R. Twining and Company Limited Assignment Example | Topics and Well Written Essays - 750 words

R. Twining and Company Limited - Assignment Example Strengths These are the attributes that distinguish the company from its competitors. Here, we examine the abilities of the company by investigating its internal environment, which includes the company’s employees, its products and its finances. We evaluate the company’s strengths pertaining its financial position, customer care techniques, cost minimization and employee skills. We need to develop ways of improving the company’s advantages over its competitors in order to maximize profits. To begin with, Twinings Tea’s position in the market should be enhanced to increase its market share when compared to the competitors. This can be done through the training of Twinings Tea marketing staff in better and more customer friendly approaches when dealing with consumers on a personal basis. This will serve to set Twinings Tea on a better position to the consumers’ perspectives; thus, strategically place Twinings Tea in the market. In addition, the research and dev elopment department needs to come up with better blends of tea, for instance, through grafting of two of the major blends into a more superior blend that will achieve higher market dominance compared to competitor products. The department can also look into cheaper techniques of producing tea in order to reduce on costs, thereby maximizing profits (David. 2003, p.57).   2003, p.57). Moreover, an introduction of new tea flavours to the market will see an increase in sale, thus a subsequent increase in company profits. The firm’s management should also come up with regular employee training programmes to increase employee awareness of the ever changing dynamics in tea production. Weaknesses These are other internal factors that demonstrate the company’s shortcomings in its operations and performance of maximum yields. In order to maximize its profits, Twinings Tea should look into ways of totally eliminating its weaknesses or improving on those that cannot be eliminate d. Here, we aim at discovering the various setbacks in the company’s operations, recurring operational and customer experiences failures and the various escalated operational costs. To deal with these weaknesses, the organization should get rid of all the obsolete equipment in all departments and replace them with the latest high technology equipment. We note that equipment that utilize the latest technology require minimal power to operate; therefore, will save on the company’s energy consumption and costs. In addition, the company should clear all its outstanding loans with all financial institutions as the costs of servicing these loans is an enormous burden on the company’s economic wellbeing. The management should create cheaper ways of acquiring additional capital such as floating the company’s shares on the stock exchange. The manufacturing department should reduce on the product development cycle and improve on the products’ image in order to attract more customers, therefore, increase profits (Porter. 1998, p. 43). Opportunities These refer to the external conditions that aid in the realization of the organization’s objectives. They are conditions that the company can turn to its advantage in the attainment of increased sales and profits in the long run (Kendon. 1999, p. 58). The onset of the winter season presents a bonus to Twinings

The impact of the anti-immigration laws that have been introduced by Research Paper

The impact of the anti-immigration laws that have been introduced by Arizona and the participation of Hispanics in the U.S. political system - Research Paper Example The immigration issue has been taking the spotlight in recent decades in America. It has been a lingering concern for Americans who are starting to question the long-held mantra that the United States is the land of almost infinite opportunities. There is a growing fear among the citizenry that such limitless opportunities are no longer the case today or that they no longer are as easy as they were in the past. The US government has actually wavered in terms of addressing the issue head-on. For instance from 1960 to 1970, a major immigration policy reform was enacted with the amendments to the Immigration and Nationality Act of 1952 and afterwards, many thought that it was enough. No significant immigration policy was introduced well until the 1990s. Recent developments, however, are significantly putting pressure on immigration policymaking. The US is considered to have the highest immigration rates globally and that more than a million people legally immigrate to the country annual ly, leading foreign-born citizens to constitute 13 percent of the entire American population. (Bardes, Shelley and Schmidt 2008, p. 482) This figure excludes the immigrants that cross the US border illegally. The former American Ambassador to Mexico, Jeffrey Davidow (2007) summed up the prevailing sentiment: While race race-baiting and violent anti-immigrant sentiment had largely disappeared from the American political vernacular, there was a nagging anxiety about the growing number of foreigners in the United States. Americans were asking, â€Å"Where did all these people come from? (11)† With the current protracted economic downturn, the high and constant flux of the inflation rate, the governments accumulating debt and budget deficits, as well as the high number of job losses, the public is increasingly fearful that immigrants would take away jobs that should have been taken by Americans in the first place. Surveys conducted from 1960s until today demonstrate the increasin g concern of Americans for immigration (Simcox 1997, 129) It is in this respect that the strict anti-immigration policy was enacted by the state of Arizona. This paper will examine the laws enacted by the state against immigration and its impact, particularly in the participation of Hispanics in the American electoral process. Background: The Arizona Anti-Immigration Laws Prior to the enactment of the series of Arizona anti-immigration laws, two significant immigration statutes were enacted in the US: the Immigration Reform and Control Act of 1986 (IRCA) and the Illegal Immigration Reform and Responsibility Act (IIRIRA). Both of these legislations aim to manage immigration with the former focusing on permanent immigrants instead of the temporary entry in order to check the flow of undocumented migrants; while the latter, enhancing the existing law and including the permission for the Immigration and Naturalization Services (INS) authorization â€Å"to bar reentry to the United Stat es if an alien overstayed his/her visa deadline for departure† (Adams 56). Many were not satisfied with the results of these measures. To borrow Adams’ words: The spirit and framework of both the 1986 and 1996 immigration laws failed to address the grassroots flow of aliens at the source – the official government attitude and immigration policy avoidance by Mexico. In spite of the fact that from 1994 to 2001 (pre-9/11) the annual U.S. border enforcement budget of the INS and the Border Patrol nearly tripled to over $2.5 billion, the immigrant flow continued nearly unchecked (56). A good part of the years after, a growing debate emerged as to how to best address the issue. In 2004, as part of the increasing impact of the September 11, 2001 terrorist attack in New York, immigration policy took an increasing relationship to terrorism and border security. For example, the United States Visitor Immigration Status

