Learning contracts Essay Example | Topics and Well Written Essays - 500 words

Learning contracts - Essay Example mises are, so as to understand both the customers and staff and I understand the varying personalities of the different types of customers, for example, regular and non regulars, students and non students, young and old, fat and not fat and many more. Thus, I know how to creatively use my position in gearing the company to analyse and understand its customers. My social skills are above average as I have learned social psychology and given the level of my work experience which cuts across varied socio economic backgrounds, I have been able to blend this with my education background in this field to equip myself to be a professional. My goal is to run my own pizza company. To demonstrate that I have met the outcome, I keep records and analyse the customer turnover and customer staff relation, which show the level of impact I have on my subordinates in steering and motivating them and equipping them with the skills to deliver good pizzas and service. I do this by personally going through contents in the suggestion box and questionnaires among others. P1. Reflect on your performance during the work placement and on what you have learned, applying appropriate theories of learning and reflective techniques, and providing evidence to support your conclusions My performance has been regarded by my superiors as impressive, since I have helped them to significantly promote their brand name, while the junior staffs see me as a sociable and likable person due to my ease in relating with them and the customers. Carrying out my duties, I have applied my knowledge of Maslow hierarchy of needs to critically analyse and understand the company. I have been voted employee of the month 5 times in a row. T1. Operate effectively in the work situation, exercising behaviours, attitudes and work skills (e.g. communication, team-working, problem solving, motivation and self-management) appropriate to your job/role and work

Assistive technology for the blind and visually impaired Essay examples

For this research project the topic I have chosen to cover is, â€Å"The impacts of assistive technology for the blind and visually impaired.† I will discuss the benefits and drawbacks to using advanced technology to promote development. I will also look at how assistive technology is being implemented and what effects it has on the visually impaired. There are approximately 10 to 11 million blind and visually impaired people in North America, and their visual abilities vary almost as much as their ethnic, racial, and personal characteristics do. The term "visual impairment" covers a wide range and variety of vision, from blindness and lack of usable sight; to low vision, which cannot be corrected to normal vision with standard eyeglasses or contact lenses; to moderate visual impairment and an inability to read the fine print in a daily newspaper. People who are visually impaired, like everyone else, pursue a great range of interests and careers and participate in the full range of daily activities. They may need to receive training in various adaptive techniques in order to do so, and educational and other services and products are designed and available for this purpose. Federal and state estimates used for planning educational services do not adequately account for the number of children in the United States who are blind or visually impaired. In some cases, only students who are legally blind are reported, ignoring those who have difficulty seeing but do not qualify as "legally" blind. In other instances, children who are visually impaired and have other disabilities such as mental retardation are not counted as visually impaired because they are reported in other federally defined categories, such as multiple disabilities. Tragically, because many 3 professionals lack the specialized skills necessary to recognize and address vision loss, there are also children with visual and multiple impairments whose vision loss remains undiagnosed throughout their school experience. The inadequate count of visually impaired children means that our nation lacks critical information about the need for specialized services for these children, and cannot correctly allocate the specialized resources and ... ...sts despite the fact that education experts agree that for some children, special schools are the best placement option, and that the Individuals with Disabilities Education Act passed by the U.S. Congress makes access to all educational placement options, including special schools, every child's right. As a result of my research I have found that assistive technology is very helpful to blind or visually impaired people when used appropriately. Technology has set new standards and goals for the visually disabled and blind that were never within reach without these new break throughs. The main issues that still need to be dealt with is making sure the new technology is taught correctly to the people who need to use it, and that access to the latest technology is easily attainable. References Van Huijgevoort, Toos. (2002) Coping with a visual impairment through self- investigation. Journal of Visual Impairment & Blindness, 96, Abner, G. H. & Lahm, E. A. (2002) Implementation of assistive technology with students who are visually impaired: Teachers’ readiness. Journal of visual impairment and blindness, 96, Assistive technology for the blind and visually impaired Essay examples For this research project the topic I have chosen to cover is, â€Å"The impacts of assistive technology for the blind and visually impaired.