How Industrial Norms And Conditions That Matter On...

How industrial norms and conditions that matter to television content because they create specific textual outcomes, norms of each television era have made certain types of programs more likely and as the norms and conditions have changed so has the range of textual possibility. For example, the introduction of subscription supported channels led to programs that would not have been allowed on broadcast networks. Because channels that function under this economic model require programming that will is considered valuable enough to entice viewers to pay for their service and are not restricted by the same strict regulations as ad-supported networks, they must provide programs that views cannot find elsewhere, which leads them to push†¦show more content†¦Robert Kintner replaced Weaver as NBC president in 1955 his strategies were intended to move NBC out of its growth phase and into a new phase of maturation, stabilization and profitability. His four fold strategy included a s witch from live programs to telefilm (which made syndication and exportation possible), meat and potatoes scheduling ( nothing extravagant, just regular series meant to promote habitual viewing), licensing of outside suppliers to decrease costs and their inherent risks, and using news as a bridge to primetime in order to promote audience flow. Based on each president’s very different programming strategies, it is easy to decipher which programs belong in which programming strategy category. For example, Today (1952-), fits under Weaver’s strategy because it was part of his in-house â€Å"THT† programming strategy which employed daily format, along with Home and The Tonight Show, so advertisers could buy set segments at lower costs, as well as encouraged viewing in every major block of the day and appealing to a wide range of audiences and encourage stations with empty morning or night schedule to affiliate with NBC. Furthermore, The Tonight Show ledShow MoreRel atedImpact of Media on Socio-Cultural Values and Social Institution in Indian Society10316 Words   |  42 Pagesa role to influence socio-political and cultural settings. Numbers of researchers have been conducting studies worldwide to investigate what they might contribute to an understanding of the economic and other factors that influence mass media, and how the media in turn influence the political climate and the democratic process in modern democracies. Mass media is considered one of the principal agents for societal development, democracy and good governance. Media critics claim that at times massRead MoreImpact of Internet and Media on Modern Youth6198 Words   |  25 Pagesgroup regards the internet (‘we are the internet generation’, they proclaim proudly), suggests a striking coincidence of interests between young people themselves and the rapidly growing industry which markets to them, developing dedicated online content and services, albeit a coincidence that arouses considerable ambivalence among critical commentators. It is suggested that young people’s involvement with online consumer culture, including the ways in which this mediates offline consumer/youth cultureRead MoreEssay on Digital Media and Society5371 Words   |  22 Pagesinnovating using devices originally intended for corporate and government data management... computers * The debates about emerging media * How these debates are important to you profession development * You are a†¦ knowledge worker Field labels * New communication technology * New media * Digital media Article: how is work changing? Digital * Information in a binary electronic form * Manipulable * Digital information is easily changeable and adaptableRead MoreCultural Industries in the Digital Age: Some Provisional Conclusions8715 Words   |  35 Pagesbe found at: http://mcs.sagepub.com/cgi/content/abstract/26/6/803 Published by: http://www.sagepublications.com Additional services and information for Media, Culture Society can be found at: Email Alerts: http://mcs.sagepub.com/cgi/alerts Subscriptions: http://mcs.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.co.uk/journalsPermissions.nav Citations http://mcs.sagepub.com/cgi/content/refs/26/6/803 Downloaded from http://mcsRead MoreEssay about Managing People4361 Words   |  18 Pagesprevailing beliefs and attitudes held in society about employees, the response of employers to public policy (for example, health and safety and employment legislation) and reactions to trade union growth. In the early stages of the Industrial Revolution, the extraordinary codes of discipline and fines imposed by factory owners were, in part, a response to the serious problem of imposing standards of discipline and regularity on an untrained workforce. In the 1840s commonRead MoreSummary of the Whale and the Reactor by Langdon Winner Essay3304 Words   |  14 Pagesnotes the world is changing because of tech., no longer comprised of national entities--a global economy, etc. In this context he will also look at language and determine how adequate it is presently for handling the state of the art high tech world. His ultimate and ever present question being asked throughout his book is, How can we limit modern technology to match our best sense of who we are and the kind of world we would like to build? (xi), since the basic task for a philosophy of technologyRead MoreFeminine Mystique12173 Words   |  49 Pagesfelt by women such as Betty Friedan. 2) During the era of â€Å"Rosie the Riveter†, what gains did women make in the workforce? How did these women feel about themselves and their contributions? What did society as a whole think? 3) What role did mass media play during the 1950s and 1960s in regard to supporting or undermining the â€Å"feminine mystique†? 4) Which television heroine -- Alice, Lucy, or Miss Brooks -- came the closest to TRULY overcoming the feminine mystique, and elaborate on that heroine’sRead MoreDisney Pixar5510 Words   |  23 PagesMaking Disney Pixar Into A Learning Organization * James M. Haley and Mohammed H. Sidky This study examines how leadership, teamwork, and organizational learning can contribute in making mergers and acquisitions work. Our intention is to identify critical factors and practices needed for merger success. Our research is part of an ongoing project, and builds on previous analysis of merger success/failure in such organizations as Standard Oil, Exxon Mobile, and Time Warner-AOL. In this paper, weRead MoreMarketing: Strategic Innovation in Globally Diverse Markets Essay4484 Words   |  18 Pagesgathering the data and establishing personalization is not complex. As studied by Goldsmith amp; Frieden (2004), data warehouses allow companies to store trillions of bytes of consumer information. Computer controlled factory equipment , and industrial robots can quickly readjust assembly lines. Bar code scanners make it possible to track parts and products. The Internet ties it all together and makes it easy for a company to interact with customers, learn about their preferences, and respondRead More Summary of The Whale and the Reactor by Langdon Winner Essay3245 Words   |  13 Pagesnotes the world is changing because of tech., no longer comprised of national entities--a global economy, etc. In this context he will also look at language and determine how adequate it is presently for handling the state of the art high tech world. His ultimate and ever present question being asked throughout his book is, quot;How can we limit modern technology to match our best sense of who we are and the kind of world we would like to build?quot; (xi), since the quot;basic task for a philosophy

Surveillance in 1984 by George Orwells and the Modern World