Driving under the influence Essay Example for Free

Driving under the influence Essay How many of you have ever heard of the acronym DUI? If you havent, DUI stands for driving under the influence. It means that an individual has gotten behind the wheel of the car while having consumed alcohol. In the United States, about 30 people die each day from accidents involving drunk drivers; this means that there are 48 deaths every one minute (Center for Disease Control and Prevention, 2013). In 2010, 211 youth, ages 0-14 was killed in an accident in which the driver was alcohol impaired (Center for Disease and Control Prevention, 2013). Not only does drunk driving reflect poor judgment and cause damage, but it impairs thought processes and moral behavior and could result in fatalities. Not only is drunk driving illegal, but it can cause some real damage. The legal age to use alcohol is 21, but drinkers are obligated by law to drink responsibly. The legal alcohol limit is 0. 08% (Century Council, 2013). People who are under the influence of alcohol may have blurred vision and slowed reaction time (Impacts of Underage Drinking, 2010). They are unable to move quickly in rapidly changing situations such as hitting the brakes or slowing at a yellow light. Alcohol also makes one unable to judge car’s distance on the road. The driver cannot clearly see the position of other cars on the road. They may not be able to see road signs, or medians (Impacts of Underage Drinking, 2010). Also, drinking alcohol causes poor concentration and drowsiness (Impacts of Underage Drinking, 2010). It is easy for someone who is intoxicated to fall asleep at the wheel. Coordination while drinking is also impaired. The driver will most likely have poor hand, eye, and foot coordination (Impact of Underage Drinking, 2010). The solution to avoid drunk driving is to never get behind the wheel while intoxicated. People who have consumed alcohol can designate a driver or call a cab (Center for Disease Control and Prevention, 2013). As the old saying goes, friends never let friends drive drunk. Law enforcement can also use more checkpoints to check for intoxicated drivers (Center for Disease Control and Prevention, 2013). Statistics show that people who do not drink and drive are more alert and make better decisions traffic wise. Also, as many as 1500 to 3000 lives could be saved if there were more check points to judge drunk drivers and if more laws were put in place to punish drunk drivers. Imagine if the world did not have to face the threat or reality of drunk drivers. It can happen. On roadways, drivers could make the decision not to drive drunk (Center for Disease Control and Prevention, 2013). A designated driver or a taxi cab could be a lifesaver not only for a person who is intoxicated, but for others traveling on the road (Center for Disease Control and Prevention, 2013). What if true friends really looked out for friends and did not allow them to drive drunk? Now, imagine your family, perhaps a sister, a parent, or a friend driving while intoxicated. Could you stand to see the ones you love paralyzed as a result of an alcohol related accident? What if a classmate didn’t make it to graduation because someone else decided to get under the wheel of a car while drunk? These are things that no one should have to experience, but people experience the consequences every day when drunk drivers ignore the harm that they could do. In conclusion, the smart choice is to never drink and drive. Too many lives are senselessly taken each year to automobile accidents involving drunk drivers. Too much alcohol in the body impairs vision, reaction time, thought processes, and decision making. No one has to be a victim of DUI and drunk driving. Before you make the decision to drive while drunk, think about your life and what it means to you. Think about the life of your family and friends, and those you have yet to meet. A bad choice such as drunk driving could cause you to lose out on your future. It could cause you your life. A single life lost to drunk driving is one too many. We can change that here and now. Let’s make a difference. We can do it!

Critique of a research paper Essay Example for Free

Critique of a research paper Essay Issues that are to be studied during a research are usually expressed in a statement referred to as a research problem or research question (Lawn et al 2010). The researcher needs to have enough knowledge concerning the field in which he or she wants to contact a research in order for him or her to be able to come up with a research problem which is strong enough to be studied (Manzoni et al 2009; Partridge Dickey, 2009). The researcher is supposed to come up with ideas which have not yet been researched on or which needs further development for him or her to be able to come up with a researchable topic. In most cases the research question or problem helps the public to have better insights in the studied field and even fills some knowledge gaps that may be existing in that field. Thus researchers are supposed to do thorough research to know what has already been researched on for them to be in a better position to make some improvement on the knowledge that exists. The problem to be studied should be significant to the general public and the professionals in the field of study. According to this study the research problem was: the impact of poor essential newborn care practices on neonatal mortality in rural Karnataka. This research problem is relevant in any medical profession since it addresses an important issue, which affects many healthcare systems in the world (Lawn et al 2010). As outlined in the paper many neonatal deaths occurs yearly resulting from careless or lack of knowledge on how to take care of these neonatal. Even though the authors point out that some research has been performed on this research topic, they point out the need to understand the local settings of concerned regions for better interventions to be undertaken since child birth is often tightly linked to traditions of concerned communities especially in the developing