differently. People who ascribe some type of meaning to the work they do or the goals they’re pursuing are more likely to see the journey as the point of the exercise, rather than seeing life as a necessary period of suffering on the way to a goal they hope to reach someday. The journey itself is meaningful. The goal is important, but the act of working toward it, even when painful or disheartening, is meaningful by association. When we talk about “finding meaning” in our lives, this is the type of meaning we’re usually discussing. Very seldom does someone hope to find meaning in the sense of recognizing more cars like the one she just bought on the road, or finding familiarity in the lucky numbers contained within the folds of a fortune cookie. But these types of meaning are inextricably connected. The pattern-seeking tendencies of our brains are what make connections and assume relationships between things, and it’s those same neurons, those same interconnections between memory and higher-reasoning and animal instinct and whatever it is that makes us feel conscious that allow us to feel a sense of not just existence, but purpose. They allow us to see the act of feeding the hungry as not just one more action among all the actions we perform every day, but something significant. If we feed this person, they will feel something, and hopefully something better than they feel now. Some of the fear and desperation will disappear, and they may have more capacity for joy. Beyond that, they’ll go on to live their own lives, full of the same tribulations we all face, but also packed with moments of happiness resulting from goals accomplished, the joy of relationships, and the thrill of new discoveries. And by helping give this person something to eat, we’ve played some small role in that. We have in some small way served as a catalyst for all that emotion, all those feelings, all that experience, all that life. Without the sometimes overenthusiastic pattern-recognition tendencies of our brains, we would be unable to make these connections, and feeding a stranger would be just one more act, with no more significance than brushing our teeth or driving to work or feeding ourselves an unremarkable lunch. The cause and effect assumption would be lost, and our ability to dig deeper and subconsciously guess at what this action of ours might mean, not just for us, but for others, perhaps many others, would not exist. The world, lacking this meaning that we generate, would be a much flatter, more pragmatic place, I think. That’s assuming we were able to build such a world to begin with, which is anything but certain. I’m guessing that much of the human desire to explore would be lost, due to the lack of imagination about what we might find over the next horizon. As a result, we’d probably never have evolved and spread out the way we did, and would not have had the same biological inclination toward tool usage and brain development. I also have trouble imagining what would drive us to do anything beyond the bare basics under such circumstances. It seems unlikely that we’d feel incentivized to achieve anything more than the essentials that would allow us to survive another day. We’d have little reason to believe investment in infrastructure or assets would pay off, and we’d have little reason to make small sacrifices for the greater good of the family, tribe, society, or species. We wouldn’t be able to perceive any significance in those actions, and as such, the frantic, genetic-level drive toward self-preservation would be the only thing keeping us going. There are many causes out there that are misguided and faulty and based on false-premises. I think we’re sometimes too dependent on gut-instincts when we should think analytically, and put too much faith in incomplete mental models when we should trust our gut. We adhere to ideologies dogmatically, assuming that the meaning found within them is the only possible meaning and the only possible source of valid morality. We misunderstand coincidences, seeing them either as messages from the sky or remarkable impossibilities, ignoring the truly remarkable things that happen around us all day, every day. Among the remarkable things we often misunderstand or ignore is the incredible persistence of a species that has the capacity to both extrapolate and care. The pursuit of meaning, of significance, is a valid one. It’s valuable and, wherever we find it, it tends to be more asset than liability. But it’s also worth being conscious of where this feeling comes from. We are the ones who imbue things with significance. We don’t discover significant things, we discover things and make them significant. Recognizing and remembering this allows us to better understand and interact with people who find meaning in different places than we do. It also allows us to find meaning in many and varied things. This is an excerpt from Colin Wrights new audiobook, Becoming Who We Need to Be, which is also available in print and ebook formats.

