Permaculture †A Sustainable Future Essays -- Environment Environmenta

The term â€Å"permaculture† was coined in 1978 by Bill Mollison, an Australian ecologist, with one of his students, David Holmgren. It is a contraction of â€Å"permanent agriculture† and also â€Å"permanent culture.† Permaculture is a relatively broad term subject to interpretation, but generally it is a design system for creating sustainable human environments. The aim is to create systems that are ecologically sound and economically feasible, which do not damage or pollute and are therefore sustainable in the long term. It is based on the careful observation of natural ecosystems, the value of traditional farming practices, and modern scientific and technological knowledge (Mollison, 1991). The basic philosophy of permaculture is a philosophy of working with, rather than against nature, of thoughtful observation rather than thoughtless labor, and of understanding the multiple functions of plants and animals, instead of treating them as single-product systems. Permaculture presents an alternative to trying to make the environment yield to our brute strength and blows. Bill Mollison, in his book Introduction to Permaculture, asserts that â€Å"if we attack nature we attack (and ultimately destroy) ourselves†(Mollison, 1991). Mollison, 1991, also states that harmony with nature is only possible if humans can discard the notion that we are superior to the natural world. He states, â€Å"We are not superior to other life-forms; all living things are an expression of Life. If we could see that truth, we would see that everything we do to other life-forms we also do to ourselves. A culture which understands this does not, without absolute necessity, destroy any living thing.† Permaculture in its design recognizes th... ...ibliography Christensen, Bill. â€Å"Harvested Rainwater,† Nov. 2002, http://www.greenbuilder.com/sourcebook/. Fry, Kirby, and Inger Meyer. â€Å"A Photographic Tour of Cross Timbers,† 1994, http://csf.colorado.edu/perma/ctpi/images/tour.html. Harland, Maddy. â€Å"Permaculture Design Bites.† May, 2002. http://www.permaculture.co.uk/info/what.html Holmgren, David. http://www.thefarm.org/permaculture/ Leisure Coast Permaculture Visions. â€Å"What’s the Difference Between Organic Gardening and Permaculture,† July, 2001. Mollison, Bill. Introduction to Permaculture. Tagari Publications, Tagari Australia: 1991. Wasser, Katherine. â€Å"About Permaculture: A Brief Introduction.† Tucson Food Co-op News, August 1994. http://members.ozemail.com.au/~askpv/organic-perma.htm. http://www.permaculture-hawaii.com/intern.html http://www.permaearth.org/

Recruitment & Selection

Recruitment and Selection Part 1 Produce a report, advising HiTech on how it should move forward as far as recruitment is concerned i. e. what advice would you give? Introduction HiTech International is one of the fastest –growing companies in the world. It currently employs over 30’000 people in 60 countries and has annual turnover in excess of $19billion. Located in West Dublin, HiTech European headquarters employs 2’500 people. 90% are employees of the company and remaining 10% are employed on a subcontracted basis.HiTech specialise in provision of computer hardware and bespoke software solutions for corporate clients to assist them in maximising the use of the internet. HiTech also provide a complete after-sales service which goes beyond regular software maintenance. The company is recognised as global market leaders in several of its principal line of business. Due to the competitive market that HiTech operates in innovation and continually evolving technolo gy developments through research and development department is central to the company’s future success.HiTech offers employees excellent terms and conditions of employment with top-salaries, generous bonus schemes, discounts, pensions, health and life insurance. The environment in which they work is very attractive with excellent facilities such as staff cafeterias, fitness facilities and valet services. Staff retention is very good; turnover levels are currently at 5% of which half are accounted for by dismissals and non-renewal of fixed-term contracts. HiTech are experiencing some difficultly with finding sufficient number of employees with the required skills to meet its expansion needs.Due to the fast-moving nature of the industry graduates are not utilised as by the time they are trained with a set of skills technology has moved on making their training redundant. Some graduates do succeed but most struggle, and are dependent on too much from the start. HiTech’s m ain source of new recruits is staff employed by competitors or working in closely related fields. They also have adopted a ‘no poaching’ policy with companies that HiTech has a customer relationship with or partner companies.Currently HiTech have two principle methods of recruitment in addition to a small- scale graduate training programme; advertising in national newspapers and head-hunters. HiTech are not satisfied with either method; adverts bring in too many applications that take up too much time to work through them. Head-hunters have found some suitable candidates but put at a great cost plus there is a risk that candidates would be lured away again by the same agent. And with the small pool of labour agencies are unable to identify the required individuals that are not already know to HiTech.Recommendations Improve on employer brand Although HiTech has global market leadership in several lines of its business and is recognised for its products as potential a bra nd leader but has it adopted an employer brand. Edward (2005) â€Å"employer branding is clearly aimed at attracting and retaining staff† (Edwards, 2005 Employer Branding) HiTech aim should be to develop and maintain a strong brand image as an employer that will reinforce their efforts to attract and subsequently retain the most effective performers.According to CIPD Survey â€Å"nearly three quarters of organisations have made efforts to improve their employee brand over the last year, most commonly through employee surveys and developing online career sites† (CIPD Annual Survey 2011/resourcing and talent planning). HiTech need to project a favourable impression of experience working there, similar to the reputation or brand that Google and Face book have. Evidence strongly suggested that employers can gain an edge in labour market through development of a good brand.Charles Schwab from US investment bank states â€Å"having a strong brand for an employee is a compet itive advantage and strategic advantage†¦Ã¢â‚¬ ¦ it really does help to attract the best candidate†¦.. †(The Conference Board 2001, pg 5/people resourcing Chp 3 pg 68) Using different media to search for talent Website One of the most effective methods that attracts applicants to an organisation is the organisations own corporate website. Corporate websites is an excellent pool for attracting potential candidates. HiTech would have the skills in house to setup a corporate website at a minimum cost.The website should attract people to the careers section, convince them of the desirability of a career in HiTech and capture them as a candidate with an exceptional online response process. Furthermore to the website development HiTech should improve process of applying for a position within the organisation which would address the large quantity of applications received when they run a national newspaper advertisement. Adopting an online application will eliminate unquali fied candidates from first round and then suitable applicants can progress onto the second stage of competency test.This would highlight the qualified personnel with the required skills much more effectively. Trade Journals HiTech could sign up to the specific trade journals that are relevant to the specific industry, profession, trade or business that it in association with. Trade journal would effectively reach a number of the potential candidates that HiTech need to make their presence aware. LinkedIn It would be in HiTech best interest to get connected with social networking website LinkedIn that is geared towards companies and industry professional looking to make new business contacts, keep in touch with previous co –workers and clients.According to CIPD annual survey on resourcing and talent planning professional networking 16% of organisations find that it is an effective method of attracting applications to an their organisation (CIPD annual survey 2011 on resourcing and talent planning). HiTech can create profile that details the company profile and can link in with similar professional establishments and people. This can then form a platform for HiTech to search through profiles of people that they are interested in hiring new employees and also for candidates to search for potential job opportunities.Education Development Even though HiTech skills shortage is an immediate concern they also need to think long term especially when it comes to skills shortages as planning for the future will ensure the organisations continued success. Linking up educational establishments to ensure that the curriculum being taught is relevant to skills set required and preparing students for work and developing their internal talent pipelines around skills shortage areas.HiTech could also offer work experience placements with students to begin the internal training process of the organisation and therefore once qualified will be more up to date with the technol ogy and possible bring new ideas in order to remain innovate. Apple have developed an excellent link in with local colleges and students ; they approach colleagues in different fields and establish a campus rep that is trained in the apple technology and then the campus Rep hosts workshops , demonstrations and build up the Apple brand as a desirable employer.They also have an internship programmes to students through summer placements or co-op during academic year. Apple provides hands on experience by allowing interns to work on critical projects and also offer employment opportunities after they have graduated. Graduate Recruitment From the case study it is said that HiTech has a small scale graduate training programme and that they have difficultly employing graduates with limited experience and train them.HiTech need to further resource and enhance their graduate programme to ensure that candidates get the best possible opportunity during their studies and that they receive the relevant work experience so that once they graduate they can ‘hit the ground running’ . Sony has launched a European Graduate programme that is well structured and offers graduates the experience of all elements of the organisation. The structure is divided up into Business Experience – which is run over two years and graduates rotate on two assignments taking in all roles.They are then provided with training modules that are delivered by top management and highly skilled personnel giving them a unique networking opportunity. Each graduate receives a mentor from the middle management leadership development programme. And finally they are offered social entrepreneurship were they collaborate in groups and apply their business skills making a real contribution to a social project. â€Å"One in ten organisations is considering sponsoring students through university† and â€Å"over a quarter of organisations operate a structured graduate programme† (CIP D annual survey 2011/resourcing and talent planning).Talent Management Graduates struggle to succeed in developing their careers within the company and it doesn’t mention in the case study about any development programmes for employees. Talent management is â€Å" systematic attraction , identification, development , engagement , retention and deployment of individuals who are of particular value to an organisation, either in view of their ‘high potential’ for the future or because they are filling business/operation –critical roles†( CIPD Factsheet; Talent Management An Overview).HiTech need to develop this further for their graduates and employees, it would include a range of activities such as formal and informal leadership coaching, networking events and board-level and client exposure. This would assist HiTech to maintain competitive advantage and get the best from their people. This can be achieved by focusing on four areas of the talent manag ement loop; Attracting talent – as previously mentioned attracting external talent through corporate website to offer a recognised graduate programme enhance the employer brand which will attract new talent.Developing talent- learning and development initiatives should be in implemented to enhance employees and assist graduate to succeed in their career. Managing Talent – this could be linked to development aspect but focuses more on the retention. Succession planning can help HiTech to identify future and potential skilled personnel. Tracking and evaluating talent – continuous evaluation of talent will help improve the staff retention and give focus to areas that management need to work on. SecondmentSecondment refers to the temporary movement of an employee to another part of organisation. HiTech could find this very beneficial if they temporary moved the employees from other countries to Dublin based office. It would certainly assist with the immediate shorta ge of skills, they would not have to train the candidates as they would be familiar with the organisation and it would provide the time for the organisation to adopt the recommendations mentioned above to improve the employer brand and training and development programmes.Another option would be external secondment , HiTech have develop relationships with partnership companies and even with no poaching policy in place they could come to an agreement with another organisation to loan a required skill employee to them for short-term basis to relieve the immediate requirement . Conclusion HiTech International case study highlighted the fact that even been the fast growing company it the world and recognised as global market leaders without the requires skilled staff can cause significant effect on the companies continued success and to maintain competitive advantage.Without a defined, well recognised employer brand an organisation that depends on innovation and creativity attracting spe cialised skills in a relatively small pool of people can be difficult. Reviewing the organisations methods for recruiting talent and researching how successful they are and be willing to adapted and change to the diverse global market is important. Making connections with educational establishments and encouraging graduates to sign up with the programmes will help to prevent future shortages but all programmes and connections must be supported, managed and evaluated on a regular basis.Focusing on in house training and development of staff with career structures will further enhance the organisation and challenges employees to continue to be creative and motivated. Sourcing staff from other branches in other countries could relieve short-term shortage of staff while progress is being made on the employer brand to attract external candidates, training and development programmes are set up and implemented. Regardless of how successful an organisation is, skills shortages can cause sign ificant negative effects on the competitive advantage of an organisation.Continuous assessment of organisation recruitment strategy and ensuring that it is linked to the corporate strategy of the organisation should be re-evaluated on a regular basis to remain a successful organisation and a global market leader. Part 2 With reference to relevant academic literature; evaluate the effectiveness of the interview as a selection method. Introduction â€Å"There is a long tradition going back to the beginning of the twentieth century of academic research into the relative merits of different selection tools (People Resourcing Chp 11 Pg 254). Organisations worldwide must adapt selection method to recruit personnel in order to operate their businesses. The method that they select, be simple or sophisticated depends on a number of factors such as financial, cultural, resources that are available and if their requirements are immediate or for the future. â€Å"You are attempting to predict how a person will perform their work, interact with their future colleagues, treat your customers and respect your business†. (Recruitment and selection slide 8 Selection) All selection methods have positive and negative results and none are infallible.According to CIPD Annual report 2011, interview remains the most common selection method. (CIPD Annual report 2011 resourcing and talent planning). Main Body â€Å"Interviews of one kind or another are almost universally used â€Å"(IRS 2002c, CIPD 2007c). Interviews are popular as they provide the opportunity to meet face to face with the potential future employee, assess candidate’s ability to carry out the job. It also provides the opportunity for the employer to describe job specification, discuss the terms and conditions of employment and project a positive impression of the organisation and emphasise the organisations brand. A controlled conversation with a purpose â€Å"(Torrington, 1995). Despite their widespr ead use, interviews are often questioned as to how effective in selecting people for specific roles they really are. A number of draw backs that Anderson and Shackleton (Anderson and Shakleton, 1993) gather from a variety of studies show some of the reasons why interviews can been criticised. These include; Expectancy Effect – this is where the interviewer gains impression of the candidate before the interview Stereotyping – interviewers assume that particular characteristics are typical of a particular group of people.Personal Linking – interviewers may make decisions on whether they liked or disliked a candidate. Halo and Horns Effect – interviewers may rate candidates as simply ‘good’ or ‘bad’. Mirror Effect –interviewers may give preference to candidates that perceive to be similar to them. Contrast Effect – the interviewer may allow the experience of interviewing one candidate to affect the way they interview o thers. Primary Effect – interview puts too much emphasis on information gained in initial part of interview. Information overload Effect- interviewers may make decisions on only part of the data available to them.Temporal extension Effect – interviewers may assume that a candidate’s conduct at interview is their general personality. One thirds of employers make an initial hiring decision in the first ninety seconds of an interview, based entirely on interviewees appearance† (XpertHR 2011 selection interviews survey). It could be said that interview selection tool is prejudiced and biased but it is the responsibility of the organisation to ensure that interviewers are adequately trained to help eliminate these errors.It would appear that recruiters are positive, although not passionate about the effectiveness of the interviews as a selection tool (XpertHR 2011 selection interviews survey) Two thirds of employers rate interviews as â€Å"effective† bu t just 16. 7% say they are â€Å"very effective† (App1). Studies have found that the predictive validity of the structured interview is quite high (Campione et al. 1988; Wiesner Cronshaw 1988). Structuring interviews can also help improve the ability to predict performance in the role as they provide interviewers with a framework to follow when interviewing each candidate, based on the criteria for the job.Adapting structure to the interview means that questions are planned carefully before the interview, all candidates are asked the same core questions, answers are scored using a rating system and all questions focus on the attributes and behaviours needed in the job. Evenden and Anderson ( 1992) suggest that the choice of questions and the appropriate use of them can ensure greater balance and flow in the interview itself (Gunnigle Human Resource Management in Ireland Chp 5 pg 128) The types of questions that can be used are ; * Direct or Closed – are useful to get f acts but too many lead to repetition. Leading – no real value in this type of question as most interviewee would follow it. * Topic Changing- help to create a flow through interview. * Probing and developing- help to test the interviewees specific knowledge or skills. * Open-ended- are useful to encourage interviewee to talk and get involved. * Reflecting back – are useful to ensuring information is understood. * Command – are useful retrieve additional information on specific area. Structured interviews can be behavioural, they focus on past performance or situational, they focus on future performance. A growing number of employers are now taking his approach, 60% carry out structured interviews as part of the selection process. (XpertHR2011 selection interview surveys). Interview format can also provide additional structure to the interview selection process, where her they are one to one, panel interview or sequence of interviews but whatever format is chosen the effectiveness of the interview should be the same. Newell (2000) warns that while efforts have been made to improve the selection process through a more systematic approach , currents trends in organisations make ‘best practises’ model somewhat problematic.Job specification and analysis can become difficult if job requires flexibility and also with a number of organisations looking for innovation and creativity the term ‘fit’ has less relevance. (Gunnigle, Human Resource Management in Ireland, Chp 5 pg 124). Other criticism of the structured approach is although highly effective method with the use of controlled questioning etc its doesn’t actually represent the more relaxed environment that a candidate can easily open up. â€Å"The main disadvantage of using a structured interview is that its rigidity can limit the information-gathering process.Instead of exploring an applicant’s responses by further questioning during the interview, th e process is often rushed in order to get through all the questions on the schedule, and the assessment of the individual can inaccurate as a result. Also, since the interviewer takes the lead, he or she may dominate the process, denying the applicant sufficient time to provide a considered and accurate response† (Du Plessis 2003 Pg 170). Approaching a system in reality there is always so sort of compromise as without flexibility systems wouldn’t be sustainable.The interview selection tool would need to adopt a degree of flexibility and would help to improve the problems that have been suggested above. Adopting a mixed approach of semi-structuring or mixed approaches into the process would create the more open relaxed situation that interviews are perceived as but also the structure process remains which overall would make the interview selection method more effective. Conclusion Through the research that has been carried out and reflecting back on some of the statistic s that have been reviewed , the interview process across a wide ange of organisations and even in different markets would be reasonable to say that it is and will continue to be an effective selection tool. Even more so structured interviews have a greater effectiveness, however rigid the process is interviewing remains essentially a selective process. Organisations must ensure that they provide adequate training to equip their interviewers with the essential knowledge and skills required to maximise the interview process and also that they offer the best opportunity with no bias or error for the candidate in question.Furthermore organisations need to be flexible in order to adapt to external and internal factors effecting their organisations environment for example economic, political cultural and technology. Thus the selection processes also needs to be adjusted; we can see this through compromising with the structure approach to interviewing with semi-structure or mixed approache s that slight modifications can improve the outcome. Organisations need to be flexible in order to maintain best practise for their organisation and jobs roles would need to be adjusted accordingly.The interview as a selection tool is still by far the most effective and widely used method across the globe. There are a number of draw backs and there are other selection tools that are more effective but a cost. The interview is the most cost effective, time effective method and with selecting the wrong candidate for the role costing an organisation approximately â‚ ¬15’000 you are not going to offer a position to someone that you haven’t meet face to face now are you ? Appendences 1Bibliography Anderson and Shackleton(1993) Successful selection interviewing. CIPD Fact Sheets Selection Methods. CIPD Fact Sheets Secondment. CIPD Fact Sheet Talent Managment. CIPD Annual Survey Report 2011 Resourcing and Talent Planning. Gunnigle Human Resource Management in Ireland. Tayl or People Resourcing. www. sony. com www. apple. com XpertHR 2011 Selection Interviews Survey; Effectiveness and Training Article. XpertHR 2011 Selection Interviews Survey; Interview tools and record-keeping. Recruitment & Selection Recruitment and Selection Part 1 Produce a report, advising HiTech on how it should move forward as far as recruitment is concerned i. e. what advice would you give? Introduction HiTech International is one of the fastest –growing companies in the world. It currently employs over 30’000 people in 60 countries and has annual turnover in excess of $19billion. Located in West Dublin, HiTech European headquarters employs 2’500 people. 