countries like India. Thus their research problem is still relevant given that no research has been done in such settings. Research design The case study research has employed both qualitative and quantitative research design. In qualitative research designs, answers are given to experiences related to humans (Kain, Gardner Yates, 2009). Concepts like grounded theory, ethnography, case studies and phenomenology are covered in qualitative research designs (Manzoni et al 2009). This study used interviews to collect data. The interviews were recorded in text form which is a characteristic of qualitative research. Thus the research qualifies to be described as qualitative. The concepts covered in the study were ethnography and grounded theory. This is because in the paper, the researchers consider different ethnic groups found in rural Karnataka. Furthermore, the participants were interviewed on various cares they offer to neonatal after birth hence this cover the grounded theory concept since giving care is a social responsibility. Therefore the researchers were trying to answer the question on how different birth attendants carry out their services to newborns in rural Karnataka. Quantitative research involves collection of data in numerical form. The authors claim to have used this design to obtain preliminary data for carrying out qualitative research. Even though the authors state that they used quantitative research design it is not clearly stated the data collected since the paper only talks of administration of questionnaires of which we are not told the kind of information that was to be collected. Justification of use of both qualitative and quantitative research designs From the authors’ point of view, the use of quantitative design was aimed at providing evidence for need to carry out the qualitative research (Lawn et al 2010). It is also pointed out that the quantitative research confirmed earlier research on the same issue on neonatal mortality. Thus it seems the quantitative research was done to also confirm earlier studies on mortality related to newborn. On the other hand, the use of qualitative design is justified. This is because; obtaining data such as on breastfeeding, place of delivery, delivery hygiene, cord cutting, cord care, asphyxia and thermal care can only be done using qualitative methodology. Recruitment of study participants Recruitment of participants was based on pregnancy. All those who were pregnant and those who became pregnant during study period were allowed to voluntarily participate in the study. The study employed proactive research design for sampling purposes. This was used to prevent recall biases, which are common in retrospective research designs. Data collection Interviews, focused group discussions and questionnaires were used to collect data from eleven villages within rural Karnataka (Kain, Gardner Yates, 2009). The method used to choose these villages is not stated in the paper and thus we do not know whether it was done using statistical methods or not. Interviews which were done were semi structured (Partridge Dickey, 2009). They were thirty nine in total with thirteen targeting mothers who had delivered recently, ten targeting grandmothers, nine targeting birth attendants and seven targeting informants. The interviews to mothers lacked specificity in time frame especially to mothers who had delivered and therefore could have been prone to errors. In addition the authors do not outline on how they come with the different numbers that they administered the interviews to. Thus, the numbers may not be statistically significant. The five different questionnaires were administered to pregnant mothers at different times. Three of the questionnaires were administered prior to parturition, one was administered within five days after delivery and the last questionnaire was administered during postnatal period. It is not clear on how those involved in the delivery of the questionnaires knew when the mothers had given birth to administer them on time. In addition, the significance of the number of questionnaires administered is not justified statistically. Eight focused group discussions were undertaken in the study. Of these, three were among groups of mothers, two were among elders and one was carried out among birth attendants. The group discussions may have been exaggerated by some participants and therefore some of this data may be unreliable to some extent. Furthermore the choice of the number of discussion and the number of participants in the group discussion is not explained hence may be statistically insignificant (Jatana et al 2010). Data analysis From the paper, the authors state that they carried out framework in the analysis of their data. This is a type of data analysis is majorly used in the analysis of qualitative data. The versatility of the method allows it to be used in different qualitative data analysis. This method allows organization of data into structured transcripts. Credibility, auditability and fittingness The truths about the findings as judged by participants constitute the credibility of the study (Lawn et al 2010). This study is credible to some extent given that the source of data used to make the conclusion is not one, that is, pregnant mothers, birth attendants and grandmothers are utilized to get credible data (Kain, Gardner Yates, 2009). However, the choice of the numbers of those involved in interviews, group discussions and the number of questionnaires administered raises credibility issues on the research. Thus, clarity is required pertaining these issues in related studies. If the information presented in the report is accountable then the research is auditable. The coherent of the report determines the auditability of the research paper. The authors of this paper tried their best to remain focused on the problem issue. Thus the paper is auditable. If the participants are faithful then the paper is fitting. From the excerpts from the interviews presented in the paper, the participants seem to be real in relation to daily realities. Thus, the paper is fitting. References Lawn, J. , Mwansa-Kambafwile, J. , Horta, B. , Barros F. Cousens, S. (2010). ‘Kangaroo mother care’ to prevent neonatal deaths due to preterm birth complications. International Journal of Epidemiology, 39(Suppl_1): i144-i154. Kain, V. , Gardner, G. Yates, P. (2009). Neonatal palliative care attitude scale: Development of an instrument to measure the barriers to and facilitators of palliative care in neonatal nursing. Pediatrics, 123(2): e207-e213 Jatana, K. , Oplatek, A. , Stein, M. , Philips, G. , Kang, R. Elmaraghy, C. (2010). Effects of nasal continuous positive airway pressure and cannula use in the neonatal intensive care unit setting. Archives of Otolaryngology Head Neck Surgery, 136(3): 287-291.

