Product life cycle (PLC) Assignment Example | Topics and Well Written Essays - 1250 words

Item life cycle (PLC) - Assignment Example Presentation Stage Pepsi Next is a refreshment drink made by Pepsi. Pepsi brought it into the United States advertise in 2012, and along these lines, it is at the presentation stage. From that point forward, Pepsi has acquainted the item with the universal market. The organization had a solid dispatch for the item. This shows it responsibility to making the item all inclusive unmistakable. Its objective market incorporates pass cola consumers. As indicated by Pilger,†the organization had lost a critical number of cola consumers to contenders and the fundamental point of Pepsi Next was to win them back† (54). The organization utilized â€Å"drink it to accept it† slogan in propelling the item. The way of thinking has functioned admirably for the organization. As far as advancement blend, the organization applied TV adverts, post office based mail, computerized advertising, and substantial free preliminaries. The item is at the presentation stage on account of the si gnificant expense per another client obtained. The significant expense is related with the showcasing costs, for instance, the overwhelming free preliminaries. The organization offered free examples for the item including the more than 800 Wal-Mart stores. Despite the fact that the company’s top authority accepts that the item has performed past desire, it has enlisted low deals. For instance, in view of a solid dispatch and limited time exercises, the item had gained a piece of the overall industry of 1 percent. Notwithstanding, the piece of the overall industry has declined to 0.6 percent in view of low recurrent deals. In any case, the administration is persuaded that the item would perform better in future. Development stage Coke Zero is a soda pop produced by Coca-Cola. The organization propelled the item in 2006. It is at the development stage in the item life cycle. Since the item was brought into the market, it has been enlisting expanding deals. It has contributed a ton to the company’s gainfulness. For instance, inside the two years of the presentation into the UK advertise, the item deals came to ?75 million. Roughages expresses that â€Å"the drink has been propelled in more than 70 nations and is encountering development in more than 80 percent of its new markets† (98). The objective market for the item is youngsters and ladies who are worried about their sugar consumption. After the item was brought into the market, Pepsi sugar free beverages experienced diminished interest inside the initial two years. Diet Pepsi and Pepsi Max, for instance enrolled an interest of 129 million liters for the seven months after the item was propelled. This was a decrease contrasted with the interest of 138 million liters enrolled inside a similar period the earlier year. Coke zero at present is enrolling expanding benefit and a normal expense for each client. This is on the grounds that there are no exorbitant special exercises going on as the item is as of now settled. Development Stage Sprite fabricated by Coca-cola is at development stage. The soda has been in presence since 1961. The item is at the business top, which can't become further. Baldwin states â€Å"Sprite has a minimal effort for every client (32)†. One explanation for this is the way that the item is as of now all around conspicuous and there are no exorbitant limited time strategies utilized in showcasing it. There are too high benefits related with the item now. Furthermore, Sprite doesn't confront a hardened rivalry as it was looking during the development stage. Decrease stage Diet Dr. Pepper, then again is a soda pop that was presented in 1963. After it was presented, the item appreciated expanded help from its objective

Criticism on the Metamorphosis and analyze on Metamorphosis - Kafka Research Proposal

Analysis on the Metamorphosis and break down on Metamorphosis - Kafka - Research Proposal Example However, Kafka’s message is more profound. He appears not to want Gregor’s salvation from death, yet his demise from the general public should fill in as salvation. Gregor’s condition may appear to be like the state of those perishing from mortal ailments. The earliest reference point of the story demonstrates to such a perspective. â€Å"One morning, when Gregor Samsa woke from upset dreams, he wound up changed in his bed into a terrible vermin†. It is anything but difficult to envision an individual who once learns a horrendous conclusion of his and educates his family regarding it. As he gets up toward the beginning of the day he discovers that his family’s mentality to him has changed totally. Presently Gregor can't acquire his old guardians and little sister’s living, and this is the main inquiry which truly inconveniences him. In any case, his family is terrified and feels appall. His folks would prefer even not to know about him or see him. Just his more youthful sister, whose head is brimming with sentimental pictures, â€Å"sacrifices† herself minding of her wiped out sibling. Nonetheless, Grete quits seeing her senior sibling as an individual. She is queasy about contacting his own things and rushes to the window to open it and air the room, as though it is loaded up with poison. Grete abstains from taking a gander at her sibling and doesn’t address him. Gregor’s mother swoons at Gregor’s sight. Gregor’s father feels such appall that even harms his child â€Å"protecting† himself from the wiped out. Mr. Samsa doesn’t permit Gregor to leave the room. The entire family sees Gregor’s condition as disgrace. From the start the family does whatever it takes not to treat Gregor as a foe, while â€Å"family obligation required the concealment of nauseate and the activity of tolerance, only patience†. Be that as it may, after the three men of their word deny paying rent on the affectation of having imparted the loft to such a beast, even Grete blasts out, shouting †â€Å"We must attempt to dispose of it!†, †and Mrs. Samsa altogether

The uppsala model a poor guide

The uppsala model a poor guide      The Uppsala model is a standout amongst other known models of how firms set about the internationalization procedure. It presents a successive methodology, implying that the firm internationalizes steadily. The model accept that there is an absence of information on the remote market which is inconvenient to internationalization, along these lines it proposes that a firm ought to right off the bat build up itself in its local market, at that point increment its responsibility and assets in the objective nation in stages, advancing to the following stage once adequate comprehension and information on the outside economic situations have been attainted. The four phases recognized by this model are alluded to as the foundation chain. Stage 1 is the point at which the firm has no normal fare action; stage 2 is the point at which the firm starts to fare to the objective nation through specialists or free delegates; stage 3 includes the foundation of deals auxiliaries lastly the fourth step is beginning to deliver or potentially produce in the objective nation.      This structure likewise depends vigorously on the idea of mystic separation, characterized as the elements forestalling or upsetting the progressions of data among firms and markets. (Tayeb, M. Universal business P141) This proposes firms are bound to fabricate worldwide relations with nations which seem to have the most likenesses to them. These elements could incorporate language, culture, political frameworks, instructive frameworks and mechanical turn of events. Clairvoyant separation is frequently connected with geological separation, yet this isn't generally the situation. One case of this is the connections between United Kingdom with nations like New Zealand and Australia; the nations have a generally little clairvoyant separation as they communicate in a similar language, have comparative societies and furthermore comparative political and instructive structures, but then are geologically far separated.      