90% are employees of the company and remaining 10% are employed on a subcontracted basis.HiTech specialise in provision of computer hardware and bespoke software solutions for corporate clients to assist them in maximising the use of the internet. HiTech also provide a complete after-sales service which goes beyond regular software maintenance. The company is recognised as global market leaders in several of its principal line of business. Due to the competitive market that HiTech operates in innovation and continually evolving technolo gy developments through research and development department is central to the company’s future success.HiTech offers employees excellent terms and conditions of employment with top-salaries, generous bonus schemes, discounts, pensions, health and life insurance. The environment in which they work is very attractive with excellent facilities such as staff cafeterias, fitness facilities and valet services. Staff retention is very good; turnover levels are currently at 5% of which half are accounted for by dismissals and non-renewal of fixed-term contracts. HiTech are experiencing some difficultly with finding sufficient number of employees with the required skills to meet its expansion needs.Due to the fast-moving nature of the industry graduates are not utilised as by the time they are trained with a set of skills technology has moved on making their training redundant. Some graduates do succeed but most struggle, and are dependent on too much from the start. HiTech’s m ain source of new recruits is staff employed by competitors or working in closely related fields. They also have adopted a ‘no poaching’ policy with companies that HiTech has a customer relationship with or partner companies.Currently HiTech have two principle methods of recruitment in addition to a small- scale graduate training programme; advertising in national newspapers and head-hunters. HiTech are not satisfied with either method; adverts bring in too many applications that take up too much time to work through them. Head-hunters have found some suitable candidates but put at a great cost plus there is a risk that candidates would be lured away again by the same agent. And with the small pool of labour agencies are unable to identify the required individuals that are not already know to HiTech.Recommendations Improve on employer brand Although HiTech has global market leadership in several lines of its business and is recognised for its products as potential a bra nd leader but has it adopted an employer brand. Edward (2005) â€Å"employer branding is clearly aimed at attracting and retaining staff† (Edwards, 2005 Employer Branding) HiTech aim should be to develop and maintain a strong brand image as an employer that will reinforce their efforts to attract and subsequently retain the most effective performers.According to CIPD Survey â€Å"nearly three quarters of organisations have made efforts to improve their employee brand over the last year, most commonly through employee surveys and developing online career sites† (CIPD Annual Survey 2011/resourcing and talent planning). HiTech need to project a favourable impression of experience working there, similar to the reputation or brand that Google and Face book have. Evidence strongly suggested that employers can gain an edge in labour market through development of a good brand.Charles Schwab from US investment bank states â€Å"having a strong brand for an employee is a compet itive advantage and strategic advantage†¦Ã¢â‚¬ ¦ it really does help to attract the best candidate†¦.. †(The Conference Board 2001, pg 5/people resourcing Chp 3 pg 68) Using different media to search for talent Website One of the most effective methods that attracts applicants to an organisation is the organisations own corporate website. Corporate websites is an excellent pool for attracting potential candidates. HiTech would have the skills in house to setup a corporate website at a minimum cost.The website should attract people to the careers section, convince them of the desirability of a career in HiTech and capture them as a candidate with an exceptional online response process. Furthermore to the website development HiTech should improve process of applying for a position within the organisation which would address the large quantity of applications received when they run a national newspaper advertisement. Adopting an online application will eliminate unquali fied candidates from first round and then suitable applicants can progress onto the second stage of competency test.This would highlight the qualified personnel with the required skills much more effectively. Trade Journals HiTech could sign up to the specific trade journals that are relevant to the specific industry, profession, trade or business that it in association with. Trade journal would effectively reach a number of the potential candidates that HiTech need to make their presence aware. LinkedIn It would be in HiTech best interest to get connected with social networking website LinkedIn that is geared towards companies and industry professional looking to make new business contacts, keep in touch with previous co –workers and clients.According to CIPD annual survey on resourcing and talent planning professional networking 16% of organisations find that it is an effective method of attracting applications to an their organisation (CIPD annual survey 2011 on resourcing and talent planning). HiTech can create profile that details the company profile and can link in with similar professional establishments and people. This can then form a platform for HiTech to search through profiles of people that they are interested in hiring new employees and also for candidates to search for potential job opportunities.Education Development Even though HiTech skills shortage is an immediate concern they also need to think long term especially when it comes to skills shortages as planning for the future will ensure the organisations continued success. Linking up educational establishments to ensure that the curriculum being taught is relevant to skills set required and preparing students for work and developing their internal talent pipelines around skills shortage areas.HiTech could also offer work experience placements with students to begin the internal training process of the organisation and therefore once qualified will be more up to date with the technol ogy and possible bring new ideas in order to remain innovate. Apple have developed an excellent link in with local colleges and students ; they approach colleagues in different fields and establish a campus rep that is trained in the apple technology and then the campus Rep hosts workshops , demonstrations and build up the Apple brand as a desirable employer.They also have an internship programmes to students through summer placements or co-op during academic year. Apple provides hands on experience by allowing interns to work on critical projects and also offer employment opportunities after they have graduated. Graduate Recruitment From the case study it is said that HiTech has a small scale graduate training programme and that they have difficultly employing graduates with limited experience and train them.HiTech need to further resource and enhance their graduate programme to ensure that candidates get the best possible opportunity during their studies and that they receive the relevant work experience so that once they graduate they can ‘hit the ground running’ . Sony has launched a European Graduate programme that is well structured and offers graduates the experience of all elements of the organisation. The structure is divided up into Business Experience – which is run over two years and graduates rotate on two assignments taking in all roles.They are then provided with training modules that are delivered by top management and highly skilled personnel giving them a unique networking opportunity. Each graduate receives a mentor from the middle management leadership development programme. And finally they are offered social entrepreneurship were they collaborate in groups and apply their business skills making a real contribution to a social project. â€Å"One in ten organisations is considering sponsoring students through university† and â€Å"over a quarter of organisations operate a structured graduate programme† (CIP D annual survey 2011/resourcing and talent planning).Talent Management Graduates struggle to succeed in developing their careers within the company and it doesn’t mention in the case study about any development programmes for employees. Talent management is â€Å" systematic attraction , identification, development , engagement , retention and deployment of individuals who are of particular value to an organisation, either in view of their ‘high potential’ for the future or because they are filling business/operation –critical roles†( CIPD Factsheet; Talent Management An Overview).HiTech need to develop this further for their graduates and employees, it would include a range of activities such as formal and informal leadership coaching, networking events and board-level and client exposure. This would assist HiTech to maintain competitive advantage and get the best from their people. This can be achieved by focusing on four areas of the talent manag ement loop; Attracting talent – as previously mentioned attracting external talent through corporate website to offer a recognised graduate programme enhance the employer brand which will attract new talent.Developing talent- learning and development initiatives should be in implemented to enhance employees and assist graduate to succeed in their career. Managing Talent – this could be linked to development aspect but focuses more on the retention. Succession planning can help HiTech to identify future and potential skilled personnel. Tracking and evaluating talent – continuous evaluation of talent will help improve the staff retention and give focus to areas that management need to work on. SecondmentSecondment refers to the temporary movement of an employee to another part of organisation. HiTech could find this very beneficial if they temporary moved the employees