The Shrm Can Support The Competitiveness Management Essay

The Shrm Can Support The Competitiveness Management Essay In 20th century, globalization as a set of belief or ideologies becomes infectious. An ideologies -concerned primary with maximization economics that give prominence to the roles of market forces along with the deregulation and privatization would lead the sustain economic growth, it defines as the process has speeded up dramatically in the last two decade as technological advance make it easier for people for people travel communicate and do business internationality. (Investor word, 2005) The issue generate some change to the world, first, The globalization has is increase the competitive rivalry from the domestic to the global, as over past 25 year the number of MNC(multinational Company) has increase eight fold and the foreign direct investment stock has increase twelve fold. The economic indicator reflects the reshuffling of the total business investment away from domestic to foreign largely through merger and acquisition (Cooke, 2005, p.283). Second, the firm are increasingly s eek to leverage the HRM to compete in global market, academic and practitioner alike has increasingly to explore international potential of SHRM (Bratton and Gold, 2007). Therefore, HR today is playing a lead role along with business function in creating necessary momentum and internal capability. This is arguing by the resources based theory of (Barney, 1991) it hold that as a firm resources are key determinant of its competitive advantage. The resources must be creating value and competitor difficult to imitate. (Refer appendix A) A model of related to the resources and competence, it shown that the capability for the competitive advantage requires Core competence and unique resources. It identify resource has 4 type, physical, financial, human resources, and intellectual capital and define the core competence as the ability of management to deploy their resources effectively which cannot be imitate by competitor. (Johnson, Scholes, Whittington, 2008). In order to manage employee for competitive advantage human resource management must possess competence relevant for effective implementing SHRM practise (Barney Wright, 1988). Is that so human resources policies and practices may be an especially important sources of sustaining the competitive advantage (Jackson Schuler,1995). The Emergent SHRM Strategy From the introduction, we already explain HRM can be identify as a tool to sustain competitive advantage But, how to it sustain the competitiveness, it can be explain by the Strategy Human resource Management, it is a process of linking the human resources function with the strategic objective of the organization in order to improve performance (Bratton and Gold, 2007). Snell et al (1996, p.62) defined it as an outcome as organization design to achieve sustainable competitive advantage through people .The growing interest in SHRM has develop primarily because many of the traditional sources of competitive strategy have been rely on, such as patent, economic of scale, access to capital and market expansion are being eroded by the market based competition (Nolan, 2002). Is that so, the Human resources approaches, how to recruit, sustain, motivate and integrate the staff toward the organization objective and how it adopt change environment has become an important issue on generating the competitive advantage of the company. It has been argue by the Guest (1997) model of HRM (refer Appendix B), there is a close link between HR strategy and general business strategy, Cost leadership, Focus, Cost reduction, through implement the suitable Human resources practise, which may generate the HRM outcome, Commitment, Quality, And Flexibility to the staff, and he believe after achieving the following policy goal, superior performance outcome will be provided (Bratton Gold, 2007). Harvard model (Beer et al,1984) also argue that the Human resources practise must keep in view on the stakeholder and business environment concerns, and achieve the employee Commitment, competence, congruence and cost effectiveness, which may generate the long term consequences result , individual will being afford, organization effectiveness. There are 2 approaches on developing the human resources strategy. Best fit approach, which argue that HR strategy will be more proficient when it is integrated properly with its specific organization and environment contract (Boxall Purcell, 2000), Baird and Meshoulam (1988) argue that the HR practise must fit the organization stage of development they describe as external fit or vertical fit. However, the most significant best-fit model has been one in which external fit is determined by the organizations competitive strategy, rather than its stage of development (Boxall and Purcell, 2000). Best practise approach, which is based on the belief that is a set of superior human resources practices which, If adopted will lead better organization (). Definitions of best practice are always drawn from research on the four preferred sub functions of undergraduate personnel psychology: selection, training, appraisal and pay (Boxall and Purcell, 2000). This means the Human resources strategy must involve the whole management structure or process, instead on just HR approaches Ideal Types Human resource strategy Bamberger and Meshoulam (2000), integrate the two main models of HR strategy, one is approaches focusing on the strategys underlying logic of Managerial control, the other one focusing on reward -effort exchange, arguing that neither of the two dichotomous approaches (Control and resources based) provide a framework able to encompass the ebb and flow of the intensity and direction of HR strategy. (refer Appendix C) The implication of globalization in Tourism industry, and the role of SHRM in Sustainable tourism development. As globalization also means increase in international division of labour, achieve through the international fragmentation of production as well as the political trend toward a more liberal economic order (Vesna,1999). Many company going to global, as company can gain competitive advantages by focusing on marketing and distributing while turning to foreign producer for manufacturing of their product. (Bourgeois et al ,1999). Tourism industries are not an exception, tourism is a phenomena base on travel pattern of people, technology and cultural value is a major vehicle or operative in effecting globalization process. (E,Wanda,Georges, 2002). But it face some challenge as development of foreign country may affect the local community and local business, Clark and Arbel (1993) cite several challenge such as communication difficulty, little control over regulatory legal, political decision ,political instability, different labour pattern cost ,product supplier ,religion custom work ,ethni c, language ,lack of code and standard. Rapid growths of tourism possess a threat to environment social and international relation. (Klancnik, 2003). Many of the NGO has aware of this issue, so they come out with global tourism development theory, Sustainable tourism development. UNWTO (2012) define it as tourism that take full account of its current and future economic, social and environment impact, addressing the need of visitor, the industry, the environment and the host community. UNEP and UNWTO (2005) encourage all country make sure their