Education On Health Promotion Essay

Q. 1 Validity is said to be the power to convince about the conclusions that have been found. It is the strength that the conclusion has to convince others on the facts that have been outlined. There are said to be four types of validity namely external, conclusion, construct and internal validity (http://www. brainyquote. com). The external validity is about the ability to generalize the findings to other settings, the conclusion looks for a relationship between the outcomes and the program, the construct validity determines the presence of a relationship between concepts in a study and an actual casual relationship and finally the internal validity looks for the relationship between the study object and the outcomes of the study. On the other hand, reliability is said to be the ability to get the same results over and over again when performing the same test at different times (http://www. asiamarketresearch. com). It is said to estimate how consistent your measurements are. For a tool of measurement to be reliable, it has to give the same results when used at different times by different people to measure the same thing. It can be tested through using different questions that measure the same thing to see if the answers are consistent while the test/retest method means getting the same findings for the same test done at different times but under the same conditions. Validity and reliability will be used in the dissertation to test the conclusion. First checking on the reliability of the tools of measurements does this. This ensures that the data provided for the study is to be trusted as being correct. It also helps eliminate the data that contains some inconsistencies. Once all the reliable data has been compiled, it can then be used to arrive at some conclusion. This conclusion will be valid if all the measurements that have been done have involved the data that was supposed to be measured. If one has been using the correct data using reliable tools then the conclusion will be a valid one. The correct questions have to be asked in relation to the topic and the measurement tools have to be reliable for the conclusion to be valid. Q. 2 When starting a project one begins with choosing a topic on which to research on (http://www. ri. net/schools/East_Greenwich/research. html). This topic should not be too general as to include subjects that are not relevant to the researcher instead it should be very specific on what is to be research on. When choosing a topic, one uses the tool of research called the â€Å"human mind†. This is because a topic is chosen according to how the researcher perceives the surroundings and thus requires reasoning and analyzing which uses the brain. Next is gathering the relevant background information concerning the topic. This can be done through the use of the computer and its software. It is done to get the most basic information on the chosen topic. This information can be supplemented by the use of the library where one can find encyclopedias among other sources. This information is used to refine the chosen topic (http://www. ri. net/schools/East_Greenwich/research. html). If there is need to change the research topic it is done now. After revisiting your topic, you now need to gather the information needed. This is done by the use of the computer and the library. This information is then supplemented by fieldwork, which uses different methods of gathering information. This is done to confirm or challenge the statistics gotten from the library and computer software. While conducting the field research, one has to estimate the reality of the tools of measurement so as to ensure the information gotten is correct and in the process eliminate those, which contain errors after this is done, the information is coded and analyzed. The information is now ready for use to get the conclusion and then organize it to be able to write it in a way that the reader will understand. When it comes to the writing part, the language to be used has to be chosen carefully. It has to be a language accessible to all the presumed readers. The research is then written and is used to justify the problem statement and why the project should be undertaken. The conducting of a research and writing of a dissertation are the actual start of a project. This is because they justify the reason why the project can now start. All the six tools of research are used to ensure that the information provided in the research is reliable and valid. One can only gain experience in the use of these tools by conducting many researches. By writing dissertations and research papers, one ahs to use these tools and in so doing gets a lot of experience in their use. Over time one gets to learn how to use the various tools. When it comes to computers, one has to solicit the help of computer experts an also using the help icon in the computer. For a researcher, it is very useful to join research projects as an assistant researcher. This ensures that one gains a lot of experience and by working with an expert researcher one is able to pick up quite a number of tricks in the research field. Also as a research assistant, one does a lot of work and so is able to come up with new and more effective ways of using the tools of research. On top of this, one is able to choose which tools they can use best and which ones they need to work on to understand how they are used. To learn to be an expert researcher, one can only go through the above mentioned process of first becoming a research assistant. The expert researcher has to be able to use the six tools of research namely the human mind, the computer and its software, the statistics, the traditional library, tools of measurement and the language facility. It one has gone through the process of becoming a research assistant, there is knowledge gained from constant use of the tools and one can then be able to decide which tools they are most comfortable using. All the tools are important and necessary to any researcher but the order of importance assigned to each tool is what differs from researcher to researcher. It is only through experience of having worked on many research projects does one become competent in the use of all the tools and so that is what any novice researcher concentrates more on. Q. 3 The dissertation topic is education on health promotion.  From the interview with the researcher, I have learned how to use the six tools of research in the dissertation topic. By using the human mind, the topic, which is education on health promotion, was chosen. Using the computer and its software, the topic will be researched on and the basic knowledge gathered. Since the topic has enough materials to be used, it will not be changed. The information is then supplemented with that from the traditional library. After the topic has been re-affirmed, the field information will be collected and this will be done by using tools of measurement that are reliable (http://www. ih. gov/news/researchtools/). Once the information has been collected, it is then analyzed, cleaned and coded. The findings will now be used in writing the paper. When writing the paper the language to be used has to be that which the targeted readers can understand. When writing one has to avoid plagiarism and ensuring that any information from other sources is cited will do this. The paper must be in the proper format and should include all the parts of a project paper. The conclusion will have to support the topic and reason for the research. It will therefore have to support education on health promotion

Financial Structuring at Euro Disney

Financial structuring at euro Disney 1984-85 Disney negotiates with Spain and France to create a European theme park. Chooses France as the site. 1987Disney signs letter of intent with the French government. 1988 Selects lead commercial bank lenders for the senior portion of the project. Forms the (SNC). Beings planning for the equity offering of 51% of Euro Disneyland as required in the letter of intent. 1989 European press and stock analysts visit Walt Disney World in Orlando. Being extensive news and television campaign. Stock stars trading at 20-25 percent premium from the issue price.The layout of Euro Disneyland Euro Disneyland is determinedly American in its theme. There was an alcohol ban in the park despite the attitude amoung the French that wine with a meal is God-given right. Designers presented a plan for a Main Street USA, based on scenes of America in the 1920S. Eisner decreed that images of gangsters and speakeasies were too negative. Thiug made more ornate and Victor ian than Walt Disney’s idealized Midwestern small town. Main Street remained Main Street. Steamships leave from Main Street the Grand Canyou Diorama en riunte to Frontierland.It was replaced by a gleaming brass and wood complex called Discoverland, which was based on themes of Jules Verne and Leonardo da Vinci. Eisner ordered $8 or $10 million in extras ti the â€Å" Visionarium ’’, exhibit, a360-degree movie about French culture which was required by the French in their original contract. With the American Wild West being so frequently captured on film, Europeans have their own idea if what life was like back then. In Fantasyland, designers strived to avoid competing with the nearby European reality of actual medieval towns, cathedrals, and chateaux.The park is criss-crossed with covered walkways. Eisner personally ordered the installation of 35 fireplaces in hotels and restaurants. Children all over Europe were primed to consume. Even one of the intellectuals who contributed to Disney-bashing broadsheet was forced to admit with resignation that his 10year-old son † swears by Michael Jackson † At Euro Disneyland, under the name † Capital Eo,† Disney just so happened to have a Michael Jackson attracting him. Disney expected to serve 15000 to 17000 meals per hour, excluding snake. Menus and service system were developed so that they varied both in style and price.There is a 400 seat buffet, 6 table service restaurant, 12 counter service units, 10 snack bars, 1 Discovery food court seating 850, 9 popcorn wagons, 15 ice-cream carts, 14 specialty food carts, and 2 employee cafeterias. Food service will reflect the fable's country of origin: Pinocchio's facility having German food; Cinderella's French; Bella Notte's, Italian and so on. Many Europeans don't care much for very spicy food, Tex-Mex recipes were toned down. A special coffee blend had to be developed which would have universal appeal. Hot dog cart would refle ct the regionalism of American tastes.

Book Report Assignment Example | Topics and Well Written Essays - 500 words

Book Report - Assignment Example They believed this would be achieved only when the power was shifted back to the worker, consequently, ending the country’s inclination to a being run by the capitalist elite rather than a democratic state. Foner shows how the public’s sensed of a power imbalance in the country leading to the populist movement, which sought to address the problem by ensuring there, was equality. This will mean that the public will have more voice in the crucial sectors in the country in that there were reforms in the country’s economic systems and policies. The populist movement, which can be traced to rural America, involved both whites and the black populace. The movement aimed to make certain that the apprehensions of both parties were addressed and that there was equality in the land. This was through uniting the interest of both parties and presenting them through a united front. The mobilization of this movement was done mainly during social events like picnics among other social avenues (Niemi, William, and Plante 217). These meetings provided a platform for the spread of the populist agenda. The women were also involved in the process hence removing the gender barrier. The populist movement ensured that the society was equal in that the interests of all the parties were encompassed in the movement’s agenda (Foner 213). The populist movement attempted to bring equality to America. With the country’s rise to being a super, power its responsibilities in term of ensuring equality in and outside its boundaries. This wa s through the stop of imperialist expansion, which was a threat for the liberties of other nations. Through this America ensured that there was equality for the small nations and the mighty ones. Foner also explores the significance of the progressive era. The progressive era involved idealists who aimed to reform the political process. They noticed

