ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction According to Hall (2008, pp.63), for the past thirty years organizations have been unable to take advantage of the potential within human resource. There is a general realization that human resource is a very important resource for any organization but optimizing its capacity has been elusive. Hall goes on to outline that the major reason for lack of high degree of success is that most human resource professional fail to establish vision to guide the success from beginning to end. Hall proposes an approach focused on three aspects. The identification of the specific part played by human resource in adding business value to an organization, the establishment of the general perception on the use of employees to gain competitive advantage within the organization and finally, to identify the various factors that will govern the success of the vision the company holds for the human resource. Different companies employ diverse strategies in their bid to maximize on the potential held by human resource. However, the general lack of consistency across various sectors and lack of an approach that is holistic, gives the general idea that there is still room for improvement. The area of human resource is like a gold mine that is yet to be exploited completely. This is because the capacity of human resource has just been limited by our level of thinking. This is evidenced by the fact that most organizations have been able to establish competitive advantage using the human resource by employing different strategies. Perhaps, it is because human resource has always been approached with a lot of ambiguity inefficiency. A complete analysis can only be obtained by looking at the human resource strategy of a particular company and identifying the short comings. This will act as an example in outlining the various opportunities available for the human resource. Complex approach to the monetary compensation, taking measures for grievance handling, creating conditions for professional and personal development of employees as well as implementation of e-Hr strategies
Information learnt about the plant Northern Sigma is a state of the art company that embraces up to date technology in the manufacture of advanced technology equipments. The company is located in South Africa and has several plants distributed in the country. Among them is the Midrand plant that is managed by Peter Barnes. This plant has a policy of employing women and disadvantaged groups from the population of the local society. This is because these groups have been neglected in the employment sector as they only constitute of 13% of the working force. The strategy has been working well up to the last two years when the plant started to experience some complains. A research was therefore conducted to investigate this issue. From the results, it is evident that there is lack of team work, communication, coordination, respect and organization culture in the firm (Robbins et al, 2011). The two groups that were investigated in the research (women and disadvantaged group and the management) contained different views on the same matter. They both blamed the other party for the problems that were being experienced in the firm. Cause of the problem These problems could only come up if poor leadership is being exercised in the plant (Robbins et al, 2011). The manager of the plant should have and exercise good leadership skills and qualities. Sound leadership ensures that there is an organization culture which has to be adopted and followed by all the employees (Robbins et al, 2011). There should also be respect among all the employees of the firm. Team work should be emphasized (Robbins et al, 2011). The manager should also involve all employees in decision making regardless of the rank they hold in the firm. He should come up with a forum that explores their ideas and innovations. All these qualities are not present at the Midrand plant and this had played a great role in the promotion of the problems that are being experienced at the plant (Robbins et al, 2011). Consequences of these problems The persistence of these problems might lead to the downfall of the plant. The poor leadership skills that are being exercised at the firm will lead to lack of coordination among the employees. The firm will experience increased expenditure in the recruitment programme due to the high rate of employee turnover. This is due to the poor working conditions that are present at the firm (Robbins et al, 2011). The lack of team work will reduce the rate of production and the quality of the products. This will reduce the revenue earned by the firm and the level of customer satisfaction. It will therefore be very hard for the firm to achieve its goals and objectives, run into losses and become unsustainable in the long run.
Premise/hypothesis of the study The main premise of this study lay in whether or not personality changes based on age was due to an individual’s intrinsic maturation or was a result of major life experiences that affected them in some way. It was the assumption of the researchers involved that as a person ages this distinctly affects their personality, behavior, and mannerism and that such changes are inherently brought about due to age. They also accommodate other possible external sources of change such as experiences and social environments as facilitators of such change as well. Research design and sample The research design was quite simple, utilizing 14,718 studies of Germans across a variety of age groups, social classes, and educational background the study utilized data obtained from SOEP which is a long term longitudinal survey of German households which examined various aspects changes in behaviors, attitudes, perceptions, etc. The study examined changes in the big 5 personality traits, namely: emotional stability, extraversion, openness, and agreeableness, and how these changed over time in the various individual’s chosen. Key study findings The result showed mixed results wherein it was shown that while age was a definite factor in changes in personality trait which reached a peak when an individual was 40 to 60 and declined shortly thereafter, the study also revealed that environmental effects, which can be classified into social demands and experiences, played a significant factor in affecting an individual’s personality trait. These findings are particularly important to consider given their impact in understanding how certain social groups transition from a set of personality mixes to another. Discussion of findings This study is particularly significant since it provides insight as to how age groups transition from a set of personality traits to another. It is already a well-known fact that people change as they age however little has been done to qualitatively determine how such changes occur and why. This study helps to resolve tha
Current Workplace Planning: Analysis and Evaluation Even though the Golden Sands Hotel owes most of its charm to the specific air of the long-forgotten past and the emphasis on the quaint style, its old-fashioned flair is the element that keeps the hotel several steps away from progress. Also, the idea of using the traditional old-fashioned style outdated even when the hotel was a thing in itself; now that the hotel is a part of a grand hotel chain, it needs considerable rearrangement, which means that certain elements of style should be sacrifices for the sake of the hotel business development. Among the elements which require changes badly, the staff takes the first place. Most of the personnel being quite devoted to the previous style of the hotel and unwilling to change the pace of their work, yet possessing the valuable experience, pose a certain dilemma to the HR department. Thus, it will be most appropriate to give the old staff a chance and explain to them the benefits of the new hotel style. Unless more orthodox staff realizes these benefits, younger and more progressive employees should be recruited. Further HR Actions: Recruitment and Retention Since the “old-fashioned” personnel who are unwilling to see the hotel changed and work in the different environment are extremely experienced and are the kind of professionals which the hotel needs at present, it could be a reasonable step to offer the given staff different positions, where they will not feel the change in the hotel management and yet be able to perform the functions similar to the ones they have been performing. Another idea concerning the experienced staff can be training the new employees who have yet not acquired the necessary skills. However, in the case the given strategy will prove insufficient, which can be observed in a month or two, the strategy towards the staff must be changed completely, and the people who are no longer able to adapt to the hotel-style will have to be dismissed and younger employees will have to be recruited instead. As for the staff recruitment, one must mention that it is required that the newcomers have enough experience in the given field and that they know that the hotel management is no longer based on the old traditions, but has changed completely. Concerning the Relationships: Bringing the Incompatible Together Because of the changes which the hotel will undergo and especially because of the dismissals of the elder staff, certain conflicts might spawn, and the key aim of the HR department apart from providing the enterprise with the experienced and professional staff will be to maintain good relationships with the staff and the managerial. Thus, the most appropriate strategy in the given case will be to make it clear from the very beginning that the HR department strives for what is best for the company and its further growth. Thus, the perso
Introduction The document accounts for the well-known Turner’s slave insurgence that happened in Southampton Co., VA in the year 1831. During the late 18 th and early 19 th century, the revolts and rebellions of the slave started in the whole of the Western Hemisphere. The rebellion was headed by a slave Known as Nat Turner. The rebellion brought about the enlightenment to the traditions of resistance to slavery of the Southern antebellum community. Main body Southampton County was to an extent an economic remote place. Regions of the county were enclosed with forest and presence of some swampy areas. Farms were small and people grew a range of crops in a pattern of mixed agriculture. The confession of the massacre carried out by the gang was made by Turner while in prison after being captured by Benjamin Phipps. The destruction was so cruel and people had various mythical ways of explaining the incident. The ways through which the slaves were detained and put to death are also shown vividly in the beginning of the carnage. However, no one knew about the motives and means by which the slaves had plotted to achieve their mission. The dilemma ended when Nat Turner was arrested by Benjamin Phipps (Page 3). Turner’s account of the reason behind the source of the brutal and destructive bloodshed. The origin of the bloodshed was not brought about by the intentions of unexpected anger. If Turner’s statements can be relied on, the rebellion in the county was entirely local and his designs confided but to a few. All these were in his immediate vicinity. The carnage was not instigated by motives of revenge or sudden anger. Rather it was something that was long thought of and premeditated on by Turner’s mind. From the account of the confession given to Thomas Gray, the root cause of that massacre was not a revenge one. It is apparent that the cause was his childhood life. His strong roots are brought out when he says “Even at this time when am helpless and forsaken I cannot divest myself of” (Page 7). Still in the reminiscent life, Turner recalls that when he was still a kid at around three or four years of age, he played with other kids. This is the time when his mother heard him telling the other kids of stories which had happened even prior to his delivery. Due to this he was referred to as a ‘’prophet’’ and his parents admitted that. They went ahead and even said “You are intended for a great purpose” (Page 9). Turner elaborated the common capabilities he had as a child whom his grandmother he treasured was pointing out. The marks were outgrowths which were very common with Africa Americans. Had prediction of presence of certain spots on his head and breast. Turner urges to have been visited by Holy Spirit and many miracles happened to him. They included the blood drops on corn, revelations of tide operations, and the changes in season and planet revolution. The supernatural attributes pose an opportunity to Turner. He held a book and in the process saw things that he had imagined of. He confessed that on certain occasion, he cried when a book was offered to him and begun spelling names
In general, loyalty is considered to be a state or a feeling of devotion and faithfulness that is oriented to a particular person, a group of people, cause, or country, etc. Even today professionals fail to come to an agreement upon the object of loyalty. Some are sure that it can be addressed only to human beings while others reject such boundaries. There is also an opinion that it is a primary virtue and the basic moral principle, on the basis of which all other principles occur (Kleinig, 2014). In this framework, “The Gift” by Rosario Ferré includes many examples of loyal adherence to friends and traditions. Loyalty can be observed in different forms. Exclusionary one presupposes that there can be only one object of loyalty, and no other can be introduced. On the contrary, non-exclusionary loyalty allows expressing loyalty to other people or groups. In this way, multiple and single loyalty may exist, depending on the number of objects. When having different bases, loyalty can be constructed upon those facts that are static or those that can alter and deal with one’s personal choice (for example, a place of birth and a living place). It is also possible to consider the strength of loyalty, as biological ties are often believed to be stronger than preferences. The scope of actions needed to support loyalty can also differ. Its legitimacy is often discussed in case of multiple loyalties when they conflict, and their scopes contradict. An attitudinal dimension of loyalty deals with the way one treats those people who share his/her loyalties or not ( Loyalty , 2016). Loyalty can also be misplaced when it is not accepted by its object (one’s loyalty is used to achieve personal goals or is betrayed). Disloyalty occurs when several loyalties contradict each other (one can be loyal only to the par
Importance of tenant credit in real estate In the real estate industry, knowing if your tenant will be compelled to default on its lease obligation or continue to pay the rent for the entire lease period, is equal to knowing the difference between success and failure. In these financial turmoil times, it has become difficult to know whether a tenant will continue to pay rent for its entire lease term or whether the tenant will be compelled to default on its lease obligation. As a property owner, you should be concerned about the possibility of tenant default, because the costs of losing a tenant can be considerable. Certainly, the cash flow will be disrupted, mortgage covenants may be jeopardized, and the costs associated with refitting the space or finding a new tenant are not inconsiderable. Unfortunately, the real estate industry has not been very concerned with tenant credit scores, or history. In other financial sectors of the market, this method is widely known and practiced. It is time for the real estate industry to learn from fellow industries and ‘borrow’ their techniques and method for the sake of its own future. The financial crisis made it very clear that if you do not have a clue of the financial potential of your tenants, then you are playing a dangerous gamble. That is why companies, and our, in particular, should begin to design and implement methods of tenant credit screening to safeguard the financial health of the company. And since there is a gap in the industry, if we began our efforts to design and implement such a system now, we can have a very powerful tool of competitive advantage in the market for the future. Modes of screening tenant credit “Financial considerations are one of the few reasons you can deny tenants housing under the Fair Housing Laws, so running a tenant credit check gives you grounds to make a decision on whether to rent to a tenant. If a tenant has a pattern of missed payments and a poor credit score, you may want to consider charging a higher deposit, requiring a co-signer, or finding another tenant.” (Carey, 1) As harsh as they might seem, it is still the only way you can safeguard the future of your company. Using the Altman Z-score methodology of using financial ratios can seem a good start but
The article examines the importance of organizational diagnosis in conducting managerial and organizational duties. It focuses on the contributions of Harry Levinson to the field of psychology. Levinson was a renowned psychologist who researched widely in the area of work and organizational practices (Lowman, 2005, p.17). This article discusses how managers can integrate work and organizational skills in running organizations. It explores how managers can apply their knowledge in psychology to run organizations. Managers should learn to apply their knowledge of psychology in performing their roles as managers in large organization (Lowman, 2005, p.17). Such knowledge helps managers to understand and cope with challenges associated with running of organizations. This paper highlights the esteemed contribution of Harry Levinson to the development and understanding of the importance of organizational diagnosis in the running of organizations. The study focuses primarily on issues surrounding organizational diagnosis. It stresses on the importance of conducting a thorough diagnosis before recommending any solutions for problems that face an organization. The author stresses that solutions in organizations should match the existing challenges. A thorou
The marketing department is an essential department of any organization. It fuels the organization’s continuity for the long term. The department must have an organized plan that enables them to involve the executives, the staff, the distributors, and the point of sale. They should also include marketing agencies and the customer. It is called the marketing plan. It communicates the marketing strategy for an offering (Kotler & Armstrong, 2014). It is supposed to influence all the stakeholders to invest their money, time, and effort. The marketing plan is, therefore, the most important aspect of marketing because it acts like a map and dictionary that everyone in the organization should follow for the achievement of the goals. Marketing is a comprehensive module that covers more than 60% of a business’s activity. In order for the Chief Marketing Officer and his department of professionals, analysts, and engineers to go far, they have to make wise decisions (Pagla & Brennan, 2014). A Marketing plan enables a company accurately to estimate the costs of delivering products to the customer at an agreeable offering. It helps to get every marketing officer to get on board and work. The production department has to adhere to the plan since production without sales sounds baseless. The plan communicates to the sales teams about their role and expectations. A marketing plan is a plan. Whenever people work without a plan, they can never realize when they are making a mistake. It may lead to many mistakes. The marketing unit has to have its plan and use it as a reference tool (Reed FIDM, 2014). It helps in problem-solving because it aligns duties and responsibilities to key people who must be answerable to the unit. Proctor and Gamble is a reputable company. It has over twenty products in the market and sells worldw
Besides high costs and hospital reputation issues, readmission rates directly influence the role of all health care providers in general and the mission of nurse practitioners in particular. In broadest terms, the medical practices associated with preventing readmission have considerably increased in number and complexity (Schoenfeld, 2016). As a result, a whole range of new responsibilities has been imposed on nurse practitioners, whose successful performance in this area largely predetermines the statistical outcomes (contributing to their job satisfaction at the same time) (Donzé, Aujesky, Williams, & Schnipper, 2013). Here are some new components that have been added to the role of nurse practitioners in connection to increased readmission rates:  1. Nurse practitioners have to perform a comprehensive analysis to understand which groups of patients run the highest risks of readmission. It is necessary for being able to address the most difficult cases in due time before the discharge. For instance, uninsured patients are more likely to be rehospitalized than those who have private insurances. It does not mean, however, that nurses can neglect other patients – their role is to provide equally competent care shifting the focus of attention according to the situation (David, Britting, & Dalton, 2015).  2. Nurse practitioners must be able to establish successful communication with patients who do not speak English or have very limited knowledge of it. Such patients constitute a separate risk group. If an interpreter’s services are unavailable, a nurse practitioner is responsible for delivering all the necessary information that could help avoid readmission caused by communicative failures (Hamric, Hanson, Tracy, & O’Grady, 2013).  3. Nurse practitioners must participate in educational programs that are aimed at upgrading their theoretical knowledge and practical skills in readmission avoidance. It is important to ensure their awareness of required qualifications as well as the most recent methods that can help eliminate the risks of readmission (David, Britting, & Dalton, 2015).  4. Nurse practitioners must constantly collaborate with other health care providers to share their practices and strategies that they use to reduce readmission rates. Teamwork is especially helpful in identifying the causes of readmissions and devising ways to address similar cases to save time for unprecedented ones (Buppert, 2014).  5. Nurse practitioners have to participate in a follow-up program. It has been proven that patients who continue to be supervised (especially during the first week after the discharge) are much less likely to be rehospitalized. Nurse practitioners must arrange follow-up visits to patients’ homes and identify if they have recovered completel