policy and action for its development and management fully embrace the principle of sustainability. Government also play an important role on it, it has many tools that can use for make a different such as the power to make regulation and offer economic incentive and the resources and institution to promote decimate goal practise. (UNEP UNWTO, 2005). Furthermore, The sustainable tourism is not just focus on the environment conservation issue, UNEP UNWTO (2005) define that are three element, economic sustainability, social sustainability, economic sustainability, where social sustainability is focus on respecting human right and equal opportunity recognizes and respecting different cultural and avoiding any form of exploitation. Therefore ,the global policy like human right, fairness in the work environment are become vital issue that organization need to pay attention, in the other hand David Ulrich and Brockbank (2005) argue that the role of employee champion in SHRM, we has to see the word through employee eye and all of their representation while the same time looking customer, shareholder and manager eye and communicate to employee what is require for through them to be success and creating value. Guest also argue that High employee commitment as a critical HR outcome, concern with the goals of binding employees to the organization and obtaining the behavioural outcome increase effort, cooperation and organization citizenship.(Bratton Gold, 2007) This shown that sustainable development require coordination of SHRM. In national level In 1995, international labour market conference state that tourism industry facing or acute shortage of skilled manpower and there are many obstacles as far as HR resources in tourism industry (Srivastave, 2008).In Malaysia, Ministry of Tourism and Ministry of Human resource are in charge of sustainable tourism development , where MOTOUR focusing on eco-tourism and ensuring the quality and sustainability product (NEAC, 2011), MOHR in charge of social sustainability where they promote equal opportunity in work place (MOHR, 2001). Tourism industry is the important contributor to Economy which generating RM 360 Billion in GNI (ETP, 2010). The government face a lot of difficulty when implementing the sustainable tourism development. First, the constrains on man power shortage of training opportunity and inadequate opportunity to learn and the appreciate the specific requirement for tourist (NEAC, 2011). Second ,high turnover, Globally the turnover rate is estimated range 60-300% annually which is far away than the 34.7% annual turn overrate in manufacturing industry.(Walker Miller, 2010).Third, the replacement of foreign worker and the confusing of Y generation to enter the industry, a survey of MOHR show that the gap for hotel are especially for worker in food and beverage segment front line as well as housekeeping staff are filled with foreign worker, (ETP, 2010) local graduate from Bachelors of degree in hotel management hardly guarantee the attainment of management position ,and some more they need to compe te with the local SPM low skill labour, this is different from other country. This situation has demotivate the local employee to enter the industry as Pendergast (2009) state that mentoring model that focus on individual development use the time span of 5 year career planning are one of the suggest strategy in Y generation value and motivator. Fourth low salary, average salary for tourism industry is RM 1084 per month, which is relative lower compare with other large industry in Malaysia (ETP, 2010), in result the local choose to enter the hospitality industry enticed by income prospect in market such as Singapore Macau or Hong Kong. (ETP, 2010). From the analyst above, I give out a hypothesis, how to enhance the sustainable tourism planning and sustain the competitive advantage of the Tourism and Hospitality industry, it fall back to, how the company or country adopt the Strategy human resource management by implement best human resources practises. The human resources practises Recruitment and selection, is a process where the organization attract and selected the right staff to the organization, an effective approach of recruitment and selection can help organization maximize the competitive advantage by choosing the best pool of candidate quickly and cost efficiency. (Kleiman, 2005). Training and development, in SHRM it is not just a process to develop the skill capability of the staff, but also provide learning environment and the employee own career and future development. There is a growing emphasis on viewing organization as a total learning system and finding its core competence which reveal its collective learning (Prahalad Hamel, 1990). Performance appraisal, it is a process to measuring and evaluate the performance and contribution of the staff, Tznier, et. al., (2000) suggest that organizations generally use performance appraisal for two broad purposes. First performance appraisals are used in administrative decisions such as promotions, salary allocations, and assignments. And second, performance appraisals are used as a tool for employee development processes such as offering feedback, critiquing performance, and setting goals for improvement. Effective human resources development may enhance the company competitive advantages. Employee involvement and relations are the complex set of human resources practices and organization culture that seek to secure commitment and compliance with organization goals and standard through effective communications employee involvement, employee right and managerial disciplinary action (Bratton Gold, 2007). Reward, it is the process to recognize the contribution of the staff, proper reward strategy may motivate and retain the employee, eventually enhance the performance of the employee to the organization. Motivation is an important HRM function to join and stay talented worker and performance better and do extra to the organization, is one of the most important part for organization to focus on develop and sustaining competitive advantage.(Ahmad Khalaf, 2009). How company adopt SHRM by implement human resources practise are shown below. In tourism Industry The recruitment and selection play an important role on an organization, especially in the human based tourism and hospitality industry, and it place an important role on SHRM strategy planning as well as the best practise and best fit approaches, as employee replacement cost are high, make finding the right person to an organization imperative form both cultural and financial standpoint (Credit union Management, 2012). Therefore it is important for an organization to take full attention in the need of generate interest to employee apply the job, and the people who apply are capable to fulfilling the role in the employment (Bratton and Gold, 2007), as bad hiring practise can hurt your business (Lawson, 2012). evidence are shown in the tourism industry Malaysia, Small travel agency in Malaysia didnt provide the proper job specification, and fail on applying the best practise on Recruitment and selection policy, from the detail above, their employee are feel threatened by the entry of low qualification foreigner worker, low salary, and no clear career pathway provided, therefore they are unwillingness to enter the local market, in result cause high turn-over, lack of professionalism, High turn-over rate may lead