from other countries to Dublin based office. It would certainly assist with the immediate shorta ge of skills, they would not have to train the candidates as they would be familiar with the organisation and it would provide the time for the organisation to adopt the recommendations mentioned above to improve the employer brand and training and development programmes.Another option would be external secondment , HiTech have develop relationships with partnership companies and even with no poaching policy in place they could come to an agreement with another organisation to loan a required skill employee to them for short-term basis to relieve the immediate requirement . Conclusion HiTech International case study highlighted the fact that even been the fast growing company it the world and recognised as global market leaders without the requires skilled staff can cause significant effect on the companies continued success and to maintain competitive advantage.Without a defined, well recognised employer brand an organisation that depends on innovation and creativity attracting spe cialised skills in a relatively small pool of people can be difficult. Reviewing the organisations methods for recruiting talent and researching how successful they are and be willing to adapted and change to the diverse global market is important. Making connections with educational establishments and encouraging graduates to sign up with the programmes will help to prevent future shortages but all programmes and connections must be supported, managed and evaluated on a regular basis.Focusing on in house training and development of staff with career structures will further enhance the organisation and challenges employees to continue to be creative and motivated. Sourcing staff from other branches in other countries could relieve short-term shortage of staff while progress is being made on the employer brand to attract external candidates, training and development programmes are set up and implemented. Regardless of how successful an organisation is, skills shortages can cause sign ificant negative effects on the competitive advantage of an organisation.Continuous assessment of organisation recruitment strategy and ensuring that it is linked to the corporate strategy of the organisation should be re-evaluated on a regular basis to remain a successful organisation and a global market leader. Part 2 With reference to relevant academic literature; evaluate the effectiveness of the interview as a selection method. Introduction â€Å"There is a long tradition going back to the beginning of the twentieth century of academic research into the relative merits of different selection tools (People Resourcing Chp 11 Pg 254). Organisations worldwide must adapt selection method to recruit personnel in order to operate their businesses. The method that they select, be simple or sophisticated depends on a number of factors such as financial, cultural, resources that are available and if their requirements are immediate or for the future. â€Å"You are attempting to predict how a person will perform their work, interact with their future colleagues, treat your customers and respect your business†. (Recruitment and selection slide 8 Selection) All selection methods have positive and negative results and none are infallible.According to CIPD Annual report 2011, interview remains the most common selection method. (CIPD Annual report 2011 resourcing and talent planning). Main Body â€Å"Interviews of one kind or another are almost universally used â€Å"(IRS 2002c, CIPD 2007c). Interviews are popular as they provide the opportunity to meet face to face with the potential future employee, assess candidate’s ability to carry out the job. It also provides the opportunity for the employer to describe job specification, discuss the terms and conditions of employment and project a positive impression of the organisation and emphasise the organisations brand. A controlled conversation with a purpose â€Å"(Torrington, 1995). Despite their widespr ead use, interviews are often questioned as to how effective in selecting people for specific roles they really are. A number of draw backs that Anderson and Shackleton (Anderson and Shakleton, 1993) gather from a variety of studies show some of the reasons why interviews can been criticised. These include; Expectancy Effect – this is where the interviewer gains impression of the candidate before the interview Stereotyping – interviewers assume that particular characteristics are typical of a particular group of people.Personal Linking – interviewers may make decisions on whether they liked or disliked a candidate. Halo and Horns Effect – interviewers may rate candidates as simply ‘good’ or ‘bad’. Mirror Effect –interviewers may give preference to candidates that perceive to be similar to them. Contrast Effect – the interviewer may allow the experience of interviewing one candidate to affect the way they interview o thers. Primary Effect – interview puts too much emphasis on information gained in initial part of interview. Information overload Effect- interviewers may make decisions on only part of the data available to them.Temporal extension Effect – interviewers may assume that a candidate’s conduct at interview is their general personality. One thirds of employers make an initial hiring decision in the first ninety seconds of an interview, based entirely on interviewees appearance† (XpertHR 2011 selection interviews survey). It could be said that interview selection tool is prejudiced and biased but it is the responsibility of the organisation to ensure that interviewers are adequately trained to help eliminate these errors.It would appear that recruiters are positive, although not passionate about the effectiveness of the interviews as a selection tool (XpertHR 2011 selection interviews survey) Two thirds of employers rate interviews as â€Å"effective† bu t just 16. 7% say they are â€Å"very effective† (App1). Studies have found that the predictive validity of the structured interview is quite high (Campione et al. 1988; Wiesner Cronshaw 1988). Structuring interviews can also help improve the ability to predict performance in the role as they provide interviewers with a framework to follow when interviewing each candidate, based on the criteria for the job.Adapting structure to the interview means that questions are planned carefully before the interview, all candidates are asked the same core questions, answers are scored using a rating system and all questions focus on the attributes and behaviours needed in the job. Evenden and Anderson ( 1992) suggest that the choice of questions and the appropriate use of them can ensure greater balance and flow in the interview itself (Gunnigle Human Resource Management in Ireland Chp 5 pg 128) The types of questions that can be used are ; * Direct or Closed – are useful to get f acts but too many lead to repetition. Leading – no real value in this type of question as most interviewee would follow it. * Topic Changing- help to create a flow through interview. * Probing and developing- help to test the interviewees specific knowledge or skills. * Open-ended- are useful to encourage interviewee to talk and get involved. * Reflecting back – are useful to ensuring information is understood. * Command – are useful retrieve additional information on specific area. Structured interviews can be behavioural, they focus on past performance or situational, they focus on future performance. A growing number of employers are now taking his approach, 60% carry out structured interviews as part of the selection process. (XpertHR2011 selection interview surveys). Interview format can also provide additional structure to the interview selection process, where her they are one to one, panel interview or sequence of interviews but whatever format is chosen the effectiveness of the interview should be the same. Newell (2000) warns that while efforts have been made to improve the selection process through a more systematic approach , currents trends in organisations make ‘best practises’ model somewhat problematic.Job specification and analysis can become difficult if job requires flexibility and also with a number of organisations looking for innovation and creativity the term ‘fit’ has less relevance. (Gunnigle, Human Resource Management in Ireland, Chp 5 pg 124). Other criticism of the structured approach is although highly effective method with the use of controlled questioning etc its doesn’t actually represent the more relaxed environment that a candidate can easily open up. â€Å"The main disadvantage of using a structured interview is that its rigidity can limit the information-gathering process.Instead of exploring an applicant’s responses by further questioning during the interview, th e process is often rushed in order to get through all the questions on the schedule, and the assessment of the individual can inaccurate as a result. Also, since the interviewer takes the lead, he or she may dominate the process, denying the applicant sufficient time to provide a considered and accurate response† (Du Plessis 2003 Pg 170). Approaching a system in reality there is always so sort of compromise as without flexibility systems wouldn’t be sustainable.The interview selection tool would need to adopt a degree of flexibility and would help to improve the problems that have been suggested above. Adopting a mixed approach of semi-structuring or mixed approaches into the process would create the more open relaxed situation that interviews are perceived as but also the structure process remains which overall would make the interview selection method more effective. Conclusion Through the research that has been carried out and reflecting back on some of the statistic s that have been reviewed , the interview process across a wide ange of organisations and even in different markets would be reasonable to say that it is and will continue to be an effective selection tool. Even more so structured interviews have a greater effectiveness, however rigid the process is interviewing remains essentially a selective process. Organisations must ensure that they provide adequate training to equip their interviewers with the essential knowledge and skills required to maximise the interview process and also that they offer the best opportunity with no bias or error for the candidate in question.Furthermore organisations need to be flexible in order to adapt to external and internal factors effecting their organisations environment for example economic, political cultural and technology. Thus the selection processes also needs to be adjusted; we can see this through compromising with the structure approach to interviewing with semi-structure or mixed approache s that slight modifications can improve the outcome. Organisations need to be flexible in order to maintain best practise for their organisation and jobs roles would need to be adjusted accordingly.The interview as a selection tool is still by far the most effective and widely used method across the globe. There are a number of draw backs and there are other selection tools that are more effective but a cost. The interview is the most cost effective, time effective method and with selecting the wrong candidate for the role costing an organisation approximately â‚ ¬15’000 you are not going to offer a position to someone that you haven’t meet face to face now are you ? Appendences 1Bibliography Anderson and Shackleton(1993) Successful selection interviewing. CIPD Fact Sheets Selection Methods. CIPD Fact Sheets Secondment. CIPD Fact Sheet Talent Managment. CIPD Annual Survey Report 2011 Resourcing and Talent Planning. Gunnigle Human Resource Management in Ireland. Tayl or People Resourcing. www. sony. com www. apple. com XpertHR 2011 Selection Interviews Survey; Effectiveness and Training Article. XpertHR 2011 Selection Interviews Survey; Interview tools and record-keeping.

