ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction Specialist human resource management skill is an important attribute that managers must possess in the present age of globalisation. It provides a playing field for an effective management of staff and enhances retention and turnover processes of an organisation. HRM also enables management to maximize effective utilization of employees through investment in identified human capital. Through HRM, an organisation can have increased performance, employee satisfaction and more shareholder value. Human resource management is defined as “a strategic and coherent approach to the management of an organization’s most valued asset – the people working there who individually and collectively contribute to the achievement of its objectives” (Armstrong, 2006, p. 3). We can understand from the definition that HRM emphasizes people because they are a source of strength and competitive advantage for an organisation. The new trend in business is to strengthen human resource for it can lead to success and competitive advantage for the organisation. This paper aims to analyse HRM skills that a manager and employees should possess in order to enhance the organisation’s performance in the competitive world of business. HRM covers areas of recruitment, selection, staffing, performance evaluation processes, and philosophies and policies of an organisation. Critical Analysis A manager’s knowledge of HRM is significant to the attainment of the organisation’s goals and objectives. The manager has to maintain a good and effective rapport with his employees. The employees too have to establish a good communication with the customers. Meeting the needs and wants of customers is the job of both the manager and employees. The manager has to focus his knowledge and capabilities with identifying and selecting employees capable of implementing the organisation’s plans. Motivation is a part of a manager’s job and this is a very significant part of HRM. Without motivation employees do not function well. (Harris et al., 2003, p. 56) Effective management focuses on people. The manager and the workforce must work as a team and as a cohesive force, and should be flexible in satisfying the customers’ needs and wants. (Gulati and Oldroyd, 2005, p. 92) With flexibility, the focus is shifted to human resource. Effective management looks at managing people in many angles by answering questions like: How do employees work effectively? How can they be motivated? How can they work as a team? This first objective is on managers so that they can deliver the necessary management techniques to the employees. The next line of concentration is on the people or employees. Both managers and employees have to be prepared, and their preparation stems from the basic knowledge of their job and the orga
Chapter I The first chapter describes the position of women in Neo-Confucian regimes in China and Japan. When comparing the attitude of the society towards women in these two countries, it is possible to see that Chinese society was more strict with them (Hughes, S.S. & Hughes, B., 1997). However, women’s position in both societies was quite low because China and Japan were patriarchal countries dominated by males, though Japan once was a matrilocal system. Chinese government adopted several laws that were meant to protect women’s dignity and chastity, but in practice, they served as severe restrictions on their freedom and violation of their rights. Thus, the Quing rape laws adopted in the middle of the XVII century made it hard for women to achieve justice since they needed to provide evidence of being raped. Apart from that, the definition of rape was officially established, and it was hard to classify an assault as rape if it did not match the definition (Hughes, S. S. & Hughes, B., 1997). In addition, the Chinese government restricted the position of widows since they were forced either to live in the household of their late husband and take care of the family or to remarry, leaving all the property and children in the family of the first husband. Thus, many widows were remarried against their will and left without property and reputation. Hence, women in China were forced to protect their chastity by themselves, sometimes even with their own lives. However, despite significant law positions and almost no social status, some Chinese women were prolific painters. Thus, Chen Shu is among the famous artists of this time, and the emperor himself valued her works. Women in Japan were raised with more freedom than in China, though they still were expected to obey men. They started working at the age of twelve or earlier and, after marriage, were expected to not only run the household but work alongside the husband (Hughes, S.S. & Hughes, B., 1997). Wealthy peasants, however, could afford their daughters to get an education to become servants in the houses of the nobility. Chapter II The book’s second chapter is devoted to women’s position in the Ottoman Empire in the XVII century. To begin with, men could officially marry more than one woman, and a lot of noblemen, including the sultan, had harems where their co