† I will discuss the benefits and drawbacks to using advanced technology to promote development. I will also look at how assistive technology is being implemented and what effects it has on the visually impaired. There are approximately 10 to 11 million blind and visually impaired people in North America, and their visual abilities vary almost as much as their ethnic, racial, and personal characteristics do. The term "visual impairment" covers a wide range and variety of vision, from blindness and lack of usable sight; to low vision, which cannot be corrected to normal vision with standard eyeglasses or contact lenses; to moderate visual impairment and an inability to read the fine print in a daily newspaper. People who are visually impaired, like everyone else, pursue a great range of interests and careers and participate in the full range of daily activities. They may need to receive training in various adaptive techniques in order to do so, and educational and other services and products are designed and available for this purpose. Federal and state estimates used for planning educational services do not adequately account for the number of children in the United States who are blind or visually impaired. In some cases, only students who are legally blind are reported, ignoring those who have difficulty seeing but do not qualify as "legally" blind. In other instances, children who are visually impaired and have other disabilities such as mental retardation are not counted as visually impaired because they are reported in other federally defined categories, such as multiple disabilities. Tragically, because many 3 professionals lack the specialized skills necessary to recognize and address vision loss, there are also children with visual and multiple impairments whose vision loss remains undiagnosed throughout their school experience. The inadequate count of visually impaired children means that our nation lacks critical information about the need for specialized services for these children, and cannot correctly allocate the specialized resources and ... ...sts despite the fact that education experts agree that for some children, special schools are the best placement option, and that the Individuals with Disabilities Education Act passed by the U.S. Congress makes access to all educational placement options, including special schools, every child's right. As a result of my research I have found that assistive technology is very helpful to blind or visually impaired people when used appropriately. Technology has set new standards and goals for the visually disabled and blind that were never within reach without these new break throughs. The main issues that still need to be dealt with is making sure the new technology is taught correctly to the people who need to use it, and that access to the latest technology is easily attainable. References Van Huijgevoort, Toos. (2002) Coping with a visual impairment through self- investigation. Journal of Visual Impairment & Blindness, 96, Abner, G. H. & Lahm, E. A. (2002) Implementation of assistive technology with students who are visually impaired: Teachers’ readiness. Journal of visual impairment and blindness, 96,

HRM Strategy in a case study on IKEA Essay

1. Introduction The human resource function has undergone throughout its history major transformations and evolutions. Concepts managements have given way to others as imposed by the globalisation of markets and by a workforce more educated, more fluid and diverse. In this context of internationalisation, companies are anxious to take their benefit so as to seek the most advantageous model management. United States speak of mobilising and unifying model of human resources. Warner (2011) discusses about Japanese model that focuses on employee participation in company decisions. Finally, the Swedish model which works on the establishment of principle of consensus. Each of these models present advantages and disadvantages, strengths and weaknesses. What is the most interesting model of human resources management and more profitable for the organisation? , the models are they transferable and applicable to cultures and different to hand out? Can a European model applied in North America and a Japanese model in Europe? What adaptation the organisation needs to do to succeed in setting? To answer this question, I have chosen the Swedish multinational IKEA. The organisation was founded in 1943 by its principal designer Ingvar Kamprad in southern Sweden. The organisation has more than 325 stores, present in 44 countries around the world, and employ more than 140,000 employees. In Quebec, IKEA opened its first store in 1982 in town centre of Montreal, in 1986 it then moved to Cavendish