So how helpful is this model, the creators themselves don't express that it very well may be utilized in all conditions.      One of the principal reactions of the Uppsala model is that it tends to be associated with both the firm and the market. The examination completed by Johanson, J and Wiedersheim-Paul in 1975 featured the internationalization procedure of the four firms included, anyway the model itself watches out for the internationalization of a firm in a particular market. extend      The model proposes an indistinguishable bit by bit process for the internationalization of the firm, which is planned to be rehashed for every nation that the firm attempts to go into. (Firms will in general enter new markets with progressively more prominent clairvoyant separation) However this view doesn't propose a level of trouble from venture to step, nor from nation to nation. Besides It accept that the amount and sort of information required is indistinguishable in each market, when in certainty some information will be transferable and apply to more than one market. Then again a few markets will be limitlessly unique. The model is a genuinely decent manual for internationalization as it energizes steady realizing which lessens a portion of the vulnerabilities connected with remote markets. Anyway it could be condemned on the grounds that it neglects to take in to thought that a portion of the data acquired is transferable.      The Uppsala model additionally neglects to think about the particular market condition and industry qualities in the objective nation. This incorporates economies of scale, innovative work force and furthermore government guidelines. grow Internationalization can begin at any stage skips organizes, a model? Of a FDI W/out fare and so forth. Blended exact help, particularly ‘stages for example proof of ‘leapfrogging, increasing speed SMEs for instance regularly start the internationalization procedure when they generally little and continuously increment their universal nearness. Most of SMEs have an absence of universal information, as they are customarily residential organizations bringing about restricted global experience. Accordingly the choice to dispatch themselves globally is more hazardous than that of bigger firms, this is additionally because of the necessary venture expected to internationalize, insufficient administration and absence of brand acknowledgment. For these organizations it appears that the Uppsala model permits them to pick up this basic involvement with stages, expanding their insight into the worldwide markets and permitting them to dissect the chances and issues which exist. By permitting the firm to acclimate itself with the market, with generally okay fares the Uppsala model expels or decreases a large portion of the weaknesses that SMEs face when attempting to internationalize, anyw ay it doesn't manage the potential absence of money confronting a large number of these organizations. The firm may likewise experience issues with unsteadiness of trade rates, neighborhood laws and guidelines or political stuns; anyway this isn't selective to SMEs. This recommends the model is a significant effective guide for SMEs anyway with an absence of capital the SME may think that its hard to advance to the third of fourth stages except if the fares have produced them adequate benefits.      Edwards and Buckley (1988) found that most Australian firms who had put resources into British manufacturing plants or offices had not gone through a fare stage. The Uppsala model features internationalization as a gradual procedure of learning through understanding, however on account of the advances in innovation, instruction and travel numerous new organizations have huge sums on universal information, on account of relations with MNCS. This features organizations with experience, or innovative firms would discover the Uppsala model a poor manual for internationalization, as they as of now have adequate information and assets to skip arranges and put resources into a remote nation. The Uppsala model doesn't think about the utilization of vital collusions or joint endeavors as pathways to internationalization. Joint endeavors permit firms to share every others abilities and information on every others markets, in this way lessening the dangers. One case of this is NU MMI (New United Motor Manufacturing Inc), this is the joint endeavor between General Motors and Toyota. Toyota would profit by access to the US market, and General Motors would profit by Toyotas innovative information and its prestigious administration structures. (Czinkota, M, Global Business P414) The ascent of brought into the world worldwide firms Perhaps a few positives?! Conc. How great/poor is it as a guide. Why? Allude to contentions      Internationalisation is the procedure of â€Å"increasing association in global operations† (Welch and Luostarinen). Welch, D.J./Luostarinen, R., Internationalization: Evolution of a Concept, Journal of General Management, 14(2), 1988, pp. 36-64 Clegg J, Internationalization systems P193-196 (1997) Macmillan Press Tayeb, M. Universal business (2000) P141, Prentice Hall Johanson, J and J-E Vahlne, (1977) The internationalization procedure of the firm P23-32 Johanson, J and Wiedersheim-Paul (1975) The internationalization of the firm P305 322 Czinkota, M, Ronkainen, I, Moffett, M and Moynihan, E (2001) Global Business P414, Harcourt College Publishers

Defining The Line Managers Role - Free Essay Example

à ¢Ã¢â€š ¬Ã…“Understanding how HR function equips line manager to deal with devolved responsibilityà ¢Ã¢â€š ¬? Literature review: Government deregulation, strong competition and big pressure in domestic and overseas market have led many organisations to concentrate on the management of employees in order to meet increasing demands for quality goods and services. It was posited that HRM represented an opportunity for the function to improve its status by making innovative and positive contributions to corporate goals and business success (Tyson, 1987) There is however general agreement over one structural change that has taken place, many organisations have devolved manpower responsibility from a function personnel office to line manager ( Hutchinson and wood,1995) In order to maintain competitive advantage, companies have been forced to come up with a new strategic innovation and devolved some HR responsibility to line managers to keep the business on track and to achieve the overall HRM strategy and thus the business strategy. This new vision of bringing HR task to the line has been dictated by the fast changing business environment, keenoy (1990) tend to see HRM as an instrumental approach to people management, driven by market oriented activities that affect the business as a whole. Cunningham and Hymans (1999) noticed that personnel function was being removed from departments and devolved to line managers because it has consistently failed to achieve results in the past, but other causes that helped to build up a new way in how hr function and line managers work together, many changes in the corporate environment like competition, decentralisation, and privatisation has reformed HR function. Another problem is that HR profession does not control access to personnel job, a non HR manager can become an HR manager when the employers decide so. The rational