Refugees Culture Settlement

Sample details Pages: 13 Words: 3796 Downloads: 1 Date added: 2017/06/26 Category Statistics Essay Tags: Refugee Essay Did you like this example? Settlement Experiences of Sri Lankan Tamil Refugees in Trondheim, Norway Abstract This paper is a qualitative research project that explored the perspectives of Sri Lankan Tamil refugees on their resettlement in Trondheim Norway and considered aspects of their integration into Norwegian society. Integration is a multidimensional construct dealing with complex interrelated processes pertaining to societal participation that is, the ways in which migrants become part of the social, cultural, economic, and political spheres of the country of resettlement. This study did not discuss all perspectives of resettlement and integration. in contrast, this paper focuses mainly on the social and cultural aspects of this phenomenon. Don’t waste time! Our writers will create an original "Refugees Culture Settlement | Cultural Studies Dissertations" essay for you Create order Introduction Migration is a process that commences with the simple thought of moving, but it continues long after the individual arrives in her or his new home. The process is constrained by certain factors such as capital, immigration policy, and the existence of kinship networks. Individuals, who are able to overcome these constraints and decide to migrate, must overcome a new set of challenges upon arrival in the host county. These challenges include the need to adapt to a new labour market, use of a new language, and integration with the rest of society. Integration is a multidimensional construct dealing with complex interrelated processes pertaining to societal participation that is, the ways in which migrants become part of the social, cultural, economic, and political spheres of the country of resettlement (Bloch, 1997). This paper, however, focuses primarily on the social and cultural aspects of this phenomenon. Objective of the study Exploring the settlement experiences of Sri Lankan Tamil refuges in Trondheim Norway and considered aspects of their integration into Norwegian society. Research questions What factors influence and constrain the decision to immigrate to Norway? What features influence the communitys resettlement in Trondheim? What are the restrictions that Sri Lankan refugees face in process of integration into Norwegian Society? Theoretical frame work Integration is frequently described in terms of continuity versus change, continuity being synonymous with socio-cultural maintenance and change with integration (Carey-Wood at el 1995). For this study I adopted a framework proposed by Berry and Sam (1997) that views continuity and change as complimentary, rather than competing, processes. This framework considers maintenance of socio-cultural identity and the associated establishment of ties with the dominant society as joint criteria for successful integration. A variety of factors influence the integration process. One is the distance between the home and the host culture; the greater the cultural gap between the refugee and the country of relocation, the more difficult the integration process (Duke, 1996). Another determinant is generational status; The settlement of refugees in Britain indicate that the first generation of adult migrants largely preserve the features of culture and lifestyle of their country of origin (Carey-Wood at el 1995); it is the second generation that more readily accepts the norms and cultural practices of the country of resettlement. The extent of migrants participation in mainstream culture also depends on structural factors within the society, including social and economic conditions and public policies that support their efforts in this direction (Duke, 1996). Refugees leave their homelands under great pressure, usually as a result of war, severe political or economic upheaval, or religious or ethnic persecution. They arrive in the host country after having endured the embarrassment and horrors of flight and, for some, prolonged stays in refugee camps. Refugees are not able to plan their migration in advance; consequently, they arrive in a host country unprepared for what they may encounter there. In addition, they must cope with the strain associated with sudden separation from, or loss of, family along with the challenges of integration into the country of resettlement. The dimensions of race, gender and the forms of patriarchy in their home and host countries compound their situation. The Tamil migration is largely made up of refugees and homelandless people. According to UNHCR, between 1980 1999, 256, 307 people of Sri Lankan origin applied for asylum in Europe, one of the top ten groups of asylum seekers during this period (Cheran, 2003). Large numbers of Tamils have been granted some form of residence status in their host country. Tamil migration consists of an estimated 700,000 people settled in Canada, Europe, India and Australia (Cheran, 2003) in which, some of them have migrated to Norway. Most live in Oslo, which is the capital city of Norway, and other small cities like Trondheim. It is likely therefore that one in every four Sri Lankan Tamils now lives in the migration. There is a long tradition of Tamil migration from the Jaffna peninsula. Elite and dominant groups among the Tamils of Sri Lanka have had a long history of temporary emigration for education and employment, usually to Britain and Malaysia. Sustaining a society under stress, strain and displacement has been the most important function of the Tamil Diaspora (Cheran, 2003). Almost, Sri Lankan Tamils are racial and ethnic largest second minorities in Norway (https://en.wikipedia.org/wiki/Oslo#Economy). To a certain extend, Tamil, those who are living in Norway have been affected by the changes in social structure. These changes included distance in social kinship, different language, and social behavior and so on. These and other restrictions in day to day constitute a significant hardship for Sri Lankan Tamil families. Role of Sri Lankan Tamil men and women in Sri Lankan Tamils culture Sri Lankan Tamil is a patriarchal society with its roots in Hinduism. The basis of Sri Lankan Tamil social structure is the kin-family system, which is traced through patrilineal (through fathers) descent. Social identity in Sri Lanka is tied to kin, race, religion and caste. But religious category is not part of the social meaning and everyday interactions in Sri Lankan Tamil culture. Hinduism teachings permeate the consciousness of Sri Lankan Tamils, providing guidance in a certain aspects of daily living, including roles and expectations for men and women. Usually, men are the head of the family and who generate income for maintain the cost of living and other expenses of family. Women are generally regarded as subordinate to men and their primary role is to care for husbands, children and members of their extended families. Sri Lankan Tamils and identity documents When Sri Lankan Tamils fled the country, many did not take their identity documents with them because of uptight departures, and intensive fighting. Few people were able to take their documents, only to have the authenticity of these papers questioned by immigration officials. And because of conditions back in Sri Lanka, there was no longer a centralized government office from which they could request new documents or have existing ones verified. This situation caused problems for the many Sri Lankans who sought refuge in Norway, where identity documents are normally required for refugees seeking to become landed immigrants (i.e., permanent residents). Because so many Sri Lanka refugees could not produce documents deemed satisfactory by Citizenship and Immigration Norway. Undocumented refugees from Sri Lanka have been required to wait for more than a year after refugee determination before proceeding with applications for permanent residency (UDI Norway). This means it takes long time before they become permanent residents Methodology In this paper, describe a qualitative research project that explored the settlement experiences of Sri Lankan Tamil refuges in Trondheim Norway and considered aspects of their integration into Norwegian society. In depth and Semi-structured interviews were conducted to collect data that demonstrate these different issues in detail. In-depth interviews are the suitable method to use because they offer participants the chance to explain their experiences and the meanings they attach to those experiences (Limb and Dwyer 2001, Patton, 1990). A semi-structured interview format (Hay, 2000) or what Patton (1990) refers to as the general interview guide approach was used. In this style of interview a list of key questions or issues, but not an inflexible, standardized set of questions, is established in advance. This interview format enables the investigator to ensure that certain topics are addressed by all research participants, which is essential for comparison, while still maintaining the flow of spontaneous conversation, the flexibility to pursue unanticipated topics broached by the participant, the option of probing respondents for additional information, and the ability to modify questions to suit a particular individual (Patton, 1990). The interview guides is used for each individual. Snow-ball sampling was used to recognize research participants that presented information-rich cases, (Patton, 1990). Contrary to random sampling, where the researcher requests a representative sample that can be generalized to a distinct population, snow-ball sampling allows the investigator to identify those individuals that will give the richest information for the study, information that cannot be obtained as well from other potential participants (Patton, 1990). When I began research on Sri Lankan Tamil in Trondheim, Norway, I had little knowledge about the community or the sort of information that was available. I soon found that there was scarce literature addressing immigration of this community. In order to obtain detailed information about the experiences of Sri Lankan Tamil living in Trondheim, I had to look for primary source information. I conducted two in-depth interviews which lasted half an hour (more or less), and four shorter interviews (ranging between 10-15 minutes), all of which were based on the same format. The reason I chose a combination of these three (primary literatures, in-depth and semi structured interviews) was so that I could have information on several levels. The basic format provided a sample of general information and experiences, through which I could identify patterns within the community. The short interviews allowed me to explore immigrant situations and their own perceptions in some detail. The in-depth interviews paint a more comprehensive picture of the immigrant experience, including the reasons for leaving Sri Lanka, as well as their changing experiences and attitudes throughout their resettlement in Norway. Surveys would not have been able to capture all that I wanted to find. Unfortunately, time constraints limited the number of in-depth interviews that could be conducted. The circumstances behind their migration differ from person to person, and it requires separate analysis. I did not interview individuals who participate in the temporary worker program (for instance, student with temporary visa). The individuals who were interviewed are Sri Lankan Tamil who lived in Trondheim for more than two years. The sample included individuals aged nineteen to individuals in their sixties. Individuals who were interviewed are residents and citizens of Norway. My selection of interviewees takes transnationalism into consideration rather than the traditional definition of immigration. Thus respondents included individuals who planned to stay in Trondheim for several years to live, work, study, and become a part of Trondheims social structure. Respondents are from different backgrounds, states of origin in Sri Lanka, age; and entered Norway by using different policies such as asylum seekers, student visa, and family reunion and so on. They also now live in different locations throughout the Trondheim. Both men and women were interviewed. The respondents were found in part through a snow-ball sample and partly through the use of my own Sri Lankan Tamil friends network in Trondheim. The interviewees were assured anonymity. All interviews were conducted in Tamil. The interviews were conducted in Hindu Kovil (Temple) which is situated closed to Tiller Trondheim, coffee shop and some other places. The interviews were effective in supplying information regarding perceptions of what was necessary and difficult about resettlement in Trondheim. The lack of structure in the community, the reasons behind this situation, as well as why they chose the Trondheim. Findings Consequences of Undocumented Sri Lanka Refugee Status In Norway, the rights and privileges of all refugees are restricted in a number of ways. The problem for undocumented Sri Lanka refugees is that the restrictions remain in place for at least more than a year. This prolonged period of limitations on rights and privileges poses serious problems. People in this study discussed four topics related to their refugee status: restrictions on family reunification and mobility access to postsecondary education, access to employment, Concerns about childrens education Cultural Norms and Differences in Childrearing Practices and their perspectives on the regulations. Restrictions on Family Reunification and Mobility In Sri Lanka, people were adapted to living amongst their extended families. When they fled the country, however, their families were torn apart. The most of the people in this study had children, wives, and mothers and fathers living Sri Lanka and overseas. Refugees in Norway are prohibited from sponsoring family members until they have become landed immigrants. This regulation was very distressing to the refugees, because they knew they would have to wait at least five years before they could reunite with family members. Refugees are also not eligible for Norwegian travel documents. If they leave Norway for any reason, they are not allowed to return. This means they may not visit family members living in other countries. In times of family emergency, Norwegian Immigration sometimes makes exceptions for refugees with acceptable identity documents, but this option is not open to undocumented Sri Lanka refugees. They are not even allowed to travel overseas to visit a relative who is seriously ill or attend a funeral for a relative who has passed away. The following story was a typical one: The greatest problem I am facing is that three of my own children are in Sri Lanka. I am two years in Norway and for two years I havent seen my family. If I could have [my landed immigrant] document I could have visited them or sponsored them so that they could have joined me. My biggest disappointment is that I cannot sponsor my family. Restrictions on Access to Postsecondary Education Refugees are guaranteed full access to elementary and secondary education by Norwegian government. But they are not eligible for educational loans and scholarships until they get permanent resident permit. Therefore, most are cut off from postsecondary education. One of the young man expressed his frustration on this restriction Norway has recognized us as refugees, given us food and shelter and tried her best to assist us, but at the same time she has deprived us from what we need the most education. Our future depends on education. In addition, we have to wait for long time to continue our education since it takes time to issue permanent resident permit Therefore we loss courage to continue it further. Restrictions on Access to Employment Refugees can only get temporary work permits. This makes them ineligible for some jobs. Even when they are eligible, many employers are still reluctant to hire them because of lack of language fluency. One informant said he was hired for a cleaning job, and excited when his employer found out he was a refugee. The informant asked me, If you dont have your landed papers, how can I trust you? Refugees are not eligible for bank loans and even internet bank facility. This makes it difficult for them to start self employment. A person who had been in business in Sri Lanka explained: If I had the proper documents and a loan to open my own business, I could be an independent person. They [Immigration officials] told me to stay at home and wait for their subsidies. That is not what I came here for. Because of the restrictions on education and work, the few people who had professional careers in Sri Lanka could not get work in their fields or upgrade their skills. One interviewer in this situation described his frustration: I am a professional teacher with 7 years of work experience. Since I came to Norway, I find myself absolutely denied the opportunity to work in my profession or to go to college and continue my education. Concerns about childrens education Sri Lankan children are faced with overwhelming problems in schools in Norway. Many have had little education because of the upheaval in Sri Lanka and the time spent in refugee camps. Lack of Norwegian language proficiency is another problem. One mother explained: Even if the child has a good educational background, with a strong base in math and other subjects, still he wouldnt be able to follow along in class because of the language. Language is the key factor, and it is only when the child has a strong language base that he can catch up to his or her classmates. This issue is complicated by the fact that many Sri Lanka parents also face the same language barrier and cannot provide the needed educational support at home. Other difficulties were related to differences in cultural norms and expectations between Sri Lankan and Norwegian schools. Certain behaviours those are acceptable in Norwegian schools that are unacceptable in Sri Lankan schools. Likewise, behaviours that are rewarded in Sri Lankan schools may be viewed negatively here. Cultural Norms and Differences in Childrearing Practices Some parents raised issues about the negative influences of contemporary culture of their children. They were uncomfortable with some of the behaviours that their children had developed since their arrival in Norway. One mother gave this example: Our children use some words, for example.., and sometimes they make bad signals. These are bad things that are accepted here, but according to our culture, they are considered to be avoided. Cultural differences in disciplinary practices formed another major topic of discussion. Sri Lankan strongly believes that children need discipline to learn respect, good manners, and good behaviour. The parents in my study were aware that some common methods of discipline in Sri Lankan culture, such as pristine, are not acceptable in Norway. In school, children are instructed to call police if they believe they are being verbally or physically abused. This threat of calling to police has become a weapon for Sri Lankan children to hold over their parents. Some women said that their children were becoming proud and disrespectful because of this. They also worried that the Childrens Aid Society might take their children away (they pointed out a very good example that has happened recently). The parents were concerned about their teenage children, who had graduated from high school, but waiting for jobs. Without school or work to keep them occupied, many spent their days in local interact, and their mothers worried that they might be drawn to drug and alcohol use. Finally, the women recognized that their roles and influence as parents were changing, as their children became more a part of Norwegian culture. They worried that some children might abandon their Sri Lankan culture heritage altogether. Discussion and Conclusion The people said they were grateful to the Norwegian government for accepting them as refugees. They were pleased to have left behind a culture of war for food, shelter, and safety. Nevertheless, everyday life was very stressful for them at the beginning, and feelings of anxiety, depression, and extreme nervousness were common. Some of them were still feeling the effects of stress due to the disturbance of the war in Sri Lanka, their flight out of the country, and their detention in refugee camps before their arrival in Norway. Many were sorrowful over the break up of their families and their inability to reunite with them. The stress of being in Norway while husbands or wife, children, parents were still overseas was a difficult burden for them to bear. Abbott (1997) points out that separation in the family unit of involuntary migrants greatly disturbs the most basic relationship network (Abbott, 1997). Results of other studies indicate that prolonged waits for family reunification, such as the men in my study were experiencing, are unfavorable to the integration process (Bloch, 2000). Another factor that weighed on the Sri Lankan Tamil refugees was the loss of their homes, culture, country, lifestyle, friends, and family, and their need to mourn these losses. Beside with this grieving process were the stresses of learning a new language and adapting to a culture with values that were, in some instances, in indirect conflict with traditional Hinduism values, attitudes and norms. The refugees difficulties in reconciling these contradictions demonstrate the importance of the distance between the home and host cultures as a determinant of successful or unsuccessful integration (Bloch 1997). Difficulties with Norske and problems with intercultural communication disadvantaged the Sri Lankan Tamil refugees in their dealings with government officials, teachers, and landlords and so on. Problems such as unemployment and constant worries about the well being of their families were other significant factors. Yet, poor Norske proficiency, the obstacles on secondary and postsecondary education and limited employment opportunities made it hard for the refugees to get jobs and integrate into the economic sphere. Recommendations Reducing waiting period of Sri Lankan Tamil refugees to get permanent resident permit Developing educational programs and services to meet the needs of Sri Lankan students and their families. Crating some job opportunities for refuges to get jobs easily The Sri Lankan community have to establish separate schools where Sri Lankan Tamil children would be taught the Hinduism religion, and traditional behaviour and cultural practices in addition to their regular academic program (actually, there is a Tamil school in Trondheim to teach Tamil culture and Religion ). Reference Abbott, L. (1997). A Barrier to Settlement: The Experience of Resettling in Australia as a Refugee when Family Remains in a Conflict Zone. Thesis for Masters of Social Work. Unnamed university, New South Wales. Bloch A. (1997) Refugee migration and settlement: A case study of the London borough of Newham, Ph.D. Thesis, London: Goldsmiths College-University of London. Bloch, A. (2000). Refugee settlement in Britain: the impact of policy on participation. Journal of Ethnic and Migration Studies, 26(2), 75. Retrieved November 16, 2000 from Expanded Academic ASAP Intl Ltd on-line database. Carey-Wood J., Duke K., Kam V., Marshall T. (1995) The settlement of refugees in Britain, Home Office Research Study 141, London: Her Majestys Stationary Office. Cheran, R, (2003) Diaspora circulation and transnationalism as agents for change in the post conflict zones of Sri Lanka, A policy paper submitted to the Berghof Foundation for Conflict Management, Berlin, Germany, forthcoming publication, 2004, York University, Toronto, Canada. Duke K. (1996) The resettlement experiences of refugees in the UK: Main findings from an interview study, New Community 22, 3, 461-478. Espn, O. M. (1999) Women crossing boundaries. New York: Routledge. Limb, M., Dwyer, C. (2001) Quaalitative methodologies for Geographers,Oxford university press Inc, Newyork. Oslo-Demographics [Online]/ auth. Wikipedia the free encyclopedia// Wikipedia foundation Inc Web site. Wikipedia foundation, march 27, 2008 . march 31, 2008. https://en.wikipedia.org/wiki/Oslo#Economy. Refugees and asylum [Online]/ auth. Immigration The Norwegian Directorate of// NORWEGIAN DIRECTORATE OF IMMIGRATION web site. NORWEGIAN DIRECTORATE OF IMMIGRATION, 04 19, 2004. 03 18, 2008. https://www.udi.no/templates/Tema.aspx?id=4481.

