Web site in relation to the eLearning age Essay Example for Free

wind vane site in relation to the eLearning age EssayElectronic Learning, which is frequently called as eLearning is a form of TSL (Technology-Supported Learning) in which the presence of electronic computer technology ashes is compulsory as the mean of conveying a unsubtle range of breeding. This paper aims to show advantages of this Web-based or on marge educational training system through one of the worlds famous wikisthe Wikipedia. Furthermore, it provides an out key out with regard to the critical review on the eLearning along with selected empirical items of study or data. Wiki A cooperative Web site in relation to the eLearning ageWiki (software), from its Hawaiian term for quick developed by Ward Cunningham, accumulates a variety of Web pages for a collaborative works on Web-based educational training or resources (Encyclop? dia Britannica Online, 2009). One of the worlds well-known wikis is a non-profit organization of Wikimedia Foundationthe Wikipedia. harmonise to the official Web site of the Wikipedia, it is a multilingual, Web-based, free-content encyclopedia project, which is write by registered users (freelance writers and online editors) from different parts of the World.As its comprehensible representation in the world of information and communication technology, Wiki is a type of Web-based application (such as Web 2. 0), which is being edited by someone else such as freelance writers who contribute unhomogeneous articles on line and virtual editors who do the editing job anywhere in the real time. For a better comprehension with such a conceptualization, surcharge Edmondss book entitled Up from the grassroots shows the significant and real advantages of the Wiki (software) in the lives of the number of people during the digital era.Major Idea or inwrought Part of the Book Through Wiki software, most companies whether for-profit or not-for-profit organizations are able to provide the most methodological and/or advantageous syste m of fostering a wide range of information from the various resources. Edmondss Up from the grassroots shows the fact along with the comprehensive data and empirical bases that which concerns the upright factors of clinging to the modern panache of collaboration.Wiki, according to the conceptualization and personal experience of the author, such a Web-based application or the online educational resources makes any thing easierfrom contributing the written articles on line via the Wiki software of a particular Web site to conducting a research of what other members have made and uploaded on the Web sites system, which uses Wiki. A Critical Analysis on the Conceptualization of WikiAs an analysis of the major points of the author with regard to clinging on the Wiki for certain Web-based applications of eLearning, it becomes quite easy to distinguish its beneficial factors to the number of people around the world (Up from the grassroots, 2006). First, even though some of the Wiki appl ications help people collaborate with the various works on line such as fostering different items of information from published books in the library to digital copies on the Internet, yet, it is considered as informal learning for a resolve that learning takes place anywhere.While formal education or learning is done in a school, most users/visitors who stumbled on the Web site, which provides a wide range of data or instructions, are able to learn in any convenient places anytime they want. Nevertheless, such concern does not give more troubles or disadvantages, as the issue with regard to informal learning is concerned as long as it broadens the bounds of knowledge sharing, it may help support every individual to learn new information.Furthermore, Wiki does not only help support people in terms of online education or eLearning solutions, but it also provides synergistic communications for softwares users. Additionally, most companies rely on the Wiki software to provide their cl ients with the easiest system of creating Web sites and online databases. Hence, as a critical review on the entire conceptualization of the author, it becomes quite easy to distinguish his point of viewthe possibility to create a more strategic and systematic way of uploading information from an individual source via this web-based application software.Therefore, as an observation, it becomes quite easy for every individual (particularly the reader) to be well-informed, as the book provides with insightful information and ideas with regard to the Wiki (A collaborative Web site in relation to the eLearning age). Given those world-renowned Web sites and companies used in the book as the reliable sources to represent the authors perspective, Edmondss Up from the grassroots motivates every reader to delve into a deeper knowledge of clinging to the Wiki application resources, which provide the easiest way of collaborating with research stuffs such as articles, information, communication etc.Conclusion I have learned essentially from every concept or perspective of the author and it urged me to seek different ways to criticize its intentwhy it is written and to whom it is written for. Upon a critical analysis of the entire book, the paper is intended to give more information with regard to the process of online collaboration. It is written for every individual, particularly the people whose passion is to collaborate with one another conduct certain research strategies and work on various subjects in an easier manner.Moreover, disposed(p) the insightful explication concerning the various enterprises such as the Microsoft, CommSecure, Novell, Bank of America and GlaxoSmithKline, which cling to this Web-based application software, it gives additional empirical bases on the reliable materials contributed by the book per se (Up from the grassroots, 2006). This means that the materials used in the book shows reliability as to the scholastic issues and contemporary con cerns. Moreover, as an analysis of the contents of the book, this is still valid as the issue with regard to the current trends for online collaboration or wikis is involved. Nevertheless, there are changes happened since the book is first published more Web sites existed and now are smart for discussing the authors perspective.ReferencesEdmonds, R. (2006). Up from the grassroots. E. learning Age. ABI/INFORM Global, pp. 14-16 Wiki. (2009). In Encyclop? dia Britannica. Retrieved March 31, 2009, from Encyclop? dia Britannica Online Babylon Dictionary and Translation Software Wikipedia About. (2009) In Wikipedia. Retrieved March 31, 2009, from Wikipedia http//en. wikipedia. org/wiki/WikipediaAbout