Introduction Founded in 1837 in Cincinnati, Ohio, Procter & Gamble is undeniably one of the global leading consumer products companies, having an estimated 300 brands and doing business in over 140 countries worldwide going by figures released in 1997 (Arnold 4). This paper attempts to analyze P&G’s operations in Russia in regards to the sale, market share, and challenges facing its Always flagship brand. P&G first ventured into the Russian market in 1991, but the Always brand was first introduced into the market in 1995. Now the senior management of the company in Russia is discussing the future strategy of marketing the Always brand in the country, particularly after the realization that decisions on product portfolio, price levels, and brand positioning need to take into consideration new realities on the ground if the company is to be successful in developing the Russian market further (Arnold 1-3, 13). Statement of “Strategic” & “Tactical” Problems Strategic P&R strategy in Russia, particularly with regard to its Always brand, had been to place the product as a premium brand, rather than as a mid-market offering (Arnold 7). Indeed the company had been concentrating on the upper-end of the Russian market, who research shows have a high affinity for best-performing Western products. This effectively meant that the price for the Always brand in Russia was as high as in other countries in Western Europe. But due to some dynamics prevalent in Russia, such as extensive switching behavior, uneven distribution of income, and irregular spending patterns (Arnold 3, 4), the senior management feels that its time to come up with a new pricing policy for the Alway s brand so as to guarantee sustained growth into the future. Tactical P&R have invested heavily in the distribution systems and advertising in Russia to ensure that its products, particularly the Always brand, reaches the intended customers. Going into the future, however, the management feels that current distribution system may not generate enough revenues to sustain the company’s growth agenda due to its inability to reach pharmacies as well the fact that other competitors are investing heavily in their own distribution systems (Arnold 6). Additionally, P&R have invested heavily in advertising, but are now forced to contend with arising issues such as lack of adequate measurement of consumer viewership patterns, risk of wear-out of the advertisements, and social taboo associated with pad advertising (Arnold 10, 11). Issues/Problems Iden
Introduction Since the release of German director Fritz Lang’s creation Metropolis science fiction has come forward leaps and bounds. Not only has this genre provided us with some of the greatest films in the last century. But it continues to innovate, surprise and push the boundaries of what is possible in filmmaking. This is why the genre I most prefer to watch is Science Fiction. Main Body While it is true, that I enjoy watching films from several genres, from action to thrillers to dramas to documentaries. Science fiction is one genre which combines all of these different film types into one giant melting pot and provides an experience which is more than the sum of its parts. Some of the greatest films and filmmakers in our history have made entire careers in this films realm. Long considered to be two of the greatest directors in the world Steven Spielberg and James Cameron have both provided some of the greatest films in history. Films such as E.T, Terminator 2 and Close encounters of the third kind have not only enthralled and entertained audiences for many years but have also gained accolades for the genre and pushed special effects and filmmaking techniques to new heights. Even two of the best films released this year are firmly in the science fiction category. Star Trek is a movie which is the continuation of a long standing franchise which started back in 1966. Not only was this series one of the first of its kind to broach subjects such as racism and the dangers of technology. It was also the first series to feature an interracial kiss on network television, a historical landmark. The film continues this tradition and provides one of the best films this year. The other film is District 9 made by filmmaker Neill Blomkamp is one which not only provides one of the best dramatic action films this year, but also provides a candid look at the issue of apartheid (Lee). It is also worth noting that transformers 2: revenge of the fallen is another film released this year which made over 800 million dollars and became one of the highest grossing films in the world (Box Office Mojo). The primary reason why I love watching such films is because of the storylines. It is true that science fiction films are primarily seen as vehicles which push special effects technology to its limits. It is the storylines within these films that give it its heart and keep viewers coming back to them again and again. It may be true that in many ways there are no original ideas left in films. Today several films which are shown to the public are merely stories which are being retold in a different medium. There are very few films out there which can provide an original viewing experience for moviegoers. Science Fiction provides such an experience, not only does science fiction storytelling allows filmmakers to touch on topics such as racism, technological progress, global warming an
Hospitality industry is a very special kind of services; it has to offer its clients something fresh and new, yet make its services homelike and cozy so that the clients would feel like choosing a particular company every time when they travel to a different state. One of the most famous companies in hospitality industry, the Asian affiliate of the Ritz-Carlton Hotel Company, Portman Ritz-Carlton Hotel managed to develop a policy on human resources that has kept it afloat ever since. However, in the light of the recent economical changes, the services in the Portman Ritz-Carlton Hotel could use some innovations. It is worth mentioning that the key problem concerning the Portman Ritz-Carlton Hotel concerns the interaction between the customers and the employees in the course of the problem analysis. According to the principles that the Portman Ritz-Carlton Hotel is guided by, the basic idea behind the interactions with the customer is that the support strives for not only providing the customer with appropriate services, but also making the communication process as smooth as possible, leaving a good impression. However, some of the recent complaints concerned the quality of communication, as well as the quality of the provided services. Therefore, the current HRM principles of the Portman Ritz-Carlton Hotel need to be revisited. Defining the problem, one must mention that the complaints concerning the communication process appear at the stage of the request filing and the maintenance check. Because of the dry manner in which the personnel address the customers’ problems, the latter feel that their requests have not been met fully and have not been taken proper care of. To solve the problem, it can be suggested that the company should return to the principles, which the Portman Ritz-Carlton Hotel started with. As Cocinis put it, “The important question is: why do you want to join? Whatever they say, the most important notion needs to be ‘I enjoy working with people,’ not just using the phrase ‘I like people’” (Yeung 269). Therefore, to improve the current services in the Portman Ritz-Carlton Hotel, it is necessary to reconsider the HRM practice and choose only the candidates who display the desire to work with people and help them, instead of picking the ones who merely have the required communication skills. In addition, the process of providing the customer with the services must be shaped so that the customer could feel unique. Therefore, it is crucial that on the level of onstage contact, the introduction of the maintenance worker to the client should be carried out along with the filling out of the form regarding the maintenance process, the restatement of the problem, etc. Thus, the client will be able to feel that his/her request and opinion is crucial for the company. In addition, with the help of the above-mentioned procedures, better maintenance results can be expected. As long as the strategy towards food provision in the Ritz-Carlto
IKEA IKEA was founded by Ingvar Kamprad in 1943 (Aaker, 1992). It concentrated on fledging company sold fish, charismas magazines, seeds and later. Later on it embarked on the selling and distribution of furniture, a venture that led to the growth and development of the company up to date (Bian and Moutinho, 2009). The company expanded into Scandinavia in 1963 (Ford, 2005). With increased success, the company expanded its operations to Western Europe, Asia and North America. At the present moment, the company is operational in over 35 different countries, has over 285 stores and has a workforce of 127,800 individuals (Kotler, 1997). The organization and management practices that are practices at IKEA are highly influenced by the founder of the company, Ingvar Kamprad (Paul and John, 1997). The company is mission driven. Its main aim is to provide its customers with Democratic furniture. This is furniture that is of a great design, high quality but affordable to all individuals. To ensure that the goals and objectives of the organization are achieved in the short run and in the long run, the founder ensured that all the employees at the firm adopt the cause of the organization (Romaniuk and Sharp, 2004). The management strategy at IKEA has been and still is:  1. Formal.  2. Nonhierarchical.  3. IBased on team work (Biddle at al, 2003). All the employees at the company have respect for one another (Bender, 2001). There are is no special perks for managers. Titles and privileges are a taboo. The company highly values creativity from its employees (Beri, 2007). It focuses on recruiting young individuals and training them within the system rather then employing highly qualified personnel. Employees are motivated by the passion for the work and the conducive working environment rather than high salaries and benefits (Berry, 2009). The employees work together as a team and maintain close ties with one another. This has led to the development of a strong bond among them (Freedman, 1999). Due to this fact, they have been able to come up with strategies and ideas of improving their products and services. The company has however refused to join the stock market (Sobel, 2005). This is to avoid the pressures of profit realization from stakeholders that in turn acts as a setback for the future growth and development of the company. IKEA strategies The main strategy that IKEA has is the identification of its target market. The company has always been targeting middle class individuals who are in the 20s and 30s (Sobel, 2005). This target group has the need and desire for products with the best design, high quality but affordable (Baker, 2008). All these requirements meet the
The importance of ethics in the global business environment needs to be over emphasized. Nowadays, the need for ideal ethical behavior within organizations is paramount if organizations are to avoid potential lawsuits and other uncertainties in their operations as new business trends emerge on a daily basis causing problems to organizations and end users. Public scandals of corporate malfeasance and malpractices, which and have even claimed death of many organizations, have profoundly influenced the public perception of many multinational organizations. Cases in point are large organizations such as Enron, Arthur Andersen and WorldCom among others. The recent expansion of global business as well as decline of trade barriers has necessitated the world over to further underpin the interest in the topics of ethical behavior and social responsibility. On top of this, human rights and environmental conservation are getting more recognition with every passing day in both academic as well as commercial circles. As multinational organizations expand globally and establish operations in foreign markets, ethical conduct of their officers and employees gain more importance since the cultural diversity that usually accompany such expansion may compromise the much shared cultural and ethical values observable in the more homogeneous organizations (Morf, Duffy, et al. 1999 ). Although understanding of other cultures and acknowledgement of differences among them will enhance the cross-cultural communication, it may not be enough to offer ideal structures of proper ethical behavior in organizations. In the academic circles, the culture-based consequentiality model is developed to explain among other things, how cultural differences influence the ethical perceptions as well as actions of individuals engaged in making decisions with ethical overtones. Multinationals need to come to terms with the legal and moral atmosphere in which they operate. And above all, they need to establish an environment that fosters ethical behavior, because in the final analysis to do otherwise eats into their profitability. In contrast to this opinion, some scholars advanced the theory of Virtuous Ethics, which is defined as a theory that focuses mainly on an individual’s moral character. According to these scholars, marketing researchers attach little importance to virtuous ethics. Furthermore, they propose that without considering virtuous ethics, an elaborate analysis of the ethical character of mar
Focus Statement The purpose of this study is to offer an objective exploration of the environmental, socioeconomic, health, archeological and geological problems resulting from the construction of The Three Gorges Dam across The Yangtze River as well as to offer possible mitigation measures of the problems caused by the dam. Interest Rationale The choice of The Three Gorges Dam as the focus of this study was informed by two main factors. Foremost, the Three Gorges Dam is the biggest hydro-electric project in the history of mankind with obvious environmental and social ramifications. According to Gleick, the dam is about 20 meters high, with a 40 million cubic meters volume and has a reservoir capacity of 40 billion cubic meters (Gleick 140). It is expected that its power generation capacity will attain a potential capacity of 22,000 MWe point at completion, which is currently the highest in the world (Gleick 140). On the financial front the total cost of putting it up has been so enormous that no conclusive estimate can be arrived at (Gleick 141). Considering the total number of subsidiary projects that have come up as a result of its construction, the unofficial expenditure the government has had to foot and the extent of less obvious expenditure such as official corruption, social disruption, ecological and archeological losses, any attempt at comparing the initial financial estimates with the eventual actual cost becomes impossible (Gleick 141, 142). Secondly, while development projects of significant size always end up being a source of controversy, the Three Gorges Dam has been the source of an unusual uproar of conflicting opinions ever since its idea f
The success or failure of the adoption of EHR in a small hospital largely depends on whether the staff will accept the technology and ensure its meaningful use. That is why it is highly important to prepare nurses for the upcoming implementation at the meeting. It has been proven by experience that the process of change is usually unpredictable and fluid; this implies that a nurse facilitator has to be flexible and sensitive to resistance since the success will largely depend on the commitment and involvement of the team (Murdoch & Detsky, 2013). The whole personnel should collaborate, share information, technical skills, and knowledge, and support each other during the transition to new technology. To achieve this, the meeting will be organized according to Everett Rogers’ theory:  1. Relative advantage: The idea is that the rate of adoption will directly depend on the perceived value of the innovation, which is far more important than an objective advantage (Charles, Gabriel, & Furukawa, 2013). This means that my task is to convince nurses that the introduction of EHR will bring about considerable benefits. The most important thing is to answer what this innovation will mean for each of them personally. I will speculate on safer patient care (and therefore reduced stress levels), improved communication (less time spent on the coordination of efforts), and professional growth due to the acquisition of new skills.  2. Compatibility: As a facilitator, I must not only understand how EHR will align with the existing practices but also if nurses perceive innovation as consistent with their own personal and professional values and needs. It is difficult to overcome change resistance. The staff must be aware of all its features and be absolutely certain that it is installed and maintained in a proper way so that it could satisfy their working needs. The idea is to communicate personal profits and values that can be obtained (Adler-Milstein, Everson, & Lee, 2014).  3. Simplicity: After the meeting, each nurse must realize that it would not be difficult for him/her to use EHR. My task is to eliminate the illusion of the perceived difficulty that causes change resistance. It is also important to show that all staff members have the necessary abilities and skills that would make it easier for them to learn how to use the new technology (Murdoch & Detsky, 2013). It is true that EHR is a highly complex system: Its implementation requires a lot of training, diligence, and close attention. However, it all starts with self-confidence.  4. Trialability: At the meeting, nurses must have a chance to try EHR on a limited basis, which is rather challenging for a small hospital