Managing markets Essay Example | Topics and Well Written Essays - 1000 words

Managing markets - Essay Example "Customer relationship management teaches the tools that are needed to reach a customer in a way that instills trust and confidence. Some of these tools include methods in the way the customer is approached. Building up a level of common ground with the customer is an effective way to start building that confidence. Studies show that people are drawn to what they are attracted to. When a customer is approached by a salesperson that is confident, well dressed, and can communicate well, they are more likely to listen from the beginning to the end" (StreetDirectory). The customer relationship strategy can either be an IT-based or a staff-based solution. Markets with low contact such as through the internet should employ an It-based solution, while markets with high contact such as a high-fashion shop should employ a staff-based customer relationship strategy. The other necessary to a successful customer relation is of course the staff. Being the people who have direct dealings with the customers, the staffs can make or break customer relations. If the service is excellent, then customers will be encouraged to return, as opposed to an ugly and disrespectful service. To maintain an effective staff, the management has a very active role to do. First important thing to have is a good salary. It is understandable that a good salary breeds contentment and loyalty. Second is good working condition. Inevitably, the working condition affects the mood of the workers. A good working condition lightens up things for the workers and this is conveyed to the customers. Lastly, a good management brings a smile to the staff. With a good management, staffs find it more enjoyable to work. Conclusion Customer relation has its roots from the management. This is transcended into the employees and staff and conveyed to the customer. An excellent service, coupled with information technology would both boost relationship with the customer. Works Cited StreetDirectory. Importance of Customer Relationship Management. 9 September 2009 . TechTarget. http://searchcrm.techtarget.com. 9 September 2009 . Public Relation and Social Networks Introduction Public Relation is the deliberate, planned and sustained effort to establish and maintain mutual understanding between an organization and its publics. "The main goal of apublicrelationsdepartment is to enhance a company's reputation. Staff that work inpublicrelations, or as it is commonly known, PR, are skilled publicists. They are able to present a company or individual to the world in the best light. The role of apublicrelatio

Market Entry Proposal of Xiaomi in a country you choose Essay

Market Entry Proposal of Xiaomi in a country you choose - Essay Example The growth of Xiaomi in its native China is extraordinary and now strategizes on extending its tentacles into the United Kingdom market. Information provided flurry, a mobile measurement and advertising company, Xiaomi is providing a serious threat to the stability of Apple in both the Asian and Chinese market. Based on this success, the company has ambitious plans to penetrate fully into the United Kingdom market and cut its niche. The quantity of Xiaomi installed base of phones continues to increase tremendously quadrupling from half of the last financial year. Xiaomi is now a serious competitor in both the mobile phone and Smartphone industry. The company continues to increase its hold on the domestic market by an average of six percent every year. To understand the attractiveness of Xiaomi at the national level, a person needs to review the resource-based view that considers the VRIN characteristics. This is a methodology of assessing a business company such as Xiaomi considering its approach strategy. This paper considers the approach strategy applicable to Xiaomi while making entry into the United Kingdom market. Primarily, VRIN describes the company as a bundle of resources (Wilson, 1980, 39). The resources and the mode of combination set the business company apart from the rest in the competition. It takes an inside-outside mechanism of evaluating a business company. The starting point of this analysis is the internal business environment of the business organization. Resources owned by Xiaomi entail all assets, capacities, processes of organization, company attributes, knowledge, and skills. Currently, Xiaomi controls seven percent of the Chinese market considering the fact that this is the largest Smartphone market in t he world. This is a new position after overtaking Lenovo and HTC, which dominated this market in the previous two years. The Smartphone business is only three years old and yet Xiaomi is

Revolutionary Materials in the Industry Essay Example | Topics and Well Written Essays - 250 words

Revolutionary Materials in the Industry - Essay Example Zeoform’s application ranges from jewelry and musical instruments to structures and interior design. Zeoform is wood-like in texture and can be molded into a very vast range of products. This material is fully non-toxic. Zeoform is biodegradable and is formed by locking up of the molecules of carbon collected from waste into very ecstatic functional things. Zeoform is a revolutionary material because it is not a one of its kind material, but is also environment friendly as it is formed from the processing of waste. Zeoform â€Å"is a ‘game-changing’ technology that will generate a new global industry – much like plastic did in the post-war years. A ubiquitous, eco-friendly material used on all continents in nearly all industries to produce endless, innovative consumer products† (Wheeler cited in Zarkham). Zeoform’s raw materials are in abundance and process of manufacturing is fairly simple. Because of these factors, Zeoform is cost effective and is competitively

Amtrak Essay Example | Topics and Well Written Essays - 500 words

Amtrak - Essay Example The company’s train service connects nearly 500 destinations in 46 states. The company information indicates that Amtrak served 30.2 million passengers and achieved ticket revenue of $1.9 billion in 2011 fiscal year (AMTRAK, 2008). It would be recommendable for the Amtrak to introduce its railroad services to Denmark, one of the most developed economies in the world. Although Denmark is an economically and industrially developed country, its railroad industry is still struggling to provide superior services to passengers. â€Å"Railroad transport is not competitive in Denmark and is only being sustained by higher subsidies than other modes of transport† (OECD, 1999, p.77). Denmark remains to be one of the Western European countries with limited number of long distance bus transpiration. Today, a large number of passengers depend on bus transportation for their journeys, and hence Amtrak services are most likely to be accepted by the Denmark’s railroad passenger industry. Currently, the country has roughly 2,600 km of railway lines and passenger trains are a common mode of transport in Denmark. In addition, the country has well developed infrastructure facilities, which is a vital element for railroad passenger industry. Denmark has some major rail connections to its adjacent countries including Germany and Sweden. Although there are numerous positive factors for Amtrak to introduce its services in Denmark, some operational barriers exist in the new global country. The OECD report (1999, pp. 77-78) reflects that increased governmental regulations have become a growth impediment to Denmark’s railroad passenger industry. The report also points out that Denmark does not effectively seize transportation opportunities provided by its neighboring countries. As a result, such government level restrictions may limit the operational efficiency of the company in Denmark. In addition, Denmark has only limited number of electrified

Micro8 Essay Example | Topics and Well Written Essays - 1000 words

Micro8 - Essay Example e Americas Cup sailboat races increases interest in sailing, it will have two effects: raising the equilibrium quantity and raising the price of sailboats. There will be a shift towards the right for the demand curve, driving price and quantity. b) If producers expect the price of sailboats to rise next year, there will be two effects: the lowering quantity supplied and raising the price of the sales boat. The will be a leftward shift of the supply curve. c) If the cost of fiberglass used in the production of sailboats increases the supply of the sailboats will lower and the price will increase. The supply curve shifts rightward driving the price and quantity as indicated in the graph. a) Price elasticity of demand for food is higher in Tanzania than United States because of the difference in average income. The larger the amount of income spent on food purchases, the larger is the price elasticity of demand for food (Parkin, 2007, p.93). The average income in Tanzania is very low when compared to that of United States, implying that the proportion of income spent of food is large. This high price elasticity imply that much of the income in Tanzania is spent on food purchases while only a small amount of income is spent on food in US. Note that the high price elasticity does not mean that food purchases in Tanzania are more compared to US, but only indicate income spending on food. b) Tax on gasoline will provide more tax revenue than tax on restaurant meals. This is because gasoline does not have really close substitutes like restaurant meals. Despite the price changes in gasoline, automobiles must drive on the product. However, if restaurant meals became expensive, people may opt to cook by themselves and evade the high prices of restaurant meals. Therefore, tax revenue which is dependent on the quantity of goods sold and tax will be higher for gasoline than restaurant meals. a) Consumer surplus at the competitive equilibrium = the area above the price

An analysis of GSK and the pharma industry Coursework

An analysis of GSK and the pharma industry - Coursework Example This is for the period of the last two years. For example, the share prices of GSK as of July 2014 were 1,568 pounds, and this was an increase of 4 pounds from the previous share prices of 1564 pounds in June (GSK.L Historical Prices, 2014). It is important to explain that its stock price between the periods of September 2013 to May 2014 was fluctuating in nature. For example, in September 2013, the closing share price of the company was 1,557 pounds, while in December 2013 the closing share prices were 1,611 (GSK.L Historical Prices, 2014). It is important to denote that during this period, the share prices of the company were on a steady increase. However, during the months of January and February 2014, there was a significant drop in the share prices of GSK, with the closing share of the company in January standing at 1, 564, and in February the stock price increased to 1671. These fluctuating share prices were experienced during the periods of March to July 2014 (GSK.L Historical Prices, 2014). It is important to denote that the share prices of GSK between July 2013 to July 2014 was a significant increase from the previous share prices of GSK between July 2012 to July 2013. For example, the closing share price of the company in the month of July 2012 was 1,468 pounds; on the other hand, the closing share price of the company in July 2013 was 1,684 (GSK.L Historical Prices, 2014). This is a significant increase of about 216 pounds. It is important to denote that during this period of July 2013 to July 2013, the share prices of the company traded at very low prices, with the lowest closing price being 1,334 pounds. This was t he closing share price of November 2012(GSK.L Historical Prices, 2014). This was partly because of the medical scandals that affected the company. Despite these scandals, the share prices of the company increased steadily during these two years of