Preston Hall Museum Essay Example for Free

Preston house Museum EssayPreston Hall Museum was originally built in 1825 by a solicitor called David Burton Fowler. The museum is situated on the A135, on Yarm Road. In 1828 David Burton Fowler died, and it remained in the Fowler family, until 1882 when his great nephew sold the house for 27,500 to Robert Ropner. The family lived thither until the 1920s-30s. During the 1st World War, it was used as a base for safety. Stockton Borough Council bought the house in 1948. In the summer of 1953 the Hall was opened as Stocktons first public museum to commemorate the coronation of H. M. Queen Elizabeth II. The museum was developed later when the service wing was transformed into a Victorian r oute of shops with working craftsmen. The museum provides opportunities to visit rooms from the 1880s to 1960s. The museum also offers special displays, events and changing exhibitions.The aims of Preston Hall museum are to provide a service that caters for people who need educational purposes i nterests in the arts social events e.g. days out and art fairs.The objectives are the goals set by the businesses they can be short term, e.g. 1 year, or grand term e.g. 5 years. Preston Hall Museum objectives are to provide educational purposes better services for schools and people who obligate interests in the Arts and leisure activities. It also wants to oversee advertisement campaigns. Overall, it wants to provide a better service for the community.The external bows that affect the museum are the opening and closing times. For example, the museum is open on weekdays from 1000am to 430pm. This is a large period of time that students or children are at school and parents are working, meaning that a large part of the target trade hawk get to the museum, only on school holidays and school visits. Another external influence is the changes in lifestyle, for example a large majority of the younger market have games consoles, e.g.Xbox 360s and Play station 3s, this means that les s of the younger market go out be interested in the visiting the museum, therefore there will be low gelt. Another external influence would be the council and government. Funding from the council and government would mean that the museum could afford to stay open due to the costs for impertinently displays and events and promotional methods. Another of the museum external influence would be the availability of workers, if the museum can find people to work for the museum.Slept analysisA slept analysis is an internal influence in a business.Social- The change in lifestyles, for example more people concerned about their physical self and people having games consoles. Other changes in lifestyles could be using the Internet and eating out. Also the pressure groups in the local community e.g. the cleanliness of the museum and an improvement in the service of the museum. A further point would be the competition surrounding the museum, like cinemas, swimming pools and bowling.Legal- Leg al influences could be if the museum is complying with laws like employment law. This would mean if the staff at the museum are being treated clean and equally. Other laws which can be link in with the employment law are sex discrimination act males and females should be given the same opportunities in the same job and the disabled at work act disabled people should have the same chance to work for a business as a person who is not disabled. Legal could often involve trade unions if a business is treating and providing the staff to an efficient standard, e.g. maternity leave, or legal put through will be taken against the business. A further point is the consumer protection law the museum cant give away any personal expand to tertiary parties. The office of fare trading if the products promoted by a business arent what they claim to be.EconomicVAT can affect the museum, so if VAT is added to prices the consumers will have to pay higher prices for the products. Excise duties will affect a business through what profit it makes and the prices of their products. Excise duties are taxes charged on products produced in the country. green goddess tax is a tax on a companys profits- if they are limited companies. Also the latest economic climate (the credit crunch) could mean low profits due to the lack of specie people have to spend this means the museum might not be able to pay for labour or there electrical bills, possibly meaning it has to close down of the company.PoliticalA political influence could be British Standards (BSI), BSI is the UKs National Standards body, and was the worlds first standards. BSI certifies products and provides product exam services. This could affect the museum by being recognised as selling and providing efficient products and services, if consumers recognise the museum as being to these standards, this will encourage them to go and visit the museum. expertTechnology could affect the museum through if it can keep up with the ad vancements in technology, e.g. promotional methods on the internet, booking on the internet and efficient cash registers- so they can maximise their profits and have awareness to consumers.The task I have been set is important because if Preston Hall Museum does not make enough money to make significant profits, how will the museum be able to pay labour wages, electrical and gas bills, and be able to benefit from having the museum open. If they can increase visitor numbers, this would mean that these problems would not affect the museum.The tasks I have been set are to provide a brief introduction- what are the external influences that affect the hall, to carry out a SLEPT analysis, the target marketing of the Hall to find out who is Preston Hall Museums target market and how to increase their target market. A further task I have been set is the current marketing mix- to give details on the museums product, place, price and promotion. Other tasks are market research- such as questi onnaires, displaying my data all the way and to produce and give an overall marketing plan to try to increase the numbers at the museum.I am going to solve this problem by going through the questionnaires- to see how much consumers know about the museum (through advertising campaigns), how do they feel about the products on offer and are the prices right. Additionally, the consumers could give details on how to improve the museums 4ps. I will also try to solve this problem by putting the 4ps into a SWOT analysis, to see how well the museum is doing overall.