to erosion of the company implicit knowledge base (Coff, 1997) affect company competitive advantage. (Delery Dotty, 1996). Unlike the Tourism Industry in US, Walt Disney, their SHRM practice pursue Commitment HRM strategy Bamberger and Meshoulam (2000) they not just provide attractive salary, they also care about the employee future career, until they retired .The salary provided is negotiable based on where employee stay, they introduce save for 2 morrow programmes to secure when retired employee, they provide more than 10,000 online reference materials and resources, instructor-led classes, performance support systems, and education reimbursement for job-related degree programs to develop employee future, the reward are based on performance recognize e mployee contribution, (Disney, 2012), the purpose of organization is to generate a innovated and creative learning culture of the organization which the employee may share the knowledge in meeting (Bratton Gold, 2007), it may enhance the organization competitive advantage ,as knowledge is intangible and difficult to imitate, Grant (1996) suggested that knowledge is the significant competitive asset that the firms possess . Barney (1991) also argue that it hold that as a firm resources are key determinant of its competitive advantage, and the resources must be creating value and competitor difficult to imitate. In Airlines, Multinational company Air-Asia pursue commitment HR strategy with locus control by outcome of the staff and focus on the internal development of the staff(Bamberger Meshoulam, 2000) to support its no frills strategy ,although it average salary is low for the reason of cost redundancy , but the staff may be retained , whereby it conduct pilot training programme for the Cabin crew to train as the first class officer (AirAsia, 2006), it set up an one stop Airasia academy to train the multitask staff(AirAsia, 2006), it promote knowledge environment , and everyone is in the same height regardless of your position , they adopt fresh new ideas (Airasia, 2012).it promote, The Next Generation Leaders programme looking for intelligent, young professionals, who lead active lifestyles and who breathes passion into all endeavours (Airasia, 2012). it provide performances related bonus ,recognize the contribution of the staff, and it provide work-life balance, where the staff only need to work 5 d ays a week (Airasia, 2012), as result commitment, quality and flexible staff may improve the productivity of the organization, and which fix the leanest cost structure business level strategy of Air-Asia (Airasia, 2012b), it has been prove by Guest (1989,1997), only when a coherent strategy directed toward the 4 policy goals fully integrated into business strategy and fully sponsored by the line management at all level is applied will high productivity and related outcomes sought by industry be achieved (1990, p.378).There is why now Air-Asia develop so rapidly and can become a leader of Low cost carrier Airline in the world . In Food and beverage industry Marry brown in Malaysia make use of traditional SHRM strategy as it mission was to improve the standard growth of the organization and maximize the sale and profit through its structured franchise system. (Marrybrown,2007a),The training they provide are focus on service quality, improve productivity (Marrybrown, 2007b),in India they tend to recruit external staff to maintain their service quality, the minimum requirement for a customer service crew is diploma, by using the attractive based salary and benefit reward examples, meals allowance, to attract and retain employee(Marybrown, 2012), in control system, the franchisor will make a regular visit on business review, market development and general business coordination (Marry brown 2007b).The purpose of this strategy was aim to process based control , in which close monitoring by supervisor and efficiency wages ensure adequate work effort. (MacDuffie, 1995).The traditional HR strategy or Best fit strategy has enhance the company gro wth rapidly, Marrybrown is now the largest home-grown QSR chain with over 300 restaurants in Malaysia, Azerbaijan, China, Bahrain, India, Indonesia, Iran, Kuwait, Maldives, Qatar, Saudi Arabia, Sri Lanka, Syria, Tanzania and the United Arab Emirate(Zazali Musa, 2012). Macdonald make use of resourced based model HRM strategy to sustain it mission customers favourite place and way to eat, which focus on 5 area, product prices, place people and promotion .(Macdonald, 2012a). The Manager had seen Human resources as an asset rather than a cost (Bratton Gold, 2007). In recruitment and selection process, the company make use of Macdonald Green Select, which consist of proven psychological profiling and behavioural assessment , which is Myes Briggs type indicator, Emotional intelligence prevue and the work personal index, aim to meet the candidate with enough competence to fix organization objective. (Mcdonald Green Human Resources, 2010), in employee involvement and relation, it promote manager mobility programme where the manager has the opportunity to work in any outlet of the world .(Mcdonald, 2012), Lashley(1994) commence with a survey of various claims made for employee empowerment as a means of winning commitment of frontline staff to delight cust omer with excellent and hence maximizing the profit of the business. In training and development the company promote lifelong learning , where the employee may has the opportunity to join the leadership programme, even-though has the opportunity to train in Hamburger university to enhance their career development, in the internal development programme mentoring are provided, program incorporates the latest technology features of both informal and formal mentoring approaches, providing a virtual environment to encourage Career Engagements. (Mcdonald, 2012), Payne and Huffman (2005) suggest that mentoring can enhance positive commitment and reduce labour turnover. in result the afford of SHRM approaches has successful benefit the company on reaching their business objective. According to the report, 20 % of the franchiser is start as a crew, 70 % of the work proud to work at the company (Hand, 2008). From the detail above, we may aware, different industry and different organization may use different SHRM practise, and it is varies on their business objective, like Airasia, because of the no fills strategy, the company choose to pursue the commitment strategy to improve productivity and reduce turn over, Walt Disney tend to achieve their innovative and creative business objective develop immitigable competitive advantage, so its focus on knowledge management, all of them has successful develop their own competitive advantages, so it prove that , my hypothesis is correct, where the SHRM play an important role in sustain the company competitive advantage , and sustainable tourism development, as they care of employee future development. The limitation of SHRM Since we know the SHRM can enhance and sustain the company competitive advantages but it meets some limitation, first lack of consideration of Culture in global market. As Strategic international human resource management has increasingly consider a key differencing factor between loser and winner in the Multinational Company (MNC) since 1990. (Schuler et al , 1993). Strategic international human resources management is a step further than SHRM, recognize that is a need