EXAM PAPER Assignment Example | Topics and Well Written Essays - 750 words

EXAM PAPER - Assignment Example The steps that I would take are as follows. The first step is to collect the travel cost and the visitation information or rather the data. Direct costs are the costs used in this method. They are the costs which are normally related to the whole process of visiting the National Botanic Gardens directly. The costs of fuel, accommodation, food, and all other expenses that will be required in the whole process are used. It is very important to ensure that all the travel costs to the National Botanic Gardens are represented in the calculation. The next thing is the travel time. A lot of weight should be given on this area. The appropriate value to assign to the travel time should be considered very carefully. It should be the wage rate when people do not have the option to work during the weekends. The children should also be included in the travel time. Visit time is that time spent while at the National Botanic Gardens. The best method to use is the individual method where the visit r ate is normally calculated per individual in a given time period. The factors that influence this rate are for that specific person. It does not require averaging and a lot of calculations. Some of the challenges that are involved in using this method include the presence of substitute sites. Those who prefer one site over the others have higher values compared to other people. This should be differentiated. Statistical problems might also affect the obtained results. The choice of the variables and the method used should be done very carefully to avoid this. There are also those people who live near the site so as to reduce transport costs and time during this travel. Their value is higher and this should be noted keenly. Most people also view travelling as a hobby and hence a great experience and not a huge cost. This should be noted during the calculations. Estimating the generation function is done using this formula: Averages across the zones normally limits the number of obser vations because you will only take groups of people and then divide by the population of that zone. Working with individual counting increases the number of observations and hence a much more accurate result. Multiple regression analysis uses the following formula y = ax3 + bx2 + cx + d + ?  where a, b, c, d and e are the variables used in the calculations. The environmental management decisions that are made under the conditions of risk are normally in situations where people or rather the managers lack the complete information on the issue at hand. This condition is rather difficult since the manager may comprehend the alternatives and the problem at hand, he or she does not have a guarantee on how each of the solution will work out. When an unfamiliar problem comes up, haste decisions which had not been planned before are normally used to solve the current situation. This decision normally involves the human judgment more than computer assistance. Since risks are normally bound to happen, putting early warning information crisis, developing management crisis plans are the best ways to help avert these problems. This is the condition of risk where virtually no information is available to help know what will happen in the future and be in a position to take the necessary precautions. The managers or rather the involved parties will therefore be risking and will rely heavily on emergency decisions. In a condition of uncertainty, the

The Sherlock Holmes stories Essay Example for Free

The Sherlock Holmes stories Essay Sir Arthur Conan Doyle is a famous author notably known for his series of Sherlock Holmes detective narratives. He wrote four novels and 56 short stories featuring Holmes and the stories were much loved by the public in the era of which they were written. Sir Arthur Conan Doyle was born in Scotland on the 22nd of May 1859. He went to a boarding school at the age of nine and so no longer lived at home. After graduating he left to study medicine in Edinburgh. Doyle ended up working with a doctor called Joseph Bell. Some say he was Doyles biggest influence as he seemed to share many characteristics with Doyles most famous fictional character, Sherlock Holmes. Bell was said to be observational, logical and able to diagnose a patient without them even speaking. These characteristics are later evident in Sherlock Holmes; thus creating the basis of his character. Sir Arthur Conan Doyle is the writer of arguably the most famous fictional detective ever, Sherlock Holmes. He wrote his Sherlock Holmes stories in the Victorian era. The Victorian audience was fear-stricken and lived in constant terror of crime. Holmes surfaced at a time when crime was commonplace and the corrupted Police forces were incapable of protecting the public. An infamous example was Jack the Ripper renowned for mercilessly murdering prostitutes throughout London. To taunt the authorities, anonymous packages were sent containing mutilated body parts of his victims. The Victorian setting is portrayed in the story The Cooper Beeches as letters, telegrams and notes are used to develop the plot. Sherlock Holmes provided solace to the public as he captured the hearts with his talent of solving what were deemed to be the most unsolvable of cases. Sherlock Holmes not only became a hugely popular character in his stories, but he became an inspiration to many Victorians who were forever fearful for their lives. Doyle actually killed off Sherlock Holmes to end his antics not once but twice, however both times he did this, he received so many death threats that he was forced to continue writing more adventures for Sherlock Holmes. You can see why Sherlock Holmes was such a success in his day and not just because of the creativity of the stories he was in, but he also acted as a hope to the people of the era. However the question still remains as to why Sir Arthur Conan Doyles stories are still popular as ever nowadays? Sir Arthur Conan Doyles Sherlock Holmes stories are still read world-wide because of many factors. Each story is original. Conan Doyle manages to persuade the readers mind into being captivated by all the clues and red herrings and lays down a mystery that makes the reader want to solve it before Sherlock Holmes does. This all adds up to a very exciting and unforgettable series of books.

Organizational Dynamics And Human Resources Management Management Essay

Organizational Dynamics And Human Resources Management Management Essay The terms Human Resource Management and Human Resources have replaced what was known as Personnel Management when it comes to describing the processes involved in managing people in organisations. The current trend towards people-oriented activities can serve the modern business challenges more effectively than the traditional Personnel Management approach. Naturally in a rapidly and constantly changing business environment, there is a call for more human resources involvement and more focus on human resource strategies in conjunction with the business strategies. Meanwhile there is evidence of devolving traditional human resource activities to line managers instead of personnel specialists. Recently, much of the work traditionally done by the human resources department has been devolved to line managers, who are now expected to take charge of people management activities such as, recruitment, selection, appraisals and training needs. This trend is encouraged as it leads to a closer relationship between line managers and employees, and hence leading to better employee performance and increased managers effectiveness. Torrington and Hall (2009) suggest that sharing HR activities between line managers and HR specialists is the key for a strategic HRM future, where HR specialists focus on business performance rather than operational concerns. This report highlights the significant role that line managers in HR activities while emphasising the importance of an HR specialist role for long term performance benefits. The Concept of Human Resource Management: HRM is defined as an approach to the management of people, the most valued assets of an organisation with their individual and the collective contribution to the success and achievement of the business objectives. Furthermore, Alan Price identifies HRM in Human Resource Management in a Business Context (2004) as the qualitative improvement of human beings who are the most valuable assets of an organisation. Hence HRM is concerned with the effective management of an organisations employees to achieve the strategic objectives of the business. Dave Ulrich (1996) defined four fields for the HRM role Strategic business partner Change management Employee champion Administration However, HR professionals have struggled to prove their value as a strategic business partner and were mainly concerned with the reactive roles of administration and employee champion despite the modern approach to devolve HR activities to line management. The Role of Line Managers in HR: Line managers have a major role in influencing employee behaviours and attitudes which reflects on performance and motivation. The increased responsibilities are mainly focused on people management where line managers could transform HR policies into practices to be embraced by employees leading to commitment, quality, productivity and ultimately, business performance (Hutchinson and Purcell, 2003). The CIPD highlighted the areas four areas where line managers can influence people management practices: Training, coaching and guiding Performance appraisal Dealing with discipline and grievances Recruitment and selection Moreover Hutchinson and Purcell (2007) explored the critical role of line managers in key HR areas including reward, training, learning and development, and identified that line managers do not only implement and bring HR policies into life, but also play a significant role in influencing employee attitudes and experiences. A case study at Selfridges indicates evidence that line managers in the retail store helped improve employees attitudes and behaviours. This change in the line management role mainly focussed on improvements to people management behaviours and skill sets. (Hutchinson and Purcell, 2003) However, a survey by Employment Review show HR practitioners disagree that line managers are applying these responsibilities effectively and training for line managers in people management should be compulsory. (Nadia Williams, 2008) In addition line managers agree with HR practitioners perception, as they struggle with the work overload