Role and Purpose of Human Resource Management

Role and Purpose of gentleman imagination ManagementAnalyze the role and purpose of homophilee option management in a selected dish out sedulousness Human Resource Management plays a very vital role in all industries, especially that of hospitality. Due to the unremitting transformation and growth at heart the industry, the claim to obtain an effective Human Resource Management team cannot be ignored. Hotels such as Marriott International has do to the realization that its employees atomic number 18 its largest assets and having a good, skilled and tightworking workforce can be the difference amidst the federations success or failure (Icmrindia.org, 2004). Human Resource Management can be defined as the process of employing and developing employees in order to efficiently and effectively utilize them in the chance onment of company goals and objectives (Parrilla, 2015).Below be the findings related to the role, purpose, and functions of Human Resource Management in service governing bodys.1. jibe to Amos et al., (2008) staffing, employee compensation and benefits, and defining and designing work ar leash major responsibilities of HRM in the service industry.2. Maximizing productivity within service industries by optimizing the effectiveness and potential difference of the organizations staff members is the purpose for which the HRM was created (Nickson, 2013).3. Bolden-Barrett (n.d.) outlines in her article that recruiting, retention, compensation, financial obligation and labor be the major roles in which the HRM manages.4. Businesscasestudies.co.uk (n.d.) through its research elaborated that HRM function not only manages existing staff, it also final causes for changes that result affect its in store(predicate) staffing postulate.5. HRM is often pressured into finding a level ground between the implementation of Hard or Soft HRM (Riley, n.d.).The service industry is greatly dependent on homo election rather than the resource nee ded to perform tasks within the organization. As a result of this, the service industry has invested a lot in ensuring that their HRM department is effective and have the necessary resources in order to carry out their functions. Bolden-Barrett (n.d.) outlines in her article that recruiting, retention, compensation, liability and labor are the major roles in which the HRM manages. She believes that by delegating a specific department to handle such roles it will relieve some pressure off management and also use up the deterrents that plague the service industry. Nickson (2013) reinforced the views outlined in Bolden-Barretts article by explaining that the purpose of HRM is to maximize productivity within service industries by optimizing the effectiveness and potential of the organizations staff members. With this purpose in mind, the HRM would assess the company and determine what is lacking and also what it needs in order to succeed and reach its full potential. According to Amos et al., (2008) staffing, employee compensation and benefits, and defining and designing work are three major responsibilities of HRM in the service industry. When broken down further the department would be in charge of managing existing staff, recruiting selecting new staff, laying off workers, providing nurture and assessment, mentoring motivating, handling evaluation compensations, building strategies, providing legal instruction for both employees and the company and most significantly implementing steps to retain current staff. In fact, Businesscasestudies.co.uk (n.d.) through its research elaborated that HRM function not only manages existing staff, it also plans for changes that will affect its in store(predicate) staffing needs. This kind of plan requires HRM to find a level ground between the implementation of a hard or soft management system (Riley, n.d.). They need consider the risks of implementing soft HRM and leaving the company at a competitive disadvantage by t reating employees as the most important assets or implementing a hard HRM where they end up gaining a more cost effective workforce.ConclusionAchievement within the service industry depends on the individual and collective efforts chuck in by its workforce. HRM as a practice notably offers support and advice to the senior management within an organization. With that being said, the department plays a role in recruiting, retention, compensation, liability and labor. They meet the expectation of these roles by ensuring that the staff in which they recruit possess the needed skills, mindset and experience in which the company needs. They also come across that employee recognition programs and various incentives are implemented in order to retain current workers. The HRM department also handles the legality within the organization when it comes to the rights of the workers, the enforcing of labor uprightnesss and the physical exercise of company policies. It can be concluded that in regards to the roles of the HRM within the service industry, they are in fact fulfilling and exceeding expectations.AC. 1.2 Justify a tender-hearted resources plan based on an analysis of supply and aim for Marriot InternationalIntroductionHuman resource planning is a process through which an organization identifies its current, ready and future human resource needs to enable the achievement of set goals and objectives (Buller and McEvoy, 2012). A human resource plan attempts to estimate labor, demand and evaluate the nature, sources, and surface of the supply that will be needed to offset that demand (Bratton and Gold, 2010). Hotels like Marriott International have recognized the vital role that a human resource plan plays in the constantly changing surroundings in the hospitality industry. A human resources plan links with the organizations personal line of credit plan to ensure the goals of the business are met. An effective human resources plan is, thitherfore, essential to ensure the employees have the competencies and skills required for the business to succeed.FindingsFollowing are the findings on the labor supply and demand in the hotel industry1. According to Boxall and Purcell (2016) developing a human resource plan involves the forecasting of hiring needs and piece of work arrangements. It involves a series of steps that implicate the identification of business outline and needs conducting a job analysis writing a job description, and determining the feasibility of hiring.2. The demand and supply of human resources planning in the run empyrean are influenced by the specific skills, experience and noesis level and qualities that the organization requires from employees (Werner and DeSimone, 2012).3. The internal factors that influence human resource planning include organizations size, organizations culture organizations structure business strategy power and politics and top management and line managers (Harzing and Pinnington, 2015).4. The away factors that influence human resource planning include economic cause government regulations technological change and advancements industry characteristics workforce demographics competitor actions and union actions (Choi and Ruona, 2010).5. Human resource planning is affected by changes in the economic and technological environment. The influx or decrease in economy and technology causes a attendant change in human resource plans (Bratton and Gold, 2010).DiscussionA human resources plan is important in any services industry. According to Bratton and Gold (2010) plans helps organizations to adjust to the rapidly changing environment as the demand for human resources affixs. Changes in the technological and economic environment affect the human resources plan. The k directledge of technology may lead to a subsequent reduction