A world beyond what George Orwell could imagine has been created in modern society through the use of not only government surveillance, but also corporate and consumer spying where users are often unaware of spying.. 1984 is set in a neo-communist society where the government controls production of goods and spies on its citizens in order to maintain power. In the modern era, surveillance takes a different form. Often the methods for spying on citizens in the US do not involve a direct line from the NSA to the citizen’s home, it usually takes a detour through a commercial setting. By partnering with major companies such as Facebook, Google, and Amazon, government surveillance programs are able to collect far more information than could be gained by simply tapping telephone lines. This is more disturbing since many companies including Verizon, ATT, Apple, and Amazon do not require a warrant to supply information to investigators, and do not notify users of data requests. T he government in 1984 maintains power by using constant surveillance and suppression of citizens. Unlike the modern era, all citizens know they are being watched and are cautious about their actions. Winston says of the telescreen, the Party’s method of espionage: â€Å"Any sound that Winston made, above the level of a very low whisper, would be picked up by it [the telescreen], moreover, so long as he remained within the field of vision which the metal plaque commanded, he could be seen as well asShow MoreRelatedGovernment Surveillance And Totalitarianism In George Orwells 19841593 Words   |  7 PagesThe Correlation of Government Surveillance and Totalitarianism in 1984 During the production of 1984, author George Orwell never envisioned a tangible reality housing the society he constructed. He wrote the novel as a warning, a cautious exposà © showing those what could happen if society lost its sense of humanity; housed in a painfully relevant satire of totalitarian barbarism. In his novel 1984, George Orwell addresses the issue of government surveillance through his strategic use of point of viewRead More1984 vs Today Essay857 Words   |  4 Pages1984, a novel by George Orwell, represents a dystopian society in which the people of Oceania are surveilled by the government almost all the time and have no freedoms. Today, citizens of the United States and other countries are watched in a similar way. Though different technological and personal ways of keeping watch on society than 1984, today’s government is also able to monitor most aspects of the people’s life. 1984 might be a dystopian society, but today’s condition seems t o be moving towardsRead MoreGeorge Orwells 19841168 Words   |  5 PagesGeorge Orwell author of 1984 recently made it on Amazon’s list of â€Å"100 books to read before you die† for his widely read novel with thought provoking subjects like: the dangers of totalitarianism, physical control, psychological manipulation, manipulation of information and history, and technology. Through the themes in 1984, George Orwell demonstrates that a dystopian society created by totalitarian rule can infiltrate the minds of its citizens through various mediums. The famous novel falls intoRead MoreLiterary Context Of Dystopian Literature1746 Words   |  7 Pagescreate a dark and nightmare world, in which squalor, poverty or oppression are present. It acts as a cautionary tale for readers and brings to light the many flaws in humanity, which makes it impossible for a perfect society to ever exist. The true horrors, which compose a fictitious dystopian world, are used as a literary tool by many authors in an attempt to magnify societies issues. Their texts serve as a moralistic warning with aim to caution people against modern trends and often the threatRead MorePolitics And Politics In 1984, By George Orwell1469 Words   |  6 Pagespolitical issues, and politics itself is a mass of lies, evasions, folly, hatred and schizophrenia† (Orwell, â€Å"Politics† 5). Living in the aftermath of World War II, and seeing how political inactivity gives rise to dictators like Adolf Hitler, it is no surprise that George Orwell commented on the common man’s relationship to politics. His political beliefs fed into his work, perhaps most notably the ominous 1984. The novel details a totalitarian government dominating every aspect of the people’s lives—evenRead MoreThe Use Of Surveillance As A Mechanism Of Control1616 Words   |  7 Pagesuse of Surveillance as a Mechanism of Control Elen1003 Project 2; Topic No. 2; Tutor: Deneo Mfenyana 1036603- James Phillips â€Æ' Surveillance is an extremely effective mechanism to control a large group of people or society in our modern world. This method of control can prove to have a strong effect on a person’s sense of privacy and can induce a strong sense of fear and anxiety. There are various methods from which government agents can monitor a group of people. In the novel, 1984 by GeorgeRead MoreAnalysis Of George Orwell s Brave New World And 19841400 Words   |  6 PagesB.N.W. v.s. 1984 Synthesis Essay Hypothesis become theories and theories become laws. Brave New World and 1984 were both predictions made in the 1900s about what the future of the world would be like. Both of these books were written during the time when communism rose, and they show a world where it would have been like if communism was never struck down. Certainly, one novel makes a better prediction of the future than the other, and this case it will be 1984. 1984 is a better prediction becauseRead MoreTotalitarianism in Brave New World by Aldous Huxley and Nineteen Eighty-four by George Orwell1270 Words   |  5 Pagesgovernment in which a single person rules. Aldous Huxley and George Orwell are famous authors who opposed totalitarianism, and through their philosophical ideals, attempted to inform people of the dangers faced by society under this restricting system, where people are inhibited from holding any sort of authority. George Orwell, in 1984, discusses concerns relating to big government and big broth er and Aldous Huxley, in Brave New World, discusses predatory markets impinging on our personal freedomsRead MoreEssay on Society’s Influence on 1984 and George Orwell1391 Words   |  6 PagesSociety’s Influence on 1984 and George Orwell To say I accept in an age like our own is to say that you accept concentration-camps, rubber truncheons, Hitler, Stalin, bombs, aeroplanes, tinned food, machine guns, putsches, purges, slogans, Bedaux belts, gas-masks, submarines, spies, provocateurs, press-censorship, secret prisons, aspirins, Hollywood films and political murder (Bookshelf I). Politics, society, economy, and war during the forties had a direct impact on life at the timeRead MoreModern Society In George Orwells Dystopian Novel 19841333 Words   |  6 PagesIn his dystopian novel â€Å"1984,† George Orwell imagines a world of evil, a place where the authentic individual is repressed of any basic rights. Fearful of this, he skilfully portrays the character, Winston Smith, to embody what life might be in a futuristic society, reduced of meaning, thought, and individuality. It is under these same values that German psychologist, Eric Fromm, hints Orwell’s work to be a warning. An eccentric reservoir for readers to understand the dangers and repercussions of

Concentration and Death Camps Chart

From 1933 to 1945, the Nazis ran camps within Germany and Poland to remove political dissidents and anyone they considered Untermenschen (subhuman) from society. A few of these camps, known as death or extermination camps, were specifically built to kill large numbers of people quickly. What Was the First Camp? The first of these camps was Dachau, built in  1933, just months after Adolf Hitler was appointed chancellor of Germany. Auschwitz, on the other hand, was not built until 1940, but it soon became the largest of all the camps and was both a concentration and a death camp. Majdanek was also large and it too was both a concentration and death camp. As part of Aktion Reinhard, three more death camps were created in 1942  -- Belzec, Sobibor, and Treblinka. The purpose of these camps was to kill all the Jews remaining in the area known as the Generalgouvernement (part of occupied Poland). When Did the Camps Close? Some of these camps were liquidated by the Nazis starting in 1944. Others continued to operate until either Russian or American troops liberated them.   