ShantanuT01/DACTYL-Pretraining huggingface dataset:
Executive Summary Recruitment techniques enable organizations to find the right employees based on their human resources requirements and policies. The use of the right recruitment technique enables an organization to reduce recruitment costs, find the best talent and reduce the time needed to hire new employees (El-Kot 2008, vol. 1, pp. 200-212). Thus it aims at improving the competitiveness of the organization by enabling its owners to hire the best talent in the labor market. Currently, the main recruitment techniques used by organizations include referrals, adverts in both print and electronic media and career fairs (Piostrowski & Terry 2006, vol. 26, pp. 210-217). Other techniques include recruitment through databases, internal recruitment and contracting employment agencies. Since organizations have varying human resource needs and financial resources, the following factors inform the choice of a recruitment technique. First, the technique should be efficient as well as cost effective (El-Kot 2008, vol. 1, pp. 200-212). Second, it should be effective by enabling the employer to find the right talent. Finally, it should be fair and legal in order to achieve the desired outcomes. Introduction Recruitment techniques refer to the methods used by organizations to source and hire employees. It is an important human resources management process that helps in creating competitive advantages by enhancing improved quality and productivity among employees (Piostrowski & Terry 2006, vol. 26, pp. 210-217). This means that hiring the right workers leads to cost reduction, low turnover and less time used to recruit employees. Adopting an effective recruitment technique can enable a firm to access a large number of resumes. This increases the chances of recruiting the right employee. This paper gives an overview of the various recruitment techniques used by different organizations. The merits and demerits of each technique will be illuminated. There are various techniques used by different organizations to hire their staff. The common factor among the various recruitment techniques is that they all involve assessments relating to the ability and behavior of the applicant (Abuzeid 2008, vol. 32, pp. 401-403). The various techniques are as follows. Techniques Advertisements This involves placing adverts concerning the vacant positions in either print or electronic media (Schulz, Camp & Waltman 2008, vol. 36, pp. 501-513). In the early nineteenth century, this technique involved placing the ‘help wanted’ adverts in the classified sections of newspapers. Thus jobseekers co
IMS Division Vision SFCO focuses to execute its business in adherence to the Abu Dhabi vision 2030 and some of the best practices globally. This management system will also create a comfortable atmosphere to its stakeholders by enhancing their wellbeing. The system will eradicate some of its environmental threats hence building a firm foundation for environmental management. SFCO also aims to embrace the current technological practices to improve its performance. This will enhance efficiency and the kind of services it provides. This is a critical consideration in regard to vision ratification and full implementation. Mission SFCO strives to guarantee good relations among its stakeholders. It also targets to employ ideal marketing tactics. The tactics in this case will help in securing good market relations hence leading to advancement in the business strategies employed. This can only be met by ensuring good management systems. It is one of the key missions of the SFCO. It is a vital provision in regard to the organization’s missions. Objectives One of the key objectives of SFCO is to achieve or meet OHSAS and ISO documentations. This is achievable by establishing an incorporated IMS management system. The second objective is based on complying with some of the legally certified requirements such as social, local, and moral environment. The last objective of SFCO is making some sort of advancement in their framework in relation to Abu Dhabi certification. This management system believes in achieving their objectives as this will bring a positive impact on their performance in relation to some of its set standards. The IMS is also dedicated in improving their services to match customer needs. Customers are given first priority to create good relation that will help SFCO in marketing its services. Departments under IMS Division There are five departments within the IMS division that are also in line with the Abu Dhabi policy. These departments have their own visions, missions, and objectives to which they are meant to achieve or meet. The five departments are; SFCO Clinic, Quality Department, Health, safety and Hygiene , security, fire department, and Environmental department. Environment Department Vision The environmental department has a vision of coming up with ideal strategies to enhance Abu Dhabi Incorporation program. This department also plans to make ideal measures to handle materials that may pollute the environment. Measures in this case involve recycling used materials so as to avert soil exhaustion. In the last five years, research has shown that garbage or excessive waste materials interfere with soil PH and this in turn interferes with the soil fertility. Environment should be free from any form of pollution that may distract company activities. Environmental pollution can also lead to performance collapse in a company. Mission The key mission of the Environmental Department is to gain reputation from the community and curb any othe
