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. 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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.

Administrative Law Sample Essay for an Interview

Administrative Law Sample Essay for an InterviewUsing an administrative law sample essay for a job application or interview can be a highly effective way to express your ideas and offer yourself as an applicant. The choice of writing an essay for an interview or application can be a little challenging, but if you take the time to find an essay writing service you will find that you have a professional writer to help you and express yourself using the right words and structure.Writing an essay for an interview can be tricky because it's so often the first time that people are going to see that you have done any research on the company or industry you want to get into. You may need to write this part of your essay very carefully, so you want to make sure that you understand what information you need to include, what it is you're trying to convey, and what you think people will respond to most. You may also want to consider including background information about your work experiences in the essay.You may want to discuss your past work experience in the essay, but it's important to remember that they may be hiring an attorney, a manager, or someone who knows the facts of the business you are applying for. You also don't want to include details about your personal life, especially if you haven't had time to prepare for it. If you are willing to discuss personal issues, consider asking that this section be modified or removed from the essay before you submit it to the writing service.The first part of an administrative law sample or essay can be the introduction to the main parts of the essay. This part of the essay usually consists of your contact information, and the introduction to the company. This is a great place to talk about why you would like to work for the company and why you would want to apply there.Since this is a very important part of the essay, it's a good idea to include all of the possible employer information and provide them with all of the reaso ns why you would be the best person for the job. This may include a brief paragraph about how your abilities in a specific area match the job description or the employer's needs.Your last paragraph should have all of the information that you feel would be important to add to the discussion. As with all of your essay writing, you want to have everything in place so that you know that you have all of the information in order to go into the interview prepared. You will also need to review your information and formatting to make sure that the content is clear and simple.You may also want to include a section at the end of your essay that contains some information about why you chose this particular company. While the administrative law sample essay is generally used to help you express yourself in a more creative and interesting way, it can also be used as a way to persuade the potential employer that you would be a good employee.

How does Reginald Rose establish and maintain a sense of tension in Twelve Angry Men Essay Example

How does Reginald Rose establish and maintain a sense of tension in Twelve Angry Men Paper Throughout the play Twelve Angry Men, the author Reginald Rose uses multiple dramatic techniques to establish and maintain a sense of tension. In this essay, I will analyze these techniques and suggest how they make the storyline so effective. Reginald Rose bases all of the tension and suspense around the social and historical context of the era. At the time, Americans are concerned with the huge influx of immigrants and there is a great deal of racial tension between Juror 11 and the other jurors. Each separate juror has their own background, personality and morals and inside the jury room we see how they react to each other and the dynamics of the group. On the face of it, the case put forward to them seems clear cut, but the arguments which evolve from the individual differences between each juror completely change the final outcome. Although a plot which is set in one singly location throughout its duration seems dull, Rose has used a small but particular set of techniques to mould Twelve Angry Men into the play it is and eventually produce one of the most thrilling pieces of literature of the past century. We will write a custom essay sample on How does Reginald Rose establish and maintain a sense of tension in Twelve Angry Men specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on How does Reginald Rose establish and maintain a sense of tension in Twelve Angry Men specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on How does Reginald Rose establish and maintain a sense of tension in Twelve Angry Men specifically for you FOR ONLY $16.38 $13.9/page Hire Writer These techniques include: the set, the weather outside, stage directions, contrasts of changes in mood and tone, gesture, conflicts and alliances between jurors and the backgrounds of each juror. All of these are used at least once to demonstrate the atmosphere and growing tension inside the jury room. The play opens to an empty stage with the judge issuing his final orders to the jury. They must deliberate honestly and thoughtfully but also with a good conscience. The ruthlessness of the situation is immediately made clear when the judge reveals that the death sentence is mandatory in this case and that the bench will not entertain a recommendation for mercy. Rose has implemented tension almost immediately and this proves to have a great effect on the audience. The brief pause which follows indicates the jurors have suddenly realised the severity of the situation which they now find themselves in. The words I dont envy your job are another indication of this. Rose has very deliberately done this as if to emphasise the words of the judge. With nothing else happening on stage, the audience will take in and understand his words as if they were the jurors themselves. Then tension has already been transferred from the stage to the audience a technique that brings a sense of realism to the play. The audience are suddenly feeling the tension and grave responsibility resting on the shoulders of the jurors. Juror 7 who seems to be the least concerned about the case in hand and more worried about a baseball match he is meant to be attending begins to diffuse this tension by offering a fellow juror a stick of gum. This signifies the contrasting attitudes towards the case inside the room and as far as an opening line goes, it suggests that the rest of the play may take a more laid back attitude. So within two pages, we have already experienced two twists that Rose has intentionally used to generate a sense of tension and uncertainty. Throughout Act One, Juror 8 emerges as the stand out character in the play. His arguments and disagreements with Juror 3 become a focus of not just the Act but the play as well. And as Juror 8 begins to persuade more of the other jurors that the boy on trial may be innocent, Juror 3 struggles to hide his frustration until tensions boil over at the end of the Act. Juror 3 has unintentionally divulged that he has a son similar to the boy on trial. He says: Ive got one (a son). Hes twenty. We did everything for that boy and what happened? When he was nine he ran away from a fight. Well, I made a man outa him all right. When he was sixteen we had a battle. He hit me in the face. Hes big, yknow. You work your heart out. This is a vital moment in the play. Suddenly, the whole background of one of the jurors is clouding the discussions which are taking place. Juror 3 envies his son and seems determined to take revenge on the boy on trial who he views as a similar boy to his son. The tension built up by this is intense and reflects on the other jurors. A spat between Jurors 10 and 5 breaks out as a result of the growing tension inside the room. And as Act One draws to a close, Rose demonstrates that tension is rising to the point of brinkmanship. Juror 3 rants: Shut up, you son of a bitch! Let go of me, God damn it! Ill kill him! Ill kill him. Juror 8 pounces and says: You dont really mean youll kill me, do you? The tension here is considerably higher than the rest of the play. A clear rivalry had broken out between two of the jurors and their fierce arguments take centre stage. Rose is using conflicts between jurors as a key technique in creating tension in the play. Act Two begins almost oppositely to how the proceeding Act ended. The other Jurors are trying to diffuse the tension in the air, and Juror 12 sheepishly kicks-off discussions again. Jurors 3 and 8 seem to disappear into the background after the climax in tension moments earlier. Despite watching from a distance for most of the play, the fierce discussions between Jurors 3 and 8 have rubbed off on the other jurors. They are snappier and seem on edge. Juror 7 sarcastically criticises Juror 6: Great idea. Maybe we can follow this one up with dancing and refreshments. This unpleasant atmosphere is reflected in the stormy weather outside another technique which creates tension that Rose has used to great effect. Even when proceedings return to some degree of normality, the regular ballots which are held maintain some level of tension. These also constantly remind the reader of where the jury stand on the case and this is a ploy by Rose to deliberately create this effect. Whereas at the beginning of the play, all the jurors were reasonably polite in their discussions with each other, small arguments start to crop up. The depressing atmosphere of the case has made an impact on the jurors themselves and the very civil deliberations have broken out into disorderly ramblings. Another technique used to create tension is when certain characters talk to each other about the case away from the rest of the characters. Like Juror 3 and Juror 8 made enemies of one another, soon the alliances which have been formed become clear in the deliberations. A good example of this in Act Two when the Forman and Juror 8 begin to talk about the incessant rain which is pouring down outside. Juror 3 meanwhile is gaining support from Juror 4 who still insists that the boy is guilty. These alliances are a focal point of the play and they contribute huge amounts to the tension. As each ballot is called, the numbers on each side change and so do the rivalries within the group. Juror 7, for instance, seemed convinced that the boy was guilty until he is eventually persuaded otherwise. The tension of the play reaches a non-stop crescendo as the storyline draws to a close. Just one Juror, Juror 3, is still in favour of a guilty verdict and he says: I dont care whether Im alone or not. Its my right. Do you think Im an idiot or something? You lousy bunch of bleeding hearts. Youre not going to intimidate me. Im entitled to my opinion. I can sit in this goddamn room for a year. From that moment on, it looks as if the Jury will not be able to reach a unanimous verdict. The story looks like having a disappointing ending, until a dramatic, sudden twist that not even the most learned audience members would have been expecting. Rose performs the most audacious of U-turns with suspense as much as tension and suddenly Juror 3s resistance is broken. And his backtrack comes as even more of a surprise after this bold statement: It was his father. That goddamn rotten kid. I know him. What theyre like. What they do to you. How they kill you every day. My God, dont you see? How come Im the only one who sees? Jeez, I can feel that knife goin in. You can almost reach out and touch the tension here. The entire Jury have practically begged Juror 3 to change his vote and spare the boy his life but he seems unwilling to oblige at this critical moment. The atmosphere in the room is anger as much as disappointment. Yet, Rose has not described this at all. The mere build up of tension in the pages before have provided the reader with enough information to gather the circumstances and feelings inside the room at this very moment. Juror 8, knowing that this would be his last plea, says: Its not your boy. Hes somebody elses before Juror 4, who had been on Juror 3s side for practically the entire case, delivers the most potent line of the entire play: Let him live. As the stage directions describe, theres a long pause before Juror 3 finally reveals that he has changed his mind. Out of choice or because of the mounting opposition he faced inside the room we will never know, but Juror 3 says weeping: All right. Not guilty. The huge ball of tensions almost swirling above the jurors suddenly diffuses. The case is over. The audience as well as the jurors breathe a sigh of relief. The rollercoaster ride which Reginald Rose has taken 12 men and one boy on slams to a dramatic halt. So as you can see, Reginald Rose uses multiple dramatic techniques to establish and maintain a sense of tension which makes 12 Angry Men the fantastic thriller that it is.