and conflicting priorities to find time for people management activities. A research conducted by CIPD (2007) emphasise the extent of devolvement in the NHS, where ward managers effectively take responsibility for recruitment, selection, induction, appraisal and personal development plans, planning and delivering training, mentoring, communication, absence control and managing difficult people. The additional responsibilities are not welcomed by line managers who linked the lack of time and increased stress to the increased work load. Despite the trend to devolve HR activities to line managers, Phil Brown, in Why HR Must Empower the Line Manager (2008), believes that HR professionals are holding on to power and are unwilling to provide line managers with the tolls and information to perform HR duties effectively. Therefore CIPD stressed in their 2009 report that line managers need the following to fulfil their HR duties: Time to attempt management roles Carefully selected behaviour competencies Support by strong organisational values Sufficient people management skills training Career opportunity linked to training and development Involvement in decision making But above all, line managers need self-confidence, a strong sense of job security and development in the organisation. Support by HR professionals is welcomed by line managers as they take more accountability of implementing HR people management activities. This allows HR professionals to fulfil their own potential in defining policies and strategies that are adequately aligned with business strategies. Strategic HRM: The nature of Human Resource Management has changed from being reactive, prescriptive and administrative to being proactive, descriptive and executive (Boxall, 1994). Moreover, Guest (1997) highlighted the contribution of HRM in improving an organisations performance and overall success while Katou and Budhwar (2007) outlined three perspectives for HR practices. The Universalistic practice assumes the best of HR practices and implies business strategies and HR policies are independent in determining business performance. The Contingency practice implies a fit between business strategies and HR policies in determining business performance. The Configurational practice implies an interaction between business strategies and HR policies based on an internal and external fit of the organisational context in determining business performance. These perspectives highlight the growing contribution of HRM as an integral part of business strategy and success. Consequently, the term Strategic human resource management evolved which Guest (1987) outlined to be largely concerned with integration of HRM into the business strategy and adaptation of HRM at all levels of the organisation. In line with the emergence of SHRM, Budhwar and Sparrow (2002) proposed four generic HR strategies: Talent acquisition Resource allocation Talent improvement Cost reduction Strategic HRM is based on the integration of HRM and business strategies for the effective management of human resources. Barney (1991) suggests that organisations achieve competitive advantage by creating unique HRM systems that cannot be imitated. Recently, the pace of change in the global market has identified a significant number of contemporary issues emphasising the growing influence of strategic HRM and the importance of a human resources specialist to manage these challenges effectively. Contemporary Issues in Strategic HRM: HR professionals are struggling to catch up with the pace of transformation in global markets. Evidently, HRM faces an increasing challenge to use policies and strategies in the best interest of organisations and employees to maintain profitability and stability. The following are three basic examples of these challenges. Globalisation: The changes in international markets due to globalisation have a major effect on businesses in general and on how businesses manage human resources in particular. Although globalisation has many benefits, there are problems that have been attributed to the following factors: Reduction in job security because work can be moved from one country to another. Undercutting of one countrys wages by another, leading to erosion of wage rates. Increased working hours and exposure to health and safety risks to cut costs. HR professionals are struggling to ensure proper staffing and development with the required knowledge and skills for the changing business environment and according to Alan Price (2004), HR professionals are expected to be: Role models displaying appropriate company behaviours and values Fixers, adapting corporate values and mission statements to local circumstances Networkers, making connections between local managers and other parts of the business Coaches or mentors, transferring knowledge to local managers A major task for HR professionals is putting significant effort in the training and development of line managers to implement the relevant HR policies which can consistently be applied across different locations and cultures. Talent Management: One of the main challenges for HRM is to attract, develop and retain talented individuals though a recruitment, selection and development process. Nestlà © is a case in point as it uses a talent puddles initiative to overcome the shortage of skilled applicants. The process consists of small puddles each containing potential talents for each function rather than the whole company. (CIPD report 2007) The strategy managed to reduce the time and cost for filling vacancies and selecting suitable candidates. Other considerations include management of labour turnover and emphasizing employer branding in attracting the right candidates. Marks Spencer, the major high street retailer, conducted an analysis to understand and redefine its employer brand to keep ahead of the competition. This analysis explored the factors that increase job satisfaction and highlight the factors that make working at MS a unique experience. The analysis resulted in a better communication between the company and its employees that drove improvements across the business as well as increased levels of commitment and productivity. (CIPD report 2007) HR professionals invest considerable effort into finding new trends to attract and retain the right talents; however, their role is surpasses ensuring a faultless selection process. HR critical responsibilities include initial job design planning, defining the required qualifications and conducting accurate selection methods to ensure compliance with litigations and to avoid any legal case for discrimination or sexual harassment. Therefore HR professionals need to have the skills and knowledge that are required to handle these tasks effectively. Managing Diversity: For over thirty years the emphasis and progress on equality and diversity has been ongoing but slow. Globalisation and demographic change is putting further pressure on organisations to develop and manage equal opportunity and diversity strategies to improve performance and promote competitive position. (Torrington and Hall 2009) Furthermore the CIPD defines diversity as: valuing everyone as individuals as employees, customers and clients so diversity is a broader term of equality which aims to improve the opportunities of disadvantaged groups within an approach inclusive of all employees rather than focusing on the disadvantaged as in equality approach. Some of the main diversity issues may include: Age discrimination Bullying and harassment Disability Equal pay Race discrimination Religious discrimination Sex discrimination A recent case of bullying and harassment concerned British Gas, whose workers have been balloted for strike action over alleged bullying at the company. The GMB union sent ballot papers to 8,000 members at British Gas to vote over claims of bullying and plans for job cuts. It said the management culture was undermining employees terms and conditions. (PM online, 11/03/2010) It is worth noting that managing diversity is not solely an HR job but there is a great emphasis on the line managers role in promoting and achieving diversity in a workplace as well as handling conflicts before developing and becoming harder to resolve. Conclusion: Human resource management has evolved from the traditional personnel perspective and continues to evolve due to rapid change in the global business environment: in customer trends, competitors strategies and advancing technologies. Indeed factors such as globalisation, credit crunch and creation of multinational corporations have resulted in increased pressure to maintain the competitive edge while reducing operative costs. Clearly the daily HRM activities have become integrated in line operations; however, an investment is needed in time and effort to up skill managers to fulfil their HR responsibilities properly. HR needs to provide and integrate well designed policies and strategies in frameworks and systems to enable line managers to perform effectively. Despite an obvious trend to devolve more human resource activities into line management, clearly many of the new challenges require special skills and knowledge that line managers may not generally have. Therefore HR specialists and line managers must collaborate to achieve the business objectives within a frame of legislation and compliance. Hence the role of an HR specialist is moving towards a strategic partnership aligned with the business strategies while coordinating, advising and supporting line managers in performing the HR activities required. Obviously, line managers have a responsibility towards their staff, given the close relationship and direct daily connection and interaction. Line managers are expected to implement and deliver the policies and strategies that are devised by HR specialists. There are many areas of HRM like talent management where line managers need more responsibility to manage activities, such as attracting, retaining, developing and motivating. Moreover, line managers must have authority and responsibility to control and reward the staff which in turn will improve their people management and leadership skills. Finally it is evident that there is a correlation between HR professionals and line managers in certain HR activities that require further development. The report focussed on line managers as a front line management role, though HR knowledge and skills should be a requirement for middle management. Managers need be given adequate training and sufficient time to take on HR activities; these requirements should be included in HR strategies to achieve a high performance workforce objective.