Considering Booking Your Next Trip Online - 1359 Words

I’ve asked many people do they book their travel on-line or by using a travel agency and you would be surprised as to how many people say that they so it themselves and have horror stories to tell. So, here are a few questions you need to answer when considering booking your next trip online. Are you an expert as to where you are going? How many â€Å"hours† do you spend trying to figure out where to stay, what to do, and is this a good location to what I’m going to be doing? Is the hotel a nice place to stay? Are you sure you have everything covered? Have you ever gotten somewhere and didn’t have a ride to the hotel / resort? Were you so confused as to what to expect at the airport? Did it stress you out? What if something†¦show more content†¦Do you travel for business? How many hours do you spend trying to get your flights and hotel taken care of? We do corporate travel all day, every day. We know of all the off the wall places that some businesses may visit. We can track your frequent flyer points, track your hotel points, look for the best flights, and make sure you get to your hotel as well as make sure your hotel is near to where you need to be! And, we make sure you have all the necessary documents needed for you if you are going out of the country. Do you travel for pleasure? Of course you do! Looking at brochures, going on the internet checking out different places, checking out the room categories, the beaches and looking at what’s included in the price can be a bit overwhelming and very deceiving! Plus, now the online services don’t tell you of all the flights that may be offered. Here are a few benefits of why you will want to use a travel agency that is specialized in leisure travel. ï‚ · We can help you save money on your vacation – offering you the best discounts on flights and hotels. ï‚ · We can save you a ton of work when planning your vacation - You can save hours of time since our agents will be the one you deal with on the booking and preparations of your vacation. You just need to tell them where, when and why. ï‚ · Our travel agency can provide answers to any questions about documents needed for your vacation- An individual

A Liter of Light Free Essays

The solar bottle bulb is taking the developing world by storm bringing sustainable, affordable lighting to the underprivileged rural communities in a number of regions around the globe, the concept is cheap, simple and most importantly sustainable, but how did such an amazing idea come about? The concept was first conceived in 2002 by Alfred Moser, a mechanic in SAA Paulo, Brazil, to light his workshop when his neighborhood was suffering energy shortages, enabling him to continue working. His neighbors, intrigued by the idea, soon started following suit, adding the bulbs to heir homes in kitchens, bathrooms and living areas where electric light was prohibitively expensive and inefficient. The bottle bulb revolution was then further enhanced by The â€Å"Mystery Foundation†, which runs a program in the Philippines called â€Å"sang Lilting Lillian: a Liter of Light†. We will write a custom essay sample on A Liter of Light or any similar topic only for you Order Now Based on a project developed by students at MIT under the Appropriate Technologies discipline, the project aims to bring sustainable, affordable lighting to the underprivileged rural communities in the country. A Liter of Light aim to bring light 1 million homes using this green genealogy not only in the Philippines but in shantytowns in India, Africa and other southeast Asian countries, by the end of 2012. Solar bottle bulbs are usually made out of 2-L bottles, use no electricity and produce the same amount of light as a 50- to 60-watt incandescent bulb, there is no leakage and the bottles can stay there for years without any need for maintenance! The water bottle lights are said to last for 5 years. The concept seems so simple but how does it work? The lights work by refracting sunlight in a 360-degree arc around the room, which provides superior light to a window or skylight, only allowing light into a room in a erect beam. The bleach keeps the water clean and clear by preventing algae growth. So what’s the science behind the concept? When light moving through the air runs into a denser medium such as water, it changes direction because of refraction. The light beam â€Å"bends† when it enters the so that it’s traveling more directly down into water. That’s very helpful if you’re trying to get more light to go down through the bottle into a dark room below. Despite this, some of the light will still be on a path to the opposite side of the cylinder. A portion of the light is trapped in the cylinder because of simple reflection. How to cite A Liter of Light, Papers