of workers while the reduction in the economy may also decrease human resources intake in the services sector. However, organizations need to man age and lend a working human resources plan. Developing a human resources plan involves the forecasting of hiring needs and employment arrangements. This means the business needs to identify its strategy and needs conduct a job analysis write a job description and determine the feasibility of hiring (Boxall and Purcell, 2016). Human resources specific skills, experience and knowledge level and qualities that ensure growth influence their demand and supply (Werner and DeSimone, 2012). Internal and external factors in an organization have an influence in the planning of the human resources. The internal factors include organizations size, organizations culture organizations structure business strategy power and politics and top management and line managers (Harzing and Pinnington, 2015). The external factors include economic condition government regulations technological change and advancements industry characteristics workforce demographics competitor actions and union actions (Choi and Ruona, 2010). The factors enhance how organizations plan and organize their human resources.Conclusions and RecommendationsThe organizations in the services sector flow in a constantly changing environment in the world. Many factors exist that may discourage or hinder these organizations to plan for their human resources at present and in the future. However, instituting a human resources plan ensures that an organization is prepared for any change that may occur in the business environment. A human resources plan assists an organization to fulfill its mandate when managed appropriately. The recommendation is that Marriott International needs to develop a human resources plan with its business plan. The argument is that as external and internal factors influence, affect and change the supply and demand of human resources, the business will adapt to this changes with a plan in place.Assess the current advance of employment relations in Marriot InternationalIntroduction usance relations refer to the total interaction or relationship between an employee and the employer (Nickson, 2013). This relationship is in regards to the establishment of employment conditions. The topic of employee relations in Marriot International is crucial because of the realization that a good employment relations program in an organization leads to the success of the organization. As an approach to effective employee treatment, an employment relation incorporates all issues in the workplace employer-employee relationship including equal opportunity, recruitment, organizational structure and, training and development (Lee and Way, 2010). This forms a basis through which the employees remain loyal to the organization and stay committed to fulfilling the objectives of the organization as required in the specific jobs (Lee and Way, 2010).FindingsBelow are the findings on the current state of employment relations in the service industry1. There is a significant growth in the number of workers and employers in the service industry. This growth has precipitated a selective approach by both workers and employers in finding their employers and workers respectively (Goetsch and Davis, 2013).2. Employment relations is revitalized in the service industries as a result of consistent boycotts and strikes by workers in the service sector thus effecting talks on issues affecting the employees (Vidal, 2011).3. Employment relations are currently being handled by unions representing the employers and the employees while the government stands as the mediator (Davidson et al., 2011).4. As a response to boycotts and strikes, unions and management in the services sector are cooperating through corporate campaigns and neutrality agreements to ensure employment relations are improved (Nickson, 2013). They institute harmonization measures through arbitration and negotiation teams to go down grievances and corrective procedures in employment relations.5. Low wages, sexual harassment and poor working conditions in the services sector have precipitated the increase in unions organizing strikes and calling for let on employment relations agreements (Kusluvan et al., 2010).DiscussionEmployment relations in the hotel sector are important because it influences job satisfaction, customer retention and the success of the business. The fight to achieve better working conditions has been taken to the employers by employees. According to Kusluvan et al., (2010) low wages, sexual harassment and poor working conditions in the services sector have precipitated the increase in unions organizing strikes and calling for better employment relations agreements. Employee relations have affected how employers and employees select workers and employers respectively (Goetsch and Davis, 2013). Employers and employees look for organizations in the services industry where their needs and requirements will be met. Davidson et al., (2011) researched how HRM handled employment relations in the past and the present. The findings showed employment relations are currently being handled by unions, negotiating teams, and collaborative institutions. They handle employment issues and in extreme circumstances lead boycotts and strikes to revitalize the issues in the services sector (Vidal, 2011). As a response to boycotts and strikes, unions and management in the services sector are cooperating through corporate campaigns and neutrality agreements to ensure employment relations are improved (Nickson, 2013). They institute harmonization measures through arbitration and negotiation teams to settle grievances in the services industry.Conclusions and RecommendationsAs an approach to effective employee treatment, employment relations incorporate all issues in the workplace, employer-employee relationship including equal opportunity, recruitment, organizational structure and, training and development. Employment relations contribute to the success or the failure of a given busin ess. Poor relations lead to poor or inadequate services which lead to the business being affected. The recommendation is that Marriott International should institute an effective working relationship between the employers and the employees in the hotel. This is done by ensuring all employees are treated equally and professionally. They should also support their unions by entering into continuous talks on how to improve their conditions thus enhancing employment relations.Discuss how employment law affects the management of human resources in a selected service industry businessGovernment regulations have increased within the hospitality industry over the age especially due to the industrys rapid growth and diversity. According to Simpson (n.d.), employment laws moderate the relationship between the employer and the employee. The laws delegate areas such as wages, benefits, workplace discrimination, safety on the job and immigration, just to name a few. Employment laws within Jamaic a are based on common law concept of the contract of employment, legislations and court opinions (Jamaica tack Union Labour Laws, n.d.). The laws are enacted as a means of protect workers from un intermediate treatment within their workplace as well as protecting employers.FindingsBelow are the findings related to the different employment laws within my country, Jamaica1. According to Employment (Termination, etc.) Act (2008) employers should give introductory notice to employees who are dismissed for the causation of redundancy.2. The pass with Pay Act of 1974 outlines that pay, gratuities or benefits should be given to workers who are on sick or vacation leave (Under The Holidays With Pay