The Industrial Revolution Impacted Women - 923 Words

In my thesis, I contend that the Industrial Revolution impacted women because women in the working and poor classes were a key labor force in mills and factories, they supported their role as the backbone of the household economy by completing housework in the middle class, and finally the Industrial Revolution made an impact on the contributions of ideas made by women. Firstly, the Industrial Revolution affected women in the working and poor classes by allowing them to work in factories and mills. Before this time, women in the working class were primarily working unpaid jobs such as cooking and cleaning around the house for the family, but the industrial revolution gave women the chance to be paid and work outside of their homes (Frader, â€Å"Effects of the Industrial Revolution†, BCP). Most women obtained jobs in the textile industry. According to Dr. Christopher Wells, a professor of U.S cultural history at Macalester University, explained that ,â€Å"The town of Lowell , MA, for example, was incorporated in 1826 and soon hosted over 30 different mills.† (Wells, â€Å"Industrializing Women†, Teaching History). In the Lowell Mills, women expected to work at least thirteen hour days of constant and tiring labor in which women accounted for three-fourths of the workers in the mill. (Wells, â€Å"Industrializing Women†, Teaching History). Women factory workers typically made around $3.00 to $3.50 per week which was much greater than most women could earn in their hometowns (Dublin, â€Å"Women andShow MoreRelatedEffects of the Industrial Revolution727 Words   |  3 PagesThe Industrial Revolution, lasting between the 18th and 19th century, profoundly affected the people of Europe, North America, and other regions of the world. The revolution produced new exciting technological innovations. As a result, the socioeconomic climate and cultural aspects of Europe and North America were altered in an unprecedented manner. Industrial op portunities also lured the population away from agrarian lifestyles to more urban populaces. The Industrial Revolution extensively changedRead MoreThe Industrial Revolution and the Deterioration of the Traditional Family 1216 Words   |  5 Pageswas hit by the worldwide phenomenon known as the Industrial Revolution, and the U.S. was transformed into an industrial colossus. The vast lands of America made abundant resources available to those who wished to utilize them. This opened up new jobs, and the once agricultural families were, for the first time, split up; mothers, fathers, and children left their homes to work in factories and railroads. While it is undeniable the Industrial Revolution and all of its technological advances helped theRead MoreImperialism Is The Conception Or Preservation Of An Unequal Economic, Cultural, And Territorial Relationship1000 Words   |  4 Pagesprocess of industrialization. What were the necessary conditions to industrialize, and how was each c ritical? What principle inventions and innovations were important to the industrial revolution and why? In the Week 3 document, â€Å"Industrial Revolution and Women,† what are some of the key ways the author suggests women were impacted by Industrialization? (Answer 2.)- Industrialization is the movement where world or society changes its ways from a more old fashioned society of production, to a societyRead MoreMass Production Affects Conflicts With Society, Business And International Affairs907 Words   |  4 Pagesthe Industrial Revolution, the role of government was to keep the peace (or fight wars), maintain civil order and enforce law. By the progressive era, government in addition accepted some responsibility for regulating the economy and caring for the needy. The concept of economic policy had been born. Anti-trust laws and civil rights laws now existed. In Europe, the labor movement began during the industrial revolution, when agricultural jobs declined and employment moved to more industrial areasRead MoreWorking Class Families In The Industrial Revolution Essay1205 Words   |  5 Pages During the 18th to 19th centuries, the Industrial Revolution sparked various new ideas and introduced a modernized way of life to the people of Great Britain. Citizens had to adapt to an array of social and economic changes. During this time-period, gender roles and family order were shifted which created new dilemmas in the household. Working-class families were negatively impacted by the transition from the cottage industry to an industrialized society. Industrialization forced working-classRead MoreCauses And Effects Of The Industrial Revolution1649 Words   |  7 PagesThe Industrial Revolution The Industrial Revolution was an extremely significant revolution due to the monumental change into mass production. There were many different causes and outcomes of the Industrial Revolution. The Industrial Revolution impacted people and industries all around the world, prompting changes in many societies. For example, the Industrial Revolution initiated in Britain, but eventually found its way to America. After this, it impacted many other countries who desired the sameRead MoreNegative Effects Of The Industrial Revolution840 Words   |  4 Pages The Industrial Revolution had a negative impact on nations. Some reasons to support my claim is that factories had a big effect on children, it also impacted women and their wages and the environment. The Industrial Revolution had a negative effect on the children and women, and the reason it had a negative effect was that there were bad conditions that the children and women lived and worked in. The conditions that the children had to work under were horrible, which led to illnesses and diseasesRead MoreThe Positive and Negative effects of the Industrial Revolution752 Words   |  4 PagesNegative effects of the Industrial Revolution The Industrial Revolution had many positive and negative impacts on society. The positive include cheaper clothes, more job opportunities, and improvement in transportation. And the negative would include exploitation of women and children, workers work long hours and environmental damages. These are just a few that I believe had an impact on the Industrial Revolution. England was an ideal place for the Industrial Revolution to begin. It had a greatRead MoreThe Industrial Revolution943 Words   |  4 PagesThe Industrial Revolution, a Revolution that began in Britain in the nineteenth century, saw people move from working in the farming industry to working in factories. This transition from an agrarian society meant that many people moved to cities in search of jobs. New methods of manufacturing allowed goods to be produced far more cheaply and quickly than before. However, the Revolution came with its own negative consequences. The lives of children during the Industrial Revolution were torturousRead MoreWhat Did The Career Lives Of United States Women Change During The United?1535 Words   |  7 Pagesdid the career lives of United States women change during the United States’ industrial Revolution? My interest in women of the industrial revolution in the United States, because there are many turning points in the lifestyle of United S tates women and the Industrial Revolution appears to me to be one of the first steps in the evolution of the roles of women living in the United States. The method used to investigate this life changing time period for women and the United States as a whole is the

We Need A New Criminal Justice System - 844 Words

Do you know someone who has committed a crime? My friend John from high school was an average B student. He always came to class and always did his work. When it came to exam week he didn’t show up. I was worried, so I called his mom and asked what happened. She told me that John was in jail for marijuana possession. He was only in jail for a week before his mom could bail him out. While in jail, he missed his final exams and failed all his classes forcing him to take summer school to graduate. Today, the United States has twenty-five percent of the world prisoners. One in every thirty-one adults of the population is under some form of correctional control. The United States has more people in prison than anywhere else in the world. What is really sad about the United States is having prisons for profit instead of healing for the accused and preventing them from committing another crime. We need a new criminal justice system that focuses more on how we convict people, provide appropriate sentencing, and rehabilitate through healing instead of punishment. With the new criminal justice system, convictions will be easier to figure out who is innocent versus the guilty. Better training for officers who arrive on the scene will teach them how to react, what to assess, and how to distinguish what is what. During interrogations the police officer and the accused citizen will both have a camera behind them so there will be video evidence on how the police ask the citizenShow MoreRelatedThe Impact Of New Technology On Criminal Justice System1458 Words   |  6 PagesThe Impact of New Technologies on Criminal Justice and Corrections Our criminal justice system is very important to society. The reason for having laws is to defend society from harm, and to ensure that each person is kept safe, as well as to receive fair treatment. The criminal justice system works to defend the innocent and to punish the guilty without risking denial of an individual’s basic human rights. The past, present and future trends involved in the interface between components ofRead MoreCriminal Justice1385 Words   |  6 PagesCriminal Justice Trends Criminal justice Criminal Justice Trends Criminal justice field is growing every day. It grows with the help of technology and society. When the technology evolves and society grows the