to differentiate HRM across country culture ,an area there is increasingly being recognize as a course of business success or failure (Deresky,2008). Second, the SHRM may focus on the competitive strategy implementing, disregard the internal development, example like Traditional HR strategy may be adopted by management when there is certainty over how inputs are transformed into outcomes and/or when employee performance can be closely monitored or appraised(Bamberger Meshoulam, 2000), it is argue that at contingency analysis relies on external marketing strategy , and disregard the internal operation strategy that influence HR practise and performance. (Purcell, 1999). Third ,lack of HR expertise, David Ulrich (2005a) the HR guru once argue there are key role require in HR, business partnership, administrative expert, change agents , employee champion. According to the CIPD HR survey report (2003), among 1200 HR survey respondent, third of practitioners see their primary role as business partner ,slight fewer see themselves as change agent, 4 per cent seen them as the administrative expert, finally is the employee champion. this situation may pollute the SHRM strength on sustain the competitive advantage, as the employee champion seen to take grant one of the central nostrums of normative models of HRM, that employee well-being and organization goal can always be align (Tyson, 1995). Fourth the optimistic of HR manager, we cant avoid that that is a potential due to the personnel role of the decision maker, may affect the effectively of the SHRM strategy implementation. it is argue by Legge (1978) identify 2 strategy , the conformist innovator and the deviant innovator, the conformist manager attempts to fulfil the requirement of the senior management , the deviant innovator subscribe to a quit different set of norms, gaining credibility ,and support the ideas driven by social value rather than strict economic criteria (Marchington Wilkinson, 2005). Conclusion Although there are some limitation, but I conclude that, the SHRM still remain as the important tools for generating the competitive advantage , as we may aware ,that the traditional competitive strategy by Porter(1980) cost leadership , differentiation , and Focus has become common and being eroded by the competitive market(Nolan, 2002), and the unique characteristic of SHRM are effectively for sustaining the competitive advantage nowadays, it can be explain by the resources based approach (Appendix D) , where there are 4 element to sustain competitive advantage, rare, value, inimitability, non-substitutability. The human resources can create value to the organization , where specific skill and capability each employee held will provide more and less value depend on the market in which the organization operate (Johnson,2009). The human resources can be rare, like the management style, the leadership and close relationship, and the unique human resources practice. An organization that employed people with higher cognitive ability compared to their competitor will be more likely to gain competitive advantage through their rare resources (Wright et al, 1994). The human resource can be immitigability, and non-substitutability, example like the knowledge and the know-how skill develop, the competitor may find difficult to imitate. Amit and Shoesmake (1993) emphasis the strategic important of managers identify, ex ante and marshalling a set of complementary and specialized resources and capability which are scare, durable, not easily trade and difficult to imitate. Furthermore I suggest, if a company are tend to extract the global market, they should more concern about the international strategic human resources management , when implementing the human resources practise, as culture and the legal perspective of country may be varies. Schuler et al (1993) once argue that, there four component we has to consider when apply the SIHRM, the exogenous factor, the endogenous factors SIHRM practices, the goals of the multinational company, the exogenous are related to the industry and the domestic characteristic (culture ), the endogenous is regarding the MNC internal own capability and culture, SIHRM issue, is regarding the issue of tendency of coordination, local or global responsiveness, and the goal of the MNC is regarding the profitability and the shareholder interest, as last I reemphasis, the SHRM is the essential tools for sustain the competitive advantage, therefore the manager must integrating the SHRM on the business level or corporate level strategy planning as we has proved that SHRM are the driver for the sustainable and developing of the competitive advantage. Referencing Ahmand, A. R., Khalaf, T. (2009) Achieve competitive advantage through job motivator, Accounting and Business Department, 20(2), pp.105-107. AirAsia. (2006) Airasia Annual report 2006. Malaysia. Available at: https://www.airasia.com/iwov-resources/my/common/pdf/AirAsia/IR/AA%20Corporate%2006.pdf (Accessed: 19 April 2012). Airasia. (2012) We are Hiring. Malaysia. Available at: http://www.airasia.com/my/en/corporate/careers_10reasons.page (Accessed: 20 April 2012). Airasia. (2012b) Investor Relations. Malaysia. Available at: http://www.airasia.com/my/en/corporate/irstrategy.page (Accessed: 20 April 2012). Amit, R., Shoemaker, P. J. H. (1993) Strategic assets and organization rent, Strategic Management Journal, 14, pp33-46. Baird, L., Meshoulam, I. (1988) Managing two fit of strategic human resource management, Academic of Management Review, 13(1), pp.116-128 Bamberger, P., Meshoulam I. (2000) Human resource Management Strategy. CA: Sage. Barney, J. B. (1991) Firms resources and sustained competitive advantage, Journal of Management, 17(1), pp. 99-120. Barney, J. B., Wright, P. M. (1988) On becoming a strategic partner: the role of human resources in gaining competitive advantage, Human Resources Management, 37(1), pp. 31-46. Beer, M., Spector, B., Lawrence, P. R., Quin, M. D., Walton, R. E. (1984). Managing Human Asset. New York: Free Press. Bourgeois, L. J., Duhaime, I. M., Stimpert, J. L. (1999) A Managerial Perspective 2nd. Fort Worth: The Dryden Press. Boxall, P., Purcell, J. (2000) Strategic human resources management: where have we go from where we are going, International Journal of Management Review, 2(2), pp. 183-203. [Online]. Available at: (Accessed: 20 April 2012). Bratton, J., Gold, J. (2007) Human resources management. London: Palgrave Macmillan. CIPD HR survey report (2003) Where we are, where we are heading [Online]. Available at: (Accessed:22 April 2012). Coff, R. W. (1997) Human resources assets and management dilemmas : coping with hazards on the road to resources based theory, Academy of Management Review, 22, pp. 374-402. Cooke, W. N. (2005) Exiting power in a prisoners dilemma: transnational collective bargaining in an era of corporate globalization, Industry Relation Journal, 36(4), pp. 283-302. Delery, J. E., Dotty, D. H. (1996) Modes of theorizing in strategic human resources management : test of universalistic , contingency, and configurationally performances predictions, Academic of management Journal, 39, pp. 802-835. Deresky, H. (2008) International Management. New Jersey: Person education Inc. E. Wanda George. (2002) Tourism, globalization and sustainable development : Are these contravening concepts. Canada: Lifestyle Information Network . Available at: http://lin.ca/Uploads/cclr10/CCLR10-34.pdf (Accessed: 15 Mar 2012). Economic Transformation Programmes . (2010) Revving up the tourism industry. 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Science vs. Religion Essay -- Religious Science Creationism Essays