Control Risks Tools and Techniques †Free Samples to Students

Question: Discuss about the Control Risks Tools and Techniques. Answer: Introduction of Risk Management Plan It is also sometimes known as risk mitigation plan[1]. It is an official document which is developed to provide the knowledge of tackling any identified risks or opportunities and even the risks which are not yet identified. This document covers all the processes of risk management, like identification, analysis and mitigation plans. SFSU (Silicon Forest State University) has various divisions, among all OIT looks about the Information innovation frameworks. At present, SFSU was confronting the issue in dealing with the best possible track of their ticketing framework which is being utilized to impart and keep track in regards to the issues which are confronted on regular schedule. So they chose to scrap is old programming and design the better one which is as of now introduce in the framework yet in not very many offices as it were. So for the above examined work Ron Bashley was chosen as the group pioneer and Harry Bonnett alongside Bob Biyon should bolster him. This document helps to prepare the team on the approach they should take to manage the risk so that the impact can be eliminated or minimized[2]. The plan in this document is required to be developed separately for different types of projects[3]. But a common process or approach is there which we need to follow as per the project management techniques. The common steps of assessing a risk is first we need to identify the risk and document it in the risk register with all possible details. Next step in the developing management plan is the analysis of the identified risks by assigning the rating to it as per its likelihood to happen and its impact. This diagram shall be developed during the phase to rank the risks in the order of high, medium and low intensity to plan for their mitigation. Again the mitigation can be of many types, either we accept the risk or minimize its impact either by sharing with third party or reducing by some other means. The risks must be planned identified for the project being handled by OIT for the changing of ticketing software from Remedy to Request Tracker. While doing so, we must take care in considering the big risks first and identify all sorts of risks available in the project since from its design phase to close-out[4]. Two negative risk and one positive risk is identified as follows: There is chance that the introduced programming 'Request Tracker' couldn't be designed legitimately in new environment There is chance that the correspondence structure amid the undertaking stage comes up short and no bugs tracker remains stand and create confusions among team members There is the open door in the undertaking to complete at the earliest and begin utilizing the new ticketing framework, this will decrease the danger of down time Risk Analysis of Case Study project Now the step is to rank the risks based on it probability of occurring and the impact it can have on the case study project[5]. The rankings are: This table can be used to develop the probability-impact matrix, which can further be used for the ranking of the risks, so that on the basis of the information, proper mitigation plan can be made. In the case studys risk assessment we have identified the risks and analyses them, so now the task is to plan its mitigation actions as per the ranks obtained[6]. The ranks obtained are: High Risk: Risk No. 2 to avoid any confusion during the project phase, more review meetings are proposed Medium Risk: Risk No. 1 some expert need to be employed for continuous supervision of the job and assure the correctness Medium Risk: Opportunity No. 3 additional manpower are required to be deployed As the identification, analysis and mitigation plans are done, so the remaining task is the process of verifying the status of risks at every meeting. Even in case of new risk generation, it must also be introduced in the risk register by following the same method or steps. So up to this stage the job of risk management comes to end, but the process will continue till the close-out phase. The mitigation reactions arranged are the correct arrangement feasible for the case. Every one of the dangers should be legitimately checked in each audit meeting so it stays on the leader of each partner so they can act speedily. Every one of the procedures considered for the advancement of risks administration get ready for case study project is according to the measures of the task administration methods beginning from the identification, analyzing, ranking and plan mitigation, all the steps are done properly. So it is prescribed to take after the procedure if there should be an occurrence of any new hazard is distinguished. Conclusion Now after studying all the deliverables of the risk management plan and the approaches of developing the document is well known. So this example can be used for developing the risk management plan in any professional world. For academic purpose the numbers of risks were restricted to 3 only but there may be many more risks involved in the case. References MyManagementGuide. (2010, May) 2. Risk management plan for a project: Definition, Purpose, Software, Content and Approaches. [Online]. https://www.mymanagementguide.com/guidelines/project-management/risk-management/risk-management-plan-for-a-project-definition-purpose-software-content-and-approaches/ Palmetto Document Systems. (2017) Risk Plan. [Online]. https://www.method123.com/risk-management-plan.php ProjectEngineer. (2017) Plan Risk Responses. [Online]. https://www.projectengineer.net/knowledge-areas/project-risk/plan-risk-responses/ Larry Winters, "Deadliest catch: risk identification in the vast Bering Sea," in PMI Global Congress 2009, North America, Orlando, 2009. Chandana. (2017, March) Risk Assessment in Project Management. [Online]. https://www.simplilearn.com/risk-assessment-project-management-article Cynthia Snyder. (2017) Control Risks Tools and Techniques You Should Know for the PMP Certification Exam. [Online]. https://www.dummies.com/careers/project-management/pmp-certification/control-risks-tools-and-techniques-you-should-know-for-the-pmp-certification-exam/

5 performance objective Essays - Marketing, Management, Quality

5 performance objective Essays - Marketing, Management, Quality 5 performance objective (2013) what are the generic performance objectives that operations are mostly seen to compete on? Fully explain the performance objectives and the advantage that each may support. What trade-offs may be made in pursuit of a specific competitive advantage. E.g. low cost product/service. Evaluate the extent to which the 5 performance objectives are applicable to a small, independent record shop and chain of large record shop suggesting which objectives might be the most critical to each service. Using the 5 performance objectives to frame your argument, how could a small convenience store/corner shop ever hope to complete with a large supermarket? Using the performance objective, in what areas would the small shop have difficulty in competing. QUALITY: is consistent conformance to customer expectations, all operations regard quality as a particularly important objective. It is a major influence on customer satisfaction or dissatisfaction, it they satisfaction they will likely return. The advantage of good quality is not only effect on external customer but also makes life easier inside the operation as well. First, quality reduces costs, if things are done correctly first time, expenditure is saved on sorting out and correcting mistakes. Second, quality increases dependability, there is fewer problems because poor quality means a more reliable delivery process. For example, Quality in supermarket is products are in good condition, the store is clean and tidy, decoration is appropriate and attractive, staffs are courteous, friendly and helpful. SPEED: is the time delay between customers requesting products or services and them receiving them. Speed is important because of its advantage are externally, speed is an important aspect of customer service and speed reduces inventories by decreasing internal throughput time and reduce risks by delaying the commitment of resources. For example: speed in supermarket is the time taken for the total transaction of going to the supermarket, making the purchases and returning kept to a minimum( giu o muc toi thieu) and the immediate availability of goods. DEPENDABILITY: is doing things in time for customer to receive their goods or services exactly when they are needed, or at least when they were promised. The advantages of dependability are externally, dependability is an important aspect of customer service and internally, dependability within operations increases operational reliability, so saving the time and money that would otherwise be taken up in solving reliability problems and also giving stability to the operation E.G. dependability in supermarket are predictability of opening hours, proportion of goods out of stock kept to a minimum, keeping to reasonable queuing (xep hang) times, constant availability of packing. FLEXIBILITY: is the ability to offer a wide variety of products or services to the customer and to be able to change these products or services quickly. It can provide 4 types of requirement namely product/service flexibility( introduce new product/service), mix flexibility (wide range of goods stocked, mix of product and service), volume flexibility( change output depend on over time), delivery flexibility( change the timing of the delivery of its service/product). of flexibility is the increased ability of operations to do different things for different customers high flexibility lead to produce a high variety of products/services. Some organizations develop flexibility through customizing product/service for each individual customer. They manage to produce in high-volume which reduce the cost is called Mass customization. advantage: flexibility speeds up( tang toc do) response, saves time, maintains dependability e.g. flexibility in supermarket are product/service flexibility-th e introduction of new goods or promotions, mix flexibility-a wide range of goods stocked, volume flexibility-the ability to adjust the number of customers served, delivery flexibility-the ability to obtain out-of-stock items. COST: the companies compete directly on price, cost will clearly be their major operations objective. The lower the cost of producing their goods/services lower price for customer. Externally, low costs allow org to reduce their price to gain higher volumes or increase their profitability on existing volume levels . internally, cost performance is helped by good performance in the other performance objective. E.g: high quality do not waste time or effort to re-do things. High speed reduce level of in-process inventory between processes as well as reducing administrative. Dependable rely on delivery exactly as planned, this eliminates wasteful disruption and allows the other processes to