Introduction Jim Maleskowski is the president of Wisconsin Specialty Products Division of Lamprey, Inc. that has a facility in Oconomo. The facility is presently faces the risk of closure after the company CEO asked for an evaluation of the facility’s operations. The company is weighing the option of moving the operations in the facility to Mexico where some of the problem the facility faces would be addressed. This paper will look at the profound effect this problem has on the company, Jim and the workers union. It will also look at the things that need to change if the operation is to remain in the Oconomo facility. Discussion Analyze and describe the issues faced by Malescowski and the company and the reasons for these issues Jack Ripon the company chief executive officer asked Jim Malescowski the president of the Wisconsin Specialty Products Division of Lamprey, Inc. to carry out an analysis on the Oconomo plant in Wisconsin on possibility of keeping the facility operational or moving it to Mexico. After completing the analysis it becomes apparent that the there is many changes that need to be done. This presents a problem to both the company and especially to Jim who has grown accustomed to his workers. From his analysis, he finds out that the company could be paying its workers $1.6/hr instead of the $16/hr they pay the Oconomo plant workers if they moved their operations to Mexico. His report clearly shows that the company has to close its Oconomo plant and move its operations. Jim has a good relationship with his workers and he is sympathetic about the possibility of them losing their jobs. He remembers of the stories the workers gave him of their grandfathers and fathers working in the plant. However, his problem is less important than the problem that is facing the company. The company is facing high cost of labor in the plant and this is threatening the company stability. The workers union leaders have refused to compromise on the wages and job description and this only makes it harder for the company’s financial prospects (Vershinina & Kendrick, 2010). Due to the high operational costs, the company is finding it hard to counter the competition and it is almost losing its stand in the market where competitors were overtaking the company in terms of price and quality. Describe a strategy for changing people that would help resolve the situation at hand If the company is to have the Oconomo facility continue operations then several strategies should be adopted in both operations and the people. Keeping the plant in Oconomo, means that the company and the union offer feasible actions of change to resolve the problems that are facing the facility. There is need for an organizational change in the company. This should begin with a transformational change that would see the problems that are facing the facility being evaluated and the opportunities presented by the operations. It should important to note whether the change needed is in the “things” or “people and culture” or both (Weihrich & Koontz, 2010). In curbing the competition, that the company is facing from competition the company shou
Success. It is a word that means many things to different people. To me, the word means attaining things in life that I never thought would be possible for me or others to do. It is not something that can be physically seen but is rather a state of mind. This is because success can only be truly defined by a person in such a way that the word and his concept of the word fit his current status or situation. However, some people tend to define success more on the material definition of the word. For example, if a person is a doctor with a big house, an expensive car, and living what the others view as a luxurious life that they cannot afford to indulge in, then that doctor is a success. In terms of word etymology, the word success was based upon the original Latin word successes that meant “an advance succession or happy o
Introduction The phrase Small and medium enterprises is used to refer to those business organizations with certain limits of labour turnover. They are majorly found in the European countries, at most times with employee’s number ranging between one and a hundred. Pizza Time Food Company is an SME founded by Nolan Bushnel in 1977 as a Chuck E. cheese restaurant. It is a type of restaurant that integrates food services, indoor mall, as well as lively entertainments. The chicken cottage is a large organization found in the United Kingdom that deals with food products. It is the producer of the cottage products that are distributed in all places in United Kingdom, and has one hundred and fifteen outlets in the United Kingdom. The main objective of this report is to provide a detailed analysis of the two companies that are operational in the retail industry of the United Kingdom. On the other hand, it aims at establishing the similarities and differences between the two companies. Furthermore, it will give an overview of the strategic position of each company, the structure as well as the businesses’ operation coverage (Narongchai, 1988). How governance informs business An overview of the governance structure of the pizza time company reveals the existence of an excellent management system. It includes very vital keys to the management, a factor that majorly contributes to its continuity and stability. They apply clearly defined policies within the organization, to which all employees and other involved individuals have to comply with. They include well spelt laws and acts that act as a constitution to the running of the company, and whose violation results in disciplinary actions being taken by the necessary authorities in the firm. Laws are very important in all organizations, thus the company at hand is no exception and all employees are mandated to stick to the set laws and acts for the maximum achievement as per the company goals. Good governance in the company has been characterized by keeping of records, for every business operation regardless of the nature of the business. Records keeping is a vital tool that measures business performance as well as productivity, thus the company has been successful in its operations. More over, the company has some officials specifically selected to work as record managers, whose duties are to keep the recorded transactions for future reference (Feedstuffs, 1995). The earlier records enhance the running of the business by providing evidence of earlier performance trends, thus the company’s management can compare them with the current ones and come up with better strategies for the management. The company is characterized by a small number of employees, mostly below a hundred; therefore, the management is relatively easy, especially for the employees. Furthermore, due to the small size of the business, it is possible to monitor the employee movement and performances, enforce the business code of conduct and top apply policies. On