A Chart of Concentration and Death Camps Camp Function Location Est. Evacuated Liberated Est. No. Murdered Auschwitz Concentration/Extermination Oswiecim, Poland (near Krakow) May 26, 1940 Jan. 18, 1945 Jan. 27, 1945by Soviets 1,100,000 Belzec Extermination Belzec, Poland March 17, 1942 Liquidated by NazisDecember 1942 600,000 Bergen-Belsen Detention;Concentration (After 3/44) near Hanover, Germany April 1943 April 15, 1945 by British 35,000 Buchenwald Concentration Buchenwald, Germany (near Weimar) July 16, 1937 April 6, 1945 April 11, 1945Self-Liberated; April 11, 1945by Americans Chelmno Extermination Chelmno, Poland Dec. 7, 1941;June 23, 1944 Closed March 1943 (but reopened);Liquidated by NazisJuly 1944 320,000 Dachau Concentration Dachau, Germany (near Munich) March 22, 1933 April 26, 1945 April 29, 1945by Americans 32,000 Dora/Mittelbau Sub-camp of Buchenwald;Concentration (After 10/44) near Nordhausen, Germany Aug. 27, 1943 April 1, 1945 April 9, 1945 by Americans Drancy Assembly/Detention Drancy, France (suburb of Paris) August 1941 Aug. 17, 1944by Allied Forces Flossenbrg Concentration Flossenbrg, Germany (near Nuremberg) May 3, 1938 April 20, 1945 April 23, 1945 by Americans Gross-Rosen Sub-camp of Sachsenhausen;Concentration (After 5/41) near Wroclaw, Poland August 1940 Feb. 13, 1945 May 8, 1945 by Soviets 40,000 Janowska Concentration/Extermination Lviv, Ukraine Sept. 1941 Liquidated by NazisNovember 1943 Kaiserwald/Riga Concentration (After 3/43) Meza-Park, Latvia (near Riga) 1942 July 1944 Koldichevo Concentration Baranovichi, Belarus Summer 1942 22,000 Majdanek Concentration/Extermination Lublin, Poland Feb. 16, 1943 July 1944 July 22, 1944by Soviets 360,000 Mauthausen Concentration Mauthausen, Austria (near Linz) Aug. 8, 1938 May 5, 1945by Americans 120,000 Natzweiler/Struthof Concentration Natzweiler, France (near Strasbourg) May 1, 1941 Sept. 1944 12,000 Neuengamme Sub-camp of Sachsenhausen;Concentration (After 6/40) Hamburg, Germany Dec. 13, 1938 April 29, 1945 May 1945by British 56,000 Plaszow Concentration (After 1/44) Krakow, Poland Oct. 1942 Summer 1944 Jan. 15, 1945 by Soviets 8,000 Ravensbrck Concentration near Berlin, Germany May 15, 1939 April 23, 1945 April 30, 1945by Soviets Sachsenhausen Concentration Berlin, Germany July 1936 March 1945 April 27, 1945by Soviets Sered Concentration Sered, Slovakia (near Bratislava) 1941/42 April 1, 1945by Soviets Sobibor Extermination Sobibor, Poland (near Lublin) March 1942 Revolt on October 14, 1943; Liquidated by Nazis October 1943 Summer 1944by Soviets 250,000 Stutthof Concentration (After 1/42) near Danzig, Poland Sept. 2, 1939 Jan. 25, 1945 May 9, 1945by Soviets 65,000 Theresienstadt Concentration Terezin, Czech Republic (near Prague) Nov. 24, 1941 Handed over to Red Cross May 3, 1945 May 8, 1945by Soviets 33,000 Treblinka Extermination Treblinka, Poland (near Warsaw) July 23, 1942 Revolt on April 2, 1943; Liquidated by Nazis April 1943 Vaivara Concentration/Transit Estonia Sept. 1943 Closed June 28, 1944 Westerbork Transit Westerbork, Netherlands Oct. 1939 April 12, 1945 camp handed over to Kurt Schlesinger

Designing An Advertisement Campaign On Beauty Salon

BSBADV602B Develop an advertisement campaign Lakhvir Singh ID 1502 Introduction Here I am making an Advertising plan on beauty salon it would be helpful to increase its market. The name of the Salon is awesome hair and Beauty studio. It is located in Werribee, Vic. I want to increase its customer number. The name of the owner is Priya. She starts this business to gain profit. The main objective of this advertising plan is to advertising objective is to demonstrate the effectiveness of a product or its ease of use. Purpose of the plan: Over the last five years there has been an expansion of upscale chain salons in major metropolitan areas. The expansion takes the form of opening new stores, as well as purchasing independently-owned salons and transferring them over to the chain. Additionally, this trend has occurred with the full-service, family hair cutting stores. The reason for this trend is similar to other industries that are consolidating; cost saving measures. Awesome is not participating in this trend of aligning itself with a chain. Awesome believes that it has better insight to its local market and would rather apply this specialized insight to its market instead of adopting the procedures of a national chain.The main purpose of the plan to provide a wide range of products and beauty therapies to the customers. Our prices will be cheap and we offering a special discount to the customers. Our main aim is to provide good quality ofShow MoreRelatedBusiness Plan- Hair Salon4365 Words   |  18 PagesHot Heads Salon 1 Hot Heads Salon 1234 Beach Road Boynton Beach, FL 33426 (561) 123-1234 Business Plan Kelly C. Kern Michael Marzelli Misty Smith Entrepreneurship Dr. Lam Nguyen February 1, 2012 Hot Heads Salon 2 Table of Contents Company Information Environmental and Industry Analysis Products and Services Marketing Research Evaluation Marketing Plan Operations Plan Management Team Timeline Risks and Assumptions Community Benefits Exit Strategy Financial Plan Executive Summary Appendices HotRead MoreA Project Report on Beauty Salon New Version 00000000000000004845 Words   |  20 PagesA Project Report On [pic] A Project Report On Zion Beauty Salon Prepared for A. F. M. Enayet Karim College of Business Administration (CBA) IUBAT Prepared by Atomic Group Name ID# MD.Salekin Bin Hafiz†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.08102013 Shah Md.Faisal Alam Khan†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦08102038 Atikur Rahman†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.08102034 Nasir Uddin Badol†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.08102075 Shutirtho Chowdhury†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦08102028 [pic] IUBAT- International University of Business Agriculture and Technology 04thRead MoreService Marketing3985 Words   |  16 Pagessites and picking up the exact data which was required. History Jawed Habib is one of the leading hair amp; beauty salon chains in India. The company currently operates a total of 225 outlets across 21 states and 67 cities in the country. The company is promoted by Jawed Habib, a renowned Hair Expert who started the company with a vision to provide quality hair styling and beauty services to the wider populace of the country. With his passion and relentless efforts, he has established an effectiveRead MoreDevelop Marketing Mix Strategy2528 Words   |  11 Pagesusefully for individuals with any type of skin. Packaging Packaging plays an important role as a medium in the marketing mix, in promotion campaigns, as a pricing criterion, in defining the character of new products, as a setter of trends and as an instrument to create brand identity and shelf impact in all product groups. This includes all activities of designing and producing the container for a product. Cetaphil ® Cleansing Lotion has ocean blue color pack. 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Its stock is listed and traded on the New York Stock Exchange Vision amp; Goal: Pamp;G’s Vision and Goals TodayRead MoreDist Channel3946 Words   |  16 Pagesâ€Å"A channel of distribution comprises a set of institutions which perform all of the activities utilised to move a product and its title from production to consumption.† Our paper today focuses on the â€Å"appraisal of distribution channels, advertisement strategy.† Meaning of Distribution Channel We all know that a marketing mix consists of product, price, place and promotion. Distribution channels help in the ‘place’ aspect of the marketing mix. 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A) event B) property C) service D) place E) idea Answer: D Page Ref: 6 Objective: 2 AACSB: Analytic

The Dimensions of Inter-Professional Practice Free Essays