Act, 2000).3. The Jamaica observer (2016) certain that the National Minimum Wage increase takes effect today, butt on 1st, 2016. Such recommendations are made by the Minimum Wage Advisory Commission with guidance from the Minimum Wage Act of 1938.4. Under the Trade Union Act of 1919, Trade Unions were able to become established, depress registered and function. The Act also stipulates ways in which membership is acquired and also how disputes should be settled (Trade Union Act, n.d.).5. The Employment (Equal pay for men and women) Act of 1975 is in place to eliminate discrimination between sexes as it relates to wages for completing the same work (Jamaica The Employment (Equal Pay for Men and Women) Act, n.d.).Employment laws greatly impact how the human resource within the hospitality industry functions and operates. The various laws are utilized as guidelines to ensure that employees are treated fairly and that management operates within the laws. According to Employment (Termination, etc.) Act (2008) employers should give prior notice to employees who are dismissed for the reason of redundancy. It further explains that the period of the notice depends on how long the employee has been working with the organization and also how they should be paid for their servic e. The Holiday with Pay Act of 1974 outlines that pay, gratuities or benefits should be given to workers who are on sick or vacation leave (Under The Holidays With Pay Act, 2000). HR will now have to take into consideration the requirements for paying employees who are on sick leave, going on vacation and even workers who work overtime. Employers who do not play along are at risk of being fined upwards of $250,000 and/or prison time. The Jamaica observer (2016) advised that the National Minimum Wage increase takes effect today, March 1st, 2016. Such recommendations are made by the Minimum Wage Advisory Commission with guidance from the Minimum Wage Act of 1938. This law is mostly pitch at protecting workers without a voice or representation from a Union to bargain on their behalf. With that being said, it is still as important as it sets the bar for the minimum pay in which a certain group of workers should receive. Under the Trade Union Act of 1919, Trade Unions were able to beco me established, get registered and function. The Act also stipulates ways in which membership is acquired and also how disputes should be settled (Trade Union Act, n.d.). Hotel workers are now able to gain Union representatives chthonic this law. Workers no longer have to strike when their contracts have been breached, as now they have legal representatives who are able to negotiate, deliberate and argue on their behalf. Human Resource Management within the hotel industry will need to sit with Union representatives and negotiate proper wages for workers, decent working conditions and also fair schedules. The Employment (Equal pay for men and women) Act of 1975 is in place to eliminate discrimination between sexes as it relates to wages for completing the same work (Jamaica The Employment (Equal Pay for Men and Women) Act, n.d.). HR management under this act is obligated in paying workers of both sexes equally to do the same amount of work. Therefore, if the hotel has a male and fem ale chef that does the same amount of work then one shouldnt be getting more pay than the other just because they are a different gender. In addition, both workers should be treated equally and fairly. Recommendation/ConclusionThe hotel industry succeeds when there are full corporation and understanding between employees and employers. As an HR manager, it is my duty to ensure that in creating corporation between management and workers I am also able to do so within the employment laws that governs the country. When these laws are understood, followed and implemented by myself, management and workers then it saves the hotel money- by preventing fines, time- by avoiding lawsuits and lengthy court hearings, and also bad publicity. When the various employment laws are enforced the hotel will experience fewer turnovers, as workers will appreciate the measures taken to ensure that they are fairly treated and therefore will not want to resign. In addition, productivity will increase as wo rkers will be certain that they will receive proper compensation for their labor. Subsequently, with increased productivity, there will be better service and product quality as well workers will have greater commitment and be compelled to put in more work. Last but not least, with the representation of Unions, workers are more trusting and comfortable in their working environment this is because they know the Union will act in their best interest.

Townsends Theories of Recruitment and Selection

Townsends Theories of Recruitment and SelectionThis essay will argue Townsends question into the paradox of enlisting and woof, cookery and the game train of overthrow that appears in the growing industry of phone. His interrogation is based on PowerGrid, which is an Australian Government owned Power Company. There has been an rattling(a) increase in the number of call cores, repayable to this a large number of interesting issues have arisen such as proud aim of turnover in call inwardnesss, despite companies spending vast sums of money on cooking and recruiting. The inquiry of Townsend is valuable and meaningful for there has been little academic research carryed in the area of recruitment, training and turnover in call centres. This essay will be based on the critical review of Townsends use of research methods, findings, practical implications and the concepts he used.Townsend adopts a three-step research schema. Specifically, a seven-month non-participant job ob servation, ten interviews of managers and attractors in the organization and an abbreviation of the human resource documents compose the research method. Townsend considers the importance of PowerGrid call centre mainly for two reasons At first, during the 1990s Australian government deregulation to power supplies session, PowerGrid had grew out of joint efforts by different power suppliers Next, the PowerGrid call centre was based on Erlang C model which uses mathematical method to calculate and predict call volumes and keep balance of forgather within the call centre (Angus, 2001).Townsends findings suggest that the company was able to reduce its monetary value of training and recruitment through internal transfers. Moreover, Townsend points out that training should centre more on excited labour as it is important for call centre agents to show to their customers rather than solely focus on technical trainings and the routine of the human resource department is to hire the best mintdidates and filter out the ones who may be incompetent.Looking at the literature, the paradox between high approach of recruitment and training and high ratio of employees turnover in the sector of call centres, could be described as a sacrificial HR schema (Wallace, Eagleson Waldersee, 2000), this formed the basis of Townsends research. By agreeing with (korczynski, 2002) Townsend accepts the idea that organizations face dual imperatives for instance call centres want to minimise their costs but on the other deal have to provide excellent service to its customers. scarcely companies mainly use call centres to minimize their cost rather than offer customer service, although call centre managers describes customers service as their main goal (Robinson Morley, 2006).Townsend agrees with (Mulholland, 2002) that whatever the type of call centre it may be, Customer service representatives (CSRs) have to show a high degree of emotional labor to the customers. CSRs are also required to have the ability of micro-self manage (Wray-Bliss, 2001).But on the