of why line involvement has become more frequent following the idea of (Brewster, Larsen.2000.p196) is mainly because of five factors: To reduce cost To provide a more comprehensive approach of HRM. To place responsibility for HRM with managers most responsible for it. To speed-up decision making. As an alternative to outsourcing the HR function. Defining line managers role : The literature make a distinction between line and staff function, line function are those who have direct responsibility for achieving the objectives of the organisation (Stewart ,1963). Dalton (1959) said that line officers are lacking skills when translating staff advice into effective working practice. We can notice different layers of line activity within organisations but for the purpose of our research the term line managers refers to section or area heads that exists above supervisory level but doesnà ¢Ã¢â€š ¬Ã¢â€ž ¢t include senior position within the hierarchy (Noreen, Michael, 1995) Drucker (1974) views that the management job consist of five basic operations: Setting objectives Organising Motivating and communicating Measurement People development March and Gilies (1983) said that industrial relation and day to day personnel activities lie with line and staff manager and subordinate supervisors. A useful typology of senior/middle line manager was proposed by storey (1992), this typology give us better view about different roles that a manager can do in the organisation, he used two key dimension of the line manager described in the matrix figure 1. Source : Storey 1992 , Typology of middle line managers . The first dimension is when a manager is commercially oriented or technically oriented and the second dimension is measuring whether a manager is taking a proactive or reactive attitude. storeyà ¢Ã¢â€š ¬Ã¢â€ž ¢s typology is useful because it let us know different role that a manager can do in the area of HRD which is part of the devolved task to line managers. The HR role : We understood from the previous that line manager have the responsibility of HR task in their area, in the other side HR department is responsible for HRM across all the organisation (Henrick , Brewster .2003). Tyson and fell 1992 proposed a conceptualised classification of three models of personnel management as follow: From 1960s à ¢Ã¢â€š ¬Ã…“clerk of worksà ¢Ã¢â€š ¬? doing routine works. From 1970s as a à ¢Ã¢â€š ¬Ã…“contract managerà ¢Ã¢â€š ¬? From 1980s as an architect à ¢Ã¢â€š ¬Ã…“ business manager who is responsible of planning , Tyson and fell concluded that personnel managers facilitate other management task to occur, and their most important skills depend in their timing of applying techniques and their ability to sell their services to client line managers. Storey (1992) came up with the à ¢Ã¢â€š ¬Ã…“ intervention /non intervention à ¢Ã¢â€š ¬? dimension and a à ¢Ã¢â€š ¬Ã…“strategic/tacticalà ¢Ã¢â€š ¬? axis and he presented four main types of personnel practitioner : advisers , handmaiden(reactive, client/contractors of line manager), regulators (intervene to monitor the observance of employment rules) , and last the highest position which is strategic and interventionary change makers, storey findings explain that personnel in the majority of companies wasnà ¢Ã¢â€š ¬Ã¢â€ž ¢t the main drivers of the change wanted , because the regulator still outnumbered the change makers in most of the companies. Source : Storey J 1992, four roles of personnel managers. The HR function is responsible of giving guidance and taking initiative, in order to support and solve all the problems associated to the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s employee. HR function is a very important part in an organisation providing the advice and services that facilitate organisation to get the job done through people. The HR function is in place to make sure HR strategies, policies and practices are known by everybody in the organisation and maintained, but also providing the support for everything concerning the employment, well being of people and their development and the existent relationship between management and employee. It plays a major role in creating an environment that encourage employee to realize their potential to the benefit of the company and themselves (Armstrong, 2010) HR function, line management set up : Many researchS have been done to prove the consensual relation between hr function and line managers , (Guest 1987) presented a framework which resulted in an HRM approach, according to him the adoption of an HRM should result in à ¢Ã¢â€š ¬Ã…“an organisational pay-off designed to produce a strategic integration, high commitment , high quality , and flexibility among employeesà ¢Ã¢â€š ¬? . guest said that integration as a concept is composed of four aspects, firstly the integration of HR policy making and corporate strategic planning process, second HRM policy should be integrated with one another and with other business strategy in the organisation like finance and marketing, the third one is that it should be an integration between attitude and practices of line managers within the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s HR policies, the fourth aspect is the integration of the employees with the interest of the organisation by showing a high commitment to the organisation. The leadersh ip behaviour and HR practice of line managers will affect the employees commitment, the commitment could be to the organisation or more likely to the line manager as proved by the team at bath university and supported by CIPD, the research showed where people feel positive about their relationship with their front line managers they are more likely to have higher levels of job satisfaction, commitment and loyalty which result in better performance. Sisson (1994) emphasise that the first two aspect of integration are difficult to achieve unless they are seriously managed by top and middle managers in the organisation. Storey (1992) as well refers to three key elements and suggested to associate them with a distinctive approach of HRM, the first element is that the HRM of an organisation is the one that à ¢Ã¢â€š ¬Ã…“makes the differenceà ¢Ã¢â€š ¬?. The second element is that in order to make the difference , HRM needs to be managed in a strategic way . The third element is the one that requires line managers to know the link between HRM and the strategic direction of the organisation designed by its top managers. This third element matches the third aspects of integration , and (guest 1987.p514) add that in order to achieve the third outcome of flexibility , managers need to have à ¢Ã¢â€š ¬Ã…“change agent à ¢Ã¢â€š ¬? skills. Hutchinson examined the involvement of line manager in HR and found that HR manager do consult line managers, and some other managers are working in partnership. The empirical evidence from Hutchinson and wood study (1995) shows a joint working between personal and line managers and also an increasing role for line manager in the HR function. Another study from Cunningham and Hymanà ¢Ã¢â€š ¬Ã¢â€ž ¢s noted that more line manager are getting involved in HR work, an evidence from à ¢Ã¢â€š ¬Ã…“Saragotaà ¢Ã¢â€š ¬? study suggested that the extent that line management were involved in HR task was wide with the line doing around third of core HR department roles.