Science vs. Religion Since the dawn of man, humans have striven to explain the many mysteries of the universe, and to justify our existence in it. Throughout this journey of self-understanding, numerous standpoints on human existence have evolved and merged into a complex, abstract manifestation called religion. However, as the human race has grown and advanced itself, many ideas expressed by religion seem less and less plausible. Advances in science and technology have yielded a new breed of human thought that has disturbed and shaken the foundations of religious ideology. Our new, scientifically grounded understanding of the universe has unfolded a plethora of answers to age-old questions, which are antithetical to the explanations offered by religion. As strong scientific evidence has surfaced which is contrary to the prevailing religious view, open-minded believers have adapted their beliefs accordingly, but many fundamentalists refuse to accept scientific evidence. This is the root of the dilem ma between science and religion. Many philosophers and theists have offered their views concerning the ongoing battle between science and religion. Reconciliation between science and religion is impossible, because the claims made by religion and the evidence provided by science are so extraordinarily different. The advance of science has caused many theists to compromise traditional religious beliefs in order to facilitate scientific evidence, thus proving that scientific explanations of the universe are more plausible than the rationales offered by religion. An excellent example of this can be seen in the question of the age of the planet Earth. According to religious theology, the Earth is less than ten thousand years old. However, there is an overwhelming amount of scientific evidence that proves the Earth to be many billions of years old. Many religious thinkers have responded to this evidence, by claiming that the methods used to ascertain the Earth's age are inaccurate. They argue that radioactive dating; a widely accepted method of determining the age of rocks, is inaccurate because there is no available rock sample of a known age, which the method can be calibrated to. However, this argument is obsolete, because the only calibration required to find the age of a rock is the measurement of decay rates, which can be found in the laboratory in... ...ith. Many theists point out that certain aspects of nature are also invisible, such as gravitational fields and magnetic fields (Foster 60). However, a parallel cannot be drawn between the invisibility of these natural phenomenons and the invisibility of god, because these aspects of nature can be measured. God, on the other hand, cannot be proven to exist through empirical evidence. If scientific evidence exists that refutes the teachings of the bible, then why do people believe in religion? Religion gives humanity a sense of security, a sense of individual purpose, and most importantly, brings people together. Arguably the most important aspects of any valid religion is its belief in a code of conduct, a set of moral teachings that define how people should behave towards others. Religion is one of the major ways one generation passes on its values and morals to each succeeding generation. Religion has also been viewed as a way to control the masses. According to Karl Marx, "Religion is the opium of the people" (Microsoft Bookshelf CD-ROM 1998). Despite the scientific arguments that challenge the teachings of religion, religion will always remain an institution in our society.

stop spanking: save the children Essay examples -- essays research pap

Spanking has been used for many years and it must come to an end. Also known as corporal punishment, spanking is most often used as a form of discipline. Although it is said to have some benefits, the negative consequences far outweigh the good. According to Dr. Wilson and Dr. Lyon, â€Å"physical punishment delivered in anger with the intent to cause pain is unacceptable and dangerous to the health and well being of the child.†( Guidance for Effective Discipline, online) It is important for spanking to stop because it is ineffective, causes more problems and because there are other options to consider. While many parents are still spanking their children when they are being naughty, they do not stop to consider how effective this method is. Is this method really working? A question Dr. Phil McGraw asks is: what does a child learn by being hit?(Three Questions to Ask Before Spanking, online) The answer to this question is different for every child, but in many instances you are telling your child that violence is acceptable and that it is an okay way to react when you’re mad .(Three Questions to Ask Before Spanking, online) Although commonly used throughout households with children, not much can be said for spanking’s long term success. To begin with, the only way to maintain the original effect of spanking, is to increase the force with which it is delivered. This can quickly escalate into abuse. (Guidance for Effective Discipline, online) Using spanking as a method can turn into a quick fix whenever the child misbehaves, rather than using other rational techniques fo r each scenario. Finally, positive reinforcement and other discipline techniques are more difficult to implement when spanking has been used as a primary method of discipline. (Guidance for Effective Discipline, online) As might be expected, the lack of effectiveness also leads to negative consequences and more problems.   Ã‚  Ã‚  Ã‚  Ã‚  Continued use of spanking can lead to some harmful effects and long lasting negative lessons. It is common knowledge that children learn from what they are taught. What lessons would the like our child to learn from spanking? According to L.D. Eron, â€Å"spanking models aggressive behavior as a solution to conflict and has been associated with the increased aggression in preschool and school children.† (Guidance for Effective Discipline, online) The c... ...ful. Spanking must stop, because no child should die at the hands of their parents. Works Cited Cohen P. â€Å"How can generative theories of effective punishment be tested?† Pediatrics 1996; 98:834-836 Graziano AM, â€Å"Subabusive Violence in Child Rearing in Middle-class American Families.† Pediatrics 1996; 98:845-848 Eron Ld â€Å"Research and public policy†. Pediatrics 1996; 98:821-823 McGraw, Phil M.D. â€Å"Age-Appropriate Discipline Techniques†[Online].Available http://www.drphil.com/advice/advice_landing.jhtml?section=Parenting (accessed July 4, 2005) McGraw, Phil M.D. â€Å"Spanking Research†[Online].Available http://www.drphil.com/advice/advice_landing.jhtml?section=Parenting (accessed July 4, 2005) McGraw, Phil M.D. â€Å"Three Questions to Ask Before Spanking†[Online].Available http://www.drphil.com/advice/advice_landing.jhtml?section=Parenting (accessed July 4, 2005) Strauss Murray PhD et al. â€Å"Spanking by Parents and Subsequent Antisocial Behavior of Children.† Archives of Pediatrics & Adolescents Medicine 1997 Wilson DR, Lyman RD â€Å"Time-out in the treatment of childhood behaviour problems: implementation and research issues† Child Family Behaviour Therapy 1982; 4: 5-20