The author makes a comparison between scientific management and ordinary type of management. For workmen to work effectively and deliver, they must have initiative. Initiative in this context is the hard work, good will and ingenuity that employees portray as they perform their duties. The writer introduces the first type of management which is based on incentives. According to this approach, the employer must give the workmen an incentive on top of their average remuneration in order to obtain their initiative. The incentive can be given in various ways such as promises of rapid promotion, higher wages, shorter working hours and better working conditions. This form of incentive should be accompanied by a genuine interest of the employer in the welfare of the workmen. This management approach stresses the fact that employers can only obtain the initiative of their workmen after a certain inducement or incentive has been offered. On the contrary, initiative in scientific management is obtained in a different way and does not rely on incentives or inducements. This approach focuses on improving the workmen and the managers taking up new duties and responsibilities that do not exist in ordinary management approach. For instance, the managers assume the burden of gathering traditional knowledge previously possessed by the workmen and then transforming it into rules, laws and formulae which are used by the workmen to perform their duties. This process is basically a science that is developed to guide scientific management approach. Under scientific management, managers believe that all the work should not be left to the workmen. This explains the reason why they assume new tasks that are new and difficult to perform. The first duty managers under scientific management perform is developing a scientific concept for every task the workmen do, while the second one is that they scientifically train, teach and develop the workmen. This increases effectiveness of the workmen contrary to what happens in ordinary management approach where individual workers train themselves. The third burden that managers under scientific management carry is the duty of cooperating with the workmen in order to ensure that they follow the scientific principles developed as they perform their duties. The fourth duty of the managers under scientific management is to divide work equally between the workmen and themselves. This is based on the premise that there are tasks that the managers can perform better than the workmen. Leaving the tasks to the workmen only leads to poor performance. Ordinary management approach focuses on obtaining the initiative of the workmen. On the other hand, scientific management shows the importance of combining the initiative of the workmen with new types of work done by the management. This makes scientific management more efficient than the old plan. Scientific management approach makes use of planners who eventua
Introduction The aim of the paper is to understand supply chain management (SCM) and operations management (OM) as strategies to gain sustainable competitive advantage. A brief review of the two is conducted ton SCM and OM literature. Then, two case studies – 1) supply chain strategy of Wal-Mart and 2) operations strategy of Toyota are presented in the paper. The last part presents a theoretical understanding, with examples, and shows how supply chain and operations strategies can become competitive advantage for companies. The paper also presents the difference between SCM and OM. Literature Review Supply Chain Management Supply chain management is the sequence in which different stages of a process, to fulfill customer need of a product, is satisfied. Metzner, DeWitt, Keebler, Min, Nix, Smith and Zacharia defined supply chain as “a set of three or more entities (organizations or individuals) directly involved in the upstream and downstream flows of products, services, finances, and/or information from a source to a customer.” The supply chain process is divided into five stages: supplier, manufacturer, distributor, retailer, and customer. In essence, the process of placing an order by the customer and the various stages that occur to deliver that product is exhibited in the supply chain. This helps in streamlining the process of supply of the product from manufacturing to the customer and enhances distribution performance. Chopra and Meindl showed two basic types of supply chain based on the way processes are formed – cycle view and push/pull view. The cycle view of the supply chain points out that the five different stages of the supply chain operate in a cyclical manner. The push/pull view the supply chain with the pull process execution of the supply chain is initiated with the customer order while in case of the push process it is initiated in anticipation of the customer order . The main advantage of an integrated system where the supply and the demand side are integrated to form a seamless process helps in monitoring and planning the operational process. This is mutually beneficial for all the stakeholders as the risks and benefits are mutually shared. It enhances coordination among the supply chain members and increases transparency of the distribution process. A proper supply chain management helps businesses to gain competitive advantage. Competitive advantages are the needs of the customers, relative to its competitors, that an organization aims to provide through its product and/or service offerings. Organizations can gain strategic fit between their SCM strategy and competitive strategy by three methods –  1. understanding their SCM risks and their customers,  2. ascertaining the SCM competencies,  3. realizing strategic fit. Power conducted a literature review to understand the SCM practices from a strategic viewpoint. The study demonstrated