criminal justice has to evolve and grow to fit the society needs. Whether it is an easy or hard change the criminal justice system never fails us. With any state the criminal justice system is to protect and serve the community so the more it evolves the more the system has to. The followingRead MoreCriminal Justice Trends Essay1572 Words   |  7 PagesThe criminal justice system is a group of institutions that work together to protect a society, prevent and control crime, and maintain justice; enforcing the laws regulated by society. As the years have gone by and society has evolved; so have the criminal justice system and its methods to accomplish its role in society. This short analysis will evaluate the main facts that have been affecting the criminal justice system for decades and have influenced the evolution the justice system is enduringRead MoreWhy Do We as a Society Need a Criminal Justice System Essay1216 Words   |  5 PagesWhy do we (as a society) need a criminal justice system? Introduction As a society there is need for a criminal justice system, as it is essential to have laws throughout the population. We have these laws so people cannot use money or power to benefit themselves. The laws also establish that each person should understand their and everyone else’s rights and obligations within the community. The criminal justice system, is a system of laws and rulings which protect community membersRead MoreThe Concepts Of A New Criminal Justice System1695 Words   |  7 Pageswill examine the concepts of a new criminal justice. It will also discuss why the concept requires the involvement of the entire community and why it may be difficult to implement. There will also be information on programs that promote safe neighborhoods and why communities may like and dislike these different programs. A new criminal justice is a theory that has been talked about for plenty of years now. In many cases this theory is to improve the criminal justice system and make it better for notRead MoreOrganizational Behavior1387 Words   |  6 Pagesand report in the ever expanding study in criminal justice organizational behavior areas in the workforce. This discussion focuses on the forces of change and the approaches to managing organizational change in criminal justice agencies, including identifying observable aspects of organizational cultures (Robbins amp; Judge, 2013). What social, political, and organizational behavior can influence change in criminal justice agencies? The criminal justice field is an ever evolving field. As today’sRead MoreThe Worldwide Criminal Justice System1468 Words   |  6 Pagespaper, I will describe what worldwide criminal justice systems are doing to address the criminal issues I identified. I will talk about the terrorist group ISIS about the crimes they have committed. Then I will discuss how the worldwide criminal justice system handled the crime. The last thing I will discuss is the effectiveness of the systems response and include suggestions for future responses to combat or prevent these crimes. The Criminal justice system have begun to monitor the Arab communityRead More2.3 Conclusion:. The Aim Of Criminal Law Is To Protect1463 Words   |  6 Pages2.3 Conclusion: The aim of criminal law is to protect the rights of the individuals and to safeguard the weak against the strong, law abiding against lawless and peaceful against violent. The state has prescribed certain rules of conduct, sanctions for their violations and machinery to enforce sanctions and procedure to protect that machinery. If men were angels no government would be necessary. Read MoreThe And Justice For All1743 Words   |  7 Pages With liberty and justice for all. These are the 6 words that conclude the pledge of allegiance of our United States. This is what our nation was built upon: liberty and justice. Justice is the just behavior (insert dictionary source here) or treatment that one may receive or give. To be just is to be fair and righteous and this righteousness is the quality of being morally right (insert dictionary source here). For someone to be shot in cold blood and the killer not have any consequenceRead MoreThe Media And The Criminal Justice System1550 Words   |  7 Pages As far as time itself people have always committed crimes. We can find the first crime in the bible itself when Cain killed his brother Able. However what we did not have back then was the media coverage of the story. The media has been able to influence the criminal justice system by expressing strong opinions about different cases. In some of those cases, the media has picked a side. Generally, people tend to pick sides depending on whom they believe, there is always two sides to every story.

Heroes Are Not A Hero - 992 Words

Heroes are not just fictional characters with superhuman powers. Most people think that the only heroes are people that have superpowers and a cool outfit. In fact, whenever anyone pictures a hero, they don’t normally picture an unattractive person saving people. Instead, they picture a buff, handsome hero saving everyone and having adoring fans. However, this belief is incorrect because heroes are not just superhumans. Heroes take on challenges with determination and are ordinary people putting the needs of others before their own needs, even if they are not defending the popular belief. Heroes take on challenges with determination. They don’t just give up at the first sign of difficulty or hardship. Instead, they push ahead no matter what. â€Å"The rehabilitation was rigorous, and I pushed it†¦ There were many guys who had given up on life.† (Soldier Home After Losing His Leg in Afghanistan by Gale Fiege). The man in this quote had lost his leg while serving his country. As stated in the quote, many people with his condition gave up on life because it seemed too challenging to ever become better and overcome the injury. However, heroes take challenges in stride and do their best to overcome them, just as this man did his best to overcome his lost leg. Another example would be Abraham Lincoln, who died after pushing through the difficulties and hardships of war to piece the union back together. He didn’t stop because he believed the cause to be worth fighting for and overcoming,Show MoreRelatedThe Heroes Of A Hero1021 Words   |  5 Pages The Heroes of Fearless A hero can be many different types of people and have many different qualities. The Merriam-Webster dictionary defines a hero as a person admired for achievements and noble qualities. Tom Hanks said â€Å"A hero is somebody who voluntarily walks into the unknown†. Heroes are strong and courageous, but they can also be quite and work behind the scenes. Eleanor Roosevelt once said â€Å"We do not have to become heroes overnight. Just a step at a time, meeting each thing that comes upRead MoreThe Heroes Of A Hero1082 Words   |  5 PagesChristopher Reeve once said, â€Å"A hero is an ordinary individual who finds the strength to persevere and endure in spite of overwhelming obstacles.† In today’s society, what describes a hero is different to each person you ask. In my opinion, there are three different heroes today. There are the heroes you read about in books and watch in movies such as The Avengers and X-Men, and there are the everyday heroes such as doctors, police, and soldiers. There are also tragic heroes. Shakespeare is famous forRead MoreThe Heroes Of A Hero1254 Words   |  6 Pagesup in the morning and decide to become a hero; but perhaps it is possible to wake up and say to yourself that you will become a terrorist or a criminal. Heroes are made of circumstances beyond their control. 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In the books examined there is always a hero or heroine that is tasked with self-discovery, destroying evil, seeking vengeance on evilRead MoreHeroes As A Hero Essay1563 Words   |  7 Pages In many occurrences, heroes are described as big, bold, and brightly dressed people who are a normal person by day and a hero by night. However, in reality heroes are around us in our everyday lives, but we fail to see the consummations of them. From the veteran you don’t notice in the grocery store, to the moms and dads all around us who are involved in the upbringing of the current generation of kids. A hero is one who stood above all to achieve the greater good for all of mankind, and developedRead MoreHero : A Virtuous Heroes883 Words   |  4 Pagesplaywright, once said, â€Å"Heroes in drama are people who try hard to reach a virtuous ideal. And whether they succeed or fail really doesn’t matter - i t’s the trying that counts.† Sorkin states that heroes are those that attempt to reach their goal, not necessarily those that succeed. Heroes will proceed to try, no matter who or what is preventing them from reaching a goal. Sorkin is also discussing people attempting to reach a â€Å"virtuous ideal†, which is often obtained for others. A hero is one who solvesRead MoreEpic Heroes : The Ideal Hero873 Words   |  4 Pageshistory, epic heroes have defined the ideal characteristics of a society. Beowulf and Aenus are perfect examples of the ideal hero created from the mind of a creator, for the purpose of defining a society. Most epic heroes share certain character traits such as bravery, courage, determination, hubris or intelligence. It has been noted that sometimes epic heroes appear to simply be lucky or helped along by the gods and rely less on their own abilities. However, there are some heroes who are helpedRead MoreBeowulf Is The Hero Of All Heroes958 Wor ds   |  4 Pages I m writing about ancient heroes and whether or not they can be heroes at the present day time.im going to tell you about their pros as in good things about them and their cons as in bad things. I will also choose one modern day hero to come pare my ancient hero to and tell you where he from either a movie or a comic book. Beowulf is my ancient hero. I chose Beowulf because of all the qualities he has. Beowulf is the hero of all heroes’ he is strong, and courageous. He would risk hisRead MoreHomeric Heroes : The Heroic Hero1249 Words   |  5 Pagestemperance, battle is the most important aspect of Homeric Heroes. It is on a battlefield that heroes gain glory for fighting, prizes for their accomplishments, and honor for their actions. However, hero he may be, Achilles â€Å"was not to be seen in council, that arena for glory, nor in battle† (Book 1, 518-519). He was â€Å"throwing his heroism away† by not taking part in the event that made people heroes. Prior to this, Achilles was a well-recognized hero. Goddesses said â€Å"when godlike Achilles used to enterRead MoreThe Tragic Heroes Of A Tragic Hero1955 Words   |  8 Pagesreason for this is because almost all of the spectators can relate to the protagonist due to the fact that the protagonists of these tragedies are tragic heroes. These tragic heroes have qualities that render them both tragic and heroic, and they display five key characteristics according to Aristotle’s definition. The criteria of a tragic hero is that they must suffer throughout the play, have a tragic flaw, eventually recognize their tragic flaw and take responsibility for their actions, be neither