Business Essays Human Resource Strategic

Business Essays Human Resource Strategic Human Resource Strategic Assignment Theoretical, Conceptual and Empirical Developments in the field of Strategic Human Resource Management Abstract This essay will discuss the theoretical, conceptual and empirical development in the field of strategic human resource management. It is found that the idea of best-fit and best-practices has been popular in the amplification of SHRM. The best-fit school of thought argued that HR strategy will be more effective when it is appropriately integrated with its specific organizational and environmental context. Whereas, the best practices school of thought favours universalism, arguing that all firms will be better off if they identify and adopt ‘best-practice’ in the way they manage people. However, in last 20 years, the resource-based view of the firm has played a pivotal role in the theoretical and conceptual developments in the field of SHRM. The resource-based view of the firm put emphasis on the internal resources of the firm as the source of sustained competitive advantage. These all ideas have important role in the amplification of SHRM field. Further, integration of SHRM ideas and concepts in Japanese MNEs operating in USA, Russia, UK, China and Taiwan has been investigated. Introduction In this era of globalisation and intense competition firms are seeking ways to continuously gain competitive advantage, flexibility and be innovative. It has been argued in literature that efficient and effective human resource’s polices and practices play pivotal role in gaining this competitive advantage and therefore, much emphasis is now on linking organisational strategies to human resource strategies. Strategic human resource management (SHRM) has its foundation in the US in 1980s in the work of the ‘Harvard Group’ (Beer et al., 1984 cited in Truss and Lynda, 1994) and the ‘Michigan/Columbia Group’ (Fomburn et al., 1984 cited in Truss and Lynda, 1994). Before proceeding further to explore the developments in the field of SHRM, some various definitions in the literature which describe the concept of strategic human resource management are as follow: Truss and Gratton (1994) states that SHRM is linking of HRM with strategic goals and objectives of firm to enhance business performance and to develop organisational culture that support innovation and flexibility. Schular and Walker (1970, cited in Truss and Lynda, 1994) states that, human resource strategy is a set of processes and activities jointly shared by human resource and line managers to solve people-related business issues. Wright and McMahan (1992, cited in Wright, 1998) defined SHRM is the pattern of planned human resource deployments and activities intended to enable the firm to achieve its goals. In the view of above definitions, strategic human resource management therefore, takes a macro-level perspective (Truss and Lynda, 1994) and contains lot of debate in the literature for the factors influencing the development and implementation of the field of SHRM. Best-fit school of thought: The best-fit school of thought argues that HR strategy will be more effective when it is appropriately integrated with its specific organizational (Horizontal fit) and environmental (Vertical fit) context (Boxall and Purcell, 2000; Wright and McMahan, 1992 cited in Wright, 1998). However, the review of literature reveals that this fit can be better achieved when certain contingency, configurational and contextual factors are taken into account. MartÄ ±Ã‚ ´n-Alca ´zar, Romero-Ferna ´ndez and Sa ´nchez-Gardey, (2005) have grouped the contingency relationships into three generic categories; strategic, organizational and environmental variables. They pointed out that the HR practices that are effectively incorporated (fit) into business strategy would yield high organizational performance (Niniger, 1980; Fombrun et al., 1984; Hax, 1985; Van de Ven and Drazin, 1985; Kerr, 1985; Slocum et al., 1985; Lengnick-Hall and Lengnick-Hall, 1988; Rhodes, 1988a, 1988b; Miller, 1989; Kerr and Jackofsky, 1989; Butler et al., 1991; Cappelli and Singh, 1992; Begin, 1993 cited in MartÄ ±Ã‚ ´n-Alca ´zar et al., 2005). Further, organizational variable such as size, technology, structure (Jones, 1984; Jackson et al., 1989; Jackson and Schuler, 1995 cited in MartÄ ±Ã‚ ´n-Alca ´zar et al., 2005), internal political relationships (Jones, 1984; Pfeffer and Cohen, 1984; Pfeffer and Langton, 1988; Pfeffer and Davis-Blake, 1987; Balkin and Bannister, 1993, Pfeffer, 1987 cited in MartÄ ±Ã‚ ´n-Alca ´zar et al., 2005) and environmental variables such as competition, technological changes, macro-economics and labour (Kanter, 1983, 1989; Warner, 1984; Coates, 1987; Walker, 1988; Schuler and Walker, 1990; Becker and Gerhart, 1996; Boxall, 1998; Jackson and Schuler, cited in MartÄ ±Ã‚ ´n-Alca ´zar et al., 2005), all have influence of HR on organizational strategy. The author further indicated that behavioural theory and resources and capabilities view of the firm foster the development of contingency models. Boxall and Purcell (2000) also elaborated this argument by pointing out that the more realistic model for practice is one in which fit with existing competitive strategy is developed in accordance with flexibility in the range of skill and behaviours, that have the potential to cope with uncertainty and different competitive scenarios in the future and therefore, HR strategy should incorporate firm’s current competitive goals and objectives, by recruiting and motivating people with the sort of skills and motivations required in firm’s competitive sector. In this regard, Guest (1997 cited in Tekeuchi et al., 2003) argued that effective and efficient alignment of HRM practices is able to bring out the synergistic effects on performance’, he referred it â€Å"fit-as-bundle† approach. The second approach which he identified for gaining higher organizational performance through HR is what he called the â€Å"fit-as-gestalt†. The underlying concept of this approach is that, sum of individual HR practices is greater than it parts, the pattern of combinations among HRM practices is additive rather multiplicative and that one key aspect of HRM practice is needed. This argument favours, what SHRM researcher called â€Å"configuration perspective†. According to configuration theory, a firm seeking high performance have to structure whole HRM practices and link each practice to all the others in a systematic manner, so that the system is internally coherent (Tekeuchi et al., 2003; MartÄ ±Ã‚ ´n-Alca ´zar et al., 2005). Whereas the â€Å"contextual theory† authors argued, that to better understand the complexity of the concept of SHRM, one should not only scrutinize the internal working and its effect on business performance but rather also consider the influence on the external and organizational context in which managerial decision are made (Brewster, 1999 cited MartÄ ±Ã‚ ´n-Alca ´zar et al., 2005). Therefore, the underlying idea of contextual approach is to effectively examine the relationship between the SHRM system and its context (MartÄ ±Ã‚ ´n-Alca ´zar et al., 2005). In nutshell, Boxall and Purcell (2000) argued that the best-fit model is one in which HR strategy becomes more effective when it is designed to fit certain critical contingencies in the firm’s specific context. They proposed that configurational models are more capable of identifying the complex interactions involved in business strategy and toward more dynamic theory. Best-Practices school of thought: This school of thought favours universalism, arguing that all firms will achieve high performance, if they identify and adopt ‘best-practice’ in the way they manage people (Boxall and Purcell, 2000). It is recognized that the concept of ‘best practices’ is widely acknowledged by researchers and practitioners (Delery and Doty 1996, 806 cited in Boxall and Purcell, 2000) and there is immense list of argument in the favour of best practices in the literature. Wright, Snell and Dyer (2005) reported that the development of the idea of best-practices came in the mid-1990s when Huselid (1995 cited in Wright et al., 2005) published his study demonstrating a statistically and practically significant relationship between HRM practices and corporate performance. It was also when MacDuffie’s (1995 cited in Wright et al., 2005) industry-focused study illustrated how particular bundles of HR practices, when aligned within an organizational strategy leads to high plant-level performance. Since then, the focus of research is on finding relationship between HRM principles and practices and important organizational goals (Becker and Gerhart, 1996 cited in Wright et al., 2005). Jeffrey Pfeffer (1998 cited in Boxall and Purcell, 2000) identified seven best practices: Employment security. Selective training. Self-managed team or team working. High pay contingent on company performance. Extensive training. Reduction of status differences. Sharing information. However the best practices idea is not short of criticism as Wright et al. (2005) pointed out that most of these developments have come from communities of scholars focusing on their own particular countries or regions, be it the US (e.g. Arthur, 1994; Batt, 1999; Delery and Doty, 1996; Huselid et al., 1997; Youndt et al., 1996 cited in cited in Wright et al., 2005), the UK (e.g. Brewster, 1999; Guest, 1997; Guest et al., 2003; Tyson, 1997 cited in cited in Wright et al., 2005), elsewhere in Europe (e.g. d’Arcimoles, 1997; Lahteenmaki et al., 1998; RodrÄ ±Ã‚ ´guez and Ventura, 2003 cited in cited in Wright et al., 2005) or Asia (e.g. Bae and Lawler, 2000; Lee and Chee, 1996; Lee and Miller, 1999 cited in Wright et al., 2005). SHRM and Resource-based view of the firm: Another, theoretical development in strategic human resource management is its integration with the resource-based view of the firm. Although the field of SHRM does not directly emerge from resource-based view (RBV) of the firm, but to borrow concepts and theories from the broader strategy literature, the integration of the RBV of the firm into the SHRM literature was imminent (Wright et al., 2001). Therefore, two major developments have emerged over the past years. Firstly, the popularity of the RBV within the SHRM literature as a foundation for both theoretical and empirical examination (McMahan, Virick and Wright, 1999 cited in Wright et al., 2001). Secondly, the application and implications of the RBV within the strategy literature have led to an increasing convergence between the field of strategic management and SHRM (Snell, Shadar Wright, 2001 cited in Wright et al., 2001). The RBV proposes that internal organizational resources that are valuable, rare, inimitable, and non-substitutable are a source of sustainable competitive advantage (Barney, 1991). Barney (1991) further argued that firm’s resources can be imperfectly imitable for three reasons: Historical condition (Path dependency): As firm evolve they obtain skills, abilities and resources over the period of time that then become unique to the firm (Barney 1995 cited in Paauwe and Boselie, 2003). Paauwe and Boselie (2003) argued that this is equally true for firm’s human resources who are recruited and trained over the time to be properly embedded in firm’s cultural network. Causal ambiguity: Causal ambiguity exits when the relationship between firm’s resources and competitive advantage is not understood or imperfectly understood by the firm who posses the competitive advantage and most importantly by the competitors . Paauwe and Boselie (2003) argued that the ways employee’s competencies have been formed are subject to thousands of small decision and events in the firms which have contributed to specific pattern of capabilities and hence these patterns are no easily understood by the competitors. Social Complexity: And finally firm’s resources are imperfectly imitable because they are subject to very complex social phenomena that are beyond the ability of the firms to systematically manage and influence. So when the competitive advantage is based on such complex social phenomena then the ability of other firms to imitate these resources is ceased (Barney, 1991). Paauwe and Boselie (2003) pointed out that social complexity exits in HR characteristics such teamwork, interpersonal relationships among managers, cultural traditions, and firm’s networks. Wright et al. (1994 cited in Wright et al., 2001) separate firm’s human resources and HR practices. In applying the concept of value, rareness, inimitable and non-substitutability, they argued that HR practices cannot be the source of firm’s sustainable competitive advantage as HR practices can easily be copied by competitors. Rather they voted in the favour of human capital pool (a highly skilled and highly motivated workforce) as source of sustainable competitive advantage for the firm. They noted that to gain a source of competitive advantage, the human capital pool must have both high level of skill and willingness (i.e. motivation) to exhibit productive behaviour. Opposingly, Lado and Wilson (1994 cited in Wright et al., 2001) argued that HR practices could provide the source of sustainable competitive advantage. There point of view is that HR systems can be unique, causally ambiguous and synergistic in how they enhance firm competencies, and therefore could be inimitable. Snell et al. (1996 cited in cited in Wright et al., 2001) further justify Lado and Wilson point of view and seem it as widely accepted in current SHRM paradigm. Boxall (cited in Wright, 