Organizational studies Essays

Organizational studies Essays Organizational studies Essay Organizational studies Essay The main characters in this movie are James p. Sully and Mike Waxworks as the workers at the Monster Inc. Another key characters are Henry J. Watermelon the Company Chairman, Randall Bogs the co-worker, Number 001 the Chief Of Children Detection Agency (CAD) and Boobs as the children. Generally, Monster Inc. Is viewed as a power sourcing company with target to produce energy source as many as they can and they have a slogan Mime scare because we care. They have scaring doors as a production doors and numbers of highly skill and professional scare teams. It is assumed that Monster Inc. Is the sole electrical energy provider for Monstrosities using children fearful scream as a source. The source is collected and preserve in the energy bank in the form of yellow bottle can. Monstrosities is populated with monster being and the films showed that the connection between monster world and human world is the children. The technique to scare the children is not easy as it perceive because from the beginning the monster believe that children are toxic and touching them would be fatal. Monster Inc has a training centre to produces the special scaring team that can go into the unman world and scare the children effectively without physical touch to their body or any of their belongings. How the Monster Inc does reflect as an organization? What elements of organization that can we expound from the movie? Company Theory Monster Inc as a commercial organization, they employ monster to achieve the target, and they bring together the monster and the sources to produce the solutions of the needs. Monster Inc has a leader to manage the organization. The company in the movie is a large power company. Just like any factory, employees bunch in to start work and bunch out at the end of he day. Employees and managers are separate in the hierarchy of the organization. In the Organizational theory, study of the organizational behavior with the environments, Monster Inc fit in the Resource Dependence Theory. Resource Dependence Theory is a theory of organization that seeks to explain organizational and inter-organizational behavior in terms of those critical resources which an organization must have in order to survive and function. As an open-systems theory, the resource dependence argument suggests that a given organization will respond to and become dependent on hose organizations or entities in its environment that control resources which are both critical to its operations and over which it has limited control. From the Movie, Monster Inc. Have three external environments that they need to adapt in their organization, the population, CAD and the children. The production of the power of the screaming children contributes to the survival of Monster Inc. They have imperative responsible to provide daily needs of the monster world, without Monster Inc. The monster world will have disastrous circumstances. So they have the obligation to maintain their revises in order to avoid that situation. Apart of that they have to complied with the regulations that no physical contact with the human world. Monster Inc. Company Organizations has been designed adapting to those environments. If any of the factor changes, Monster Inc. Also need to change. Their setback with one of the environments is that their only source of energy has evolved; the children are becoming hard to scare and Monster Inc. Chairman found that the situation is critical. This is where Henry and Randall secretly find alternative means to extract children scream by force. Their lack operation is a reaction of the scarcer resources and the policy set by the CAD. There is no observation that indicates Monster Inc. Acquire Research and Development department that can innovate the technology of power extraction. All by coincidence, they found other alternative resource to acquire the power source, which are by extracting children laugh that are ten times stronger than their scream. Scaring technique is not required anymore and technique making the children laugh is the preferable skill. Also there are no harms of physical contact with the human. At the end Monster Inc. Have hanged and may evolve into better organizations which the resources are multiple now. Company Structure @ Company System Monster Inc. Organizational structure is designed in hierarchy structured. First there is distinction between the workers what might be called administrators like the CEO and COO and the training manager. This shows that there are a hierarchy of managers and workers in the company. Second the leadership is shown on personnel level when Mike and Sully go out their way to save the company and the child form destruction. They uncover scandal in the organization that goes all the way up to the CEO. Their main components in the organization is the Scarecrows, they have numbers of scaring team working daily producing the power resource. The scaring team comprise of the scarcer and assistant. The scaring team on the Scarecrows in structured in horizontal line provides mass outcome daily. It is assumed that the account department, marketing department and training department are at the same level structured where they are direct link to the chairman. CAD is not part of the company, but CAD may not relevant in future in their operational after finds that there is no toxic effect by the children if contact. Company Strategy Monster Inc fosters good image and a reliable power company to the perception of the public in their advertisement. Even after the reveal of the scandal, Monster Inc they have promoted new paradigm of power sourcing where by the end of the film, the company is back in the black and a positive light when they change from screams to laughter as the best practice for powering their world, During the movie we see television commercials for the company with its slogan and tagging. We also see magazine covers and advertisements with corporate image messages. They continuously enhance laity of create power where the scarcer compete each other to be the high score scare leader. Through their work and through the training program, the organization is trying to improve their efforts to create power for the city. Turning to laughs in the end, instead of screams, is really TTS. Corporate culture Monster Inc presents corporate culture that shown in the routine of the workers. Employees of different job types socialize together in the break room and in the hallways. Workers relationships have created a culture which is the workers activities, the company history in the intranet and the way the errors look up to Sully and Mike and the CEO, who uses a walking around type of management style. Sullen is a hero of the company because he has been the lead scarcer for years. Other employees look up to him for advice. The company values safety and quality work. This is shown through the display of safe days and high production of the scarcer. Rites and rituals are also there through the procedures that are used and reinforced by the employees. Conclusion It seems that in this movie, Monster Inc the only company that serves the public for power resource. Without Monster Inc, the disruption of power apply may unavoidable, and this is unacceptable circumstances. As a Company in the Movie, more or less, few organizational lessons can be extracted as example for learning purposes. Company seems to be observed as classic bureaucracy but equipment and technology may change the management theory into scientific management after finding out the laughter is the best options for power source. Company strategy must have far vision to make sure there will be no disruption of resource.

To explore the association between congestive heart failure (CHF) and Essay

To explore the association between congestive heart failure (CHF) and household income at the federal poverty level in individuals between the ages 20 and Up - Essay Example Once an individual is poor, equitable access to preventive and remedial health for congestive heart failure (CHF) becomes a challenge (He et al, 2001). The emergence of limited small scale programs which target the address of social and health needs like CHF of the poor individuals in the society is encouraging. However the commitment of the national, state, provincial and local levels supposed to implement the policies has been inadequate (Walsh & Warren, 1980). These organs have failed to dedicate resources and funds required to expand such individual level interventions into comprehensive programs which can integrate preventions and services as well as deliver sustainable programs especially to patients with congestive heart failure (CHF) of the federal poverty level in individuals from the age of 20 and above (Braveman, 2010). People below 20 years living with this condition often receive free medical interventions from bodies like UNICEF and WHO because they are classified as ch ildren. Hence, those living with the condition and are 20 years and above have to struggle to meet their medical bills. It becomes a challenge to those from poor households because they cannot afford the costs (Lang et al, 1997). The long term solutions supposed to address the connection between poverty and CHF lie in eradicating poverty and reversing the tendency of our health care systems which discriminate against those from federal poverty levels. The mortality rates of the poor with CHF are estimated to be 3-5 times greater as compared to those with good income earnings. CHF is a major cause of mortality in poor adults from the age of 45 to 64 years (Singh & Singh, 2008). The rate is three times higher in poor individuals aged 20 to 44 years when compared to an age-matched population from good income earning population. Increased CHF mortality rates among the poor can be attributed to a complex chain between unique and traditional rates. Some

About the Investment Options Research Paper Example | Topics and Well Written Essays - 2250 words

About the Investment Options - Research Paper Example Mutual Fund is a professionally managed pool of assets. Assets are collected from many investors. It is then invested in equities, bonds, money market instruments and other investment options. Mutual funds are open-ended or closed-ended investment options. The option to pull back the investment amount anytime is available with the investors. The number of units to be allotted for any individuals depends upon the amount of investment and the prevailing NAV of the company in the market. Suppose,  £500 is invested and the present NAV of the company is  £5. The number of allotted units to the investor will be (500/5  £) 100. The investor has to pay a nominal fee for their investments. Mutual funds are professionally managed, so the chances of losing money are also minimal than investing directly in shares. The diversified nature of mutual funds also keeps the risk level within the nominal range. Due to diversification, less return from one company or sector gets easily nullified by the higher return by other company/sector. Gold is possibly the most invested metals around the world. It is also the universally accepted medium of exchange. In accounting prospect, the depreciation value of gold is almost zero. Gold is also believed to be worked as an inflation hedge. In most of the times, gold has a negative correlation with the performance of the share market. This is why people prefer gold as their investment option when the equity market is underperforming. Fixed term bonds are the means of getting a fixed interest amount after a specific period of time. Fixed term bonds have the maturities ranging from 6 months to 5 years. It may vary depending upon the need of the corporate and also upon the market condition. These bonds are issued by corporate bodies. There lays a default risk embedded with this kind of bonds.  Ã‚  