(IRS,1995). Torington and Hall (1996) found HR specialist work in partnership with line manager when they design the HR strategy, the study showed that personnel function was involved in strategy at some point and was developed in cooperation with line managers, the conclusion was that the approach was small rather than holistic and personnel was reactive rather than proactive . the impact of this devolved responsibility to the line was that some line managers supported the move, but others taught that it starts à ¢Ã¢â€š ¬Ã…“people problemà ¢Ã¢â€š ¬? which is the responsibility of HR to deal with , because line managers didnà ¢Ã¢â€š ¬Ã¢â€ž ¢t have the skills to take on these new tasks , some other problem was lack of consistency and inadequacy of training and support provided for line management. Pool and Jekins (1997) analysed the extent of line management responsibility for HR practices concluding that line managers were à ¢Ã¢â€š ¬Ã…“far more responsible than might have been supposed with a central pattern of line dominance in operational responsibility on most personnel HR matters. Mc Govern et al (1997) study of line management practice discovered the reluctance of some managers to take on personnel responsibilities, believing that ità ¢Ã¢â€š ¬Ã¢â€ž ¢s not their job but personnelà ¢Ã¢â€š ¬Ã¢â€ž ¢s job, as a result many HR department were afraid or reluctant to devolve responsibilities to the line as there was lack of knowledge and ability to take it on. They identified a model of line managers getting involved directly in HR activities with the support of the HR function and personal motivation was the factor motivating the line , but some obstacles were facing them like the quality of practice by line managers, short term managerial approaches another big problem wa s that the line couldnà ¢Ã¢â€š ¬Ã¢â€ž ¢t devote much time to HR activities as their return on effort was not directly quantifiable and they concluded : à ¢Ã¢â€š ¬Ã…“ The prospect for full-blown devolvement to the line are not promising given the current priorities of these business , attempts to devolve HRM to the line may be possible but only by providing support from HR specialistà ¢Ã¢â€š ¬? (McGovern et al ,1997 , p 26) Other researcher report a joint working arrangement at two different level, the first one is at director level between HR and other directors, and the second at a subsidiary company level between line managers and personnel managers (Genard, Kelly , 1997) and this resulted in business driven partnership to improve performance and a big importance was given to the influential role that HR director has to play . Tornhill and Saunders (1998) came up with the worst scenario for the HR specialist known as The absentee specialist which suggest the complete devolution of HR task to line managers and could result in negative implication for successful HR outputs. Other researcher argued that overall the personnel function is still à ¢Ã¢â€š ¬Ã…“vulnerableà ¢Ã¢â€š ¬? even though line manager work in managing subordinates could help the presence of personnel to assist the line in less than a strategic function. Some researchers even suspect devolution of HR responsibilities to the line came from the desire to cut cost and the companies wish to free themselves from some responsibilities. Thus the claim (Guest, 1987,P.51) could mislead the reader because to achieve a successful HRM practices within an organisation a qualified HRM specialist is needed and line managers need the appropriate designed HR practices to use in their management activities. (Purcell , Hutchinson , 2007, p .57) However there is an alternative that a close participation between line management and hr function can have a mutual benefit and could help to solve business problems. (Gennard, Kelly , 1997) Partnership between HR and the line : Ità ¢Ã¢â€š ¬Ã¢â€ž ¢s argued that people responsible for HR are those directly responsible for supervising staff that there primary purpose is to manufacture products , sell goods or equipments or deliver a public or customer service , but the problem could be that these line managers have a lack of knowledge and skills to supervise staff effectively (Sisson , storey , 2000) and this is why it would be more rewarding if HR specialist and line managers work together in partnership (Witacker , Mick, 2003) Tyson and Fell (1992) noticed that there is no clear communication between management and employee of their personnel function, this gives the opportunity à ¢Ã¢â€š ¬Ã…“ to act as partners with senior line managers to create orderly change à ¢Ã¢â€š ¬? storey 1992 called that as à ¢Ã¢â€š ¬Ã…“full team memberà ¢Ã¢â€š ¬? where the running of the business is shared between line manager and personnel . Tomlinson (1993) describe partnership as being where HR needs to get involved in more supportive, collaborative relationship with managers. Other researcher described the partnership approach between HR executives and line managers to be an ideal situation, but recognise that we donà ¢Ã¢â€š ¬Ã¢â€ž ¢t find this partnership happening in all companies. The idea of HR professional acting in partnership with senior line managers was raised by (Ulrich , 1997) to identify HR practices that achieve business strategy (figure 2). https://www.stw.de/typo3temp/pics/c98097d6bc.jpg The HR Business Partner (based on an idea by Dave Ulrich, 1997) he says that line managers and HR professionals working separately cannot be HR champions, this is why they have to form a partnership and in this partnerships line managers will have authority , power and sponsorship , and have the overall responsibility for the HR community, and HR professional will bring technical expertise which show a competence credibility, Ulrich (1997,2005) pointed four new HR roles which are as follow ( business partners, change agent, administrative expert and employee champion ) those new roles lead to three important HR function : Centres of excellence. Shared services. Business partners. But this redefinition of roles and reorganisation of HR function was seen by (CIPD 2007) as having some difficulties to define the new roles, to make change, to deal with skills gap and resources deficiency. Maxwell and Watson (2006) argued that the dominant model for HR operation within organisation is the partnership between HR specialist and line managers. We can understand that the concept of partnership is a good one if everybody is making the effort in the same direction for the benefit of the organisation , we can describe this relation as a reciprocal one , where line manager has to do some HR task but in order to do it properly the right support and training is needed from the HR specialist , but for this partnership to be successful a lot of work need to be done and specially a lot of communication is needed to act fast and solve problems quickly, finally getting the line more involved in HR tasks is not a threat for the HR specialist , because the need of specialist is real and their presence is very important to supervise , help and support the line but also their job will be more strategic. Line manager role for devolved responsibility and the obstacles facing them: First of all let see how line manager are involved in making the policy , ( Hutchinson , wood,1995. P. 17) found that HR specialist are the one responsible for making the policy across all area, they noticed that line managers are not leaders in making the policy either on their own or in consultation with personnel colleagues, but in HR practice they found that line managers are more involved in resourcing and employee relation , however in employee development and employee reward the HR specialist had a major role to play . Hall and Torrington (1998) found that a bigger role is played by HR manager in issues relates to pay and benefit , and the least in appraisal , health and safety , quality initiative and communication . It appears that HR specialist have higher involvement when ità ¢Ã¢â€š ¬Ã¢â€ž ¢s a matter of consistency and specialist expertise and lower when line managers are dealing with every day responsibilities. Storey (1992) concluded after doing a survey of fifteen