Pakistan Cement Industry Free Essays

Compiled by: Mirza Rohail B http://economicpakistan. wordpress. com/2008/02/12/cement-industry/ History Introduction Growth of cement industry is rightly considered a barometer for economic activity. We will write a custom essay sample on Pakistan Cement Industry or any similar topic only for you Order Now In 1947, Pakistan had inherited 4 cement plants with a total capacity of 0. 5 million tons. Some expansion took place in 1956-66 but could not keep pace with the economic development and the country had to resort to imports of cement in 1976-77 and continued to do so till 1994-95. The industry was privatized in 1990 which led to setting up of new plants. Although an oligopoly market, there exists fierce competition between members of the cartel today. The industry comprises of 29 firms (19 units in the north and 10 units in the south), with the installed production capacity of 44. 09 million tons. The north with installed production capacity of 35. 18 million tons (80 percent) while the south with installed production capacity of 8. 89 million tons (20 percent), compete for the domestic market of over 19 million tons. There are four foreign companies, three armed forces companies and 16 private companies listed in the stock exchanges. The industry is divided into two broad regions, the northern region and the southern region. The northern region has around 80 percent share in total cement dispatches while the units based in the southern region contributes 20 percent to the annual cement sales. Cement industry is indeed a highly important segment of industrial sector that plays a pivotal role in the socio-economic development. Since cement is a specialized product, requiring sophisticated infrastructure and production location. Mostly of the cement industries in Pakistan are located near/within mountainous regions that are rich in clay, iron and mineral capacity. Cement industries in Pakistan are currently operating at their maximum capacity due to the boom in commercial and industrial construction within Pakistan. The cement sector is contributing above Rs 30 billion to the national exchequer in the form of taxes. Cement industry is also serving the nation by providing job opportunities and presently more than 150,000 persons are employed directly or indirectly by the industry. The industry had exported 7. 716 million tons cement during the year 2007-08 and had earned $450 million, while is expected to export 11. 0 million tons of cement during 2008-09 and earn approximately $700 million. Fiscal Performance 2008-09 Business Recorder reported that Pakistan’s cement exports witnessed a healthy growth of 65%, to over 6 million tons during 7 months of the current fiscal year mainly due to rise in international demand. The exports may reach to 11 million tonnes and earn approx $ 700 million during 2008-09. The statistics of All Pakistan Ce ment Manufacturers Association also showed that cement exports had mounted to over 6 million tons in 7 months as compared to 3. 2 million tons of same period of last fiscal year, depicting an increase of 2. 38 million tons. Cement exports during January 2009 went up by 30% to 0. 81 million tons as compared to 0. 623 million tons in January 2008. However, slow construction activities in the country during the period badly upset domestic sale of cement, which depicted decline of 15%, to 10. 77 million tons as compared to 12. 59 million tons of last fiscal year. On MoM basis, local dispatches of cement during January 2009 showed a decline of 8%, to 1. 51 million tons from 1. 65 million tons of January 2008. Overall dispatches, including export and local sales, reached 16. 77 million tons during July to January of 2008-09 as against 16. 20 million tons of last fiscal year, depicting an increase of 3%. By September 2009, after witnessing substantial growth in all three quarters of fiscal year (FY) 2008-09, cement sector concluded the fourth quarter with a handsome growth of 1,492 percent on yearly basis, All Pakistan Cement Manufacturers Association’s report revealed on 29th September 2009. Higher retention prices (up 59 percent) and high rupee based export sales amid rupee depreciation (20 percent) drove profits up north. However, this growth is magnified, as FY2007-08 was an abnormally low profit period for the sector. Moreover, the performance is skewed towards large players with export potential as profitable companies in both years posted increase of just 109 percent, said analyst at JS Research Atif Zafar. He said that cumulative profitability of companies in FY09 stood at Rs 6. 2 billion or $78. 2 million as compared to Rs 386 million or $6. 2 million depicting a massive growth of 1,492 percent. Companies with profits in both the years posted 109 percent earnings improvement. Though total dispatches were down 2 percent, net sales grew by 55 percent to Rs 101. 4 billion or $1. 3 billion on the back of higher net retention prices (up 59 percent) and improved export based revenues. Cost of sales/tonne also rose by 33 percent on yearly basis amid higher realised coal prices and inflationary pressures, the analyst maintained. Production Capacity In Pakistan, there are 29 cement manufacturers that are playing a vital role in the building up the country’s economy and contribution towards growth and prosperity. After 2002-3, most of the cement manufacturers expanded their operations, and increased production. This sector has invested about $1. 5 billion in capacity expansion over the last six years. The operating capacity of cement in 1991 was 7 million tons, which increased to become 18 million tons by 2005-06 and by end of 2007 rose to above 37 million tones, and currently the production cpapacity is 44. 07 million tonnes. Cement production capacity in the north is 35. 18 million tons (80 percent) while in the south it is only 8. 89 million tons (20 percent). The cement manufacturers in 2007-08 added above eight million tons to the capacity and the total production was expected to exceed 45 million tons by the end of 2010. It may result in a supply glut of seven million tons in 2009 and 2010. Actual Cement Production (in million tons) According to Government Board of Investment, 2001-02 – 9. 83 2002-03 – 10. 85 2003-04 – 12. 86 2004-05 – 16. 09 2005-06 – 18. 48 2006-07 – 22. 73 2007-08 – 26. 75 2008-09 – 20. 28 Exports International Markets The cement industry of Pakistan entered the export markets a few years back, and has established its reputation as a good quality product. Deregulation after accession of Pakistan to WTO is expected to open the window of competition from cheaper markets. The recent acquisition of Chakwal Cement by an Egyptian giant, Orascom may be a beginning of such an entry in Pakistan by multinationals. New avenues for export of cement are opening up for the indigenous industry as Sri Lanka has recently shown interest to import 30,000 tons cement from Pakistan every month. If the industry is able to avail the opportunity offered, it may secure a significant share of Sri Lanka market by supplying 360,000 tons of cement annually. In 2007, 130,000 tons cement was exported to India. In 2007, the exports to Afghanistan, UAE and Iraq touched 2. 13 million tons. At present, the economies of major countries are facing recession, but Pakistan’s cement sector is still maintaining a healthy growth. Cement export to India has already slowed after imposition of duty by Indian authorities. Pricing Another problem faced earlier by the Industry was the high taxation. The general sales tax (GST) was 186% higher than India. The impact of this tax and duty structure resulted in almost 40% increase in the cost of a cement bag (50 Kg). A bag in India earlier cost Rs. 160 as compared to Rs. 220 in Pakistan. In the budget of 2003-04, a duty cut of 25% was permitted to the cement sector with assurance from the cartel to pass on this benefit to the consumers. In 2006, the price of a bag went up to Rs. 430 however in 2007 it has stabilized at Rs. 315 per bag. In mid 2008, cement prices stabilized further at Rs. 220 per bag. The Government has reduced central excise duty (CED) on cement in the budget for 2007-08 in order to boost construction activity. Average industry cost of cement bag/50Kg = Rs. 193 Average industry price of cement bag/50Kg = Rs. 235 Domestic Demand Local demand in the country for the year 2008-09 is expected to be around 20 million tons. Domestic demand is expected to grow at 13% Capacity growth rate (CAGR) during next five years. Certain factors will also affect the growth of cement industry as well. These are as follows: Strong GDP growth O Higher GDP growth has positive impact on cement demand. O Cement demand growth rate was double the GDP growth rate in last three years. Housing sector growth O Housing projects consume roughly 40% of cement demand. O Low interest rates, post 9/11 remittances’ inflow, and real estate boom have helped housing sector growth. Government Development Expenditures O Government development expenditures count for one third of total cement consumption. O Increase in PSDP – from Rs. 80 bn in 1999 to Rs. 520 bn in 2007. O Infrastructure development in a region triggers private development projects having even positive impact on cement demand. Earthquake Rehabilitation O Earthquake losses of October 8th are estimated at $ 5. 