1998) indicates the process through which Human Resource Advantage (HRA) can be developed. He argues that HRA consists of two components: Human resource capital advantage which may provide advantage when firm employs people with higher level of skill than their competitors. Human resource process advantage which can be gain when employees’ relationships and joint problem solving process enable the firm to execute operations more quickly, efficiently and/or effectively. Furthermore, Lepak and Snell (1999 cited in Wright et al., 2001) argued that some employees groups are more instrumental to competitive advantage than others, so they are likely to be managed differently. This may help researchers to recognize that real and valid difference exists in HR practices in organisations and looking for one HR strategy may not help to identify the important differences in the types of human capital available to the firm (cf. Truss Gratton, 1994 cited in Wright et al., 2001). Researchers also have consensus that employee behaviour is an important independent component of SHRM. Unlike, the skills of human capital pool, employee behaviour recognize individuals as cognitive and emotional beings who posses free will and this free will enables the employees to make decisions regarding the behaviour in which they are engage (Wright et al., 2001). MacDuffie (1995 cited in Wright et al., 2001) argued about discretionary behaviour that recognizes that within prescribed organisational roles, employees exhibit discretion that may have positive or negative impact on the firm. Similarly, March and Simon (1958 cited in Wright et al., 2001) recognizes the discretionary behaviour and suggest that competitive advantage can only be gained if the members of human capital pool individually or collectively choose to engage in behaviour that benefits the firm. Based on the above discussion Wright et al. (2001) provide a preliminary framework that suggests core competence, dynamic capabilities, and knowledge serve as a bridge between the emphasis in the strategy literature on who provides sources of competitive advantage and the focus in the HRM literature on the process of attraction, development, motivation, and retention of people. The authors pointed out that the people management systems construct which is actually the focus on HR field that creates value to the extent that they impact the stock, flow, and change of intellectual capital/knowledge that form the basis of core competencies. They further argued in this model that, skill concept should be looked from the broader perspective of the firm strategy and therefore, might be expanded to consider the stock of intellectual capital in the firm, embedded in both people and systems, this stock of human capital consists of human (knowledge, skills, and abilities of the people) social (the valuable relationships among people), and organisational (processes and routines within the firm). The â€Å"behaviour† element within the SHRM literature has been embedded in the flow of knowledge within the firm through its creation, transfer, and integration. The authors have indicated that, this â€Å"knowledge management† behaviour becomes very important as information and knowledge play greater role in firm competitive advantage. It is through the flow of knowledge that firms increase or maintain the stock of intellectual capital. They further propose that core competencies arises from the combination of the firms stock of knowledge (human, social, and organisational capital embedded in both people and systems) and flow of this knowledge through creation, transfer, and integration in a way that is valuable, rare, inimitable, and organized. Finally, the dynamic capability construct represents the processes that the organisation has to cope with, in order to remain competitive. It illustrates the relationship between the workforce and the core competence as it changes overtime. The authors argued that dynamic capability requires changing competencies on the part of both the organization and the people who comprise it. It is facilitated by people management systems that promote the change of both the stock and flow of knowledge within the firm that enable a firm to constantly renew its core competencies. This frame work developed by Wright et al. (2001) is an important development in SHRM literature; however its application in real world scenario is subject to empirical testing. SHRM in Japanese Multinational in USA, Russia, UK, China and Taiwan: To further investigate the issue in the real world scenario, this essay will look into the matter of SHRM integration in Japanese multinational companies operating in USA, UK, Russia, China and Taiwan. This discussion is based on the empirical research conducted by Park, Mitsuhashi, Fey and Bjo ¨rkman (2003) on fifty two Japanese multinational corporation operating in USA and Russia, Basu and Miroshnik (1999) case study of Nisan and Toyota (Japanese automobile companies) operating in UK and Takeuchi, Wakabayashi and Chen (2003) study of 286 Japanese affiliates operating in Mainland China and Taiwan. Japanese manufacturing organisations have made a lot of inroads in overseas production bases. The successes of their enterprises have raised interests on the system of production and organisation peculiar to the Japanese business firms (Wickens, 1987; Suzaki, 1987 cited in Basu and Miroshnik, 1999). Japanese system of management is a complete philosophy of organisation which can affect every part of the enterprise (Ohno, 1978; Nohara, 1985 cited in Basu and Miroshnik, 1999). The empirical research done by the authors, mentioned above to investigate the issue of HRM strategy and firm performance in Japanese MNEs is subject to the idea of best HR practices. However, some interesting facts come into attention with the previous discussion of best-fit, best-practices and resource-based view of the firm which would be discussed below. The Japanese MNEs have maintained their own management styles in overseas operations and despite of cultural difference, environment impact, and local labour market conditions these MNEs have adopted the best practices idea and tried to coordinate the HRM policies and practices between their overseas subsidiaries and parent headquarters. The Japanese philosophy of continuous improvement, zero defect, just-in-time method of delivery, team based problem solving practices (Quality circles, management by objectives, kaizen (suggestion and improvement)), long-term commitment, in-company welfare system, extensive training for skill development, performance based rewards, decentralised responsibilities, vertical information systems are at the heart of their management strategy . And this style of management has not only proved to be successful for Japanese MNEs but it has forced other local companies to adopt Japanese styles of management for increased organizational performance. The concept of team working through quality circles and management by objectives (MBO) are the important components to manage the human resources of the firm and bring them in align with company strategic goals to achieve higher performance. Employees through quality circle teams can put forward their suggestions, and then feedback is given to employees for their suggestion and there are also rewards for employees. This foster employee’s motivation and give them the sense of involvement. It does not only ends here, as the concept of quality circle is also important for organizational learning, as the members of quality circle comes from every department of the organization and share their knowledge and information, this helps in creating new skills and attitudes that can help to attain the company goals. Zero defect policy refers to the fact that instead of individual parts the whole process is controlled and quality is insured through process instead of inspection. Therefore, employees are given extensive on the job and off the job training not only for specific but rather multiple operations of the firm. This refers to the fact of upskilling of employees. The long term commitment and performance based rewards helps to ensure employee retention and continuous commitment towards the firm’s objectives, this refers to the fact that the valuable and rare skills of the employee’s that have been developed over the period of time and are integrated into firm’s HR systems should not be imitable and substitutable. The above discussion points out, that these Japanese MNEs’ HR systems are some what in coherence with the framework developed by Wright et al. (2001). As it is obvious from above discussion that the people management systems of Japanese overseas subsidiaries are continuously maintaining their stock of intellectual capital both embedded in people and systems of the company i.e. through extensive training, performance based rewards, concept of continuous improvement etc. And the concept of team working through quality circles and MBO is fostering learning in Japanese organization and this valuable knowledge and skills that employees developed is retained by the policy of long-term commitment and in-company welfare system,decentralised responsibilitieswhich all help to develop employee’s behaviour and attitudes for high commitment and hence increased organizational performance. It is also observed that these patterns of HR practice is quite relevant to our earlier discussion of best practices in which we refer to the seven practices identified by Jeffrey Pfeffer (1998 cited in Wright et al., 2001). Conclusion: The empirical research done in the field of SHRM to investigate the issue of strategic HRM and its impact on performance of Japanese MNEs is only based on finding relationship between HR practices (configurational perspective) of the firm and their impact on organizational performance. The concepts of dynamic capabilities, core competencies, organizational learning are gaining popularity in strategic literature and as argued by Wright et al., 2001 are the important source of gaining sustained competitive advantage. Therefore, the future empirical research should incorporate these concepts to investigate the issue of integration of HR into firm’s strategy. Secondly the above research also lack the evidence of how these Japanese MNEs incorporate the local market, government regulations, cultural impact that can have influence on HR strategies of these firms. In the view of above theoretical developments in the literature it can be proposed that the firms who seek high performance and want to gain competitive edge over their competitors should device their HR policies and practices that develop skills, attitudes and behaviours of the employees in such a way that are valuable, rare, imperfectly imitable and non-substitutable in the firm’s same line of business, organizational learning is an important component in developing up these characteristics and therefore, firms should develop up knowledge management systems incorporated into their HR strategy to foster organizational learning that would have positive impact on firm’s performance. References: Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management. 17, 1, 99-120. Basu, D.R. and Miroshnik, V. (1999). Strategic human resource management of Japanese multinationals A case study of Japanese multinational companies in the UK. The Journal of Management Development. 18, 9, 714-732. Boxall, P. and Purcell, J. (2000). Strategic human resource management: where have we come from and where should we be going?. International Journal of Management Reviews. 2, 2, 183-203. MartÄ ±Ã‚ ´n-Alca ´zar, F., Romero-Ferna ´ndez, P.M. and Sa ´nchez-Gardey, G. (2005). Strategic human resource management: integrating the universalistic, contingent, configurational and contextual perspectives. The International Journal of Human Resource Management. 16, 5, 633-659. Paauwe, J. and Boselie, P. (2003). Challenging ‘strategic HRM’ and the relevance of the institutional setting. Human Resource Management Journal. 13, 3, 56-70. Park, H.J., Mitsuhashi, H., Fey, C.F. and Bjo ¨rkman, I. (2003). The effect of human resource management practices on Japanese MNC subsidiary performance: a partial mediating model. The International Journal of Human Resource Management. 14, 8, 1391-1406. Takeuchi, N., Wakabayashi, M. and Chen, Z. (2003). The strategic HRM configuration for competitive advantage: Evidence from Japanese firms in China and Taiwan. Asia Pacific Journal of Management. 20, 4, 447-480. Truss, C. and Gratton, L. (1994). Strategic human resource management: a conceptual approach. The International Journal of Human Resource Management. 5, 3, 663-686. Wright, P.M. (1998). Introduction: Strategic human resource management research in the 21st century. Human Resource Management Review. 8, 3, 187-191. Wright, P., Dunford, B. and Snell, S. (2001). Human resources and the resource based view of the firm. Journal of Management. 27, 6, 701 -721. Wright, P.M., Snell, S.A. and Dyer, L. (2005). New models of strategic HRM in a global context. The International Journal of Human Resource Management. 16, 6, 875-881. Bibliography: Lepak, D.P. and Snell, S.A. (1998). Virtual HR: Strategic human resource management in 21st century. Human Resource Management Review. 8, 3, 215-234. Lundy, O. (1994). From personnel management to strategic human resource management. The International Journal of Human Resource Management. 5, 3, 687-720. Mabey, C., Salaman, G. and Storey, J. (1998). Human Resource Management A Strategic Introduction (2nd Edition). Massachusetts: Blackwell Publishers Inc.

