Why Might The Mentors Be Seen As Examples Of Coping Models

Patricia Ramirez: School Counselor 1. Why might the mentors be seen as examples of coping models? The mentors in this scenario are clear examples of coping models. The mentors all came from the same neighborhood and faced similar challenges as the students in the probation program. The mentors are able to share their experiences and how they worked hard to overcome certain obstacles in order to be successful. Since there are face to face meetings, the mentors can even show some of the strategies they used to solve a problem, especially academically. For example, the mentor might be able to help students who struggle with math come up with ways that will help them solve a particular problem. By not showing them how to solve the problem, but instead teaching them how to find ways to solve it that works for them, critical thinking skills are reinforced and self-efficacy for learning is instilled. The students are more likely to appreciate the results of hard work when they hear relatable stories, apply what they learned, and then achieve success themselves. 2. B. F. Skinner, a famous behaviorists, suggests that effective instruction should be specific about what it is trying to teach, teaches first things first is a logical sequence, and should not require students to all progress at the same rate. How are these ideas built into the on-line credit recovery system? The on-line credit recovery system discussed in the narrative is a support service designed for students whoShow MoreRelatedUsing Gibbs model of reflection, reflect on a challenging experience from practice3532 Words   |  15 PagesUsing Gibbs’ (1998) model of reflection, updated by Bulman (2012), reflect on a challenging experience from your practice and analyse the strategies used to manage it. 3276 Words The purpose of this essay is to reflect on a challenging situation I experienced during clinical practice as a student nurse. The essay will discuss my thoughts and feelings surrounding the situation and analyse the coping strategies I used in managing the situation, linking to relevant theory throughout in order to provideRead MoreCare Delivery6589 Words   |  27 Pagesby relevant literature. A conclusion will be offered to evaluate findings. I shall also include an action plan, which will address future professional and personal development needs and any factors that may help or hinder this. I will also consider why I have selected these issues for my action plan, what my goals are and how I aim to achieve them. At the beginning of my nurse training we were asked to write on a piece of piece what our definition of nursing was. I wrote ‘It’s about being human’Read MoreReflection in Practice7253 Words   |  30 Pageslearning which according to Baumgartner (2001) can happen either gradually or from a sudden or critical incident and alter the way people see themselves and their world. Daloz (1999) advocated the concept of development. He believes in the role of a mentor in guiding the learner on a journey that is affected by their social environment including family dynamics and social class. Daloz (2000 p18) suggests that there are four important conditions in facilitating development which are; ReflectionRead MoreGender and Workforce Diversity6858 Words   |  28 Pagesadvancement and detract from her performance in the profession. Work by a nonproï ¬ t organization known as Catalyst has devoted substantial attention to the issue of women’s advancement in organizations. Examples of differential treatment within organizations are one of the most widely cited reasons why women fail to advance to levels of authority and visibility within organizations (Catalyst, 1998). Misconceptions and negative attitudes that have been shown to derail the careers and success of womenRead MoreResilience and Vulnerability Among Children Essay2517 Words   |  11 Pagesmalfunctioning following exposure to stressful life events, as opposed to the capacity to maintain competent functioning stress†. If stressful life events are the trigger here, why is it that some children are far more vulnerable, yet others are more resilient? The three studies discussed in this paper will atte mpt to explain why these differences occur and what can we do to enhance protective factors. An easy way to conceptualize the term resilient is defined by Berger (2008). Berger (2008) refersRead MoreCareer Management : A Career And Managing Diversity5040 Words   |  21 Pagesprovided insight into the changing landscape of careers through the study of careers, and further established a foundation of different career stages and contexts. Career Management has dispensed information about the career management model and how to apply the model to Ritson’s life. Additionally, the course bestowed how Ritson’s values and interest should align with the organization and occupation. The course supplied valuable information about the different stages of a career and how to reduceRead MoreThe Importance of Coaching and Initial Induction of New Employees4461 Words   |  18 Pagessystems of work and relevant risk assessments attached. †¢ The employee database. This area has all employees and their job title, and contact details. This helps new employees integrating into the business put a face, to a name. The GROW Model The GROW model is a coaching technique that can be used to give realistic goals that can help make real change in a person or team. It is vitally important that targets are realistic. To be able to develop confidence and performance, the coachee must believeRead MoreCognitive Therapy: Theory of Psychopathology and Theory of Personality4428 Words   |  18 Pagesempirically demonstrate the psychoanalytic theory that depression is anger turned inward. In attempting to provide empirical support for certain psychodynamic formulations of depression, found some anomalies—phenomena inconsistent with the psychoanalytic model. Specifically, the psychoanalytic conceptualization asserts that depressed patients manifest retroflected hostility, expressed as masochism or a need to suffer. Yet, in response to success experiences (graded task assignments in a laboratory setting)Read MoreThe Extent at Which Peer Group Affect Students Academic Performance5181 Words   |  21 Pagesknow whats going on at school are more likely to attend four-year colleges. Positive Role Models Positive adult role models help solidify a students path on the road to academic achievement. Be it a mentor, or someone in the family, a role model can make a big difference. Setting high expectations for a student can make that student think twice before engaging in risky behavior that might disappoint his mentor. Education as a Value Students who believed that education was a means to pursue somethingRead MoreCareer Counseling Over the Lifespan Essay3622 Words   |  15 Pagescareer counselor not only assists a client with a career plan, but also with a life plan. This paper focuses on two categories of career counseling. The first focus is the history of career counseling as a field of study with the emphasis on when and why career counseling began (1800s as a study of how the shape of one’s head relates to vocational choice), who and what influenced it (Sizer, Parsons, and Davis), and how it has changed (from an individual/community vocational view to an individual/world