string(157) " there are also some drawbacks including the time needed for teams to work effectively, and difficulties with perceived status differences \(Housley 2003\)\." Abstract The essay examines a situation encountered by the student during her placement on a hospital ward: the regular ward meetings to discuss patient care and progress. The essay reflects upon the experience using the reflective cycle model proposed by Gibbs. It also draws upon SWOT analysis and the PDSA cycle model for nursing practice. We will write a custom essay sample on The Dimensions of Inter-Professional Practice or any similar topic only for you Order Now While rooted in the student’s experience, the essay also looks at relevant theoretical concepts including those of multidisciplinary teamwork and patient-centred healthcare. 1. Introduction This essay aims to consider a situation I have encountered during my placement, using principles of reflective practice to outline an appropriate change to established procedure which, I feel, will benefit service users and staff. I want to discuss ward reviews, and show how these can be improved by extending the range of people who attend these reviews. I want to use principles of reflective practice and evidence-based practice to examine this area. The essay will use Gibbs reflective cycle as a structure within which to understand a situation I encountered, and plan for change. The essay will also look at some relevant theory, including notions of interprofessional team work, change theory and team dynamics.The current situation will be discussed in terms of these. I will also draw upon the PDSA cycle model for nursing practice (NHS Institute for Innovation and Improvement 2012 [online]), which provides a way to structure and implement change. I will also use a tool widely used in business called ‘SWOT’ analysis, which helps in change planning by formalising the strengths, weaknesses, opportunities and threats in a given situation, and which is also useful for healthcare (Marquis and Huston 2009). Gibbs (1988) model of reflective practice will also be influential. The essay will be structured according to this 6 sta ge cycle, from description of event through evaluation and analysis to action and further reflection. While there are several different models of using reflectivity in practice including Bortons’ (1970), Kolb’s (1984) and Johns’ (1995), I use Gibbs model as it seems to best express the dynamic process of learning and change for me.These tools will be used to demonstrate the things I feel are inadequate with the present situation whereby a limited number of healthcare professionals attend ward reviews, and suggest a change whereby key workers also attend, offering a deeper perspective on patient needs. The nomination form, which assesses my placement, is included in the Appendix. 2. The Situation: Description The situation in question occurred when I was on placement. The hospital at which I was working, like others, carried out regular ward reviews. In these, the patient was discussed. A number of key staff involved in patient care were involved, and the aim was to review the patients care, treatment and prognosis. At the hospital where I carried out my placement, the members of staff who were involved were the consultant, the occupational therapist and the review nurse, sometimes also a student attended. The patient did not attend this meeting. I attended a number of these reviews. In general, all members of the team who attended were respected and respectful, and took care to listen to what each person had to say. One person led the meeting, making sure all were included and also ensuring that discussion did not go on for too long. Realistic goals and a date for the next meeting were set at the end, and the items discussed were formalised in writing. 3. The Situation: My Feelings I had two sets of feelings. On the one hand, I felt pleased that everyone who attended the meetings seemed to have the best interests of the patient at heart. Where there were disputes it was regarding what would work best for the patient. Also, I was pleased with how professionally staff members conducted themselves, I seldom witnessed rudeness or ‘shortness’ when one person spoke to another. People took turns and really seemed to listen. In part, I felt, this was due to the way the meetings were led, which was very sensitive. However, on the other hand, I felt quite annoyed and disappointed that not all staff who were involved in patient care were included in the meetings. I felt that a whole side of the patient’s experience was being missed out. The staff who attended seemed to understand the patient’s condition only generally, from their records and discussing the situation, not through contact with the patient daily. The holistic side of patient car e, understanding what the patient was feeling, seemed to have been missed out. 4. Evaluation In terms of the ‘SWOT’ framework, widely used in business but also useful for understanding healthcare (Williamson et al 1996), I evaluated the experience as follows. As Gibb’s evaluation stage is concerned mainly with what is good and bad about the experience, I have omitted the ‘opportunities’ and ‘threats’ from this analysis, as they will be covered later. Strengths Good communication between team members Respectful awareness of other points of view Developed clear goals and actions to follow Weaknesses Patient seems to lack a ‘voice’ Those involved in caring regularly from patient are not included in the review Those who know the patient well are not included in the review Lack of holistic and person-centred care 5. Analysis The following sections looked at what happened, how I experienced it and what sense I made of it within my own parameters. In order to make wider sense of the situation, I need to draw upon notions of interprofessional teamwork, user perspectives and team dynamics, all concepts central to the current health service. Interprofessional teamwork, also known as multidisciplinary teamwork (MDT), has been part of healthcare policy in the UK since 1997 (Davis 2007). As an approach, it means professionals from a range of disciplines involved in patient care meeting to discuss and agree on care plans for patients (Hostad 2010). There are a number of benefits, for example multidisciplinary teamwork seems to meet user needs better, and to deliver better outcomes. However, there are also some drawbacks including the time needed for teams to work effectively, and difficulties with perceived status differences (Housley 2003). You read "The Dimensions of Inter-Professional Practice" in category "Essay examples"For effective MDT, the ways in which team dynamics work has to be understood. There are many attempts to understand how people work together, both generally and in the healthcare context, for example Bale’s (1950) model. Maslow’s model is also influential in healthcare. He suggested that all human’s need to be respected by others in order to feel valued, and have a need to feel part of a group, and want to have their social and emotional needs met within the work context (Borkowski 2009). The notion of incorporating user perspectives is also very influential in the NHS currently, as ‘patient-centred healthcare’. This was introduced in the late 90’s, and involves patients being involved as much as possible in decisions which are made about their care. The relationship between healthcare professional and patient is no longer one in which the professional is at the top of a hospital hierarchy, but one of partnership in which mutual respect and communication exist (Chambers et al 2003) Overall, I feel that both MDT and patient-centred healthcare could be improved here through including the key workers, or support workers of the named patient. The key worker acts as a co-ordinator on behalf of the patient, keeping the patient informed of what is going on and co-ordinating care and ensuring continuity of treatment (NICE 2004). Support workers or healthcare assistants act in a supporting role to other professionals, and are very ‘hands-on’ in well-being and looking after the patient.Both these professionals have much closer contact with the patient and as such have important insights into the patient’s situation. Multidisciplinary teamwork emphasises including all viewpoints relevant to the situation, and I feel that these workers would add valuable insights to enhance the teamwork. In addition, how can patient care be really holistic and patient-centred if the meetings do not include those people who get to know patients as individuals, understa nding their feelings, hopes and fears Including support and key workers would allow those people who are not involved in daily care to really understand how the patient is feeling.In addition, if support and key workers were present at the meeting, it would be much easier and quicker to feedback to the patient what is going on with their care. As it stands, patients hear second hand. 6. Conclusion Gibbs suggests reflecting upon what else I could have done here. Given that I was on placement, I feel that the opportunities for changing the situation are practically limited. At the time, I felt it was not appropriate for me to speak up and question the accepted meeting structure. Later, however, I did question whether I should have mentioned this to my supervisor on the ward. I felt that the emphasis on MDT meant that I would be heard sympathetically, even though I had very little experience. If I was able, I would change the meeting structure to ensure that either a support worker or a key worker was included as a matter of principle. I feel that the existing meeting structure is very good, and that if it was part of protocol that staff closely involved in the patient’s care were included, they would be welcomed into the meetings, their opinions heard and the patient’s viewpoint better understood. This would, I feel, ensure that the care delivered to the patient was more truly patient-centred and holistic, as it would take into account not only quantitative data about their condition but also their feelings and emotions. In addition, I feel wider meetings would be more reflective of multi-dimensional teamworking, as they currently don’t include all staff perspectives. It also seems that including key and support workers is more ethical. All hospitals have detailed code of conducts which set out the ways in which they expect their staff to behave, and the care of the patient is generally the first priority in these. Working as a team is also one of the central tenets of most ethical codes in UK hospitals (Melia 2004). 