Ways To Land Your Dream Job

Ways To Land Your Dream Job Finding your first job out of college is an exciting and sometimes intimidating process. On the one hand, your future depends on it! As you grow your needs and wants grow too, which put pressure on you to find that perfect job. On the other hand, todays world is much different from that of your parents generation. Its difficult to find a good job in this competitive age. However, that certainly doesnt mean there are fewer jobs available. There are trillions of job opportunities out there and you know that there are some in which no ones CV fits better than yours! But the only problem is that you dont know how to find that perfect job for yourself. Finding it can be downright impossible at times. Lets see how we can find that dream job. Know what youre looking for. If you havent yet identified your job target, what are you waiting for? Now is the time to do so! Only majoring or educating yourself in a particular subject does not decide what job you are going to do in the future. A major in social sciences can end up doing totally different jobs, say for example work in an NGO, or teach at a school! Similarly a business manager can deal with totally opposite operations too. So it is vital to know what are you looking for? What is it that you actually want to do? Research! Finding your ideal job takes effort. Its not enough to simply post your resume, job application, and cover letter to one company and wait for the employer to call you up. If you want to find the best job, you need to engage all your resources. Research the types of companies you want to work for and find out as much about them as possible. With internet at our disposal, research is not a big deal; however, dont limit yourself to searching on the net. Look in the local newspapers too and highlight the seemingly good companies and try them out too. Look up for a job on daily basis. There might be days when youll find nothing in the newspaper, but dont stop checking out the newspaper. You never know the day you miss to check it out, you loose on a great job. Also, if you are the first to apply, chances are the company might end up hiring you because sometimes companies are in dire need of employees and want to hire someone immediately. Use your contacts! Its okay to use your contacts to find a job. Whats wrong is that you use them unfairly! If your uncle works at a company, you can ask him to find if there is any vacancy and if the work is interesting. Finding work through contacts is relatively good because friends, relatives and acquaintances will probably always recommend something good! So why not go for it! Always be aware of job openings. You can register at different websites to get emails and newsletters that will inform you first which jobs are open and what are the vacancies. There are numerous websites that you can subscribe to for free and they will send you an alert every time there is a vacancy. You wont always hit the jackpot! Dont expect a call from everywhere you apply. Thats just wrong and doesnt happen usually! Also, if you get a call from a well reputed company chances are that they appoint you at a small position, dont get disheartened! Work hard and you will get promoted very soon. Always remember that an entry is very important and is the first step towards your ultimate goal. Choose carefully! While its tempting to accept the first offer you receive, consider it carefully. You dont want to be stuck in a job you hate. If possible, stay in your first job for at least a couple of years to demonstrate your dependability and to gain useful skills. Whether you move up in the company or change is up to you and your options; however, the first job is very important in your entire career. When you get the job. Once you have the job, first congratulate yourself! Then, do the best work you can. When done well, your first job can be the foundation upon which you build a successful and enjoyable career. Once you get the job, its as difficult to sustain it. Finding the job is only half of the equation of the sum! For most positions there is a lot of competition. You have to stand out! So, heres how to do that! Be efficient! Always be efficient at work, for that consume coffee, sleep early at night or do whatever that makes you feel awake! Its easy to sleep during lectures but if you boss catches you sleeping in your cabin, then you are dead! Try to be helpful towards coworkers and dont indulge in office politics. I know girls cant help hearing and being a part of office gossip, but that might get you in trouble so dont do it! If someone starts a conversation that sounds like gossip, dont say anything! Just listen, nod and forget it! Communication skills. Improve your communication skills because every job requires that! Good communication skills are a great plus point and you can afford to lack that. Work on them and make sure you are polite yet convincing with coworkers at the workplace. Dress well. Always dress professionally at work. No one wants to see your sense of fashion over there, your professional skills are more important! They will be noticed so work on them. Its important to dress according to the environment of your workplace, if people at your office dress casually, you can dress casually too. However, dont dress casually if everyones formal! Its not a good idea to look unique! Believe in your strengths. Rather than crying over your weaknesses, try to believe in your strengths and overcome your weaknesses. Also, dont make your weaknesses prominent instead hide them from the employer especially. Try to adopt a behavior by which you can show your strengths to the world. Confidence! Confidence is the key element in achieving anything, be it a job or anything. So, have confidence in yourself! Every company wants to hire an employee who is confident. Working as a professional is very different than studying. During college and school you can hide behind your friends or classmates and not face the teacher to answer, but at work you cant hide from the boss! The only way to solve this problem is being confident and facing challenges! Still reading? What for? Go and search for the perfect job, with these tips no one can stop you from getting it! Good luck!

Online Recruitment

According to BusineeDictionary. com, â€Å"Human Resource Management includes activities such as human resources planning, recruitment, selection, orientation, training, appraisal, motivation and remuneration. It aims at developing people through work. † In human resource management, recruitment is one of the most important processes in an organisation. According to BusinessDictionary. com, â€Å"recruitment is a course of action of discovering and employing best eligible applicant, whether external or internal organisation, for a job position in a most suitable and cost effective way. There are different types of job recruitment, such as online recruitment and advertisement recruitment. In the 21st century, many of the organisations using online recruitment to search the best candidate for company, as the internet have transformed job hunting and recruitment. There are few types of online recruitment. One of the methods is professional websites. Example of professional websi te is www. shrm. org, where some candidates who are searching for human resources job go into that site. They have specific professions, skills and not general in nature. The second type is employer website. It can be developed by different employers or can be company own website. One example is www. directemployers. com, which is the first supportive, company owned online recruitment set up by Direct Employers Association. The last type is job board. Job seekers become aware of the vacancies where the recruiters post jobs and search for candidates. Example of job board is www. jobstreet. com. (Gosh, nd) In fact, there are still many other methods of online recruitment. Online recruitment has advantages and disadvantages in helping organisation for recruitment and selection. It has made more efficient on the employment process for every large and small organisation. For those companies who are still using paper applications have practised to use internet for important sections of the hiring process. The first benefit would be the reduce time for hiring. Online recruitment, is also called e-recruitment has enable a manager to have an immediate real-time communication and for everyday and every hour in job search activity. For example, a manager can post a vacancy in a very short time on a career site such as jobstreet. com without imitation. He or she can receive resumes in response immediately. In online job advertisement, the posting normally stays in available status for as long as one month and keeps on to receive candidates’ resumes as job seekers come across it. As compared with the traditional practises, job advertisement in newspaper or journal may take about one week or later but not only for one day. Therefore, employer has to wait till t he end of month to receive the responses by applicants, especially for those who need immediate vacancy and special areas industry. Bayt. com, 2009) According to Bayt. com, hiring in e-recruitment gives 70% faster than traditional recruitment practises, and the cycle of recruiting is speeded up at every process of posting, which is to receive applicant’s resumes and filter the information and call for interview. The second benefit of e-recruitment is cost effective. We need money to advertise the job vacancy in newspaper or journal, and this is not cheap for the advertisement. While the online posting is much cheaper as compared with traditional practises. According to bayt. com, the company post online to a job site such as www. bayt. com would be charged only USD250, which would be more cost-saving than the cost of job advertisement in newspaper or journal publication or the 30% of annual incomes that many personnel managers charge. Bayt. com shows a study that the costs of posting vacancy and searching for candidates on job vacancies can be up to 90% lower than the costs of adapting traditional search agencies and advertising practises. (Bayt. com, 2009) Third benefit is wider reach for manager. The information of traditional practises are normally restricted by industry, geography, career lever or other limitations while the e-recruitment can have recent and active talent databases that cover all industries, regions, and career levels. The company spent much to make sure the databases are varied, regular updated, relevant and best quality as they need to keep advertising in newspaper for changing, updating information. However, e-recruitment teams can ensure that the portals are always easily viewed by relevant applicants and are visited by the target job seekers which can easily reach to the manager. Bayt. com, 2009) Next benefit would be the wider reach for applicants. The candidates gain benefits from the wider span through internet job sites. With the click of a mouse, they are able to access different types of jobs in different companies, locations and even salaries. They can reach the company faster as they are easily contacted for interview opportunities by just send ing their resumes online. (Bayt. com, 2009) E-recruitment offers some screening or filtering tools which enable recruiters to immediately work on the right applicant using many categories on a site such as jobstreet. om, which including locations of residence, qualifications, education backgrounds, skills and past experience and employer. The process of e-recruiting and selecting good quality applicants is very efficient. This technology works by automated search engine which is set up to find the databases. For example employer can key in some of the requirements then the result would match with the candidates’ resumes. (Bayt. com. 2009) In online recruitment, company usually would set up a page like company profile or history for the candidates to view on it. Through this, employers can use this to create company brand and values to prospective job seekers. Therefore, applicants would make decision on applying that job as they have an idea about company they work for. (Bayt. com, 2009) Furthermore, through internet, recruiter can manage whole recruitment process from one mean, which enable recruiter to advertise vacancies, receive resumes, screen, contact applicants, track activities in internet. Therefore, the paper work is reduced. On the other side, the job seekers can also view their application progress at every step of recruitment process. This enhanced user experience for both job seekers and recruiters. In addition, both job seekers and recruiters can opt to maintain their confidentiality. For example, applicants can post their resumes online while keeping their names and current company’s name privately. Same thing to recruiters, they can choose to search databases without posting a job position if the vacancy nature is sensitive, and they can post a job vacancy while keeping their company name privately. Employers can also build up database, save high potential or attractive resumes from present applicants for future use. Bayt. com, 2009) Moreover, the manager has full control over the recruitment process through online recruitment, which enables direct contact with candidates which does not need a middle person to do the selection, filtering, and assessment. (Bayt. com, 2009) This is because recruiter can choose the best candidate through their details in resume and match with the position, which does not n eed so much of red tape. E-recruitment has brought so many benefits to organisations, as well as job seekers. Apart from its benefit, e-recruitment has quite a few drawbacks to the organisations. First of all, e-recruitment benefits for only applicants who knew internet knowledge. The process is limited to those computer savvy applicants. For those who know the use of internet, they have no problem to search different job websites, do screening, keywords, updating information. Therefore, it brings no benefit for those who do not know to use online job site. (Ghosh, nd) Besides that, company has to be very particular on legal consequences because it may lead to discrimination charge if the company did not aware of word used when posting the advertisement online. There is one example for Disney world, which was sued for screening applicants’ resumes by using the keywords preferred for Whites. (Ghosh, nd) As online recruitment became a trend, more and more applicants joined and apply for vacancy. The vast pool of candidates does benefits recruiters but also lead disadvantage to them. This is because they have to sit down and do a lot of deep scanning database. They might not view all the candidates which may miss out some of the best potential candidates as they might randomly choose candidates. As a result, applicants face more competition. Ghosh, nd) Furthermore, organisations face some non-serious candidates. Quite a number of candidates post their resumes just to know their employment value. Recruiters could not check whether the candidates are serious in applying job or not. When call for interview, recruiters just realised that candidates are not serious and not interested to join their company. By that time, the recruiters have r ejected some serious applicants. (Gosh, nd) The last drawback is disclosure of information. Candidate’s resumes and organisation profile are available to public. Some candidates who are still working do not want their present employer to know that they are looking for a change. Some of candidates’ particulars such as address, phone number has brought to many security problems. In addition, organisations do not want their competitors know their current situation. (Ghosh, nd) To make e-recruitment more effective, there are some criteria. Firstly we must benefit the selection procedure. Company should consider about different factors to make the procedure effective. Company should analyse and compare the costs and its risks by using return on investment (ROI). It helps to estimate the return and evaluate the benefits to company. Company should have change management, is to adapt market changes by making policy proactive and flexible. Company should provide guidelines in the policy. As the whole e-recruitment process depends on the availability of candidates in the market, company should consider market labour rate and unemployment rate. Recruiter should not spend too much of time to do screening, choosing candidates because this rates will decide whether to be lenient or stringent. Ghosh, nd) Moreover, recruiter should consider the impact of providing compensation information. He or she should follow legal norms when disclose information such as salary, wage and benefit. Candidates should not be given chances for negotiation. Besides, competitors would know the compensation rate of company. When screening resume, recruiter must take precautions. He or she must avoid using key words that discriminate race, religion, and gender. For example, ‘recent’ university graduates only in an ad are not preferable. Besides, recruiter should keep updating so that the candidates know the results and changes, otherwise it will not serve any purpose. (Ghosh, nd) Come to the modern impacts of e-recruitment, one of these is speedy communication. Management and staff can communicate with each other though the blogs. So, blogs, vodcasts, podcasts can be added as a tool in e-recruitment. Vodcasts are video podcasts while podcasts are digital media files services. As a result, recruiters cannot blame of being one way communication such as faxes and mails. Secondly, candidates today can choose the company which is not only look at the financial state but culture. In past experience, employers had privilege to be selective in recruitment process, especially in screening candidates’ resumes which were not fair to candidates. Therefore, image will not influence candidates to apply for company. Next, the number of popularity of search engine ads has increased, which resulting printed ads are phasing out, as pay-per-click is very attractive and convenient. Finally, job board is holding RRS feed, one of it is Google. For those who do not have any job site, Google offers them to post the jobs on Google Base. This is a group of web feed formats to publish updated works regularly, such as news headline, blog entries in standard format. (Ghosh, nd) In conclusion, traditional practises should not be replaced by online recruitment. It should be made as an enhancement. Online recruitment can be included by traditional practises and recruitment process will be speed up, globalise due to e-recruitment. We should make it as supplement, because both traditional and online are useful. When only three vacancies and three candidates available in organisations do not have much choice, hence companies prefer to broaden their search and attract a lot of applications. However, when company received two thousands applications for three vacancies, recruiters are not possible to do in depth screening process. While internal search is effective for a method such as campus interview, but without internet, interaction with candidates becomes time consuming when receiving application in hand. Of course, there are other concerns which companies need take into account, example like managing staff expectations. Recruiter can receive all applications electronically, even overnight. Overall, online systems offer major advantages in terms of improved efficiency, cost saving, and recruiter and candidate satisfaction. References: †¢ BusinessDictionary. com. (2009) Human Resource Management (HRM). [online] Available at: http://www. businessdictionary. com/definition/human-resource-management-HRM. html (Accessed: 1 December 2009) BusinessDictionary. com. (2009) Recruitment [online] Available at: http://www. businessdictionary. com/definition/recruitment. html (Accessed: 1 December 2009) †¢ Bayt. com. (2009) The Benefits of Online recruitment [online] Available at: http://www. bayt. com/en/career-article-1121/ (Accessed: 2 December 2009) †¢ Ghosh, Arundhati. (nd) E- Recruitment: The Recent Trend of Recruitment Practices [online] Available at: http://www. 123oye. com/j ob-articles/business-corporates/e-recruitment. htm (Accessed: 2 December 