Hrm 532 - 1564 Words

Running Header: Assignment 1: To Organize or Not to Organize? The Mercedes-Benz U.S. International (MBUSI) is located in Vance, Alabama employs over 4,000 people. This organization has created thousands of others jobs by association in the area and has contributed billions of dollars of other commerce do to its presence in Alabama. This company’s story began in Alabama in 1997. It began producing only one model and after such a great response to the vehicle it increased its production with other models in 2004. Since the inception of the organization into the state there has been only one layoff. Employees make some of the highest wages in Alabama at this organization. There are generous bonus packages and vacations. MBUSI†¦show more content†¦The benefit of organizing a union for this particular company would be raised wages, fringe benefits, a reduction in pay inequality, and workplace protections. According to an article written by Tamsin McMahon, auto makers are rushing to the southern states looking for cheap labor and incentives (McMahon, 2012). Although the companies are bringing jobs to area that may be in need, the wages being offered aren’t any comparison to the wages offered up north. A labor union will fight to regulate this pay differential. According to automotive blog in the raw, the executives receive a bonus of up to 4000.00 dollars from profit sharing. Regular staff members only receive about 600.00 dollars. The fringe benefits of working in a company of this size would be the fringe benefits that would include having a sizable bonus like executives. Unions would also benefit the employees at this organization by improving pay inequality and workplace protection. As mention before, large companies such as MBUSI have relocated their plants to the south to reap the benefits of cheap desperate labor. Since there is such a need for jobs in these states many offer even more incentives including major tax deductions. A union would help regulate the inequality of pay throughout the country. 3. Create a mission, purpose, and objective statement for a strategic plan to organize a union for this group. The mission of the union workers of MBUSI would beShow MoreRelatedEmployee Compensation and Pay-for-Performance in the Legal Profession1520 Words   |  6 Pagespercent of gross domestic product, and about 65 percent of all wages paid. (p.531) There are few studies identifying HRM practices in SMEs and even fewer that have a focus on the relationship between HRM practices and performance. (Carlson, Upton and Seaman, 2006, p.532) Reported is that recent research of an empirical nature has demonstrated the positive relationship between HRM practices and important organizational outcomes such as productivity, turnover, and firm performance. (Carlson, UptonRead MoreTable Of ContentsPrefacexiiiPART ONEThe Strategic Human1743 Words   |  7 PagesWhat Is a â€Å"Right† Behaviour? Objectives of Human Resource Management Strategic Human Resource Management The Organization of Human Resource Management The Human Resource Management Profession of the Future The Framework Used in This Book Spotlight on HRM: Will the 21st Century Belong to Canada? Summary Terms for Review Self-Assessment Exercise Review and Discussion Questions Critical Thinking Questions Ethics Question Web Research Incident 1-1: Human Resource Decision Making at Calgary Importers LtdRead MoreSouthern Company Case Study1031 Words   |  5 PagesAssignment 4: Southern Company—Case Study Author/Student: Antoine Jean â€Å"AJ† Garand Instructor/Professor: Dr. Marie-Line Germain, Ph.D. Course: Talent Management – HRM 532 Date: Sunday, February 26, 2012 Evaluate the effectiveness of the roles that the strategic leaders played in the formation of the performance management strategy. Silzer and Dowell (2010) define Talent Management as â€Å" an integrated set of processes, programs, and cultural norms in an organization designed and implementedRead MoreMacdonlds1315 Words   |  6 PagesRUNNING HEAD: McDonald’s CASE STUDY Mondrea Mathews Professor Germain HRM 532 Talent Management January 22, 2012 McDonald’s has been around for fifty-four years. By McDonald’s growth to more than thirty thousand restaurants in 118 countries serving fifty-five million customers per day. A number of factors led the organization to the conclusion that enhancements in its talent management and development system were need. (Goldsmith, 2010. p.156)Read MoreHrm Of The Aviation Industry2362 Words   |  10 Pages Embry-Riddle Aeronautical University Human Resource Management Instructor: Trish Poznick Student: Eric Aimee Tchuigoua-Youmbi May term 2015 Topic: HRM in the aviation industry. After the Civil Aeronautics Act created the Civil Aeronautics Authority (CAA) in 1938, which was responsible for safety programs and economic regulations that included route certificates, airline tariffs, and air mail rates, and the Airline Deregulation Act of 1978, where the congress believed that fares would dropRead MoreCase Study: Bank of America Essay1502 Words   |  7 PagesRunning Head: BANK OF AMERICA Assignment 1: Bank of America Case Study Sylvia Armstrong Dr. Marie-Line Germain HRM 532 – Talent Management January 22, 2012 1. Outline the talent management program that led to success for the company. Bank of America has always been a leader in the financial services industry. Its philosophy of talent management and development is driven by seven guiding principles that create a mindset thatRead MoreTalent Managment Strategy1507 Words   |  7 PagesAssignment Three Talent Management Strategy Strayer University Talent Management – HRM 532 Dr. Mary D. Tranquillo February 17, 2013 Formulate a talent management strategy to encompass the entire talent requirements of the organization. My organization is Common Grounds Coffeehouses. Common Grounds are specialty coffeehouses that support the community by offering a place to gather while enjoying specialty brews in a neighborhood setting that facilitates social networking in a friendly and safeRead MoreMcdonalds Case Study1642 Words   |  7 PagesWeek 3 Assignment 1: McDonald’s Case Study HRM 532 Talent Management Strayer University July 21, 2013 Dr. Robert D. Doug Waldo, SPHR For most of its fifty-four years of existence, McDonald’s has been very successful in growing its business while being able to utilize a decentralized approach to managing its global workforce. The size, complexity and global character of the business has continued to grow to more than 32,000 restaurants in 118 countries serving approximately 55 millionRead MoreAssignment 4: Southern Company Case Study Essay1647 Words   |  7 PagesAssignment 4: Southern Company Case Study XXX XXXXX Professor XXXX XXXXX HRM 532 – Talent Management May 27, 2012 Abstract Southern Company is an electric utility company headquartered in Atlanta, GA. The company owns electric utilities in Alabama, Florida, Georgia, and Mississippi and services roughly 4.4 million customers. Southern Company also provides fiber optics and wireless communications. Southern Company brands are known for excellent customer service, high reliabilityRead MoreEssay about Organizatinal Change1668 Words   |  7 Pagestheory (7th ed., pp. 206-221). Boston, MA: Wadsworth. Choi, M. (2011). Employees attitudes toward organizational change: A literature review. Human Resource Management, 50(4), 479-500. doi:10.1002/hrm.20434 Coch, L., French, J. (1948). Overcoming resistance to change. Human Relations, 1(November), 512-532. doi:10.1177/001872674800100408 Dent, E. B., Powley, E. H. (2003). Employees actually embrace change: The chimera of resistance. Journal of Applied Management and Entrepreneurship, 8(1), 40-56