Human life is a complex process that lasts on the background of other processes on the Earth. It is evident that all those processes and events influence and correlate to each other making life almost a ceaseless phenomenon. Our task is to learn the trouble distinguishing personal identity from perception of reality on the example of different artworks. It should be born in mind that “the problem of personal identity over time is the problem of giving an account of the logically necessary and sufficient conditions for a person identified at one time being the same person as a person identified at another” (Noonan, 2). Thus, to outline the distinguished personal identity, one should take into account historical conditions of the world a person lives in and his/her own perception of reality. In psychology there exist two ways of reality perception: imagining a thing and trusting in its existence and assuming the proposition and submitting its truth. If we want to create rules of acceptable evidence for truth of existence in order to build our worldviews, we will need a better understanding of the relationship of truth to reality. Those worldviews become our personal representations of reality and our standards of reference for truth (Stark, 212). Stark also emphasizes that “our perceptions of reality are filtered by our personal worldviews as we estimate reality” (212). In what way does it happen we are going to observe on the example of several artworks. The play of Arthur Miller Death of a Salesman is a brilliant example of how perception of reality influences personal identity. Willy Loman is a person who because of harsh life circumstances begins to live two lives: real and imagined. Imagined life gives him a vision of his young years with endless opportunities and possibilities. Unfortunately, real life picture is different. Willy is old, weak physically and mentally and, as a result, not popular and successful. May be work of a salesman was not a perfect variant for him but his perception of reality based on the dreams led to fatal decisions and the tragedy in the end of the play. Of course, it must be mentioned that his perception of reality was influenced by the general philosophy of American Dream. It is a paradox but dream at the beginning turned into horror in the end. According to Floyd’s point of view, “emotionally healthy people are able to face reality whether it is pleasant or unpleasant. They cope with the problems they encounter instead of escaping and retreating to drug misuse or overindulgence in food or sex” (32). Analyzing the situation with Billy, we can assume that he was mentally ill because of perfectionism syndrome. The reaction of American viewership to this play was also understandable. They were seeing themselves not because Willy is a salesman, but the situation in which he stood and to which he was reacting, and which was reacting against him, was probably the central situation of contemporary civilization. It is that we are struggling with forces that are far greater than we can handle, with no equipment to make anything mean anything (Gri
Earl Warren served as a US chief Justice in the Supreme Court between 1953 and 1969. During his tenure, the Supreme Court is on the record for having used judicial review as a scrutiny tool, which was later used to overturn statutes that had been put in place by either state or federal courts. After overturning the statutes, the Warren Court would then apply the bill of rights in deciding the cases. According to Belknap & Warren (2005), the Warren court revolutionized criminal procedure at a time when the justice system in America had taken on a precedent that seemed to favor a few wealthy individuals hence neglecting the poor and less-knowledgeable people in the society. It is under Warren’s reign that the fourth amendment and the Fifth Amendment were for the first time used to extend the rights of individual citizens and at the same time curtail police powers. Rehnquist on the other hand was nominated as chief Justice by Ronald Reagan in 1986. He served for 11 years, during which some critics note that there was no significant changes in the courts. Notably however, Rehnquist was more conservative and believed that the judiciary should let justice take its course by ‘meddling’ less in cases (Plotz, 1998). Unlike the Warren court however, the Rehnquist court is accused of having weakened the use of Miranda rights in prosecutions, and granting police officers more leeway to conduct searches without obtaining search warrants. Plotz (1998) further accuses Rehnquist of being more conservative on racial crimes. However, he is credited for having presided over major decisions which involved allowing free speech on the web, giving gay people their rights and abortion rights. During his tenure, Rehnquist is said to have ensure that the Supreme Court handled less cases than was previously the case (Plotz, 1998). This paper discusses some of the decision by the two Chief Justices, which impacted the American Justice system and continues to have effect on the same to date. Earl Warren As discussed in the introductory part, the Warren court went down in history as the first court to extend the fourth, fifth and sixth amendments in order to give Americans more rights, while minimizing the powers of the police. According to Kamisar (2005), no other chief justice had a background in law enforcement like Warren having served as a deputy district attorney in the 1920’s, and later as the head of attorney’s office in Alameda County for thirteen years. After that he had been appointed the attorney general in 1939 and served in that capacity until 1942. This suggests that the critics who accused him of failing to grasp the intensity of his courts decisions were wrong. In Gideon v. Wainright, the Warren court ruled that defendants accused of felonies also