in the borough of Saint-Laurent employed 13,000 people in North America. The main activity of the company is selling furniture and interior designs; it is considered a world leader in this niche market. In this analysis I will try to define the concept model of human resource management IKEA adopted for its store in Quebec, understand the reasons for this choice and the success of this model. Present the functions of HRM in this organisation and its evolution through the years and finish with a personal reflection on practice and business strategy in this area The IKEA case study discusses the aspects of HRM and the approaches adopted by IKEA focuses on nurturing and developing staff. In aiming to achieve corporate goals, this initiative has enable growth, innovation, creativeness and success of the organisation. In this case study, the analysis will focus on recruitment and selection, training, work organization and labour mobility. 2. HRM practices and systems in place In order to achieve strategic objectives and goals defined by the founder Ingvar Kamprad, IKEA made changes in its human resource practises and culture at work. The organisation has put in place a human resource management initiative that makes it have a competitive advantage. Furthermore IKEA human resource management style is largely described as incorporating the HRM strategy with its corporate strategy. In terms of the organisation’s business strategy, it can be analysed that it has evolved for the past few years, where new strategy such as innovative and creative designs has taken place for more affordable cost. 3. Measurement of Managers performance The Swedish company, committed towards its working time frames restructuration, identified as an essential point to measure its managers’ performance. â€Å"A senior officer should not be a doer, but a team coordinator,† says Marc Chousseaud, human resources director who is one of the twenty leaders judged. This assessment tool allows everyone to become aware of defects management. Inaugurated in March during a training session of leadership in management, the tool – called Index Coordination Skills – is part of the Anglo-Saxon Team Management System method. It comes in the form of a questionnaire with 66 points relating to 11 skills that the manager must show. Each of the twenty managerial staff was initially self-assessed and distributed the questionnaire to teammates at headquarters and in stores. The Director of Human Resources has been judged by his collaborators (five person) and nine human resources managers, all done in an anonymous way. This cross -evaluation overcomes personal conflicts and obtains the most objective assessment possible. 4. The eleven skills measured for executives Ikea The 360 ° evaluation of Ikea frames method, used by Team Management System, determines eleven core competencies: ââ€" ¶ Listening: the manager must listen before judging; ââ€" ¶ Communication: he regularly exchanges with members of the team; ââ€" ¶ Troubleshooting: it is available and ability to overcome obstacles; ââ€" ¶ Team development: it provides the balance of talents; ââ€" ¶ Division of labour: it distributes tasks based on skills and individual preferences; ââ€" ¶ Confidence: it promotes respect, understanding and trust; ââ€" ¶ Delegation: he says the work he should not personally perform; ââ€" ¶ Exemplary: he leads by example and is accepted by the team high standards of quality; ââ€" ¶ Determination of objectives it sets exciting challenges and exerts a constant pressure to improve performance; ââ€" ¶ Coordination: coordinate effectively and meet all the members of his team; ââ€" ¶ Participation: it involves team members in solving important problems. Companies are often considered unsatisfactory, both from the point of view of employers and that of employees as well. The definition of evaluation criteria also depends on the type of management practiced in the organization. In this context, the evaluation of the individual is in achieving or not objectives fixed. Schematically, the performance of an individual can be evaluated along three dimensions, Work done; Results of its work; and Personal characteristics. 5. Motivation Factor The motivation of people at work is a key factor in business success. The meaning of work and character of obligation are dependent on its culture, structures, social, and economic realities. The involvement and motivation cannot be obtained everywhere and always by the same means. Theories and methods used by business leaders and managers to boost motivation date forty years , while the conditions of work, nature of work and skills as well as the socio- economic conditions have changed considerably and change again. Mitchell (1982) states that to engage in certain specified behaviours, motivation is considered as the level which is chosen and desired by an individual, however Steers and Porter (1991) defined motivation to be a number of forces that are co-related thus causing people to have certain way of behaviour. The third strategy is the management of human resources in the store. 