Developmental Psychology Theoretical Approaches Essay -- essays resear

Overview Four theoretical approaches to cognitive development Piaget’s theory Information processing theories Core knowledge theories Sociocultural theories (Vygotsky) General Themes Nature and nurture Continuity vs. discontinuity Active vs passive child Nurture (environment, learning) John Locke (1632-1704) –Infant’s mind as â€Å"tabula rasa† Behaviorism (e.g. Watson, Skinner) Nurture (environment, learning) 'A child's mind is a blank book. During the first years of his life, much will be written on the pages. The quality of that writing will affect his life profoundly.‘ Walt Disney Nature (biology, instinct) Children, like plants, simply â€Å"bloom†, following a timetable laid out in their genes (Gesell, 1933) â€Å"instinct is stronger than upbringing.† --Irish proverb How would a blank slate learn? Word learning ‘by association’ Word learning ‘by association’ Problems with association? category individual part color state of mind Jean Piaget (1896-1980) ‘Constructivist’ Child plays an active role in achieving developmental outcomes Stage like discontinuity Piaget â€Å"the study of stages of intelligence is first a study of the formation of operational structures. I shall define every stage by a structure of a whole, with the possibility of its integration into succeeding stages, just as it was prepared by preceding stages...

The Arrival Of Blu-Ray Technology :: Technology

Formatting Problems The Arrival of Blu-ray Technology Blu-ray- also known as Blu-ray Disc (BD), is the name of a next-generation optical disc format which was jointly developed by the Blu-ray Disc Association (BDA), a group of the world's leading consumer electronics, personal computer and media manufacturers (including Apple, Dell, Hitachi, HP, JVC, LG, Mitsubishi, Panasonic, Pioneer, Philips, Samsung, Sharp, Sony, TDK and Thomson). As compared to the current optical disc format such as DVD, this new format allows users to record, rewrite and playback high-definition (HD) video and store large amounts of data. In fact, Blu-ray’s storage capacity is five times more than traditional DVDs, which can hold up to 25GB on a single-layer disc and 50GB on a dual-layer disc. This high storage capability has also allowed additional content and special features such as downloading extras, updating content via the web, and watching live broadcasts of special events. In addition, when combined with the new BD-J interactivity layer, the users’ experience in watching a Blu-ray movie will be greatly enhanced. For instance, while the director explains the shooting of a scene, we are able to view the scene playing in the background simultaneously. Besides storage capacity and interactivity, high-definition is another reason why Blu-ray is better; a blue-violet laser (405nm) has a shorter wavelength than a red laser (650nm), hence the laser spot is able to focus with greater precision. Compared to DVDs, which only supports standard-definition (SD), Blu-ray supports HDTV and offers five times more detail in the clarity and sharpness of picture, and as well as better enhancement effects in HD video and audio quality. Besides Blu-ray, HD-DVD is the other new high-density DVD format competing to be the next-generation optical disc format. The HD-DVD format which is supported by NEC, Toshiba, and Sanyo, relies on the blue-laser technology as well. However, as compared, Blu-ray has a much bigger storage capacity and a higher data transfer rate for both video and audio. So do consumers prefer Blu-ray or HD-DVD? According to an independent study conducted by Cymfony (a market influence analytic company) on the new HD video formats and players, between October 1, 2006 and November 23, 2006, there are 46 percent (in a total of 17,664 posts) higher positive discussions about HD-DVD with authors stating being â€Å"impressed with HD-DVD† vs. â€Å"impressed with Blu-ray†. On the other hand, few posts has discussed the high storage capacity and advance interactivity.

Chernobyl :: essays research papers

Chernobyl   Ã‚  Ã‚  Ã‚  Ã‚  Chernobyl was the greatest nuclear disaster of the 20th century. On April 26th, 1986, one of four nuclear reactors located in the Soviet Union melted down and contaminated a vast area of Eastern Europe. The meltdown, a result of human error, lapsed safety precautions, and lack of a containment vessel, was barely contained by dropping sand and releasing huge amounts of deadly radioactive isotopes into the atmosphere. The resulting contamination killed or injured hundreds of thousands of people and devastated the environment. The affects of this accident are still being felt today and will be felt for generations to come.   Ã‚  Ã‚  Ã‚  Ã‚  Nuclear power has always been a controversial issue because of its inherent danger and the amount of waste that the plants produce. Once considered a relatively safe form for generating energy, nuclear power has caused more problems than it has solved. While it has reduced the amount of traditional natural resources (fossil fuels), used to generate power like coal, wood, and oil, nuclear generating plants have become anachronisms. Maintaining them and keeping them safe has become a problem of immense proportion. As the plants age and other technology becomes available, what to do with these â€Å"eyesores† is a consuming issue for many government agencies and environmental groups. No one knows what to do about the problem and in many areas of the world, another nuclear meltdown is an accident waiting to happen. Despite a vast array of safety measures, a break in reactor pipe or a leak in a containment vessel, could spell another environmental disaster for t he world.   Ã‚  Ã‚  Ã‚  Ã‚  In addition to the potential dangers of accidents in generating stations, nuclear waste is a continuing problem that is growing exponentially. Nuclear waste can remain radioactive for about 600 years and disposing these wastes or storing them is an immense problem. Everyone wants the energy generated by power plants, but no one wants to take responsibility for the waste. Thus far, it is stored deep in the earth, but these storage areas are potentially dangerous and will eventually run out. Some have suggested sending the waste into space, but no one is sure of the repercussions.   Ã‚  Ã‚  Ã‚  Ã‚  Nuclear power plants should be dismantled and replaced with safer energy generating sources.

Attitdues on Housework Essay

?The roles of women and men have been very stereotypical in the past. Women were made to cook and clean, and men were made to work, and bring home money to support their families. Today, there is more of an equal division of housework. When comparing my parents to my grandparents I especially notice a difference between the amounts of cooking that is being done. Women work more than ever, men find cooking more interesting, and the stereotypes of the typical man and woman are not the same anymore. Men are continuing to cook more than ever, while females are cooking less than ever, because of the changing society. My parent’s generation is very different from my grandparent’s generation. When my father was growing up my grandma did all the cooking, and because of that my Grandpa never had to cook, so he never learned. My grandma worked a part time job and my grandpa worked full time. It was known that supper would be on the table every night at 6 waiting for my grandpa when he got home from work. In today’s society, in order to make ends meet, it is necessary for women and men to both have full time jobs. In my house, the one who is the first one home from work does the cooking. Very often my parents are also taking turns driving me and my brother to different sports, so meals are sometimes rushed. My mom cooks less than my grandma, but my dad cooks far more than my grandpa ever did. Men cook more than ever because women cook less than ever and there needs to be a happy medium. Years ago women did most of the cooking for many reasons, but the main reason was because that’s what they were stereotypically supposed to do. Today, that stereotype has almost vanished. In fact, most women are insulted by the old house wife title, so they don’t like to cook as much to escape it. Most women today can’t cook to the same standard that their mothers did. This is because women also want to be successful in the work force, so they are busier, and have less time to spend on cooking. Men, on the other hand, work no more than their spouse, so they have no choice but to help out with household chores. They might also remember what their mother’s cooking was like, so that inspires them. Men have more time than their father’s did to spend on cooking. My dad, along with a lot of men would rather cook than clean. In today’s society men have to help out around the house, because women don’t have time to do everything like they used to. Cooking is far more enjoyable than cleaning, there is a finished product that you can enjoy, it is calming, and you can experiment and try new things. These are just a few reasons to why more men may enjoy cooking. I know my dad would rather cook than wash the floors. Since my dad chooses cooking over cleaning my mom does a lot of the other housework resulting in her to cook less than usual. Social media inspires men and women in different ways. My dad loves watching the food network. These TV shows, with chefs that are males, inspire him to be handy in the kitchen. They almost make cooking seem cool because it is something different for men. Men like to always prove that they can do anything, so being a great cook is something they strive for because it can set them apart from other men. TV shows like Oprah inspire women to be different than the average woman. They don’t want to be the typical stay at home mom. Instead they want to be successful business ladies, and change the world. These television shows inspire men and women to be different than the traditional roles their parents played. The end result of this social effect is an increase in cooking for men and a decrease in cooking for women. Today’s changing society doesn’t allow for men to be the bread winners and for females to be the bread maker. Instead, each gender does a bit of both. This affects both genders’ roles and attitudes towards cooking. In most households, to maintain a stable living condition, men need to help their wives with housework. Men find cooking more interesting than cleaning, they have more time for it than ever, and they find it challenging and rewarding. Women have less time for cooking due to their busy schedules, they don’t want to be the stereotypical housewife, and instead they want to be successful in the work force. All of these social factors explain why men are cooking more than ever while females are cooking less than ever.

Greek Society

Greek emphasis on reasoning bring to their views of nature and society? ADDED Greeks broke with the onomatopoeic outlook and started to view the physical world and human activities through reasoning and logical thinking. What changes did It make to nature and society? -Emphasis on reason marks a turning point for human collocation A) Philosophy -Marks the beginning of scientific thought, had an awareness of cause and effect, exploring the natural phenomena, principles of universe. Traditional mythical explanations are dismissed. -egg. Earthquakes commonly held belief that it was caused by Poseidon, god of the EAI, was offered with a logical explanation on how the earth floated on water. Discovered water as an element and rainbows certainly was not the goddess Iris. – Parricides' concept of unchanging reality apprehended by thought alone Influenced Plato and Is the foundation of metaphysics- the branch of philosophy that attempts to define ultimate reality, or Being. Democratic from Greek mainland renewed the Ionians' concern with the world of matter and reaffirmed their confidence in knowledge derived from sense perfection- and the senses indicated that change did occur in nature. -model of universe: empty space and an infinite number of atoms- a world of colliding atoms- everything behaved according to mechanical principles.Therefore essential to scientific thought thus emerged in embryonic form with Greek philosophers: 1) Natural explanations for physical occurrences (Ionians) 2) The mathematical order of nature (Pythagoras) 3) Logical proof (Parricides) 4) Mechanical structure of the universe (Democratic) with all these logical reasoning and ways of knowing, Greek philosophers pushed thought in a new direction. This approached allowed critical analysis of theories, whereas myths, accepted unconditionally on faith and authority, did not promote discussion and questioning. Made possible theoretical thinking and the systemization of knowledge- as distinc t from the mere observation and collection of data. -made attempt to prove underlying mathematical principles-> demonstrate that certain conclusions must flow from certain hypotheses. -able to distinguish between magic and medicine. B) The Sophists -early Greek thinkers. -they're the professional teachers and urged that Individuals Improve themselves ND their cities by applying reason to their tasks. -they answered a practical need in the Persian Wars. Sophists again arrived at a broader conception of humanity. That slavery was based on force or chance, that Pl were not slaves or master by nature, all Pl were fundamentally alike. -applied reason to human affairs- divine was useless and it's a human invention to prevent Pl from committing crime. -applied reason to law- all these to instill fear to citizens. -however, their doctrines encouraged loss of respect for authority, disobedience to law, neglect to civic duty ND selfish individualism- dangerously weakening community bonds.C) S ocrates -to comprehend nature, cosmologists discovered theoretical reason. -Socrates attacked sophist' relativism and questions them the questions that really mattered:- what is the purpose of live? The values? How to be perfect? But the sophists failed to answer. -indeed, sophists taught the ambitious to succeed in politics, but persuasive oratory and clever reasoning do not instruct a man in the art of living. -Socrates' central concern was the perfection of individual human character, the achievement f moral excellence. He believed that reason was the only proper guide to the most crucial problem of human existence: the question of good and evil. -because wrong thinking?wrong doing -supplied a method of inquiry called dialectics in urging Athenians to think rationally about the problems. -the good life, the moral life, is attained by the exercise of reason and by the development of intelligence- this percept is the essence of Socratic teaching- made the individual the centre of t he universe, reason central to the individual and moral worth the central aim of human life.