7. Action Plan Here I draw upon the PDSA model to suggest a way to structure the change: Plan Discuss and agree new format for meetings (including key worker or support worker) Inform key / support worker and other staff of new meeting format Do Carry out a series of 4 pilot meetings over agreed time period Agree and implement mechanisms for review of new meeting format (gather data from key/support workers, staff already included, and patients) Study Analyse data collected, assess changes against clearly defined criteria (for example, do patients feel more informed, happier; did key/support workers feel included; did other staff value new structure) What worked wellWhat worked less well? Act Plan new meetings on basis of what was learnt during study phase. If including key/support workers beneficial, change meeting structure so that they are now part of meetings. Ensure that repercussions of this are understood, for example allowing them extra time for preparing for meetings. References Borton, T (1970) Reach, Teach and Touch, Mc Graw Hill, London. Gibbs, G (1988) Learning by Doing: A Guide to Teaching and Learning Methods, Further Educational Unit, Oxford Polytechnic, Oxford. Johns C (1995) Framing learning through reflection within Carper’s fundamental ways of knowing in nursing Journal of Advanced Nursing, 22, 226-234 Kolb, D A (1984) Experiential Learning experience as a source of learning and development, Prentice Hall, New Jersey Marquis, B L and Huston, C J (2009) Leadership roles and management functions in nursing: theory and application (6th edn), Lippincott Williams Wilkins. Melia, K M (2004) Health care ethics: lessons from intensive care, SAGE, Thousand Oaks, CA NHS Institute for Innovation and Improvement (2012) ‘Plan, Do, Study, Act (PDSA)’, [online] (cited 14th February 2012), available from http://www.institute.nhs.uk/quality_and_service_improvement_tools/quality_and_service_improvement_tools/plan_do_study_act.html NICE (2004) ‘Improving Outcomes Guidance for Supportive and Palliative Care’, National Institute of Clinical Excellence 2004, London. Williamson, S, Stevens, R E, Loudon, D L (1996) Fundamentals of strategic planning for healthcare organizations, Routledge, UK Appendix CLIENT – INCLUDE NOMINATION FORM HERE Assignment In writing the 1500 word reflective commentary focussed on service improvement you should consider/address the following: The context and setting for your placement. Your reflective commentary should focus either on a service improvement initiative that you have identified with your mentor, or on a service improvement that has previously been implemented in your practice area. You should examine this initiative in terms of the inter-professional team and identify actual or potential ways that inter-professional working can facilitate its implementation. You should also discuss potential barriers to implementation. You MUST include the Service Improvement Activity notification form with your assignment including a discussion of future plans in terms of the service improvement initiative. An evidence based model of reflection or reflective writing should be used. You should offer a rationale to support what you have used (fixed resource sessions on the use and application of reflective models and writing are included in the delivery of this module). You should also demonstrate the use of the PDSA cycle in terms of service improvement. For assessment purposes you are not expected to move beyond the planning stage of the PDSA cycle. As this assignment is a reflective commentary your reflection must be supported and referenced by using appropriate sources (as per learning outcomes). You may wish to use a structured reflective model e.g. Gibbs’, Rolfe et al or John’s; or you may wish to write in a reflective style, encompassing reflection on action e.g. Schon or Borton. This is your choice but either way you must show evidence you have done this. A reflective commentary requires that you use subheadings. The structure of this piece of work can be informed by using either learning outcomes or the stages of a reflective model to do so. If you say you are going to use a model of reflection, then you must demonstrate clearly that you have done so. Which ever process you use must be briefly explained and rationalised within your introduction. Ensure that you have supported your assignment with appropriate, contemporary and relevant sources, including published literature, professional standards key texts and policy. You need to apply theory to practice and use paraphrasing to demonstrate understanding of the sources you have used. Make sure you address the relevant learning outcomes for this piece of work (l,2,5) in this commentary: Learning outcome one requires you to analyse the unique role of the nurse within the inter-professional team and also to apply this to your experience in your placement area. For example, do nurses in your placement area require any additional skills or knowledge to work with the client/patient group Learning outcome two requires you to evaluate the contribution of all members of the inter-professional team in providing holistic care to clients/patients. For example, which guidelines and policies inform holistic care in your placement area and how did this impact on practice in your areaHow did the team work togetherWhat qualities did you note in the team and how did this impact on care delivery Learning outcome five asks you to reflect on learning and transfer newly gained knowledge. For example, what did you learn and how will what you learned in your placement help to prepare you to be a registered nurse How to cite The Dimensions of Inter-Professional Practice, Essay examples

Corporate governance and Investors

Question: Discuss about the Corporate governance and Investors. Answer: Current Framework and Issues of Corporate Governance The current framework of Australian corporate governance is comprised of eight principles, which are described below. Serial Number Principles Explanation 1 Laying off solid foundations regarding oversight and management Considering a listed entity, it needs to establish and disclose the responsibilities and roles of the management and board (Beekes et al., 2015). Also the performance needs to be evaluated and monitored. 2 Structuring of Board to add Value Considering a listed entity, it needs to have the board of accurate size, skills, composition and ability to discharge duties. 3 Acting Ethically and Responsively Considering a listed entity, it needs to act responsively and ethically. 4 Safeguarding integrity for corporate reporting Considering a listed entity, it needs to have rigorous and formal processes that verify integrity safeguarding of the corporate reporting (Miglani et al., 2015). 5 Making timely and balanced disclosure Considering a listed entity, it needs to make balanced and timely disclosure of matters regarding a rational person expecting material value or price effect of its securities. 6 Respecting security and rights for holders Considering a listed entity, it needs to comply with the rights of security holders and thereby providing them with appropriate facilities and information (Christensen et al., 2015). This will ultimately help to exercise effective duties. 