75% of employees work in IKEA stores. The primary role of the store management is to recruit, train and retain motivated employees. There are a number of key factors to effectively manage a store: a turnover rate of the size of the order of 20 % per year, a proportion of full- time should not be less than 40 % or 50 % of the workforce , a maintenance management staff for five years in the ideal, and in any case for at least three years . Depiction from IKEA case study highlights that the IKEA’s SHRM policies have led to significant fall in employee turnover, i.e. fall in employee turnover to 6% in 2001 to 56% in 2002, and only 35% in 2003, thus prominence rise drift in motivation of the employees to be a part of the organization above longer durations than before. Strong leadership, a focus on skills development and planning staff are key to the management of human resources. Maslow hierarchy of needs IKEA case study has showed the use of motivational techniques ranging between Maslow’s hierarchy of needs i.e.: psychological, security, safety, affection, self-esteem, and self-actualisation. 6. Conclusion IKEA’ culture notably values the employees; by providing enriched job the organisation promotes engagement amongst employee. IKEA should use effective communication as a mean to promote high level of engagement and interaction. Different methods of communication can motivate from low level to high level of interaction. In IKEA case study an important aspect has been noticed that is none other than the use of communication. Communication eventually improved the relationship between employees with employers and enhanced the ambition in terms of motivation and commitment of the staff towards the company. In conclusion, for IKEA to be successful on a long run, they need to promote employee engagement and interest towards the organisation. In order to generate and engage workforce, IKEA need to value its employees and show them that they genuinely care for their well-being. IKEA has proved about its concerns about care and employee flexibility where this initiative has contributed greatly in engaging employees in the organisation. References: Baron, A. and Armstrong, M., (2007), â€Å"Human Capital Management, Achieving Added value Through People†, Kogan Page Limited London Amstrong, M., (2008), â€Å"Reward Management: A handbook of Renumeration Strategy and Practice†, Kogan Page Limited London Barney, J., (1986), â€Å"Organizational Culture: Can it be a source of sustained competitive advantage?† Academy of Management Review, Vol. 11, No. 3, Pg. 656-665 Attridge, M., (2009), â€Å"Measuring and Managing Employee work Engagement: A review of the Research and business literature†, Journal of Workplace behavioural health, Pg. 383-393 Corone, B., (2012), â€Å"Research in Management†, Eramus Institute of Management PhD Series, Netherlands Clutterbuck, D., (2004), â€Å"Making the most of informal mentoring: A positive climate is key†, Development and Learning in Organizations; Vol. 18, Issue: 4 Sarah, C., (2010), â€Å"The essential to employee engagement: better performance through staff satisfaction†, Kogan Page UK Douglas, et al., (2004), â€Å"The psychological conditions of meaningfulness, safety and availability and the engagem ent of human spirit at work†, Journal of Occupational psychology, Pg.11-37 Gerhart, B. & Fang, M., (2005), â€Å"National culture and human resource management: assumptions and evidence†, International Journal of Human Resource Management, Vol. 16 Issue 6, Pg. 971-986 Duncan, C., (2001), â€Å"The impact of two decades of reform of British Public Sector industrial relations†, Public Money and Management, Pg. 27-33 Gunnigle, P., Heraty, N., & Morley, M., (2006) â€Å"Human Resource Management in Ireland†, Gill & Macmillan, 3rd Edition Dublin Gibb, S., (1994), â€Å"Inside corporate mentoring schemes: the development of a conceptual framework†, Personnel Review, Vol. 23 No. 3, Pg. 47-60 Kelly D. & Albert J., (2005), â€Å"Maslow: man interrupted: reading management theory in context†, Management Decision; Vol. 43 Issue 10 Hofstede, G., (1991), â€Å"Cultures and Organizations: Software of the Mind, Intellectual Cooperation and Its Importance for Survival†, Berkshire, McGraw Hill Lynch, R., (2003), â€Å"Corporate Strategy†, 3rd Ed, FT Prentice Hall Kinne, N. Et al., (2005), â€Å"Satisfaction with HR Practices and Commitment to the Organisation: Why one size does not fit all†, Human Resources management Journal Amstrong, M., (2006), â€Å"Strategic Reward: Making it happen†, Kogan Page Limited London Rayner, C. and Derek, A., (2009), â€Å"Managing and Leading People† 2nd Edition CIPD London Marchington, M. & Wilkinson A., (2008), â€Å"Human Resource Management at Work, People Management and Development†, 4th Edition CIPD London Rolf, R., (1999), â€Å"Workforce of the future†, Global Business, Pg. 52-57 Murphy, K. & Gosselin, A., (1994), â€Å"The failure of the performance evaluation†, Vol. 19, N ° 3 Amstrong, M., (2009), â€Å"Armstrong handbook of Human Resource Management Practice†, Kogan Page Limited London Web references: Case Study http://www.palgrave.com/business/beynon-daviesbis2e/students/case-studies/IKEA_2nd-edition.pdf http://www.iisd.org/business/viewcasestudy.aspx?id=119 Ikea Case Study .slidesContainer img { border: none } var