companies that the responsibility of line managers are becoming more important in human resources and their task can include : pay award , training and development , motivating teams , appraisal , on the job coaching , reducing cost , improve the quality , respond to customer service needs , continuous improvement and deploying labour. Another research from Renwick (2002, p. 262) has studied three big organisation which has an HR director on the top team management or board of director and has noticed that the most devolved HR task to the line include : Grievance management, performance appraisal, redundancy selection , pay award , communication with employee , recruitment , employee development and handling sickness absence . CIPD (2010) supported a research made by team of researcher from bath university and describe area where line managers make the biggest difference in people management are as follow : Performing appraisal Training , coaching and guidance Employee engagement ( communication between line management and employee ) Openness ( how easy is it for employees to talk about problems ) The devolution of some HR task to the line is a fact but many research has identified some difficulties facing line managers while handling performance management system , and Gratton et al (1999) said that managers dislike the bureaucracy involved in this process , in the other side there was a reluctance to accept responsibility for decision and adjustment taken by line manager from HR managers, and Redman (2001) found that where line managers are doing performance appraisal they are doing it poorly . another research has shown managerà ¢Ã¢â€š ¬Ã¢â€ž ¢s attitude to employee involvement and describe it as no more negative than those of senior managers , and in case of failure of the employee involvement , line manager will be the one to blame (Fenton , Oà ¢Ã¢â€š ¬Ã¢â€ž ¢creavy , 2001) another research concentrate on line management handling of grievance and discipline, the outcomes shows that line managers are more involved than before but not as much as HR managers and this is be cause of the complexity of the task , and this task being time consuming and the fear of failing in this task which can have a huge impact in the finance of the company (IRS,2001) Cunningham and James (2001) found that line managers handling of sickness and disability was limited and that was because line managers didnà ¢Ã¢â€š ¬Ã¢â€ž ¢t want to attend training session. Many constraints face line managers in achieving the goal of this devolution because of many reasons , even though there are a positive aspects of devolving HR task to line managers as described in Renwick (2003) as a career enhancer for them in doing HR work but also line managers are the one who apply the HR strategy in practice and bring the HR policy to life (Hutchinson .Purcell 2003) One of the major problem is the workload that the line have to perform especially if they know that they are not expert in doing HR tasks, and this workload leads them to be reluctant on doing HR tasks (Brewster, soderstrom.1994). Another big issue is a lack of training because if line managers have a lack of understanding of HR practices it will prevent the organisation from developing a strong learning culture. This lack of support and training show a bit of confusion because if an organisation devolved HR task to the line , it is to be more efficient and more profitable , but if the line lacks the necessary skills as McGovern et al (1997) describes it that a lack of training can lead to a failure in implementing HR policies, and exposing the organisation to tribunals and this is why the line should be equipped with the right tools to enable them to perform the devolved HR tasks properly which means that continuous and well designed training is needed to be able to achieve the goal set by the organisation. And to be able to achieve the goal , the organisation need to put a special budget for training and development of manager and not leaving them to develop themselves on their own. (McGuire et al 2008) Another big problem is the lack of specialist expert to support managers when dealing with HR tasks, this is happening because of the downsizing of the HR departments in most organisations ignoring the precious need of the line to the specialist and just focusing on reducing cost , but as Renwick and Brewster (2003. P. 231) noticed that reducing the size of HR department could reduce the cost but could also increase it, if managers make inappropriate and wrong decision. (Henrick, Brewster , 2003 . p30) noted that when an organisation has an HR department with a high number of specialist it is more likely to be able to influence line management practice directly , there is a case study evidence that shows how important and influent are HR specialist and they were given the name of à ¢Ã¢â€š ¬Ã…“ strategic change makers à ¢Ã¢â€š ¬? (Gennard , Kelly 1997.p35) Many of the criticism concerning the lack of contribution from HR specialist to organisational performance were from line managers, firstly personal practitioner are far away from the commercial realities, and ità ¢Ã¢â€š ¬Ã¢â€ž ¢s difficult for them to understand the business , the customer and the corporate target. Secondly HR stops line manager to make decision that they feel are in best interest for the company. Third HR manager act slowly and always want to check how many options do they have rather than making a series of appropriate actions (Marchington ,Wilkinson , 2003.p248) The role of line managers in implementing HR policies was not taken seriously by senior managers, or taken for granted by many companies and there is a small evidence of companies that provide a formal training to equip their line manager to undertake the role of facilitating HRM outcomes. (Cunningham , Hyman. 1995) , Brewster and Larsen has identified three main reason for this : Senior managers presume that line managers already knows the technical aspects of HRM to base their decision. Senior managers do not offer appropriate training before delegating tasks. Senior managers believe that line managers will learn HRM by practising it. Lack of training is a negative factor that make line mangers weak when dealing with devolved HR tasks, but also they are very important for delivering a good HR practice because they are working on the shop floor and they are the one that can make change, which means that an HRM strategy without the line playing a major role would never succeed, in the other side HR specialist will have to equip them with the right training to develop their capacity to deal with people management and excessive stress because of the workload. Another negative aspect is reducing the number of HR expert that can provide the line with precious advise and help and equip them with the right training, this partnership will give HR specialist to concentrate more on making positive change in the organisation, another important question which is worth to research in the future is whether reducing the number of HR experts really reduce the cost in organisation or is it just wrong and cost more money to the organisation? Hutchinson and Purcell (2003) proposed the following suggestion on how line manager can better deal with people management: Provide them with time to carry out their people management duties . Pay more attention to the behavioural competencies required while recruiting manager. Support line managers with strong organisational value in relation to leadership and people management. Develop a good working relationship with different level of management. Make sure the line receive sufficient skills training to enable them to perform their people management activities appropriately.