2bn O Reconstruction work will boost construction material demand O Reconstruction work is expected to generate cement demand of 4mn tons over next 3-4 years Announcement of large Dams O Construction of four large dams will generate demand of 3. 7mn tons. Bhasha Daimer Dam, Munda Dam, Akhori Dam and Neelum Jhelum. Per Capita Cement Consumption Pakistan currently has a per capita consumption of 131kg of cement, which is comparable to that for India at 135kg per capita but substantially below the World Average 270kg and the regional average of over 400kg for peers in Asia and over 600kg in the Middle East. Cement demand remained stagnated during 90’s owing to lack of development activities. In 1997, per capita consumption was 73 kg in both Pakistan and India. By 2005-06, consumption in India rose to become 115 kg/capita whereas ours rose to 117 kg/capita. A comparison of few countries in 2005: Bangladesh 50 kg/capita Pakistan 117 kg/capita India 115 kg/capita USA 375 kg/capita Iran 470 kg/capita Malaysia 530 kg/capita EU 560 kg/capita China 625 kg/capita UAE 1095 kg/capita Challenges to Cement Industry The cost and exports may be affected due to weakness of the US dollar causing coal, electricity charges and freight prices, comprising 65 to 70 percent of the cost. The PSDP allocation for 2009 has been cut by Rs 75 billion and feared further cuts would curtail cement demand. Major capacities of countries like India and Iran are expected to come online by FY10 and onwards which are likely to convert these countries from dependent importers to potential exporters. Moreover, this current rising trend is expected to be short-lived due to higher interest rates and inflationary concerns are likely to make it disadvantageous for investors to enter the construction industry. In addition to this, to control real estate prices the government is considering imposing a tax on it. Major General Rehmat Khan, Chairman of All Pakistan Cement Manufacturers Association (APCMA), told Business Recorder, â€Å"cement industry is getting Rs 24 per ton as day dutydrawback for export of cement which needs to be revised. In view of today’s calculation for duty drawback, which works out to Rs 130 per ton, he proposed that duty drawback be increased to Rs 130 per ton ,instead of Rs 24 per ton. † Referring to taxation on cement, he said that cement dispatches are subject to payment of federal excise duty @ Rs 900 per ton, general sales tax @ 16 percent, special excise duty @ 1 percent, marking fee @ 0. 1 percent of ex-factory price, besides provincial duties and taxes. These taxes come to around Rs 96 per bag which is the highest in the world. Cement, it appears, is being treated as a luxury item for the purpose of taxes and duties. He proposed that the government should reduce excise duty by Rs 450 per ton in the forthcoming budget while the remaining half should be eliminated altogether along with the special excise duty. Besides this, sales tax should not be charged on excise duty paid value. He also proposed withdrawal of customs duty on Pet Coke and remove it from negative list for import from India because cement industry imports Coal and Pet Coke as fuel for production and customs duty on imported coal is zero while on Pet Coke it is charged @ 5 percent. (c) ECONOMIC PAKISTAN How to cite Pakistan Cement Industry, Essays

Creativity in Dreams The mind at its Creative Peak Essay Example For Students

Creativity in Dreams The mind at its Creative Peak Essay CD That which the dream shows is the shadow of such wisdom as exists in man, even if during his waking state he may know nothing about it.. We do not know it because we are fooling away our time with outward and perishing things, and are sleep in regard to that which is real within ourselves. -Paracles The quote on dreams, taken out of the novel by Ann Faraday entitled The Dream Game, sums up the necessity for the dream and the importance of our creativity in the dream state. Not only is it imperative to understand this importance of creativity, but to ask and find out how this process we call dreaming takes place. One can accomplish this task by using a step by step approach to dreams. First looking at the mind from a psychological standpoint and then moving on to the creative process and how it is involved in dreaming. Ultimately, one will move to see that in a dream, the mind is at its creative peak because the mind is unconsciously opening doors to information processed during the day that has been unknowingly passed over. The mind is probably one of the most complex systems in the body and is constantly being studied. Though much is still to be understood, scientists have been able to watch carefully and see how the dream images are produced. Many experts say that more information is processed in a dreaming brain that in the awake state (Faraday 17). The brainstem generates signals (PGO Waves) with sensory information, the brainstem responds to the signals, but is not activated. These images are the sources of dream images. Although a brainstem is not activated, the signals do trigger a system called the Central Motor Pattern Generator, during REM sleep, which causes the sensation of movement during ones dreams (Hobson 162). REM sleep occurs every 90 minutes of the sleeping state, beginning first, with short activity and increasing with each passing period. REM periods are when the eyes move back and forth underneath the eyelids according to the brain activity in dreaming (Faraday 20). Not only is there a complicated process in the production of the dream image, but also as the brainstem is producing signals it causes a reaction called A.S.H. which creates the contents of ones dreams. A.S.H. or Activation-synthesis Hypothesis is the loss of a neurotransmitter that chemically charges the mind to process information differently (Hobson 164-5). These neurotransmitters help creativity in dreams, but are not always used to their full potential. 95%-99% of dreams are forgotten because the aminergic neurotransmitters are blocked in REM sleep. However, when awaked in the REM state the transmitters are opened and information is recorded and remembered; creativity during the dream period is utilized (Hobson 166). The creative process is looked at from two main views. The first is that the creative process is not enhanced by dreaming, but when one is asleep, stress is not invading the mind and therefore it is free to think; that is the illusion of the mind being more creative. Stress is something that affects everyone almost every day. When applied to the creative thought process, it is easy to see how it can become a wall that is difficult to push through. The dream content can be traced to the current ongoing of the individuals life, before sleep, and to the emotional level of the dreamer on the subsequent morning. In a dream, events, thoughts and feelings are reflected, that are passed by because we are not aware to catch them; we are to stressed (Faraday 4). Stress comes from many sources in life such as home, work, and one of the most common among young adults and kids is school. When in deeper, longer period of REM sleep, stress is less and less a factor. .u1d9879e0a3d9379e3b3351db8a9cf6e0 , .u1d9879e0a3d9379e3b3351db8a9cf6e0 .postImageUrl , .u1d9879e0a3d9379e3b3351db8a9cf6e0 .centered-text-area { min-height: 80px; position: relative; } .u1d9879e0a3d9379e3b3351db8a9cf6e0 , .u1d9879e0a3d9379e3b3351db8a9cf6e0:hover , .u1d9879e0a3d9379e3b3351db8a9cf6e0:visited , .u1d9879e0a3d9379e3b3351db8a9cf6e0:active { border:0!important; } .u1d9879e0a3d9379e3b3351db8a9cf6e0 .clearfix:after { content: ""; display: table; clear: both; } .u1d9879e0a3d9379e3b3351db8a9cf6e0 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u1d9879e0a3d9379e3b3351db8a9cf6e0:active , .u1d9879e0a3d9379e3b3351db8a9cf6e0:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u1d9879e0a3d9379e3b3351db8a9cf6e0 .centered-text-area { width: 100%; position: relative ; } .u1d9879e0a3d9379e3b3351db8a9cf6e0 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u1d9879e0a3d9379e3b3351db8a9cf6e0 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u1d9879e0a3d9379e3b3351db8a9cf6e0 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u1d9879e0a3d9379e3b3351db8a9cf6e0:hover .ctaButton { background-color: #34495E!important; } .u1d9879e0a3d9379e3b3351db8a9cf6e0 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u1d9879e0a3d9379e3b3351db8a9cf6e0 .u1d9879e0a3d9379e3b3351db8a9cf6e0-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u1d9879e0a3d9379e3b3351db8a9cf6e0:after { content: ""; display: block; clear: both; } READ: Mustard Gas Is A Group Of Chemical Compounds Used In Chemical Warfare, Essay This relief, during REM awakening dreams, leads to more bizarre dreams that include more physical and emotional activity. Each sense, in a dream state, is enhanced when awakened during REM cluster (Hobson 155-6). When this view of creativity in dreams is opened, stress is simply shown to be the cause of suppressing the mind and