7 Recognizing and Managing Risk Considering a listed entity, it needs to build a framework of effective risk management and also review that with the progress of time. 8 Remunerate Responsively and Fairly Considering a listed entity, it needs to attract high quality directors, managers and executives by paying direct remuneration (Bell et al., 2014). This should be enough for creating value for the security holders. Table 1: Current framework of Australian Corporate Governance (Source: Schultz et al., 2013) Issues of Corporate Governance Continued Regulatory Burden More than ninety percent of the survey respondents from Directors Report 2015 indicated that Australian boards and directors compliance issues and regulatory burdens (Ayuso et al., 2014). Such issues have been not solved by the prior 11,000 bi-annual legislation repeal days. Equipping the Board According to Soleimani et al., (2014), the board of directors is often found to not have the accurate amount of knowledge and skilled associates, which could have otherwise solved the issues related to growth opportunities. Social media involvement and utilization of digital technology is quite lagging behind. Cross Boarder Opportunities Australian organizations are extremely centered to domestic operations and free trade agreement is not effective, resulting to inappropriate market expansion. Issues related to fluctuating political and economic turbulences have created the cross-border challenge. Application of Corporate Governance Principles and Recommendations According to Min and Smyth, (2014), while considering the eight principles, it can be said that balanced and timely disclosure of matters are preventing the small-scale organizations to act proactively. On the other hand, Seamer, (2014) pointed out the remuneration factors are the most responsible factor due to which organizations are not able to maintain best quality employee force. However, it must be said that the organizations that fall under the ASX list must comply with the corporate governance principles. Such organizations are having their own ASX code and referred to the GICS industry group (Min Smyth, 2014). These companies fall under the industries such as energy, diversified financials, materials, real estate, software, food and services, retailing, media, capital goods, utilities and health care equipment. Subramaniam et al., (2013) pointed out that the companies that are listed under ASX, needs to follow the regulations that are under guidance of ASX Council. The Council has the right to upgrade the recommendations and modify the principles. Each of the listed companies needs to follow the rules and eight principles. However, Clarke, (2014) indicated that the organizations has the liberty to not comply with the regulations if they understand the necessity to do so, but for that they need to inform and justify the reason for non-compliance. Legal Enforcement According to Dou et al., (2015), principles and recommendations that are designed by any council are often found to be not complied by organizations as quite often emergencies and operations act in such a way that framework becomes a prevention for smooth business flow. (Soleimani et al., 2014) added that for non-compliance, certain objection from the investors and stakeholders are raised at several point of time, which raises the question of principles existence and value. Ultimately the council becomes responsible for the breach of activities. Therefore, it can be said that legal enforcement of the Corporate Governance Principles and Recommendations is extremely important. While considering the view of Christensen et al., (2015), it can be said that hard law is the only way by which the corporate governance principles can be strengthened. This will make the actual binding of legal laws and instruments, which the ASX listed organizations will need to abide by in future. Statutory regulations through hard law will eventually help in legal enforcement of the principles and in this way excuses and explanation of breach can be averted. If not why not or comply or explain VS Statutory Provision of Corporate Governance Corporate Governance is the system of rules, processes and practices, which direct an organization towards its effective operation. Corporate governance mainly involves the balancing interest of the stakeholders like shareholders, customers, management, financiers, Government, suppliers, employees and communities (Schultz et al., 2013). The boards of directors are mainly responsible for framing the corporate governance and maintaining its application all throughout the business towards sustainable business. If not why not or comply or explain is an approach, which different organizations can follow for framing their corporate governance. In this approach, the regulatory bodies prescribe a set of rules, which the organizations are to comply with for conducting unethical business practice (Min Smyth, 2014). Moreover, in this approach, the regulatory bodies do not actually set out the binding laws, but they set come code of conduct, which the organization may either follow or not as pe r their nature of the business. The purpose of this approach is to ensure that the set of codes are appropriate for individual companies. While an organization deviate from the code of conduct, this approach may violate the view of "one size fits all". In this approach, if the code of conducts set by the regulatory bodies are appropriate for one company then it should comply with that code of conduct (Clarke, 2014). On the other hand, if the code of conducts is not appropriate for one company then they should explain the reasons of rejection to their stakeholders. However, when the explanation of rejection is not satisfactory to the investors then they can invest their money in other company, which is complying with the code of conduct. Moreover, this approach is best applicable, where uniform standards fit the all types of organizations. In contrast to If not why not or comply or explain, statutory provisions mandate the organization to follow the legal rules for practicing the businesses. Moreover, the approach of statutory provision follows the rules of hard law. As per the statutory provision, the rule of corporate governance should have actual binding of legal instruments and laws. The legal enforcement of the statutory provisions mandates the corporate bodies towards aligning them with legal corporate governance principles (Ayuso et al., 2014). Moreover, statutory provision of corporate governance can penalize an organization, while it violates the legal enforcement of the corporate rules. In the light of recent constitutional conflict, corporate collapse and the push of national uniform regulation, the regulatory regime of corporate governance is in a state of flux. Day by day, the organizations in Australia are increasing their sizes. The urge of providing specialized benefits is leading the owners towards controlling the day-to-day activities of the organizations (Bell et al., 2014). Moreover, there is a significant role of board of directors towards observing the management activities for maintaining the business ethics. Moreover, making corporate governance mandatory through statutory provision can protect the rights of all the stakeholders of an organization. The acts set by the Government and regulatory bodies direct the organizations towards practicing transparent businesses. Hence, the legal framework of corporate governance can protect the right of every business stakeholders. The if not why not or comply or explain gives ASX listed companies a scope for not adhering to the codes of the regulatory bodies. Moreover, in this approach, the organizations may reject the regulatory code of conducts by explaining the reasons of rejection to the stakeholders. In some cases, the organizations can reject the regulatory code of conducts for their own benefits by sacrificing the interest of their stakeholders (Clarke, 2014). Moreover, the organizations can get the scope of practicing unethical businesses by keeping only the intension of earning profit. Furthermore, due to lack of legal enforcement, the organizations can also show casual approach towards maintaining the codes of the regulatory bodies. In this contrast, making corporate