other hand he disagrees with (Hochschild, 1983) that those CSRs who displayed artificial emotional labour suffered from negative consequences. Townsends argument is supported by findings of (Wharton, 1993) who through his research suggested that emotional labour does non cause any negative consequences.Townsend discusses the importance of the part of recruitment towards the future and wellbeing of an organisation and compares it to the role of a gate keeper (2007 57). It should be noted that by hiring competent appli pottyts the firms productivity and performance can be improved significantly (Russo, Rietveld, Nijkamp Gorter, 1995). It is also better to employ those flock who are willing to learn. (2007 478). Besides, Townsend agrees with (Breaugh Starke, 2000) who suggested that new recruits job satisfaction and initial performance should be more important to organisations. That is, when the applic ants are being hired it is important for the employers to see, whether the applicants attitude is suitable to organisations and this should be considered more important than ones technical skills.As mentioned before, PowerGrid is a government-owned Australian electricity supplier. Townsend acknowledges that there is difference between governments owned companies and privately owned companies. As he identifies the unique characteristics, there is a debate on whether the findings of this elusion could be generalized to private companies. Moreover, its rational to doubt whether Townsend has paid attention to the fact that his research is conducted in Government run working environment. Townsend argues that PowerGrid being a Government owned company has to have its call centers in the country, which increases costs, while on the other hand they need to be efficient in impairment of operations. But being a Government owned company it has the protection of the Government in terms of co sts. Private companies on the other hand do not have this advantage and may need to outsource their call centres in order to cut down their costs, to low costs countries such as India and Philippines (Snow, 2005).Townsend identifies that PowerGrid makes internal transfers which it called positive turnover this is when CSRs moved within the organisation. Due to this the organisation is able to reduce its training and recruitment cost which otherwise would have been pass on hiring and training new candidates. As (Robinson Morley, 2006) confirmed high staff turnover rate in call centres can corkingly affect the cost impact on business and that could be direct costs that are training, recruiting etc. or could be indirect for instance bad customer service. But Townsend fails to give any evidence for his findings as to how we can see if the organization was able to reduce its costs by internal transfers.According to Townsend, PowerGrid used a three stage training programs for the new r ecruits (2007 485). He mentions that the first stage is the basic training program away from the computer and it is done in an environment that is decorated with nappies, baby clothes and pacifiers. He mentions that the management calls it the nursery. However, he questions the logic of using this word and shows some(a) reservations about whether using this word is appropriate for this level but then agrees to the concept of the management who call it as part of the fun in the organization. But training programs are at the entry level of the company and may give wrong perceptions of the company, the perceptions may become permanent and in future it would be difficult to win over these perceptions (Marchington, 2005).Townsend points out at some of the problems faced by Powergrid with regards to training of new CSRs. Previously the training season for news CSRs was eight weeks (2007 484). A new governing body was to be introduced that would half that time to nearly four weeks. Even though the management spend AU$ 30 million on the new system, it turned out to be a failure as it not only doubled the training time as new recruits would have to learn both the systems but also change magnitude employee dissatisfaction. He points out the ineffective communication and low employee involvement during the development and go foration of this new system when he mentions about the training team leader who points out that the management did not disclose to him information about the new system due to which the new system became an add on (2007 484) to the old system rather than a completely new system. According to Lewis, (1999) there is a direct link between communication process within the organisation and organisational change implementation.Townsend identifies that the training for the employees was mostly focused on technical and product knowledge rather than on emotional labour. He believes that money would be well dog-tired if it was spent on trying to improve t he emotional labour rather than spend it on other skills. But he fails to provide any ideas on how this can be improved.Townsend points out at the dissatisfaction of the CSRs with the management (2007 485). The employees are unhappy with the schedule for their trainings because they had to perform their training modules outside their working hours. The employees felt they were already burden as they only got thirty minutes of release time which was spent mainly to check their emails. The CSRs would be dissatisfied because a CSRs job is more nerve-wracking and less satisfying as compared to other jobs (Holdsworth Cartwright, 2003).Dissatisfaction of managers can be identified in PowerGrid. As a call centre manager called himself between a rock and a hard place (2007 487) as they had to do continuous recruitment as some of their employees would move through to the larger organization due to internal transfers and many would leave the organization altogether as they would be heavily scrutinized through the software analysis system or will not get enough pay or benefits. So in order to retain the employees the organization must offer its employees good pay and benefits and should adopt a transparent performance management system (Raman, Budhwar Balasubramanian, 2007).There can be weaknesses identified in Townsends research methods. He used three steps to conduct his research. Firstly, he used non participant job observations to carry out his research. Non participant job observations include two types direct or indirect observations (Rowley, 2004). It has not been mentioned if he used direct or indirect observations, as in direct observations questions can be asked and may lead to change in behavior of the people observed, on the other hand indirect observations cannot be used for gaining information on perceptions, attitudes etc. (Rowley, 2004). He made observations only once or twice a week which seem not enough. Effective observation is an art and needs to be honed and perfected overtime (Rowley, 2004). There is nothing mentioned in the condition that suggests that whether the author has experience or has gone through training to conduct and observation at this level.Secondly, he then conducted eighteen interviews of key personnel in the company who included contact centre manager, call centre manager, training team leader, roster and planning officer and human resource representatives, out of which he selects only ten interviews that he believed were relevant to topic of his research. The author should provide more detailed criteria for choosing only ten interviews out of the original eighteen.Thirdly, he obtained data from the organisation related to the Human resource department and analysed it to reach the conclusion. He has not mentioned what type of data he used to come to conclusions neither he has mentioned any process or methods that he used to analyse and interpret the