Childhood Obesity Essay - 765 Words

Past the accelerated activity of the 20th century comes the new millennium bringing the modernized world to a throne of leisure and lethargy. Consequently sabotaging the health of our children and our future as a nation, obesity once thought only to be common to the fully grown adult, has now plunged its way belly first into Americas freshest gene pool. The epidemic of obesity among children has its roots in consumer culture and in contemporary American society all a part of the environment that accommodates the modern-day American family. Diet pills, surgery, and a whole array of temporary solutions have been offered to fight problem but the real causes and solutions go much deeper into the political, social and economic structures of†¦show more content†¦In response to the headlining epidemic a very profitable industry has emerged for weight loss products and weight removal techniques. Pills, diet plans, and surgery have all been seen as the solution and quickest way to he alth recovery but however effective these methods may be they offer only temporary solution. Surgery and weight loss mechanisms are only slight recovery methods that do not to prevent or address the problem at its core. A prevalence of these methods could only lead us into a cycle of wayward health care and would only cause adverse side effects if used on children. For the same reasons these methods would not work in Belgium, these quick fix solutions only fuel a system that allows for the problem in the first place. It is not just the problem of extra pounds that threatens our future as a nation but the understanding and relationship made between the unneeded fat to the environment and its reasons being. Along with an emphasis on personal we might see a growth in alternative healthcare and medicine. There is a growing consensus that healthcare would be better suited viewing good health through an understanding of the body-mind relationship. It was originally thought that all humans share close to 100% of the same DNA but recent studies suggest that we all may be a little more unique than imagined sharing only aboutShow MoreRelatedChildhood Obesity : A Obesity1247 Words   |  5 PagesChildhood Obesity: A Review to Prevent the Risk Factors of Childhood Obesity in Our Community. The rates of childhood obesity Worldwide are alarmingly high! Obesity is a global nutritional concern and leads to horrible consequences on our children and becomes a worldwide pandemic. Worldwide estimates of obesity are as high as 43 million, and rates continue to increase each year. In this study, people will find healthy tips to prevent childhood overweight or obesity to help children in our communitiesRead MoreThe Prevalence Of Childhood Obesity1678 Words   |  7 PagesThe prevalence of childhood obesity has remained a serious matter in the United States over the years despite its recent decline (Centers for Disease Control and Prevention, 2015). Children who are obese can experience the same devastating health effects as adults who are obese – cardiovascular issues, diabetes, breathing problems, and so forth. In addition, children who are obese are more than likely to become obese as adults, therefore the development of a health fair that would highlight increasedRead MoreThe Effects Of Obesity On Childhood Obesity Essay1953 Words   |  8 Pagesfind out what has caused or what the leading factors to obesity are. Researchers are currently still doing research to find out what causes or what may be the lead to obesity. Childhood obesity is a serious medical condition which considers a child to be obese if their Body Mass Index (BMI) is at or above the 95th percentile for children and teens of the same age and sex. (Rendall., Weden, Lau, Brownell, Nazarov Fernandes, 2014). Obesity is on a rise in the Unites States and all over the worldRead MoreEssay on Childhood Obesity1599 Words   |  7 PagesChildhood obesity is one of the most serious public health challenges of the 21st century. The problem is global and is steadily affecting many low- and middle-income families particularly in the United States. The socioeconomic status of these families contributes to the childhood obesity epidemic. Summary of Article 1 The article, â€Å"Beliefs about the Role of Parenting in Feeding and Childhood Obesity among Mothers of Lower Socioeconomic Status† is a study that was conducted by Alison KalinowskiRead MoreChildhood Obesity : Obesity And Obesity Essay1671 Words   |  7 PagesFight to End Obesity Childhood obesity has increased drastically over the past years and has become a health risk to children. In fact, childhood obesity has doubled in numbers in the past thirty years (Childhood Obesity Facts). Obesity occurs when an individual becomes overweight and can be diagnosed by using the body mass index or BMI scale. Obesity causes many diseases in children which cannot be cured without a doctor, in result, childhood obesity drives high health care costs. The existenceRead MoreChildhood Obesity and Its Effect1260 Words   |  6 PagesChildhood obesity is considered to be a serious issue among our youth. Obesity can cause many types of physical problems, which most are aware of, but it can also cause some undesirable internal feelings within children and adolescents who suffer from it. Self-esteem, or self-worth, is important as it helps develop personality and is a major ingredient to our mental health status (Wang, F. and Veugelers, P. J., 2008). Some have said obesity may e ven have a negative effect on cognitive developmentRead MoreChildhood Obesity : The Adolescent Essay3626 Words   |  15 PagesChildhood Obesity: The Adolescent The Finale Paper Presented to: GEN499: General Education Capstone Instructor: Robert Bass Ashford University By: Ranita Wallace March 27, 2015 Childhood Obesity: The Adolescent Obesity is a growing health problem. Obesity is when individuals are overweight, it causes health problems and is a threat to their lives. Usually obesity is a result from over eating and lack of exercise. Obesity is the cause of many health problems such as diabetesRead MoreChildhood Obesity Essay976 Words   |  4 PagesAccording to a 2010 report by The Centers for Disease Control and Prevention (CDC), the prevalence of childhood obesity has more than tripled in the past thirty years. As well as having an impact on health, studies have cited a relationship between obesity and poor school performance as well as a child’s readiness for learning and education. This can be correlated with studies finding â€Å"obese children have a greater risk of social and psychological problems, such as discrimination and poor self-esteem†Read MoreChildhood Obesity : Obesity And Obesity1505 Words   |  7 PagesChildhood Obesity Introduction Childhood Obesity has become more critical public health issue worldwide. However, obesity ratio varies from country to country. In addition, up to a quarter of Australian children are suffering from childhood obesity and obese children are at higher risk to become obese adult. For this reason, child’s weight always matters because it can impact on their health in future. There may be many reasons which affect childhood obesity including sedentary life style, lack ofRead MoreObesity : Childhood Obesity And Obesity955 Words   |  4 Pageswhere the life expectancy of today’s generation is being threatened. Prevention of overweight and obesity is imperative. Parents, especially mothers play a major role in preventing overweight and obesity among the children. Their knowledge of nutrition, food selection and family meal structure has major impact on their children’s food habit. The preschool age is crucial for the children to learn and develop their lifelong hab its. Education starts from home, where parents are the primary source

Have you ever felt like men belittle you because they’re...

Have you ever felt like men belittle you because they’re stronger and bigger than you? Men may be stronger and bigger but â€Å"behind every strong man stands an even stronger woman† (Holger Zander) and that’s a fact. In the 1840’s a lot went on such as the ending of the first opium war between China and Britain but what most people tend to miss is the women’s rights movement that went on in 1848 until the 2000s.Women were being mistreated and were basically said to only be good for housekeeping and producing children. We as women are way smarter than men and we should be recognized for keeping our homes clean and food on the table hot and ready when our men come home from a long day at work. Then we were still going through the struggle†¦show more content†¦In 1848 a group of abolitionist activists met in Seneca Falls, New York to discuss the problem of womens rights. They met with Elizabeth Cady Stanton and Lucretia Mott and decided that it was about time that women started getting their own chance at a lifestyle of their own ch oice. During the 1850’s women right talk was died down by the civil way but right after it ended and the 14th and 15 amendments came into play new question arose. They refused to support the 15th Amendment and joined forces with racist Southerners who argued that white womens votes could be used to balance out those votes cast by African Americans. In 1869, a group called the National Woman Suffrage Association was formed and began to fight for a universal suffrage amendment to the federal Constitution. Some women went as far as starving themselves to prove that we need to be equal to men in every aspect. But in 1890 we said â€Å"forget being treated as equals!† we just want the right to vote because, we have different opinions and viewpoints than men and we should be able to voice them. A few advocates wanted women to have the right to vote because, they thought it would help spread their cause and it would over throw the blacks who, were quickly rising economically as well as the environmentally and return the â€Å"white supremacy â€Å"that they had when blacks were frowned upon and treated like property .Us women piggy backed off of that to help make others notice our need to vote and voiceShow MoreRelatedDefinition of Adolescent Development14194 Words   |  57 Pageswhen signs of sexual maturity begin to occur in both physical and social development and ends when the individual assumes adult roles and is concerned in most ways as an adult by his reference group. Dorothy Rogers: Adolescence is a process rather than a period, a process of achieving the attitudes and beliefs needed for effective participation in society. The Hadow Report in England: There is a tide which begins to rise in the veins of youth at the age of eleven or twelve. It is called by the nameRead MoreDefinition of Adolescent Development14200 Words   |  57 Pageswhen signs of sexual maturity begin to occur in both physical and social development and ends when the individual assumes adult roles and is concerned in most ways as an adult by his reference group. Dorothy Rogers: Adolescence is a process rather than a period, a process of achieving the attitudes and beliefs needed for effective participation in society. The Hadow Report in England: There is a tide which begins to rise in the veins of youth at the age of eleven or twelve. It is called by the nameRead MoreDeveloping Management Skills404131 Words   |  1617 Pagesmymanagementlab is an online assessment and preparation solution for courses in Principles of Management, Human Resources, Strategy, and Organizational Behavior that helps you actively study and prepare material for class. Chapter-by-chapter activities, including built-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Read MoreManagement Course: Mba−10 General Management215330 Words   |  862 PagesAll rights reserved. Printed in the United States of America. Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without prior written permission of the publisher. This McGraw−Hill Primis text may include materials submitted to McGraw−Hill for publication by the instructor of this course. The instructor is solely responsible for the editorial content

Karl Marx (1954 words) Essay Example For Students

Karl Marx (1954 words) Essay Karl MarxKarl MarxKarl Marx was the greatest thinker andphilosopher of his time. His views on life and the social structure ofhis time revolutionized the way in which people think. He created an opportunityfor the lower class to rise Above the aristocrats and failed due to thecreation of the middle class. Despite this failure, he was still a greatpolitical leader and set the Basis of Communism in Russia. His life contributedto the way people think Today, and because of him people are more opento suggestion and are Quicker to create ideas on political issues. Karl Heinrich Marx was born May 5th, 1818in Trier. Although he had three other siblings, all sisters, he was thefavorite child to his father, Heinrich. His mother, a Dutch Jewess namedHenrietta Pressburg, had no interest in Karls intellectual side duringhis life. His father was a Jewish lawyer, and before his death in 1838,converted his family to Christianity to preserve his job with the Prussianstate. When Heinrichs mother died, he no longer felt he had an obligationto his religion, thus helping him in the decision in turning to Christianity. Karls childhood was a happy and carefree one. His parents had a good relationshipand it help set Karl in the right direction. His Splendid natural giftsawakened in his father the hope that they would One day be used in theservice of humanity, whilst his mother declared him to be a child of fortunein whose hands everything would go well. (The story of his life, Mehring,page 2)In High school, Karl stood out among thecrowd. When asked to write a report on How to choose a profession hetook a different approach. He took the angle in which most interested him,by saying that there was no way to choose a profession, but because ofcircumstances one is placed in an occupation. A person with an aristocraticbackground is more likely to have a higher role in society as opposed tosomeone from a much poorer background. While at Bonn at the age of eighteenhe got engaged to Jenny Von Westphalen, daughter of the upperclassmen LudwigVon Westphalen. She was the childhood friend of Marxs oldest sister, S ophie. The engagement was a secret one, meaning they got engaged without askingpermission of Jennys parents. Heinrich Marx was uneasy about this butbefore long the consent was given. Karls school life other than his marksis unknown. He never spoke of his friends as a youth, and no one has evercame to speak of him through his life. He left high school in August of1835 to go on to the University of Bonn in the fall of the same year tostudy law. His father wanted him to be a lawyer much like himself but whenKarls reckless university life was getting in the way after a year Heinrichtransferred him to Berlin. Also, he did not go to most lectures, and showedlittle interest in what was to be learned. Karls reckless ways were nottolerated at Berlin, a more conservative college without the mischievousways of the other universities. While at Berlin, Marx became part of thegroup known as the Yong Hegelians. The group was organized in part dueto the philosophy teacher Hegel that taught from 1818 to his death. Theteachings of Hegel shaped the way the school thought towards most things. Those who studied Hegel and his ideals were known as the Young Hegelians. Hegel spoke of the development and evolution of the mind and of ideas. Although Karl was younger than most in the group, he was recognized forhis intellectual ability and became the focus of the group. While at BerlinHe came to believe that all the various sciences and philosophies werepart of one overarching, which, when completed, which would give a trueand total picture of the universe and man. (Communist Manifesto, Marx(Francis B. Randal), page 15)Marx was an atheist, and believed thatscience and philosophy would prove everything. Thus he had no belief ina god of any type. Marx believed that Hegel must have been an atheist aswell because of his strong belief in the mind. Marxs doctoral thesis wascompeted in 1841. It carried the title The Difference Between the Philosophiesof Nature of Democrtius and Epicurus.(The Making of Marxs Critical Theory,Oakley, page 11) It had to do with the Greek philosopher Epicurus and howhis beliefs related to Marxs of that day. This thesis was an early indicationof the thinking behind Karl Marx. Much of his later work a nd ideas areevident in this essay. He passed his thesis into the University of Jenabecause Bonn and Berlin required an oral part to the thesis. Slave Revolt EssayHis ideas were no longer followed like they once were. His isolation fromthe general public provided a new light in his life. Then, in 1855, hisonly son died. His son showed much potential, and was the life of the family. When he died, Jenny became very sick with anxiety, and Marx himself becamevery depressed. He wrote to Engles The house seems empty and desertedsince the boy died. He was its life and soul. It is impossible to describehow much we miss him all of the time. I have suffered all sorts of misfortunesbut now I know what real misfortune is. (The Story of his Life, Mehring,page 247)After the Communist League disbanded in1852 Marx tried to create another organization much like it. Then, in 1862the First International was established in London. Marx was the leader. He made the inaugural speech and governed the work of the governing bodyof the International. When the International declined, Marx recommendedmoving it to the United States. The ending of the International in 1878took much out of Marx, and made him withdraw from his work; much like theending of the Communist League had done. This time, it was for good. Thelast ten years of his life is known as a slow death. This is becausethe last eight years many medical problems affected his life. In the autumnof 1873 he was inflected by apoplexy which effected his brain which madehim incapable of work and any desire to write. After weeks of treatmentin Manchester, he recovered fully. He controlled the demise of his health. Instead of relaxing in his old age he went back to work on his own studies. His late nights and early mornings decreased his health in the last fewyears of his life. In January of 1883, after the death of his daughterJenny, he suffered from Bronchitis and made it almost impossible to swallow. The next month a tumor developed in his lung and soon manifested into hisdeath on March 14, 1883. Although Marxs influence was not greatduring his life, after his death his works grew with the strength of theworking class. His ideas and theories became known as Marxism, and hasbeen used to shape the ideas of most European and Asian countries. Thestrength of the Proletariat has been due to the work of Marx. His idealsformed government known as communism. Although he was never a rich man,his knowledge has been rich in importance for the struggle of the workingclass. BibliographyHimelfarb, Alexander and C. James Richardson. Sociology for Canadians: Images of society. Toronto: McGraw-Hill RydersonLimited, 1991Mehring, F, Karl Marx, The story of hislife, London: Butler and Tanner ltd., 1936Marx, K, The Communist Manifesto, Germany:J. E. Burghard, 1848 Karl Marx. Microsoft Encarta 96 Encyclopedia. CD-ROM. Microsoft Corp., 1993-1995Vesaey, G. and P. Foulkes. Collins dictionaryof Philosophy. London:British Library Cataloguing in Publication Data,1990