2009) Online Recruitment According to BusineeDictionary. com, â€Å"Human Resource Management includes activities such as human resources planning, recruitment, selection, orientation, training, appraisal, motivation and remuneration. It aims at developing people through work. † In human resource management, recruitment is one of the most important processes in an organisation. According to BusinessDictionary. com, â€Å"recruitment is a course of action of discovering and employing best eligible applicant, whether external or internal organisation, for a job position in a most suitable and cost effective way. There are different types of job recruitment, such as online recruitment and advertisement recruitment. In the 21st century, many of the organisations using online recruitment to search the best candidate for company, as the internet have transformed job hunting and recruitment. There are few types of online recruitment. One of the methods is professional websites. Example of professional websi te is www. shrm. org, where some candidates who are searching for human resources job go into that site. They have specific professions, skills and not general in nature. The second type is employer website. It can be developed by different employers or can be company own website. One example is www. directemployers. com, which is the first supportive, company owned online recruitment set up by Direct Employers Association. The last type is job board. Job seekers become aware of the vacancies where the recruiters post jobs and search for candidates. Example of job board is www. jobstreet. com. (Gosh, nd) In fact, there are still many other methods of online recruitment. Online recruitment has advantages and disadvantages in helping organisation for recruitment and selection. It has made more efficient on the employment process for every large and small organisation. For those companies who are still using paper applications have practised to use internet for important sections of the hiring process. The first benefit would be the reduce time for hiring. Online recruitment, is also called e-recruitment has enable a manager to have an immediate real-time communication and for everyday and every hour in job search activity. For example, a manager can post a vacancy in a very short time on a career site such as jobstreet. com without imitation. He or she can receive resumes in response immediately. In online job advertisement, the posting normally stays in available status for as long as one month and keeps on to receive candidates’ resumes as job seekers come across it. As compared with the traditional practises, job advertisement in newspaper or journal may take about one week or later but not only for one day. Therefore, employer has to wait till t he end of month to receive the responses by applicants, especially for those who need immediate vacancy and special areas industry. Bayt. com, 2009) According to Bayt. com, hiring in e-recruitment gives 70% faster than traditional recruitment practises, and the cycle of recruiting is speeded up at every process of posting, which is to receive applicant’s resumes and filter the information and call for interview. The second benefit of e-recruitment is cost effective. We need money to advertise the job vacancy in newspaper or journal, and this is not cheap for the advertisement. While the online posting is much cheaper as compared with traditional practises. According to bayt. com, the company post online to a job site such as www. bayt. com would be charged only USD250, which would be more cost-saving than the cost of job advertisement in newspaper or journal publication or the 30% of annual incomes that many personnel managers charge. Bayt. com shows a study that the costs of posting vacancy and searching for candidates on job vacancies can be up to 90% lower than the costs of adapting traditional search agencies and advertising practises. (Bayt. com, 2009) Third benefit is wider reach for manager. The information of traditional practises are normally restricted by industry, geography, career lever or other limitations while the e-recruitment can have recent and active talent databases that cover all industries, regions, and career levels. The company spent much to make sure the databases are varied, regular updated, relevant and best quality as they need to keep advertising in newspaper for changing, updating information. However, e-recruitment teams can ensure that the portals are always easily viewed by relevant applicants and are visited by the target job seekers which can easily reach to the manager. Bayt. com, 2009) Next benefit would be the wider reach for applicants. The candidates gain benefits from the wider span through internet job sites. With the click of a mouse, they are able to access different types of jobs in different companies, locations and even salaries. They can reach the company faster as they are easily contacted for interview opportunities by just send ing their resumes online. (Bayt. com, 2009) E-recruitment offers some screening or filtering tools which enable recruiters to immediately work on the right applicant using many categories on a site such as jobstreet. om, which including locations of residence, qualifications, education backgrounds, skills and past experience and employer. The process of e-recruiting and selecting good quality applicants is very efficient. This technology works by automated search engine which is set up to find the databases. For example employer can key in some of the requirements then the result would match with the candidates’ resumes. (Bayt. com. 2009) In online recruitment, company usually would set up a page like company profile or history for the candidates to view on it. Through this, employers can use this to create company brand and values to prospective job seekers. Therefore, applicants would make decision on applying that job as they have an idea about company they work for. (Bayt. com, 2009) Furthermore, through internet, recruiter can manage whole recruitment process from one mean, which enable recruiter to advertise vacancies, receive resumes, screen, contact applicants, track activities in internet. Therefore, the paper work is reduced. On the other side, the job seekers can also view their application progress at every step of recruitment process. This enhanced user experience for both job seekers and recruiters. In addition, both job seekers and recruiters can opt to maintain their confidentiality. For example, applicants can post their resumes online while keeping their names and current company’s name privately. Same thing to recruiters, they can choose to search databases without posting a job position if the vacancy nature is sensitive, and they can post a job vacancy while keeping their company name privately. Employers can also build up database, save high potential or attractive resumes from present applicants for future use. Bayt. com, 2009) Moreover, the manager has full control over the recruitment process through online recruitment, which enables direct contact with candidates which does not need a middle person to do the selection, filtering, and assessment. (Bayt. com, 2009) This is because recruiter can choose the best candidate through their details in resume and match with the position, which does not n eed so much of red tape. E-recruitment has brought so many benefits to organisations, as well as job seekers. Apart from its benefit, e-recruitment has quite a few drawbacks to the organisations. First of all, e-recruitment benefits for only applicants who knew internet knowledge. The process is limited to those computer savvy applicants. For those who know the use of internet, they have no problem to search different job websites, do screening, keywords, updating information. Therefore, it brings no benefit for those who do not know to use online job site. (Ghosh, nd) Besides that, company has to be very particular on legal consequences because it may lead to discrimination charge if the company did not aware of word used when posting the advertisement online. There is one example for Disney world, which was sued for screening applicants’ resumes by using the keywords preferred for Whites. (Ghosh, nd) As online recruitment became a trend, more and more applicants joined and apply for vacancy. The vast pool of candidates does benefits recruiters but also lead disadvantage to them. This is because they have to sit down and do a lot of deep scanning database. They might not view all the candidates which may miss out some of the best potential candidates as they might randomly choose candidates. As a result, applicants face more competition. Ghosh, nd) Furthermore, organisations face some non-serious candidates. Quite a number of candidates post their resumes just to know their employment value. Recruiters could not check whether the candidates are serious in applying job or not. When call for interview, recruiters just realised that candidates are not serious and not interested to join their company. By that time, the recruiters have r ejected some serious applicants. (Gosh, nd) The last drawback is disclosure of information. Candidate’s resumes and organisation profile are available to public. Some candidates who are still working do not want their present employer to know that they are looking for a change. Some of candidates’ particulars such as address, phone number has brought to many security problems. In addition, organisations do not want their competitors know their current situation. (Ghosh, nd) To make e-recruitment more effective, there are some criteria. Firstly we must benefit the selection procedure. Company should consider about different factors to make the procedure effective. Company should analyse and compare the costs and its risks by using return on investment (ROI). It helps to estimate the return and evaluate the benefits to company. Company should have change management, is to adapt market changes by making policy proactive and flexible. Company should provide guidelines in the policy. As the whole e-recruitment process depends on the availability of candidates in the market, company should consider market labour rate and unemployment rate. Recruiter should not spend too much of time to do screening, choosing candidates because this rates will decide whether to be lenient or stringent. Ghosh, nd) Moreover, recruiter should consider the impact of providing compensation information. He or she should follow legal norms when disclose information such as salary, wage and benefit. Candidates should not be given chances for negotiation. Besides, competitors would know the compensation rate of company. When screening resume, recruiter must take precautions. He or she must avoid using key words that discriminate race, religion, and gender. For example, ‘recent’ university graduates only in an ad are not preferable. Besides, recruiter should keep updating so that the candidates know the results and changes, otherwise it will not serve any purpose. (Ghosh, nd) Come to the modern impacts of e-recruitment, one of these is speedy communication. Management and staff can communicate with each other though the blogs. So, blogs, vodcasts, podcasts can be added as a tool in e-recruitment. Vodcasts are video podcasts while podcasts are digital media files services. As a result, recruiters cannot blame of being one way communication such as faxes and mails. Secondly, candidates today can choose the company which is not only look at the financial state but culture. In past experience, employers had privilege to be selective in recruitment process, especially in screening candidates’ resumes which were not fair to candidates. Therefore, image will not influence candidates to apply for company. Next, the number of popularity of search engine ads has increased, which resulting printed ads are phasing out, as pay-per-click is very attractive and convenient. Finally, job board is holding RRS feed, one of it is Google. For those who do not have any job site, Google offers them to post the jobs on Google Base. This is a group of web feed formats to publish updated works regularly, such as news headline, blog entries in standard format. (Ghosh, nd) In conclusion, traditional practises should not be replaced by online recruitment. It should be made as an enhancement. Online recruitment can be included by traditional practises and recruitment process will be speed up, globalise due to e-recruitment. We should make it as supplement, because both traditional and online are useful. When only three vacancies and three candidates available in organisations do not have much choice, hence companies prefer to broaden their search and attract a lot of applications. However, when company received two thousands applications for three vacancies, recruiters are not possible to do in depth screening process. While internal search is effective for a method such as campus interview, but without internet, interaction with candidates becomes time consuming when receiving application in hand. Of course, there are other concerns which companies need take into account, example like managing staff expectations. Recruiter can receive all applications electronically, even overnight. Overall, online systems offer major advantages in terms of improved efficiency, cost saving, and recruiter and candidate satisfaction. References: †¢ BusinessDictionary. com. (2009) Human Resource Management (HRM). [online] Available at: http://www. businessdictionary. com/definition/human-resource-management-HRM. html (Accessed: 1 December 2009) BusinessDictionary. com. (2009) Recruitment [online] Available at: http://www. businessdictionary. com/definition/recruitment. html (Accessed: 1 December 2009) †¢ Bayt. com. (2009) The Benefits of Online recruitment [online] Available at: http://www. bayt. com/en/career-article-1121/ (Accessed: 2 December 2009) †¢ Ghosh, Arundhati. (nd) E- Recruitment: The Recent Trend of Recruitment Practices [online] Available at: http://www. 123oye. com/j ob-articles/business-corporates/e-recruitment. htm (Accessed: 2 December 2009)