governance principles mandatory through the statutory provision, will bind the organization through some legal frameworks. The ASX listed companies will be penalized, while deviating from any of the legal corporate governance principles. Hence, the organization can never dare to break the legal framework of the corporate governance and maintain transparency in all through their business practices. Moreover, the legal enforcement of the corporate governance through hard law will force the organization towards adhering to more ethical business practices (Dou et al., 2015). Therefore, while comparing if not why not or comply or explain with statutory provision of corporate governance, it can be said that statutory provision is much more effective for long lasting and efficient corporate governance. References Ayuso, S., Rodrguez, M. A., Garca-Castro, R., Ario, M. A. (2014). Maximizing stakeholders interests: An empirical analysis of the stakeholder approach to corporate governance.Business society,53(3), 414-439. Beekes, W., Brown, P., Zhang, Q. (2015). Corporate governance and the informativeness of disclosures in Australia: a re?examination.Accounting Finance,55(4), 931-963. Bell, R. G., Filatotchev, I., Aguilera, R. V. (2014). Corporate governance and investors' perceptions of foreign IPO value: An institutional perspective.Academy of Management Journal,57(1), 301-320. Christensen, J., Kent, P., Routledge, J., Stewart, J. (2015). Do corporate governance recommendations improve the performance and accountability of small listed companies?.Accounting Finance,55(1), 133-164. Clarke, T. (2014). The impact of financialisation on international corporate governance: the role of agency theory and maximising shareholder value.Law and Financial Markets Review,8(1), 39-51. Dou, Y., Sahgal, S., Zhang, E. J. (2015). Should independent directors have term limits? The role of experience in corporate governance.Financial Management,44(3), 583-621. Miglani, S., Ahmed, K., Henry, D. (2015). Voluntary corporate governance structure and financial distress: Evidence from Australia.Journal of Contemporary Accounting Economics,11(1), 18-30. Min, B. S., Smyth, R. (2014). Corporate governance, globalization and firm productivity.Journal of World Business,49(3), 372-385. Schultz, E., Tian, G. Y., Twite, G. (2013). Corporate governance and the CEO payperformance link: Australian evidence.International Review of Finance,13(4), 447-472. Seamer, M. (2014). Does Effective Corporate Governance Facilitate Continuous Market Disclosure?.Australian Accounting Review,24(2), 111-126. Soleimani, A., Schneper, W. D., Newburry, W. (2014). The impact of stakeholder power on corporate reputation: A cross-country corporate governance perspective.Organization Science,25(4), 991-1008. Subramaniam, N., Stewart, J., Ng, C., Shulman, A. (2013). Understanding corporate governance in the Australian public sector: A social capital approach.Accounting, Auditing Accountability Journal,26(6), 946-977

Human Resource Management Issues

Questions: The purpose of this assignment is for you to develop and demonstrate an understanding of relevant theory and best practice related to HRM and workplace relations practices, and to critically review a fundamental HRM practice in light of such theory and practice. Accordingly, the assignment draws on your understanding of relevant HRM practices covered in Section Two of the course, as well as your understanding of HRM, workplace relations and organisational behaviour theories and concepts. Task 1. Conduct an evaluation of a fundamental human resource management (HRM) or workplace relations practice (or set of practices) in an organisation that you are familiar with or have access to. 2. Identify the key aspects of the organisations environment relevant to the practice(s). Drawing on relevant theory, scholarly literature, and professional literature, critically discuss the key issues facing the organisation and why these are important, and make recommendations for the organisation. 3. In your evaluation you should discuss effectiveness and efficiency of the practice(s) and the implications of this practice on other aspects of HRM and workplace relations as applicable. 4. Depending on the organisations strategic goals and/or current challenges, you may choose to focus on a specific practice (e.g. recruitment), or it may be more appropriate to review a set of interrelated practices. You may wish to use a pseudonym to protect the anonymity of the organisation. Answers: Introduction Context, strategy and challenges One of the major objectives of this research paper is to examine the human resource management issues in Wal-Mart, one of the leading retailers in the world. It has been observed that the company faces some issues in employee selection, training and the overall development of the corporation and thus this part is required to look at carefully. It can be seen that employee selection is a significant factor in Wal-Mart at the time they hire their staffs and diversity in this case plays a significant role. This multi-million dollar company has always been committed to maintain strong diversity as a part of their continuing efforts to become the pioneer in the existing industry (Alfes et al., 2013). However, it can be stated that the most recent complaints in this regards can be seen that Wal-Mart has mistreated and underpaid their staffs for quite a long time. Besides this issue, it can be seen that Wal-Mart has been accused for not treating the rights of the employees as well as not be ing as much up to date with technology as they must be. Therefore, it has been seen that training and hiring has become one of the major faults of this leading retail company and the human resource management activities have been accused for this (Bratton Gold, 2012). Practice to be examined In spite of being generally applauded for the organizational culture, Wal-Mart has been severely criticized for some certain aspects of the culture. In spite of a strict policy on the overtime, it is observed that the employees of this organization worked between 5 to 15 hours overtime each week, whether the company had a 40 hours work week. It has been observed in this regards that since overtime in the organization is prohibited, the store managers of many stores often ask the employees to clock out after their shift was over and after that continue working. It has been noticed that many workers had worked for more than 3 hours in a store before clocking in officially in the organization. Another major human resource fault noticed that the store management used to lock the doors of the store at the end of a shift to prevent employees from leaving at the scheduled time. Therefore, it can be stated that this incident often enraged the employees as well as their relatives and the fami lies and at the same time created a poor image of Wal-Mart (Buller McEvoy, 2012). Aims of the report The primary objectives of this report have been mentioned here. Focusing on the working practices, recruitment and selection in Wal-Mart Discussing associated barriers and challenges related to the present working situation Provide analytical research work to design the transformative strategies and solutions to deal with the present working issues in Wal-Mart Approach to be taken in the analysis In order to gain in-depth knowledge of recruitment, selection and healthy working conditions, a literature review has been conducted. Relevant limitations and assumptions During conduction of the research work, time constraints are one of the strong barriers for making a detailed and critical analysis. Moreover, it can be stated that being an outsider, getting access of all data and real incidents in the organization are another obstacles at the time of preparing the research work (Hendry, 2012). Discussion Concise review of the current practices It can be stated that the human resource team of any of the organizations are responsible to look after maintaining the rights of the employees, creating a positive workplace where the employees would enjoy working and look at the point where the employees would not be exploited. It can be stated that the HR departments of the company generally do not talk with the managers and the employees on a regular basis. But, when the emergency situation arises, the need to communicate with both of