Top Ten Characteristics of a Multicultural School Environment

Top Ten Characteristics Of A Multicultural School Environment Not all students are the same so they cannot be taught the same way. Their cultures and experiences the way they learn and respond to schooling. Several cultural factors affect the way students behave in a classroom. Each student is different because of physical and mental abilities, gender, ethnicity, race, language, religion, class, sexual orientation, and age (Gollnick and Chin, p. 6). Multicultural school has different characteristics.I think the most important is the composition of the faculty, administration, and other staff accurately reflects the pluralistic composition of the United States (Gollnick and Chin, p. 7) because this will influence a student’s behavior. The United States has one of the most extensive and diverse educational systems in the world. US population is composed of different races, each with different cultures. I think it would be helpful for a student to study in an environment wherein they value or give respect to different culture. The school environment and the faculty have great impact on student’s development.Because of this, students will be assured that they will not be discriminated. US has a federal legislation for elementary and secondary schools, No Child Left Behind, requires standardized testing of students to determine how effective a school is in helping students to learn (Gollnick and Chin, p. 12). A school is an institution where students learn the value of respecting others, if the faculty, staff and school administration lacks this, and then it can be hard for students with different culture to study and interact with others at school.Second is that the school curriculum incorporates the contributions of many cultural groups and integrates multiple perspectives throughout it (Gollnick and Chin, p. 7). Some people check on a school’s curriculum before they decide on what school they will go. It is important that the school gives val ue to the contributions of many cultural groups. I rank differences in academic achievement levels disappear between males and females, dominant and oppressed group members, and upper-middle-class and low-income students (Gollnick and Chin, p. ) as third because it is also important that students achievement will not be based on their gender, social group or race instead of their knowledge and abilities. With the persistence of racism, poverty, unemployment, and inequality in major social systems such as education, many persons have found it difficult to reconcile daily realities with the publicized egalitarianism that characterizes the public rhetoric (Gollnick and Chin, p. 36).In a multicultural school, students should not experience this, instead, they should experience equality no matter what race, culture, gender or social groups they are involved with. The faculty, administrators, and other staff see themselves as learners enhanced and changed by understanding, affirming, and reflecting cultural diversity (Gollnick and Chin, p. 7). The faculty, administrators, and other staff should be open for changes. They should learn on how to interact on different cultures. They should not be one-sided and be open for some changes because it is a part of life.Teachers and administrators are able to deal with questions of race, inter group relations, and controversial realities on an objective, frank, and professional basis (Gollnick and Chin, p. 7). States and school districts expect new teachers to have proficiencies related to multicultural education by the time they finish a teacher education program (Gollnick and Chin, p. 13). This means, since a teacher is one of the foundation in education, they should be the one to have the skill or proficiency to handle multicultural students.They should use professionalism in dealing with every student no matter what culture they possess. They should be proficient and unbiased in addressing issues raised by students, howeve r making sure that they answer it based on truth. Students are able to use their own cultural resources and voices to develop new skills and to critically explore subject matter (Gollnick and Chin, p. 7). I rank this as seventh because I believed that school is a place where a person develops his own knowledge and skills. The language in which students are taught is one of the most significant issues for schools.Many Americans have become concerned about how best to educate students who are new to the English language and to American culture. As children of all ages and from dozens of language backgrounds seek an education, most schools have adopted some variety of bilingual instruction. Students are taught in their native language until their knowledge of English improves, which is often accomplished through an English as a Second Language program. Cultural differences are treated as differences, rather than as deficiencies that must be addressed in compensatory programs (Gollnick and Chin, p. ). A multicultural school should be fair in giving compensatory benefits for students with different culture. Having different culture should not be a factor in receiving benefits that every student should receive. Instructional materials are free of biases, omissions, and stereotypes (Gollnick and Chin, p. 7). Instructional materials are important in teaching, because these are visualization of what the teacher is teaching. These should be free of biases or stereotyping. Students learn to recognize and confront inequities in school and society (Gollnick and Chin, p. 7).In an environment where there is no discrimination or prejudice, a student will learn how to recognize and confront inequities either in school or society. A multicultural school must teach student on how to address different discrimination. I put this on last because I think discrimination or inequity starts within us. A person must first learn to recognize and confront it inequalities by himself, in ca n be taught on school but experience is a best teacher. BIBLIOGRAPHY Gollnick, Donna M. Chinn, Philip C. 2006. â€Å"Multicultural Education in a Pluralistic Society. † Seventh Edition. Prentice-Hall/Merrill.

Chest Pain Care Plan

Acute chest pain related to ischemic cardiomyopathy as evidenced by tightness in chest. Patient will be chest pain free for duration of shift.Assess for chest pain q 4 hours during shift.Monitor vital signs q 4 hours during shift.Educate patient on importance of lifestyle modifications such as weight loss.Goal was met. Pt was chest pain free during shift.NURSING DIAGNOSIS OUTCOME/GOALS INTERVENTIONS EVALUATIONExcess fluid volume related to CHF as evidenced by patient weight gain of 2kg since hospitalization and +2 edema in lower extremities.Pt maintains adequate fluid volume and electrolyte balance as evidenced by vital signs within normal limits, and clear lung sounds throughout shift. Assess for crackles in lungs, changes in respiratory pattern, shortness in breath and orthopnea.Monitor weight daily and consistently with the same scale, at the same time of day, wearing the same amount of clothing.Educate pt on signs and symptoms of fluid volume excess, and symptoms to report.Goal w as met. Pt had normal vital signs and clear lung sounds throughout shift.NURSING DIAGNOSIS OUTCOME/GOALS INTERVENTIONS EVALUATIONRisk for ineffective peripheral tissue perfusion to right leg related to catheterization procedure as evidenced by interruption of arterial flow.Pt maintains tissue perfusion in right leg as evidenced by baseline pulse quality and warm extremity throughout shift. Assess right leg for pulse, skin color, temperature and sensation.Monitor cannulation site for swelling, bruits and hematoma.Educate patient on signs of reduced tissue perfusion and to report these signs. Goal was met. Pt’s right leg maintained tissue perfusion as evidenced by pulse quality and warm extremity throughout shift.NURSING DIAGNOSIS OUTCOME/GOALS INTERVENTIONS EVALUATIONRisk for anxiety related to impending heart surgery as evidenced by poor eye contact and lack of questioning.Patient is able to verbalize signs of anxiety by end of shift. Assess patient’s level of anxiety. Encourage patient to talk about anxious feelings.Assist the patient in recognizing symptoms of increasing anxiety and methods to cope with it.Goal was met. Patient verbalized the signs of anxiety by end of shift.

The French Newspaper Le Monde Essay Example | Topics and Well Written Essays - 500 words

The French Newspaper Le Monde - Essay Example This paper will throw light upon Le Monde and all the necessary details will be provided in this paper. "The newspaper was established in 1944-as soon as the German army had quit Paris but whileWorld War IIcontinued-on orders of the new government of GeneralCharles de Gaulleas a means of providing a respected voice for France. It was printed on the presses of the defunctLe Temps,and a prewar correspondent of that paper, Hubert Beuve-Mry, was appointed its editor and director. He insisted on, and was granted, the right to operateLe Mondeas an independent organ, with no government or private subsidies and with the right to formulate its own editorial policies. By the end of its first yearLe Monde's accuracy and independence were widely noted and it had attained a circulation in excess of 150,000 copies." (Le Monde, 15 April 2009). The newspaper has made its mark in France and the writers of the newspaper have full authority to express their views and usually they express their views that are backed up with good research. The newspaper has had to face financial problems in the past but it has been very well established and no longer faces any financial trouble. Beuve-Mery is considered to be the founder of Le Monde. He was an editor and a French Publisher who not only established Le Monde but also took the newspaper to new heights.

Business plan for mobile convenience store Coursework

Business plan for mobile convenience store - Coursework Example However, due to its projected expansive nature, the business will cover regions such as Al Falah, Al Shamkha and Yas. The business will be expected to expand outside Abu Dhabi Emirate in future catering to embrace domestic customers. Mobile Baqala is a convenient retail store that provides merchandising business to retailers at convenience location without been required to go for long distances to find physical markets for goods and services that they need. The business is mainly designed to stock a variety of consumable items such as soft drinks eggs and milk amongst other products that are used by customers on a daily basis. It has been pointed out that most families experience difficulties in accessing basic commodities especially in areas such as Al shamka thus the need for such kind of a business. Apparently, majority of societal members have had problems in making their daily purchases of consumable items especially around Al Falah, Al Shamkha and Yas. As such, the population has agreed that such areas are of high suitability for the store and more perfect to stock a variety of both local and imported produce. Mobile Bagala is meant to operate as mobile store within the United Arab Emirates and some parts of Abu Dhabi as a grocery revolutionary storey that moves like a mobile unit in different locations. The business is planned to be unique in nature with effective and efficient design serving both local population and visitors. Having embraced a strategy to serve customers around the clock, the business is projected to achieve its objective as the future leading grocer in the United Arab Emirates serving the Arab population with a consistent supply of daily consumables. Besides, the business is designed with an initiative that would ensure consistency in supply of products to customers while creating job openings around its trading zones. Having engaged the