data. There are two methods for data analysis Compute r based analysis and manual analysis (Borch Arthur, 1995). So in this case we dont know if he has used manual or computer based analysis or a combination of both. As some researchers use one type of methodology while some use a combination of both (Borch Arthur, 1995).Due to the debatable nature of Townsends research methods it is very difficult to find his results conclusive. However, he agrees with (Mulhollands, 2002) which suggest that CSRs need to show a high degree of emotional labor to the customers. overleap of proper planning and communication can be seen between the management of PowerGrid as they wasted AU$30 million in trying to implement a new software without consulting the training team leader and it turned out to be an add on (2007 486). He identified that the recruitment and selection department should act like a gate keeper (2007 478) in order to only let in the right candidates. He emphasized that training should focus more on emotional labour, as it is the mos t important aspect while communicating with the customers, rather than focusing on technical skills. Townsend fails to key out by how much the company was able to reduce the cost of turnover when they had to keep recruiting throughout the year due to employees moving into the larger organization or leaving the organization altogether.This research provides useful information for practitioners in the call centres. However, researchers who further study, need to research in depth into industry of call centre and should specially address the limitations found in Townsends study.Townsend wanted to consider the paradox of extensive recruitment and training conducted in call centres that are faced with high levels of turnover. He came to the conclusion that PowerGrid was able to reduce its cost of recruitment and training, by having internal transfers within the larger organisation. Furthermore, Townsend has been able to identify certain problems within PowerGrid. He has failed to highli ght is there any difference between this call centre and other private call centres. He has advocated that there should be a great emphasis on training of emotional labour rather than technical training but he has been unable to provide any suggestion how it can be done. Finally, Non-participant job observations, interviews are types of qualitative research methods which can be called problematic because of problems with their validity and reliability (Kirk Miller, 1986)REFERENCESAngus, I. (2001). An introduction to Erlang B and Erlang C. Telemanagement, (187) 6-8.Breaugh, J. and Starke, M. (2000). Research on employee recruitment so many studies, so many remaining questions.Journal of Management, 26(3) 405-34.Borch, O.J. and Arthur, M.B. (1995). Strategic networks among small firms implications for strategy research methodology. Journal of Management Studies, 32(4) 419-441Catterall, M. (1996). Using Computer programs to code qualitative data. Marketing Intelligence Planning Journ al, 14(4) 29- 33.Hochschild, A. (1983).The Managed Heart Commercialization of Human feeling.University of California Press, Berkeley, CA.Holdsworth, L and Cartwright, S. (2003). Empowerment, stress and satisfaction an exploratory study of a call centre.Leadership boldness Development Journal, 24 (3)131-140.Kirk, J. and Miller, M. (1986). Reliability and Validity in Qualitative Research.London, Sage.Lewis, L.K. (1999). Disseminating information and soliciting input during planned organisational change implementers targets, sources, and channels for communicating.Management Communication Quarterly, 13(1)43-75.korczynski, M. (2002).Human Resource Management in Service Work. Palgrave, BasingstokeMarchington, M. (2005). Human Resource Management at Work. London Sage Publications Inc., Thousand Oaks New Delhi.Mulholland, K. (2002). Gender emotional labour and teamworking in a call centre.Personnel review, 31(3)283-303.Raman, S.R.Budhwar P. andBalasubramanian G. (2007).People management issues in Indian KPOs.Employee Relations, 29(6) 696-710.Robinson, G. and Morley, C. (2006). Call centre management responsibilities and performance.International Journal of Service Industry Management, 17(3) 284-300.Rowley J. (2003) Researching people and organisations, Library Management Volume, 15(4/5) 208-214.Russo, G. Rietveld, P. Nijkam, P. and Gorter, C. (1995).Issues in recruitment strategies an stinting perspective.The International Journal of Career Management, 7(3) 3-13.Snow, J. (2005). UK call centres crossroads of an Industry. Journal of Property Investment Finance, 23(6) 525-532.Townsend, K. (2005). Considering progress in Greenfield site.International employment relations review, 11(1/2)76-79Wallace, C.Eagleson, G. and Waldersee, R. (2000). The sacrificial HR strategy in callcentres. International Journal of Service Industry Management, 11(2) 174-184.Wharton, A.S. (1993). The affective consequences of service work.Work and Occupations, 20 205-232Wray-Bliss, E. (2001). Representing customer service telephones and texts. Customer service. in Sturdy, A., Grugulis, I., Willmott, H. (Eds),Customer Service Empowerment and Entrapment, Palgrave, London, .

Comparing Financial Ratio Analysis Between Two Companies Finance Essay

Comparing Financial Ratio Analysis Between Two Companies Finance EssayA monetary report or the financial statement is known as an official record of the financial activities of a person, a business, or any other entity. In the British English also including the United Kingdom caller-up rule a financial statement is frequently mentioned as an account, even though the sacred scripture financial statement is also mostly used, mostly by the accountants. In a business enterprise, all the related financial evidence, presented in a integrated method and in a form that is really easy to copy and understand by others, are called the financial declarations. They normally contain four prefatory financial declarations, escorted by a management analysis and discussion.Statement of cash unravels reports that shows the cash flow activities of a company, normally its operation, financing and investing activities.Balance flat solid this is also referred as the statement of financial condition o r position, reports that show the companysassets, ownership equity, and theliabilities at a given period of time.Statement of retained remuneration this explains the changes in the retained earnings of a company over its reporting period.Income statement this is referred to as a Loss and Profit statement, income reports of a company, profits, and expenses over a certain period of time. Loss and Profit account is provided with information on the process of the enterprise. These include the various expenses and the sale that acquired during the dispensation state.For the large organizations, these statements are often troublesome and may include a wide-ranging set of notes to the financial statements and analysis and management discussion. The notes are usually describing each item on the cash flow statement, balance sheet, and income statement in more detail. All notes to financial declarations are considered an integral part of the financial declarations.Two companies are compared and contrasted. This will show the distinction of everything between both these companies. It shows the different income ane different profits earned by these companies. It also shows that even different companies have many things that do not come in common.FORMULATIME ENGINEERING BERHADWONG ENGINEERING CORPORATION BERHADLiquidity RatiosNetworking Capital=Current Assets Current Liabilities= 358618 113715= 244903= 51929026 1517900= 50411126Current Ratio=_Current Assets__Current Liabilities358618 / 113715 =3.15= 51929026 / 1517900= 34.21immediate Ratio =Current Assets (Inventory+Prepaid Expense)Current Liabilities= 358618 ( 72 + 35220 )113715= 358618 ( 35292 )113715= ( 323326 )113715= 2.843= 51929026 ( 19423010 + 175601 )1517900= 51929026 ( 21179021 )1517900= 3721752.23Assets Utilization RatiosAccounts Receivable Turnover( Net Credit gross revenue + bonny Accounts Receivable)= 256536 . 