slideshare_object = { flagging: {"update_url":"https://www.slideshare.net/main/flag?slideshow_id=3204920","is_flagged":false}, user: {"userGroup":"non-member","login":"guest","id":null,"loggedin":false,"name":null,"is_valid_fbuser":false,"fb_userid":null,"is_pro":"false","su":false,"is_test_user":false,"has_uploads":null,"is_li_connected":false,"is_li_auto_created_user":false,"show_li_connect_cta":false,"has_privacy_enabled":null,"li_tracking_url":"https://www.linkedin.com/li/track"}, timer: { start: (new Date()).getTime(), end: '', execTime: '' }, top_nav: { get_url: "/top_nav"}, li_bar: {get_url: "/li_bar"}, dev: false, init: [], feature_flag: [], is_ssl: true, rum_pagekey: "desktop_slideview_embed_code_loggedout", slideshow: { id: 3204920, is_clickgen_enabled: 'false', clickgen_url: '' } }; // // var _jspl = {} _jspl.pageInitTime = (new Date()).getTime(); window._gaq = []; _gaq.push(['_setAccount','UA-2330466-1']); _gaq.push(['_setDomainName', '.slideshare.net']); _gaq.push(['_addIgnoredRef', 'slideshare.net']); _gaq.push(['_setCustomVar', 2, 'document_referrer', document.referrer]); _gaq.push(['_trackPageview', '/embedPlayerView']); (function(){ // google analytics var ga = document.createElement('script'); ga.type = 'text/javascript'; ga.async = true; ga.src = ('https:' == document.location.protocol ? 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The Pitiful Ghost in Shakespeares Hamlet Essay - 2928 Words

The Pitiful Ghost in Hamlet In Shakespeare’s tragic drama, Hamlet, there is one character who is different from all the others. He is a supernatural being – a Ghost. His role is quite as important as anyone else’s. This essay will be devoted to an explanation of this Ghost. Maynard Mack in â€Å"The World of Hamlet† elucidates the reader on how the Ghost introduces the problem of appearance versus reality: The play begins with an appearance, an â€Å"apparition,† to use Marcellus’ term – the ghost. And the ghost is somehow real, indeed the vehicle of realities. Through its revelation, the glittering surface of Claudius’ court is pierced, and Hamlet comes to know, and we do, that the king is not only hateful to him but†¦show more content†¦A real event described at the beginning of the drama has exercised a profound influence upon the whole imagery of the play. What is later metaphor is here still reality. The picture of the leprous skin disease, which is here – in the first act – described by Hamlet’s father, has buried itself deep in Hamlet’s imagination and continues to lead its subterranean existence, as it were, until it reappears in metaphorical form (232-33). Gunnar Boklund’s â€Å"Judgment in Hamlet† introduces the Ghost in terms of the dilemma of the protagonist: It is a commonplace to refer to Hamlet’s â€Å"dilemma† and a critical problem to explain in what this dilemma consists. A natural way to come to terms with the problem is obviously through the character that forces the dilemma upon Hamlet, that is to say, the Ghost. This is a particularly attractive approach, since it promises to bring the findings of modern research into Elizabethan demonology to bear directly upon the question of the nature of the Ghost and its message. 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This one man is Prince Hamlet. Throughout the play he comes into situations where he just cant move himself into action. In Act I, Scene 5 Hamlet has an encounter with a ghost who explains that it is Hamlets deceasedRead MoreThe Importance Of Revenge In Hamlet701 Words   |  3 Pages Shakespeares tragedy plays are based on revenge as the core, consequently, all the scenes depicting the emotion and the concern before the thought killing an enemy from the character pedal to build a string of art in Hamlets. Although, the revenge is evil however it is pitiful and sorrow when it starts with love and truth. Hamlet has a great love and a faith never collapsed for his mother. Thence, when confronted with the truth of his father died, he feels horrible and more depressed that hisRead MoreThe Success Of The Conjuring Trick1722 Words   |  7 PagesA conjuring trick is normally played between enemies or competitors. 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The relationship Hamlet and Ophelia share in Shakespeare’s play, Hamlet, is no more immune to these human tendencies. Throughout the drama, many misunderstandings cloud their relationship. Unspoken problems and pressures within Ophelia’s and Hamlet’s private lives lead to overlooked, unnoticed love. For Hamlet, his bond with Ophelia pales in comparisonRead MoreHamlet s Search For Justice1294 Words   |  6 Pagesthis model of a person in searching for justice appears in Shakespeare’s novel, Hamlet. The title character, Hamlet, understands justice in terms of a noble revenge, but fails to take action, due to his weak disposition to act on his thoughts. Hamlet’s search for justice was not successful because his sense of â€Å"justice† was flawed, ultimately leading not only to his own death, but to Laertes who had a very similar mission to that of Hamlet. Hamlet’s fatal flaw leads to the question concerning whatRead MorePoisoned Love: Essay 2. 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