A Vampire’s Kiss Essays

A Vampire’s Kiss Essays A Vampire’s Kiss Paper A Vampire’s Kiss Paper â€Å"If you could live forever, what do you live for? † This is the tagline of the latest and box-office vampire movie, Twilight. Revolving around the life of an awkward 17-yr old girl, Twilight is a film about the new life and the inconceivable love Bella Swan found. Pressed to live with her father in Forks, Washington after her mother remarried, Bella came to know a secret kept away from humansthe true existence of vampires. In her first day at Forks High School she became an instant celebrity, what with her damsel-in-distress nature and pale yet stunning beauty. Not only had she been the center of attention but Bella had also got contact with the beautiful god-like Cullens. And as she gets to know the Cullens more, especially the irresistible mind-reading Edward Cullen, her life was put more into danger. It seemed it’s not only humans that found her very appealing, but her scent was mouth-watering to vampires too; thus she became the object fought for by the Cullens and the nomads James, Victoria, and Laurent. A classic battle between good and evil, this time portrayed as a clash involving the vampires that vowed to drink only animals’ blood and those who yearn for humans’ blood, Twilight presents heart-pounding scenes as the fight between James and Edward for Bella’s life ensues. In the end, Edward’s love for Bella conquered all and they went to intimately dance at the school ball. A movie that would make you wish you were a teenage girl, Kenneth Turan of the New York Times believes Twilight succeeds in capturing the essence of the book from where it was adapted. Stephenie Meyer, author of the Twilight saga, is not exactly a great literary stylist but she has come up with one heck of a romantic concept. (http://movies. nytimes. com/2008/11/21/movies/21twil. html) And that is exactly what is shown in the motion picture; the scheme of how love could cross the boundaries of life and death just to be with the one you love most. There are several things that made this film a big hit. One, it got a good plot and a problem that matches that of the Oscar-winning â€Å"Ghost. † While there had been more than handful vampire movies from then until now, Twilight had still made its marked, the newest Dracula now known by the name Edward Cullen. Two, it’s brought to life by a playwright, Melissa Rosenberg, and a director, Catherine Hardwicke, with astounding reverence. Hardwicke particularly, as Turan says, â€Å".. whose entire career has been built on the veneration of young adults, Hardwicke has connected so intensely to the Meyer novel that its hard to imagine anyone else making a better version. † (http://movies. nytimes. com/2008/11/21/movies/21twil. html) And lastly it was acted out by actors, Kristen Stewart and Robert Pattinson as Bella and Edward, who put their heart out to their roles. Turan even compared it to Greta Garbo and Robert Taylor when they did Camille for George Cukor. On the whole, the movie had been a watchful. Not only were the scenes gorgeously produced but the casting, as well as how the roles and the lines were delivered was outstanding. The movie review, made by Kenneth Turan, only made me realize more how wonderful Twilight has been made, despite the fact that it was a low-budget film. It’s a great movie, indeed a motion picture to be talked for years to come. I like it not just because Robert Pattinson was a handsome Edward or I wish that I was Kristen Stewart but also because it touched my inner feminine persona. Every woman and every girl wishes for a knight-in-shining-armor to come and sweep them off their feet. Even when a girl or a woman shows a very strong character, deep inside she is wishing for a prince that would show her the true meaning of love, and how it really feels to love and be loved. Twilight is a movie that captures that essence and for that truth, Twilight, for me, gains two thumbs up. Turan, Kenneth. â€Å"Twilight. † The New York Times. 6 April 2009. http://movies. nytimes. com/2008/11/21/movies/21twil. html [Turan, Kenneth. â€Å"The Love That Dare Not Bare Its Fangs. † New York Times. 21 November 2008. ]