Science in Mechanical Engineering Free Essays

string(80) " started with nothing and ended up having the life they have always dreamed of\." For someone who has always seen himself as lesser superior than others; for someone whose confidence is always behind the scene; for someone who has never really seen himself any bigger than a green pea; for someone who has acquired numbers of rejection which, apparently, outnumbered number of acceptance from people around him; for someone who used to just exist – just exist – who would have thought it would come to this point? Review I cannot consider my life as an extraordinary this world had ever had. Each person has a story to tell and I must say mine is not really something different. While some people spend their lives with lots of colors around them, some just do not – and as much as I hate to admit, I spent many years of my life belonging to the second group. We will write a custom essay sample on Science in Mechanical Engineering or any similar topic only for you Order Now I go with flow and that has always been the case. It goes this way: I knew I need to attend school and so I did. I have to do well in school or else I will suffer from all the criticisms – the usual criticisms. It is never easy to live in other people’s expectations to the point that it is what they want that drives you. It is your body under their minds. I can now imagine how pathetic that was. All the while, though, I do not think I was as inspired as the rest of the class was. I did not make lots of friends from school. No big deal! But there were times when I also deal with thinking of the reasons for the ‘empty’ life. Those days would usually end with me getting no answer than ‘It must be me†¦Ã¢â‚¬â„¢ Although I acknowledge the fact that each of us has our own set of preferences and all the while, I lived in the thought that I just prefer to live my life like this – lonely, detached, alone. It was tiring when you care for no one and more when no one cares for you. This probably exhibits the self-centered approach known to men. My being careless about others exhibits my being self-centered while others being self-centered is signified by how I saw them treating me. I started my career as an advocate of science and technology. Yes, my first degree was Bachelor of Science in Mechanical Engineering. I used to get fascinated with breakthroughs science gets to offer – all those inventions and advances in technology. Awesome! Hale great! Breath-taking! Fantastic! All those praises†¦ Nothing can beat the feeling of having invented something out of nothing. Or the feeling of being the one to drastically improve the current state of something for the benefit of people around the globe – it is always satisfying! Or so I was told. But who could tell it was not really a career of choice? I was one of those high school graduates who do not really know what they want to happen in their lives. And so, without any particular basis, it was Bachelor of Science in Mechanical Engineering that I ended up with. Not a bad call anyway. I am aware of the good future this field has to offer. I have known of lots of people who have succeeded in this career and, yes, that is, somehow, something to look forward to. I, at least, had this driving force to continue with my study. Fair enough to push me to strive harder and harder. I just told myself I need it or else I will end up with nothing. Although I appeared to be so passive all the while, in my heart I know I long for something. That something, however, is unknown. I do not know if I am just one those people who experience wanting something they do not exactly know what or looking for something they do not know, for sure, if existent. Can you just imagine how if feels to be in the dark? Be somewhere without any clear direction? They say that every little thing just takes a little of getting used to. Oh, well, probably, as I seemed to have been used to the feeling of being lost. It was sad but true. At this point in my life, I can never consider this as self-centeredness as I cannot even put myself at the center of everything. Myself was put on dark – not in the center but in the darkness. Despite the lack of light in my life, I never questioned the existence of the Great Someone Up There. I perfectly know he is there. I do not recall how often I scream for His help. Maybe not that often but, of course, I do. I do and in my heart, I know I am not essentially alone all the while. However, there are moments when I tend to question the number and quantity of challenges facing me. There seems to be imbalance in load allocation. How come I am so lost while others follow certain direction? How come I do not know what I want in life while others are so certain of what they want in theirs? How come I do not seem to possess enough reason to be happy and complete. I often envy happy and satisfied people, I must admit – but I do not harm to them. I just envy them, that is it. And more often than not, I wish I were in their shoes. I even envy my own family members who seemed to find satisfaction in this life. Self-centered, I was, that time. In all the insecurities I have inside, there were times when I ask myself if this is something I caused. What is that something I failed to do? What is that something that I can probably change to make a difference? What could be missing? I have heard of success stories about people who started with nothing and ended up having the life they have always dreamed of. You read "Science in Mechanical Engineering" in category "Papers" Can I not be one of them? My concern is never monetary. I did not wish for the whole world. I just want a piece of it – a piece of it where I can enjoy life to the fullest. I did not ask for extravagant things. What would a loner do with those? I doubt if anybody could really enjoy everything alone. I did not wish for fame. I have lived my life not having the attention of the whole world. I just want some compassion and feeling of belongingness. I did not wish for power as I have never ever seen myself mandating others or controlling the world. It could be that I long for power but that power is the power to appreciate and enjoy life, the power to make people see me as a sensible being worth the company, the power to contribute to the ‘real’ things in this world. In short, I was never a materialistic type. There are things I lack from within and that is something I longed for to fill in. Looking at these things now, it was all, I – I – I. I was so I-centered. Self-centeredness, however, can be seen positively or negatively. Realization should start from oneself. Otherwise, there is no way one can share himself to others. There is no way sharing yourself if you are now whole. In this way, self-centeredness can be seen as a first way in building or trying to build relationships with others. I used to have a, so to speak, very narrow view of things in life. I exist. I have to live. I have to survive. I used to find the question, â€Å"What am I here for? † or â€Å"Why do I exist? † as cliche that should have been buried decades back. Come on! You are here because you are here and there is just nothing you can do about it! It is not a problem needing solution. It is just a situation that you have to live with. You are left with just two options – either you continue to exist or you end your own existence. Is that something needing some sort of profound thinking?! Life is as plain as that. You just have to go with the flow. I was never a person of confidence. I could not care less of what others might be thinking of me. Why would I? Could they care for me any better than that? I doubt†¦ I am just me. With or without me, the world would still revolve around the sun. With or without me, people from any part of the globe would still have 24 hours in a day. With or without me, things still go precisely the same way as they do when I am here. I am a nobody to ever have the notion I mean something – that I am myself and this person counts. As I started to look back, where did it all start? Where and when did I ever acquire this feeling of inferiority and lack of self-worth? When did I start to â€Å"kill† myself? After some self-scrutiny, these questions led me to this answer – the number of rejections I got from people around me. I was ignored for more than once, not just twice, far more than thrice, and to say it is four times is an understatement. It is never easy to be ignored. It is a feeling I would not want myself to dwell with – not anymore. As some people say, any attention is better than none. And indeed, any attention is better than the countless rejections my past gave me. Life has never been that kind to me. All those moments when I wanted to say something and no one seemed to be interested to even turn a head to look at who is talking; all those moments when my eyes could not speak more of what I feel inside and yet no one seemed to notice; all those moments when the only resort I can think of is to walk and walk and walk until my life ends; all those moments when all I wanted is to disappear from everybody’s sight; all those moments contributed to the me that I used to be. In which case, the concept of containment applied in me. It was during this time when I tend to control and keep all emotions to myself, given the assumption that no one will listen and no one will care. My life went on and on and on. I learned to care for myself and for myself alone as I do not want to meddle with any other people’s lives. Why would I? Is it not that for so long I am with myself and myself alone? Is it not that for so long, I could not seem to find anyone beside me? Who ever said, â€Å"No man is an island? † I used to be an island and that is something I can attest. Until this very day came – I happened to come across (accidentally or probably it is fate’s planned way) with this certain book entitled, â€Å"Teach Only Love†. I am not a bookworm, definitely. No, unless it is an Engineering, Mathematics, or Physics book. I cannot exactly recall what is in that book that made me read it through. It was not me that is for sure. Nonetheless, the next thing I know is I finished reading that book. This is not normal. This must be something. And, indeed, it was. Why? Because reading that book had been the key to discover the other self I have. Yes, and it surprised me much more than any reader of this essay could ever imagine. What about this â€Å"magical† book? Nothing special at first glance†¦ It is a simple, plain, ordinary book that discusses the importance of our every word and every deed. It emphasizes that what we are today is basically an aftermath of what we said and did yesterday. I then started to look back at my past once more – the past that does not possess any allure to be revisited if not for the purpose of wanting to see myself mourning for the nth time. After reading this book once, I must admit something in me felt a slight change in perspective. But I was in denial. It is just a book – a fantasy created by someone, a perspective shared to others hoping there will be people to buy the ideas. â€Å"Count me out†, I told myself. But this book seemed to have a magical and magnetic property that made me want to read it over again. And so I did. This time, I cannot seem to put myself in denial as I did the first time. And yes, it opened my eyes in more than just one way. How could this certain piece of something, non-living, non-speaking, can speak of the things I have never heard from anyone in my life? How could this piece of bound paper wake me up from the long sleep I have been? How could it be? These are the questions reining my head for days and days. I got tired of seeking for answers. And then came the answer – if that non-living thing happened to show the life out of me, I can do far better than that. If this thing that does not have a mouth spoke to me of million things, how better could someone with mouth do that? If this thing that does not have a hand touched me in a unique, special way that no one has ever done before, what more could my able hands do? If this thing without eyes saw me the way I have always wanted to be seen, how better could these bright eyes of mine see those who are in need of my attention? If this thing without ears heard me like I was never listened to before, what more could these ears of mine do to those people who need people to listen as they confess? If this thing without shoulder happened to offer me a cradle of comfort, what more could this broad shoulder of mine offer those who need some rest? And if this thing without a heart happened to feel me, how can my heart not feel what other people have to express? It is this moment when I finally decided to stop asking why but to start thanking God that for millions of wandering souls we have in this world, I was given the chance to come across this book that opened millions of wonderful and worthwhile possibilities. And so the confession above justifies the need for me to shift my profession from Mechanical Engineering to Counseling Psychology. These are far apart degrees and, yes, I did not see myself engaging in counseling. No, not even in my wildest dream. But this is not a dream. Yes, I am living in reality and the reality is that this is the vocation of choice. This is where I find myself, my heart. This is where I belong. It is true what the â€Å"magical† book says – that it is from your past where you draw your present. If not for the thousands of rejection, if not for the feeling of inferiority, if not for the lack of self confidence, I do not really think this book would have as much effect on me as it had. What is in counseling that truly entices me? It is not the feeling of recognition. It is not the money behind every consultation. It is not to make a living. It is to live and to let others appreciate how wonderful it is to live. Experience, indeed, is the best teacher. I know the feeling of being neglected. I experienced lots of it. And this leads me to wanting to help people feel important, feel needed, feel worthy. I know the feeling of losing self worth and so I love to boost people’s confidence in themselves. I love to see people seeing their value as a person and claiming it as theirs. I love to see people loving themselves. But going through all these things, all these aspirations for others required lots of self realization. I had to learn to love myself first. It is true that you cannot share something you do not possess in the first place. How can I share love and confidence when I do not have it myself? I started with loving myself unconditionally, being proud of myself like I have never achieved anything before, and looking myself at the mirror with the courage to say, â€Å"This is me and without me, the world will never be exactly the same again. † When I finally learned to appreciate my own self, that was the time I started to see others in the way they should be seen – no prejudgment, no bias, no unjust feeling. This is where I started to realize the positive side of being self-centered. I took time to stabilize myself and when the time came, accidentally or planned, that I can tell myself I am whole, was the time I can start reaching out to others. Therapeutic relationship with others is where the essence of counseling relies. You have to build that kind of relationship to be able to counsel who are in need of help. When is it therapeutic? When you can ease others’ pain and when you can hear others’ grief without literally saying it. It is when your relationship with people tends to make those people feel relieved of their burden. It is the talent that no book can actually teach. This is the spice of counseling career. The theories behind help, but the counselor’s approach to practice it can never be assured by the theories. Person-centered counseling is when you put the person you are counseling as the central consideration in every word you will say, in every piece of advice you will give, and in every gesture you will show to the patient. The person being counseled would want it done that way. Well, to start with, he seeks counseling to be paid with attention that he wants to get, to get the understanding that no one seems to give him. The counselor should be able to give that. The central purpose is to make the person being counseled feel healed of the burden. As Jennie Rowden once said, â€Å"The best thing about counseling psychology is the face-to-face client work; it’s a real privilege to share in a complex process of change and deeply satisfying on a personal level. But I do so many other interesting things as well as therapy; with the research, supervision and the teaching and training of others, my job is endlessly fascinating and evolving. † And I share this same gratitude towards this vocation. It is more satisfying than having solved the most complex mathematical problem and far more complex than having invented a machine that could make the car fly. I am not saying these are fancy things. Let us just say, to each, his own. And this something that I won right now is something I will always be proud of. I claim the right to own it and be proud of it. Looking at my self now, I am far more self-directed than I was at a younger age. It is my responsibility to help others see the light of path and to be able to do that, I know I have to see the light in my own path first. It is a must for counselors to have interest in understanding people’s interaction with others and with the social environment. Understanding people’s perception is also mandatory. These things can be too challenging and too complex and only those are whole-heartedly interested can bear the complexity. Prominent areas needing focus are motivation, thought, attention, sensory, and perception. One of the most important things a counselor should never take off the mind is the confidentiality of the story or revelation of his patients. Opening someone’s life to a person who is not even a relative or a friend is never a simple thing. The counselor should keep the trust and confidence of the patient. Sharing one’s life is never easy, especially if what you have to share is something not-so-wonderful. But who ever define what is wonderful and what is not? As I come across this vocation, I realize, appreciation of something starts it all. When you learn to love what you have, you will see you need not have anything else. The chance to touch someone’s life, in a way or so, is one blessing I will not forsake. As I walk down the road, I wish my simple talk can speak of the things the lesser fortunate being would want to hear; my simple touch, I wish, could give them the comfort and shield they need; my simple smile, I pray, could bring them joy and hope that tomorrow is another day. There are people asking me what could have been – if I pursue the Engineering career†¦ As for me, I do not see this as a question needing answer. But then, I answered, â€Å"I do not really know. The only thing I am sure of is that had I not choose this vocation I am currently in, I may not feel this very light spirit in me. It could be that I will deal with problems of people in the world in addition to my own, but that is where the beauty lies. God gave these people challenges to work on, to give people like us opportunity to enlighten and uplift others’ souls. It is never easy but it is always true, always real, always sincere. † Looking myself in the mirror now, I still look the same but I see a completely new individual within. It was a total change – something I love. My past taught me a lot of lessons and although life has never been too kind for me then, the sacrifices that past brought me served as the inspiration in my life today. If not for this sad past, I doubt if I can see my life the way I see it now. Every bitter past, indeed, has sweet beginning if we only welcome the possibilities, if we only keep open arms for all the new changes. Fear is but a natural feeling. But to let oneself be drowned in it is another thing. The line, â€Å"I was left with no choice,† does not apply, I now believe. We are always given choices. The pick is ours. Sometimes we want something yet the apprehension is there and we let the apprehension rule. Realization does not have age limit. There are very young bloods who are very positive with their viewpoint in life. There are people old enough to realize things they should be doing and yet not doing anything. Maturity, indeed, does not come with age. It comes with the exposure in life. It comes with faith. It comes with the mindset brought by home. It comes with everything that happens in our lives if we only see things in right perspective. Each day is a new beginning and in each morning I wake up, I thank God for the night that passed and pray that for this day, I inspire and counsel a soul. If I will ever change someone’s viewpoint, from dim to positively clear, that is when my day would become worthwhile. That is when I can tell it was never a waste and this day is something I am proud to tell God. In every talk that I do, may it be counseling or casual talk with friends, I know it is not them who learn from me. Talking is always a mutual thing. You learn from one another. No one can tell he knows everything. The same line, when uttered by two different individuals, may mean different. Why? Because it is not solely the words but the feelings and meaning behind the words. That is why talking about the same thing with different people results to a definitely wider perspective. It is not the subject matter, it is the people talking. It is not about the language used, it is the feeling behind every word. It is not length nor it is the brevity of the talk, it is the sincerity behind every statement. It is not important if the words are pronounced correctly or not. What is important is the openness of one another to talk and the willingness to feel and listen. There are, indeed, things no textbook can teach. There are things you can only learn as you get through it. I now know the answer to my questions and the answer is that I had to experience all those to experience what I am experiencing now. That may be the only acceptable answer and I do not really intend to search for more. Life is so simple if we only know how to really live it. Life happens but once. I might have spent many years of it in a not-so-wonderful way but it life does not lead back. It only moves forward. And so I should. No one should really wallow about the misfortunes in life, as there is no such thing. There are instances – some are happy while some are not. But those that are not are not really misfortunes if we are to scrutinize. Those are just God’s means to prepare us. He does not teach us how to see things. He can only provide us with tests that can help us see things the way He wants us to. Our God is never a spoon-feeding, pampering God. He is a just God who gives comprehensive examinations where we can learn great lessons if we only listen. The world is a very huge venue to learn. This life is a very comprehensive exam to pass. The beauty is when we learn to appreciate the class – when we go to it not because it is mandatory to go to it but because we love to. Conclusion If anybody would ask me now if I regret giving up my first degree to pursue counseling, I will answer, â€Å"The sad past led me to a wonderful today. Every bit of failure and pain did not really lead me to regretting anything because in each of those, I learned. And in each of those, I grew – not just as a person for myself but as a person for other people. † And now, I no longer find the question, â€Å"What do I live for? † mushy. I can tell, with chin up, I live for others to appreciate their lives. I do not just exist. I live. I continue to learn through others with high hopes and belief that they also learn from me. ? How to cite Science in Mechanical Engineering, Papers

HR Management and HR Programs

Question: Discuss about the HR Management and HR Programs. Answer: Introduction: Accenture is a global management consulting, servicing and outsourcing technology service provider, offering services to the worlds leading corporations. During 2007, the company was considering a pioneering push to enhance its management consulting work in India. This assignment will discuss the situation of the case study when the Accenture first moved to scale up its offshore IT service operations in India. Discussion: Gaining Familiarity Accenture wanted to take hold of the IT talent of India. However, there was a gap of required skills of IT graduates and the exposure of IT services in India. There was gaining popularity for IT talent of India because those people could be capable of offering services at comparatively low wage costs. Despite the company, till then, was known in India for its high-performance management consulting services but not for providing services of IT. There were huge requirements of IT professionals for various projects in India and the company has started gaining popularity by adopting innovative practices in hiring. Under the international engagement programs, Accenture was responsible for both the relationships of client and the delivery services. Recognizing symptoms During initial offshore IT service operations in India, Accenture identified that there were huge competitions for Indias intellectual, technical and managerial talent. This had intensified with the rapid growth of off shoring services of the organization. Thus, the company was affected due to the scarcity of the specialized labor in India. However, the company was identified that India was the place of fully educated English specking technical workforce. Secondly, technological advancements made it practical to communicate quickly and inexpensively and lastly, a huge programmer is conversant in older languages of software. Thus the company recognized the challenge to attract the right candidates though the projected shortfall was likely to accelerated competition for IT talents of India. Identification goals Since 2001, Accenture began to explore their IT and the business process outsourcing services for the goal of servicing global clients from India. Since then, the company was being able to hire people within India for its offshore IT and outsourcing services. The organization further identified the requirement of the execution of the clients work from the multiple locations for leveraging a combination of domestic and global resources to deliver services to clients around the world. To fulfill this requirement, the organization, has created the global delivery network. By this flexible and scalable network, Accenture would like to deliver a global technical skills and services in low costs economies to its clients in high-cost economies at the rising markets wage rates. Situation analysis After the implementation of Global Delivery Centers, Accenture was enthusiastically served global clients rather than domestic clients. By the application of this network, the company has started focusing solely on the system of delivery. The best part was that the client-facing professionals located in the US and Europe now would get the further scope to develop their businesses, manage projects and establish long lasting relationships with the customers. Since 2001, Accenture began their recruiting with the successful application of GDN. Initially, there were sixty IT professionals hired to its first IT service center of the company in Mumbai. There were five HR processes were followed including sourcing, staffing, scheduling and performance and reward management and engagement of employee. At the initial stage, the company was mainly focused on recruitment and building the brand in the Indian marketplace because the company was far behind in the recruitment services despite the ac hieved brand recognition in the management consulting market. In 2002, the company faced the challenge when there was a requirement of 500 new Indian IT professionals within the duration of five weeks. This was done by initiating by rapid industrialize recruiting process with very little lead-time. The company was successfully accomplished such challenge with the help of a strong global network access. During the process, the company has designed a new recruitment model to excel the single set of the source through which HR professionals gathered hiring requirements from several in-house businesses. The interested candidates could then get an opportunity to show their interest through the single source like on-line job portal site. However, there was a constraint identified later by the organization. The large number of the people could not be possible to hire by this new recruitment model of Accenture. Though the organization was still conceived the new model to address the special ized workforce with diverse capabilities to deliver the intended results, a new innovative idea was delivered through the execution of this recruitment process. The entire process segregated into four strategic components: sourcing of the candidates, manage such candidates, on-boarding services and execution of capabilities. By this process, an in-depth scaling of candidates had taken care of and hiring managers of the organization kept in constant touch through the screening process with each candidates. The unique part of this new model was that the company even gave successful senior hires gifts along with personalized card to welcome them. This effort indeed made favorable impacts over the thought-process of the chosen candidates. It hopes a long lasting relationship with employees as well. Detailed Diagnosis: Based on the case study scenario, the new recruitment model of the company broke down the entire process into four components. Thus it could be anticipated that the company would like to see more detailed approach while recruiting a single candidate. For instance, the human resource professionals would like to screen or shortlist candidates based on the resumes submitted. However, the initial responsibility of the sourcing team was to understand the requirements of the company including the requirement of the specific skill sets, the total number of vacancies and the delivery date of those resources. The inherent responsibility of the sourcing team was to generate the appropriate candidate resumes to meet the demand. By the investigating this process, this can be evaluated that the process was apt for conducting the initial screening and validation of sourced resumes. Here the organization made separation from the candidate sourcing from the evaluation process. By this approach, the overall integrity level was improved. However, there was a risk associated because screening team would shortlist candidates based on their understandability about the candidates capabilities. Secondly, the sourcing procedure scanned resumes based on three dimensions: a skill-set profile, the responsibility level of the hire and the diverse work locations. However, the entire process was complex and time consuming. By following this process, recruiters searched several sources like employee referrals, internet, job fair, staffing agencies, headhunters and print media as well. Thus, applying strategies for the selection of suitable numbers of candidates as per the demand of the position is indeed a challenging part. This process would be difficult to maintain during the time of urgent requirements of the company. On the other hand, Accentures value proposition as an employer has been tested by the components of candidate management. In this section, sourcing professional applied the best possible channel based on their specialized knowledge. The best part was that the source management people would not be influenced by any extraneous factor. It means that no personal influence or referral would be accepted without the following evaluation process. Here the line manager could show their best capabilities by only handling the evaluation competencies. Furthermore, the function of on-boarding ensured a smooth transition for the selected candidates from the time of offer till their joining. In this context, this can be said that an interim period of the selection of the candidates had been addressed more promptly. Lastly, the approach of using technologies to evaluate recruitment process performance was being assessed by using multiple matrices including fulfillment of demand, the quality of the person hired, associated costs per person hired, delivery cycle time and score received in the candidates survey and many others. However, there are many HR specialists evaluates that score received from the candidates survey process should not be incorporated because unsuccessful participated candidates generally will give the negative comment about the capabilities of the concerned recruitment person. SWOT of new recruitment process: Strengths: In-depth sourcing procedure would help to shortlist the right candidates Understandability of source managers would be tested during the process Process integrity has been improved while separating the candidate sourcing from evaluation The function of on-board processing ensure smooth transitions for the candidates Weaknesses: The entire recruitment process is time consuming so fast demand of human capitals would difficult to accomplished Successful execution would be challenging because of several recruitment people were involved in this process and different parameters would have been tested. Opportunities High chance of selection of the right candidates as per the company demand During the selection process, the recruiters would check relevant skills, experience and capabilities of candidates and match it with the demand of the organization. Accelerated organizational performance can be achieved by adopting right candidates at the right positions Threats: There was a high chance of candidates might get frustrated due to following long screening process It is difficult to fulfill the organizational demand during urgency. Huge money needs to be invested for developing and modifying recruitment process during frequent intervals. Action Plan: Accenture should improve the level of coordination where scale of hiring and fast delivery system needs to be more constructive. The process coordination needs to be aligned with the projects demands of the organization. The on-board job functions should be ensured more smooth transition during the processing phase of the right candidates. The entire recruitment process should have been completed within 2 weeks so that the company can use recruited human capital on an urgent basis. In the IT sector, the particular skill-sets of candidates are required for a specific project and the recruitment team must fill-up that position at the right time. The candidate verification process can be outsourced to other organizations to make it fast and perfect. References: Bluen, Steve. Talent management in emerging markets. Knowledge Resources Publishing, 2013. Chand, Masud, and Rosalie L. Tung. "The aging of the world's population and its effects on global business." The Academy of Management Perspectives 28, no. 4 (2014): 409-429. Festing, Marion, and Lynn Schfer. "Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective." Journal of World Business 49, no. 2 (2014): 262-271. Gadadh, Latha. "A study of human values and its impact on talent retention strategies in it companies: a study conducted in bangalore urban district." (2014). Johannsdottir, Lara, Snjolfur Olafsson, and Brynhildur Davidsdottir. "Insurance perspective on talent management and corporate social responsibility: A case study of Nordic insurers." Journal of Management and Sustainability 4, no. 1 (2014): 163. Sheth, Jagdish, and Arun Sharma. "5 Orchestrating human capital in the Indian IT service market." Business Models and People Management in the Indian IT Industry: From People to Profits (2015): 79. Stahl, Gnter, Ingmar Bjrkman, Elaine Farndale, Shad S. Morris, Jaap Paauwe, Philip Stiles, Jonathan Trevor, and Patrick Wright. "Six principles of effective global talent management." Sloan Management Review 53, no. 2 (2012): 25-42.

Harry Brod Essay Example

Harry Brod Paper With feinism being an ever present issue in today’s society, this project aims to analyse male reception and resistance to feminism in order establish to what extent men can be involved with it. To do this, facilitating as well and hindering factors have also been examined. Many feminist authors and critics have been utilised in order to answer whether men can ever call themselves feminists. It has therefore also been vital to consult the stances of anti-feminist groups so as to ensure a balanced look at the issue. Extensive research was also carried out into the psychology of ambivalent sexism as well as that of anti-feminism, with a look at the role of masculinity. Finally, integrative movements such as the recent He for She campaign have been considered for its work in engaging men in feminism. Introduction There are many ideas behind the actual theory of feminism and this therefore divides feminists into three main schools of thought regarding the subject these include; Radical, Marxist and Liberal Feminism, all of which agree on one thing which is the advocacy of womens rights in economic, social and domestic settings. We will write a custom essay sample on Harry Brod specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Harry Brod specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Harry Brod specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The idea is therefore to place women at the same position that men have allegedly held for centuries thus promoting equality Feminism It is widely agreed upon that the beginning of the movement was in the mid to late 19th century as the groups such as The Womens Suffrage formed to campaign for the suffrage and rights of women. However, the pivotal point in feminist history came after the active involvement of women in the efforts for the Second World War. By the 1960s men had to make a decision on Feminism, they could ignore it and retire to the past ideals of male entitlement, completely reject it and fight against it or alternatively actively support it alongside the masses of female supporters. Men versus Feminism allies or enemies? The first and definitely the most difficult problem men had with feminism and still do, is that it isnt directly about them and as a result it becomes a major task for them to engage with it in a positive way. Feminism is only designed to affect women and contribute towards womens struggles and issues. One argument supporting the inclusion of men in the feminist conversation is that through the exclusion of men from the movement is defined as exclusively a female struggle, which could be argued to be sexist in it. This theory thus demonstrates that men must share the burden of the struggle to end sexism against women; otherwise feminism will find itself mirroring the very sexism it strives to eliminate. [1] However, in recent times it has become more and more popular among womens groups, to accommodate and incorporate constructive male viewpoints into the discussion. This has in turn eliminated some of the hostility between female feminists and men. A major example of this is the He for She campaign which was founded in September, 2014. It is a solidarity movement for gender equality initiated by UN women; it aims to engage men and boys as forces for change through feminism. Another issue that men face is the ambiguity of their position within feminism, therefore it becomes unclear how much they are required to contribute to the cause. However in many cases female feminists are only open to listening to the contributions of women as they are the ones directly affected by the discriminatory practices of sexism. Some feminists however, disagree and align themselves more with the argument that sexism towards women is just as maladaptive to men as it alienates them from roles in society most commonly associated with women, for example single fathers are perceived as less competent within the rigid boundaries of what Raewyn Connell has coined hegemonic masculinity. [2] In the early 1970s however a countermove to feminism was started for mens rights, it claimed that feminism had gone too far and had begun to negatively affect the lives of many men as a result. The mens liberation movement acknowledged the enormous gap in power that existed between men and women in society but by the late 1970s the movement found itself divided into two separate groups and adopted opposing views : The pro-feminist mens movement and The anti-feminist mens rights movement. The latter then completely rejected feminist principles and focused on promoting tradition gender relations and roles. In the following decades, men’s liberation activists began actively discouraging societal changes promoted by feminists. One thing that limits the amount of collaboration between the sexes regarding feminism is the common confusion between the biologically assigned male sex and the image of masculinity promoted by society. Therefore, a problem arises from the assignment of rigid gender roles to sexes and thus affording men privileges of which women are deprived. [3] In light of suggestions by Harry Brod that to study men is to study masculinity, however it is evident that in many cases studies of masculinity as well as the male experience, particularly those conducted by men often fail to acknowledge masculinity and their own part in expression of masculinity as a problem (Cynthia Cockburn). This reveals the ways in which this obsession with maintaining masculinity is detrimental not only to gender relation in general social interaction but also on a larger scale in perpetuating the patriarchy. [4] [5] Resistance Many men look at feminism like they would do religious extremism. Both sections of society typically involve both fanatical ideologies and attempt to impose their view of the world on to the people around them. Many men who oppose the movement claim to simply want assurance that its goal is gender equality rather than social ascension for women through the simultaneous oppression of men. Most perceive feminism as the sole movement that is responsible for the increased marginalisation of men and boys in society and the erosion of their legal rights. Men see feminism as a movement that places the interests of women above the interests well above that of women. A movement for female supremacy and essentially of matriarchy propaganda . Of course feminists, in response argue that not all feminists believe this and the vast majority of examples of criticisms are merely the rhetoric of minorities which dont represent the wider community of feminism. However, to the opposition there still appears to be a systematic hate aimed at men.