them for analyzing the actual situation and incorporate some effective policies to deal with the situation carefully. Moreover, it can be stated that many incidents regarding the improper working culture were not entertained by the HR of the company and thus, based on the situation; no such policies were taken into account (Jiang et al., 2012). Apart from that, Jiang et al. (2012) have stated in his research work that the HR managers of the company do not like to confront the employees when they do something wrong and this has been largely noticed in Wal-Mart. Besides, creating proper workplace for the employees and maintaining the rules and the regulations of the workplace falls in the main to-do list of the employees. Therefore, it can be stated that creating such an environment free from the unnecessary hazards is one of the strategic roles of all the human resource managers of the organization. Kehoe and Wright (2013) have stated that the strategic roles of the human resource managers with respect to the employee training and overall development procedure makes the workplace for the future positions within the existing organization. Klassen and Vereecke (2012) have stated that the workers spend a major part of their life, almost eight to ten years at their workplace and thus it is essential for them to get a positive workplace where they would enjoy their work. If the employees do not get a safe and friendly working environment, they might not become committed to their job and thus their contribution to the society would be little. In Wal-Mart, it has been seen that the employees are exploited with overtime, gender discrimination, poor quality of health care services, low wages and unavailability of maternity leaves. These all have affected the entire reputation of the company in the existing retail market and the human resource managers have been accused for these nuisances (Purce, 2014). Relevant organization environment characteristics The human resource management team of the company must focus on maintaining favorable workplace culture that would enable the employees to work properly and provide significant contribution to the overall growth of the company. Renwick, Redman and Maguire (2013) have stated while the employees require belonging, be liked as well as be respected, at the same time they are required to be creatively and efficiently contribute to the overall organizational goals. Moreover, it can be stated that management must tap into worker potentialities and avoiding wasting untapped resources. The employees are required to be allocated based on their area of specification and this would help the company to gain maximum business growth (Scherer, Palazzo, Seidl, 2013). Apart from that, it can be stated that human resource managers must help in discovering the hidden talents of the employees and make sure that all the workers are able to entirely use their range of talents to assist accomplishment the organizational goal. However, it can be stated that the management must encourage teamwork and continually look for the greater areas where the teams can easily exercise more control. The working environment must not be such, where the rights of the employees would be hampered (Storey, 2014). Relevant literature and theory Resource based theory has been one of the leading steps in the human resource management procedure, as this explains a new point of view of the success of the organization. All the organizations are heterogeneous and based on the nature of the work, the resources are required to allocate. Therefore, resource based theory is one of the most discussed theories in this regards and the human resource management ream is required to look at this part to maintain proper sustainability in the workplace (Storey, 2014). Besides this resource based theory, it can be stated that Theory X and Theory Y is another major theory in the human resource management. Employees in this sector dislike working and tend to avoid responsibility and need to be directed. However, it can be stated that X-Type organizations tend to be top heavy, with the managers and the supervisors required at each step to control them. On the other hand, Theory Y states that employees like to take responsibilities and are motivated automatically to fulfill the objectives. Apart from that, they seek and accept responsibilities and thus need not much direction. Therefore, it can be stated that the human resource management team of every organization need to motivate the employees to reach the Theory Y point (Scherer, Palazzo, Seidl, 2013). Conclusions After focusing on the human resource management issues, it has been seen that the employees of Wal-Mart are not satisfied with the working atmosphere of the organization. Therefore, based on the identified human resource issues, some effective recommendations are required to provide in this part, so that management incorporate these policies into practice to enhance the present market situation. Recommendations (SMART) It can be recommended that the human resource functions of Wal-Mart demand improvements in the following areas and they are recruiting and selection, training and development, performance management, focusing on employees rights, compensation and benefits as well as the labor relations. Considering the procedure of recruitment and selection, it can be state that this is highly critical and thus the process needs to revise. A conventional human resource management procedure is required to adopt keeping balance with the increasing competition. The employees are required to recruit based on the human resource requirement in the organization. Moreover, the company is advised to focus on incorporating flexible training programs in order to motivate the employees. Apart from that, the load of overtime is required to revise immediately to maintain fair workplace in the company. The human resource management policies of the company are required to revise immediately, as the policies are not favorable for the employees. The maternity leaves policies and overtime compensation policy are two major parts that are required to revise. Specific Revising the existing human resource policies is specific enough, as this would help the company to revise the existing company situation. Measurable After revising the human resource management policies, the result can be seen through employee feedback. Therefore, this is measurable enough and can be relied on this. Attainable The measurement is attainable enough, because the human resource managers can revise the policies and look at maintaining the interest of the employees. Realistic Wal-Mart is one of the leading international companies that have branches in different parts of the world. Therefore, to hold on the market position, the human resource policies are required to revise immediately. Time Specific After incorporating necessary changes in the existing human resource policy, the result must be assessed within the time period of 2 months. The obtained result would be assessed and thus it can be started that this is enough time-specific. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Ceniceros, R. (2014). Bias suit against Wal-Mart gets class action status. Business Insurance, Vol. 38, Issue 26. Featherstone, L. (2005). Is Wal-Mart Really Going Green? The Website of AlterNet. Hendry, C. (2012).Human resource management. Routledge. Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance.Human Resource Management Review,22(2), 73-85. Jiang, K., Lepak, D. P., Hu, J., Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), 1264-1294. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of Management,39(2), 366-391. Klassen, R. D., Vereecke, A. (2012). Social issues in supply chains: Capabilities link responsibility, risk (opportunity), and performance.International Journal of Production Economics,140(1), 103-115. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Renwick, D. W., Redman, T., Maguire, S. (2013). Green human resource management: a review and research agenda*.International Journal of Management Reviews,15(1), 1-14. Scherer, A. G., Palazzo, G., Seidl, D. (2013). Managing legitimacy in complex and heterogeneous environments: Sustainable development in a globalized world.Journal of Management Studies,50(2), 259-284. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge.