ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction to the Topic The effectiveness of a company is always related to the people who work there. Any modern firm is interested in qualified and conscientious personnel. Recruitment is a set of specific actions to attract candidates for timely and quality staffing following the company’s needs. The problem of staff recruitment arises in almost every organization (Sołek-Borowska and Wilczewska, 2018). Many companies are facing the difficult task of quickly scaling the team, often without staff professionals. Sometimes internal HR specialists of a large corporation cannot cope with the volume of completely different assignments. As a result, a high-quality personnel policy is required, including recruitment systems and further education, training, and adaptation to the new place of work. Background and Trends Personnel recruitment has always been one of the critical elements of personnel policy. Despite this fact earlier, not much research was done on this topic. Furthermore, the relevance and objectivity of the current employees’ selection and recruitment methods were not often raised. However, this is a severe problem that needs to be solved by first understanding the existing practices in more detail (Rozario, Venkatraman and Abbas, 2019). The main problem of staff search is that its methods are contrary to the current circumstances. This process is hindered by traditional approaches in the personnel policy of the business, change of mentality, culture; development of market relations; internationalization of economic relations; increasing role of human resources in the economy. These contradictions give rise to many social problems, so recruitment should be carried out using modern and relevant methods and approaches (Tsareva and Kolpakova, 2020). Only then will the company form a team of effective employees, which is valuable for the employer. The research in this direction will help identify weaknesses and find new ways to solve the issue, which is an essential aspect of the academic community. Goals and Objectives Personnel is one of the central values of any organization. In today’s practice, human resource management is one of the weakest areas (Maamari and Alameh, 2016). The employer needs to conduct a complete study of the cost of labor, supply, and demand for highly skilled workers of the right profile, changes in work motivation, and other factors in the movement of human resources. This approach will help build a reliable and effective workforce for the company. The study’s objectives are to examine this issue in detail on the example of other research, analysis of relevant literature, scientific articles, and consideration of the topic from different sides. This project aims to identify weaknesses in the recruitment and selection of personnel to find new ways of solving this problem for subsequent application in practice. Limitations and Scope of the Research This research project studied the fundamental aspects of the hiring process and existing problems in
Abstract This paper is a case study for Fleet Sheet Company (a Czech-based company). The paper highlights the potential challenges of operating the business in a transition economy and the possible strategies for overcoming these challenges. Similarly, through a SWOT analysis, this paper analyses the company’s strengths, weaknesses, opportunities, and threats. Through this analysis, this paper proposes the adoption of diversification, joint venture, and product differentiation strategies for overcoming the company’s threats and weaknesses. The transformation of the business from a small enterprise to an international business outlines a key argument for the advancement of these strategies. Introduction This paper is a case study of Fleet Sheet Company. The company publishes selected business articles for foreign-based companies in the Czech Republic. This case study comprises of four parts that outline four distinct issues facing Fleet Sheet Company. They include how to overcome the challenges of operating in a transition economy, how to use the company’s key competencies to achieve international business success, the identification of the right strategies for international business, and how to align the business to exploit the benefits of international entrepreneurship. This paper analyses these issues sequentially as outlined below. Potential difficulties of starting a business in a transition economy Starting a business in a transition economy poses serious challenges to entrepreneurs like Erik Best (Fleet Sheet’s founder). Because Czech Republic was a transition economy, it posed significant challenges to new businesses, such as Fleet Sheet. One such challenge was the lack of entrepreneurial skills among the people (Maciejewski, 2002). Coming from a background of socialism, many people did not have the experiences of starting, or managing, new businesses in a transition economy. This challenge made it difficult for new entrepreneurs to share ideas with other people who may have similar ambitions. This situation forced entrepreneurs to try new businesses without proper research and support from a business savvy standpoint. This challenge further spread to the recruitment of new employees because companies like Fleet Sheet lacked skilled human capital (Maciejewski, 2002). Indeed, from the lack of an entrepreneurial spirit in transition economies, entrepreneurs, such as Erik Best, suffer from the lack of skilled employees to run their businesses (Cullen, 2011). Therefore, sometimes, they recruit incompetent employees who may mismanage the business. Unfortunately, the lack of adequate entrepreneurial skills in a transition economy cannot be resolved in the short-term.
Introduction The issue of ethical dilemma is something human beings cannot let alone. It is evident that it remains part of their life. Someone finds himself in such a dilemma. Most of the time it is proper to make the right decision when in such a situation. Personally, I believe the right decision always lies with your conscience. When in an ethical dilemma, making the right decision goes a long way in measuring someone’s ability to be responsible in future (Carter, C. & Clegg, S, pp 125). My ethical dilemma Sometime last week I was faced with an ethical dilemma which made me choose between friendship and truth. I was at home watching movies with one of my schoolmates. Then a kitten jumped through the window and in to the house. I did not mind as am used to seeing it in our home most of the time. It belonged to the next door neighbor. My friend got so excited and even held it in his palm. He kept on telling me how cute it was. He went to the extent of saying he will leave with it, I thought he was joking. In the evening, I decided to see him off. He begged me to allow him go home with the kitten and bring it back tomorrow. I did not want to allow him do this, as I knew the first place our neighbor could come looking for her kitten was our home. We argued for a long time, and at last I allowed him to leave with it just to please him because he was my friend. As we were walking down the road the kitten jumped off my friend’s palm straight into a truck’s path. It was knocked down and died on the spot. My friend begged me not to tell the owner what had happened. He even made me swear, and because he was my pal I accepted everything just not to hurt him. When I went home that evening, I found my neighbor at my place. I was asked whether I had seen the kitten. I did not know what to say. If I told the truth, I was going to lose my friend. If i told a lie, I would save my friendship but I could not stand the guilt of lie to my parents. I also believed my neighbor needed to know what happened to her kitten. After a lot of thinking, i decided to tell the truth. It is noteworthy that I acted in the right manner, as I could not tell a lie just to protect my friend. He acted unethically, and I should not do the same by protecting him. I find it so uncomfortable, when I have to swear not to do something then I end up not honoring my oath. In this situation, I could not hide the truth when I knew clearly what consequences I was going to face. I knew I could still talk to my friend and tell him why I chose to stick to the truth. I could not allow my friend to manipulate me in to tainting my ethical integrity (Trevino, L & N
Introduction The discipline of organization behavior is concerned with discovering and supervising actions of individuals and group in regard to how such people join or remain in groups, how employee can work effectively, and how to make employees become more productive (Schermerhorn, Hunt and Osborn, 2008). In a business, there are factors that impact the performance of any organization; these factors are events and situations which contact the business in diverse ways. Such factors are referred as environmental factors or driving factors; driving factors can be subdivided into two categories; internal and external driving factors (Schermerhorn et al, 2008). Discussion Internal and external factors usually affect employee’s behavior. Just to name a few, internal factors may include leadership, organization’s culture and organization structure while external factors may include family issues or business relationship among other factors (Robbins and Judge, 2009). Leadership has a role in regard to organization’s activities, if employee are entrusted with leadership position in an organization; it will always motivate them to be more productive and this also improves the output in an organization (Robbins and Judge, 2009). Organization structure is a system that’s governs, brings together and inspires employees to attain the goals of an organization. Organizations structure includes set policies, organization’s expectations and organization’s procedures (Schermerhorn et al, 2008). If the organization structure is friendly, then it is very easy for employees to become organized and hence perform better. On the other hand, if the organization structure is not friendly to the employees, then employees can not attain their full potential and this affects production of any organization. The third internal aspect is the factor of corporate culture. Organization’s norm makes up organization culture. Organization’s culture may include; customer services, flexible working hours, friendly working environment and so forth (Robbins and Judge, 2009). If an organization culture is attractive, this encourages more customers and employees become productive. Ho
Wal-Mart retail stores is ranked as one the largest grocery store and corporation in the world. The multinational corporation has its headquarters in the USA but has different operations in different countries in the world. It is estimated that Wal-Mart has employed more that 1.2 million workers making it the largest employer in the world (DeWitt, 2005). It has business operations in UK, India, Mexico, china, Argentina, Brazil, South Korea and Puerto Rico among other geographical locations (DeWitt, 2005). Although the company offers employment opportunities to a large number of people in the USA, it has been criticized for different ethical and moral issues. The corporation has been in and out of court several times because of court battles and injunctions. However, despite the numerous criticism and lawsuits the company has remained relevant in the market and as the largest employer in the world. The reasons why the company has remained competitive in the market has been its ability to use the pricing strategy and technology in its operations. The company believes in offering product and services in affordable prices. The adoption of modern technology has been part of its strategic plan aimed at cutting its costs and expenses. Wall-Mart has strict policy regarding the use of drugs in the workplace and within its premises (Wal-Mart, 2008). The policy ensures that employees don’t use drug as and they can be screened for drugs before getting promotion and being employed. The company believes drug screening is important as it ensures that the workplace runs smoothly. As it is all known, drugs abuse can lead to work related problems that can cause safety problems in the workplace. However, Wal-Mart allows the use of alcohol during some company events only on the conditions that employees would jot consume a lot that may lead to unimpaired judgment of performance. Utilitarian considerations requires actions be taken against a particular deed or mischief if the action is considered as the proper measure that would lead to happiness (Allhoff & Vaidya, 2005). Drug testing in workplace provokes the basic human rights of privacy in the workplace. However, the use of dugs’ is forbidden in the Wal-Mart workplace and its premises. The reason why drug testing is carried in a workplace is to increase employees work performance. Therefore testing for drugs in Wal-Mart is a means to an end as it helps in restraining some acts that may hinder the achievement of company goals. Some aspects like absenteeism and misconduct in the workplace are caused by the use of drugs. Drug testing also lowers the rate of absenteeism which may have a negative impact on the production level of the corporation. Therefore drug testing in the Wal-Mart acts as a prerequisite in getting job promotions. As noted in the ethics statement of Wal-Mart, the company may require an employee to submit drug testing results upon request if one becomes a suspect based on reasonable suspicion. This is in the conjunction with the law (Wal-Mart, 2008). Also, if an employee is suspected to be using drugs or under the influence, he/she may be requested to submit drug testing results
Introduction In this article, Baron and Spranca argue that protected values arise from people’s need to engage in some actions, as opposed to the anticipated consequences. The authors’ purpose for writing this article was to show that protected values are positively correlated with quantity insensitivity, agent relativity, and moral obligation. Additionally, the authors wanted to show that people with protected values experience anger even by thinking about the possibility of making trade-offs and they normally live in denial of the need to engage in such trade-offs for their protected values. The authors hypothesized that “protected values derive from rules that prohibit certain actions, rather than values for potential outcomes of these actions” (Baron & Spranca, 1997, p. 2). The information contained in this article is similar to works done on the philosophy of protected values and why and how people make decisions when in a quandary. This paper argues that Baron and Spranca, in their article, successfully prove that people gain a sense of protected values due to deontological rules concerning certain actions. Article Review Protected values are “those that resist trade-offs with other values, particularly economic values” (Baron & Spranca, 1997, p. 1), they are associated with absoluteness, and thus they are insensitive to quantity. In other words, the quantity of consequences associated with certain actions is irrelevant in the face of protected values. Therefore, these values are tied to deontological rules concerning an action. For instance, killing one species of animals is equivalent to destroying thousands of animal species. In this case, protected values are concerned with the killing of animal species, whether one or thousands and thus the results are inconsequential, hence the concept of quantity insensitivity. The authors proved this point through their experiments, whereby the selected participants endorsed the property of quantity insensitivity. Similarly, protected values have the property of agent relativity as proved in the article under study. Deontological rules, which form the basis of protected values, are agent-relative rules because they are concerned with the involvement of a particular person. According to Baron and Spranca (1997), a truly agent-relative rule would hold that “X should care about X’s child’s welfare and Y should care about Y’s child’s welfare, but X need have no concern either with Y’s child or with insuring that Y look out for the welfare of Y’s own child” (p. 4). As shown in the authors’ experiments, protected values only make sense when a person is involved in the said action. In this case, while taking care of one’s children is important, people are only obligated to take care of their children, not those of others. Additionally, Baron and Spranca (1997) successfully showed that protected actions are closely tied with moral obligation. In this case, moral obl
Introduction The book ‘Knowing Jesus Through the Old Testament’ gives readers an analysis of the bible teachings with specific focus on the Old Testament. By the end of the book, the author, Dr. Christopher J.H Wright, intends that the readers will have a greater appreciation of the book of the Hebrews and his Lord. Additionally, it is the authors’ objective for the readers to have a greater understanding of Jesus Christ as the Son of God and why Jesus is the representation of God’s spirit. Dr. Christopher Wright is currently the director of Langham Partnership International in the United Kingdom. In his book, Wright mainly focuses on Jesus Christ as the savior of the world as it is illustrated in the Gospel teachings of the New Testament. He also illustrates the relationship between the Old Testament and the New Testament teachings. His objective is to enable the reader to develop a concrete understanding of God. This paper illustrates how Wright in his book’ Knowing Jesus Through the Old Testament’ intends his readers to develop a concrete understanding of the value of the Old Testament to Christians. Brief Summary Wright uses the book of Matthew from chapter 1 to chapter 4 to portray Jesus as being the completion of the Old Testament teachings. The author also shows God to have fulfilled His promises through Jesus Christ. He also depicts Jesus as the Son of Man and as a Servant of God. In this book, Jesus is also p
Introduction The legal doctrine of forum nonconveniens requires courts to refrain from adjudicating cases that are in an inappropriate forum. The forum nonconveniens principle is unique to common law nation-states (United States, UK, Canada, and Australia) but inadmissible in the majority of civil law countries (Siew 2010). Nonetheless, the concept of forum non conveniens has come under immense criticism because it generates inconsistent findings (Moon 2009). In addition, Lear (2007) has found out that some courts increasingly invoke this dogma to foster inappropriate objectives. Although forum non conveniens is essential to establish a court’s jurisdiction, its application in the international maritime contracts should have a limited scope. The principal objection against forum non conveniens is the legitimacy of granting courts judicial discretion. In essence, courts have the inherent power to determine the forum threshold for litigations (Siew 2010). Gray (2009) has asserted that the courts may abuse these powers. These issues highlight specific flaws and limitations could hinder the application of forum non conveniens by the courts. Conversely, these contestations lack a theoretical basis to support the claims. Moon (2009) has argued that forum non conveniens can be an essential legal doctrine if courts apply it “correctly.” The preceding sentiment raises the question regarding the appropriateness or legitimacy of the forum non conveniens theory. The principal tenet of forum non conveniens is that judicial discretion promotes fairness in the determination of individual cases. The rationale underpinning this dogma is the assumption that the complexity of the jurisdictional rules and proceedings may contribute to unfair results (Siew 2010). By contrast, the principle of predictability supersedes judicial discretion in civil law jurisdictions (Lear 2007). In essence, the civil law theory considers exceptional unfairness as the inevitable cost of such predictability. As such, the counterarguments regarding the forum non conveniens doctrine have arisen largely from the conflict between the requirements of predictability and fairness (Gray 2009). The Legitimacy of Forum Non Conveniens The dogma of forum non conveniens is a jurisdictional rule in common law jurisdictions. Thus, this legal doctrine should pursue objectives that meet these rules adequately (Moon 2009). The realization of these goals mandates the courts to consider private interests when making discretionary decisions. The private concerns of international jurisdiction include efficiency and fairness. On the one hand, efficient proceedings prevent the wastage of resources during court proceedings, particularly money and time (Gray 2009). In addition, the former aspect mandates courts to make a correct and an enforceable decision (Siew 2010)
Background of CSR of employments in Adidas, Nike and Rebook Different companies have incorporated different corporate social responsibility initiatives in their strategic plans. Although the three companies namely, Adidas, Nike and Rebook are in the sports products and apparel industry, they all have different CSR initiatives. In its sustainability plan which is part of Adidas’ CSR program, the company states that it would like to be a world class recruiter through the inclusion of aspects like ranking, speed, cost and quality (Huang 2011). In addition, the company would like to be among the ten top employers in the market by embracing diversity in the workplace. Currently, Adidas has ensured workforce diversity through the inclusion of employees from different ethnic background. A report by CSR adds that Adidas plans to ensure its leadership succession plan is well placed whereby 80% of the senior management positions will be held by internal employees (Huang 2011). According to Adidas Group (2007), part of the company’s CSR ensures that discrimination is not practiced during recruitment and employment processes. Nike is an international company which does not allow discrimination in the workplace by embracing diversification. Part of the CSR process as Adidas involves ensuring that its human management practices are improved, in addition to ensuring freedom of expression (Nike Inc. n.d). In addition, it seeks to reduce the number of hours that its employees work overtime in a bid to ensure employee satisfaction. According to Dutton (2008), Nike Inc. has been developing an employment related CSR that incorporates education and leading as an example model in the shoe industry. The implication made is that Nike has been putting into place better working conditions and education on its suppliers to incorporate CSR that caters for employment part. Nike 2006 CSR report on employment indicated that there was need to train and recruit employees equally and reduce the hours allocat