64657 + (24970 / 2) = 256536 .( 64657 + 12485 )= 25653677124= 3.32N / A intermediate Collect ion Period =Accounts ReceivableDaily Credit Sales= 24970 .( 68643 / 365 )= 24970118.06= 132.7= 133 days= 1777208 .( 11995710 / 365 )= 177720832864.96= 54.08= 54 daysInventory Turnover Ratio =Cost of Goods SoldAverage Inventory= 64651 .( 40964 / 2 )= 6465120482= 3.16= 63297596 .( 19423010 / 2 )= 632975969711505= 6.52Fixed Assets Turnover =Net Sales . sum up Fixed Assets= 9991322248486= 0.444= 2370124 .147201386= 0.016Leverage RatioDebt Ratio =Net Sales .Total Assets= 9991322248486= 0.444= 0.444 x 100= 44.4 %= 2370124 .147201386= 0.016= 0.016 x 100= 1.6 % fair-mindedness Ratio =Total Liabilities .Stockholders Equity= 1249165959625=1.301= 15446858129147162= 0.120Times Interest Earned Ratio =Earnings Before hobby and TaxInterest Expense= 1064977218= 17.53= 18 timesN / AProfitability RatiosGross Profit Margin =Gross ProfitNet Sales= 200887999132= 0.201= 0.201 x 100= 20.1 %= 69002852370124= 2.911= 2.911 x 100= 291.1 %Return on Total Assets =Net Income .Average Total Assets= 68643 .( 2248 486 / 2 )= 686431124243= 0.061= 70197881 .( 147201386 / 2 )= 701988173600693= 0.095Return Common Equity =Earning Available to Commons StockholdersAverage Stockholder Equity= 39696959626= 0.041N /AMarket Value RatiosEarnings per Share =Net Income-Preferred Dividends .Total Common Shares neat= 2497056490= 0.442N /ADividend Yield =Dividend per ShareMarket Price per ShareN / AN / AConclusionThose are the following up-to-the-minute reports of financial reports of two different companies. As what we can see above is that WONG ENGINEERING CORPORATION BERHAD (WECB) has better network and better income compared to TIME ENGINEERING BERHAD (TEB). only both companies are from the same industries. Both of these companies are in the engineering field. They both sell products regarding engineering.By comparing these companies we can clearly see which company is much more successful and which is not. As you can see that the amounts of WONG ENGINEERING CORPORATION BERHAD is very high compared to TIME ENGINEERING BERHAD, but (WECB) has no income at all. They suffer from loss. Even though (TEB) has low income they do have some profit at the end of the day. This pee-pees it clear that amount is not enough to make a company successful a company needs skills to do so. Therefore the companies are compared and contrasted.

The Origins of the Samurai and Bushido Codes Essays -- Japanese Japan

The Origins of the Samurai and Bushido CodesExplain the meanings and discuss the concepts and origins of Samurai and Bushido code, then relate these concepts towards the modern Nipponese Soldier and Leader during knowledge domain warfare 2 and show evidence to support that the Japanese soldier treated enemy prisoners exploiting Samurai and Bushido traditions.Bushido - ???- the feudal-military Japanese code of behavior the way of the warrior samurai Japanese valiance knighthood In order to understand bushido and its traditions, a comparison must be made between the traditional bushido (idealistic) and the bushido code which was adopted into the Japanese military during World War II. The Japanese justified that the reason they treated the prisoners in a form of such brutality is because its a part of their way of life, the concept of no one surrenders. so far if so surrendered then your life is pretty much hell, and according to the Japanese custom your family back home is brought shame. With the evidence from source material though, it seems that the Australians and very in all probability other nations in there prison camps understood what was going on around them. Indeed the Japanese breached the Geneva convention but what is it exactly, did the other countries come in it accordingly? The Japanese method of dealing with Allied prisoners was seen through the western eyes as brutality, scum and inhumane. Yet by the same according to source material al some Australian soldiers recognized that the Japanese did what they did, and in some cases they exploited the true meaning of bushido or did they? To understand if the Japanese soldier and leaders in crabby abuse the code of bushido, the traditional bushido must be looked at. ... ...the Japanese military in World War II and the spontaneous atrocities that occur in most other. There is much of the blame on the Japanese society and its interpretation of bushido that had virtually no concept of individual hum an rights, which found its epitome in the Japanese military, to whom the concept had no semantic value whatsoever. All orders were given in the name of the Emperor, and so the leaders could never be questioned. Japanese soldiers tried as war criminals were genuinely shocked to have this defense set aside. Simply the fact that they would also attempt to kill themselves for the Emperor too. all and Explotation of the Bushido code or the Japanese just saught revenge on the white race, due to race relations maybe because the Japanese were looked upon as yellow commonwealth from Asia like the Chinese and not capable to fight a western country.

Teaching Philosophy :: Teachers Education School Essays

Teaching PhilosophyEducation is the foundation of each persons knowledge, skill, talent, and understanding. Each and every person in the world has benefited in well-nigh way from the act of another person teaching him or her something, whether it is inside or foreign of the classroom. Truly, people learn a great deal from experiences outside of the classroom, but a school provides the means and foundation for education, and everybody takes away more than facts and answers from it. A school gives someone the opportunity to think, challenge him or herself, solve problems, and essay for answers. It is where people abide by how to learn on their own and, in doing so, they can take this with them into the real world, since learning is a never-ending surgical procedure.Teaching for me isnt an act of talking to and dispensing facts, answers, and an endless amount of information. Rather, it is an interactive process where I can give my students the greatest opportunity to think on thei r own and begin to learn how to discover answers on their own. As a teacher, I am concerned with providing the tools for learning, preferably than the facts and answers to problems. My students need to be actively engaged in their own learning process and in the discovery of answers. Learning is a continual process through life. My goal is to provide my students with the appropriate tools so they can take them into the world and take place to use them after leaving my classroom. They should never be without the tools to discover, solve, and experiment in their own lives. If they should ever, at some point in life, stop in their pursuit to discover a impudently idea, then I have not one my job successfully. It is my job as the teacher to get my students to find the answers to questions they do not know.Just as I say I never want my students to stop learning, the same applies for myself. Teaching isnt just a profession for me rather it is a foundation for learning. Teaching allows me to continue learning new concepts and ideas. There are so many new discoveries found everyday, and teaching allows me to share these new ideas with my students in the classroom to not only enlighten them, but to enlighten myself as well. Teaching allows me to grow with my students and is never a static job.