Free Essays on Voice Of America Programing

Voice of America Programming Assignment What music embodies the spirit of America? One could say it was the original genres, blues and jazz. One could say it the folk music of our early immigrants. One could say it’s the unique way that Americans change international musical styles to suit their lifestyles. To me it is all of the above. America is unique in the way we are allowed to so thoroughly express ourselves in our music. Political views, religious values and societal issues are fair game without fear of government persecution. I think that if one is to show the true Voice of America all aspects of American music must be represented. The best way to do this would be to divide the entire broadcast into segments. I will discuss some sample program segments and why I believe they are an important part of the American Voice. When most think of American music their first thought is usually of the modern music we hear on the radio everyday. Pop. Rhythm and Blues. Modern Rock. I would devote a 2-3 hour segment to each of these genres. These songs generally have love themed topics, something that in itself is universal and non-controversial. They tend to reflect the ideals of teens and young adults (13-23). This would also, from a marketing standpoint, be a hook. This is music that is not filled with overtly political themes (in most cases), but does reflect some of the Mass’ ideals. It would be impossible not to acknowledge jazz and blues. Throughout the jazz era, slavery was in full gear in the south. Within a few years, the civil war broke out. Jazz was not only played for listening pleasure, jazz was played as a way to express feelings and tell stories, since in some areas it was illegal for slaves to converse at large. From jazz grew the blues, blues was a form of jazz in which there would be a slow beat and a rhythmic story being told in sync with the beat. These genres are also entitled to at least 2-3 hours api... Free Essays on Voice Of America Programing Free Essays on Voice Of America Programing Voice of America Programming Assignment What music embodies the spirit of America? One could say it was the original genres, blues and jazz. One could say it the folk music of our early immigrants. One could say it’s the unique way that Americans change international musical styles to suit their lifestyles. To me it is all of the above. America is unique in the way we are allowed to so thoroughly express ourselves in our music. Political views, religious values and societal issues are fair game without fear of government persecution. I think that if one is to show the true Voice of America all aspects of American music must be represented. The best way to do this would be to divide the entire broadcast into segments. I will discuss some sample program segments and why I believe they are an important part of the American Voice. When most think of American music their first thought is usually of the modern music we hear on the radio everyday. Pop. Rhythm and Blues. Modern Rock. I would devote a 2-3 hour segment to each of these genres. These songs generally have love themed topics, something that in itself is universal and non-controversial. They tend to reflect the ideals of teens and young adults (13-23). This would also, from a marketing standpoint, be a hook. This is music that is not filled with overtly political themes (in most cases), but does reflect some of the Mass’ ideals. It would be impossible not to acknowledge jazz and blues. Throughout the jazz era, slavery was in full gear in the south. Within a few years, the civil war broke out. Jazz was not only played for listening pleasure, jazz was played as a way to express feelings and tell stories, since in some areas it was illegal for slaves to converse at large. From jazz grew the blues, blues was a form of jazz in which there would be a slow beat and a rhythmic story being told in sync with the beat. These genres are also entitled to at least 2-3 hours api...

English Grade 12 - Araby questions Case Study Example | Topics and Well Written Essays - 250 words

English Grade 12 - Araby questions - Case Study Example 2. The bazaar seems like a very sorry excuse for a country fair. It is a place of bright lights and flash when it is fully running, but it is exposed as something cheap and empty when the lights are turned off. This is why the boy is disappointed when he gets there, because he is realizing that all that glitters is generally trash. The disillusionment he gets from the turned down lights is the physical embodiment of the spiritual disillusionment he gets regarding the nature of girls. 3. Throughout Joyce’s story, it can be seen that the boy’s desire for Mangan’s sister as well as his desire to go to the bazaar are truly both expressions of the same desire to escape from his everyday experience. This is made clear in the case of the girl by the things he associates with her: â€Å"These noises converged in a single sensation of life for me: I imagined that I bore my chalice safely through a throng of foes.† This reveals that his thoughts regarding the girl are more associated with ideas of adventure and romance than they are involved with the girl herself. His conceptions of the bazaar are equally tied to an idea of escaping his everyday experience. â€Å"The syllables of the word Araby were called to me through the silence in which my soul luxuriated and cast an Eastern enchantment over me.† Again, his response is not based on any consideration of what reality might be but is instead couched in terms of adventure and difference. The quickness with which the boy transitions from the girl to Araby to disappointment in both reveals the degree to which his true desire is to escape the unchanging reality of his daily

Different key factors that influence the failure of projects Essay

Different key factors that influence the failure of projects - Essay Example Industries view project failures as either a pathological state to be avoided or a logical problem of goal definition (Lindahl & Rehn, 2007). This paper will focus on the different key factors that influence the failure of projects especially on the field of information technology (IT). It will discuss the different stages in the project lifecycle and the possible areas of failures in each stage. Furthermore, the paper will tackle the concept of risk management and its benefits in a successful project development as well as in preventing failures. A successful risk management system incorporated in a project will create a programme for handling probable causes of project failures. IT projects fail when it does not meet one or more of its criteria for success. The criteria for successful IT projects are delivery on time, completion on or under budget, and satisfaction of user requirements. Only a few projects achieve all three (Grossman, 2003). In summary, failure can be defined as a system which does not perform as expected, not operational at a specified time and cannot be used in the way expected. There are four key factors that can be associated with project failures. These are design, data, cost and operations. A poor design phase can result in a system that does not match customer expectation, or fails to capture the basic business requirements. The data factor may include inaccurate, inconsistent, not available or incomplete information and records. The cost factor involves the operational costs to implement and run the system that far exceeds the identified business benefit. A survey showed that 35% of all major information systems projects are over budget, termed "runaways", such as the Stock Exchange Taurus Project and the London Ambulance Service (Flowers, 1996). Project Lifecycle The project lifecycle defines the beginning and the end of a project. It is a collection of generally sequential and sometimes overlapping project phases whose name and number are determined by the management and control needs of the organisation (Project Management Institute, Inc, 2008). It also determines which transitional actions are included and which are not in every stage of the project from beginning to end. It can be used to link the project to the ongoing operations of the organisation. (Choudhuri, 2005) The first phase of the lifecycle is the initiating process which involves those processes performed to define a new project by obtaining the authorization needed to start the project. The second phase is the planning process which includes those processes required in establishing the scope of the project, refining the objectives, and defining the course of action in order to attain the objectives of the project. The third phase is the executing process which encompasses those processes performed to complete the work defined and to satisfy project specifications. The fourth phase is the monitoring and controlling process which includes those processes required to track, review, and regulate the progress and performance of the project. The last phase is the closing process which considers those processes performed to finalise all activities to formally close the project. (Project Management Institute, Inc, 2008) Causes of Project Failures In every phase of the project

Business analytics Assignment Example | Topics and Well Written Essays - 500 words

Business analytics - Assignment Example Without clear understanding of the data, it is very difficult to collect clear requirement and set both specifications and expectations. Data must be clearly defined and understood to be leveraged by any platform. It is true that a proper understanding of requirements and specifications is necessary for the success of a business analytics project. This would ensure that the analyst and the client are on the same line of thought before the project starts. Clear understanding of the data is also a must, since it is impractical to provide an analytical solution using data which you do not understand. Project scope creep (assuming clear expectations and corresponding specifications) is the biggest risk. If all of the important pieces are covered, scope creep can cause delay, missed development milestones, design flaws and an ultimately late, over budget and incomplete project. The writer does not seem to have an understanding of project scope creep. Scope creep occurs when the scope of a project changes, in most cases grows, during development. With objectives and requirements properly specified at the beginning of the project, this should not be an issue a) A clear ability to translate and interpret business requirements into technical ideas: I have found that this soft skill is absolutely necessary in the age of portable, mobile, agile and high volume analytics. There is no really ability to encapsulate technical staff from business users and the direct communication between the two can heavily influence success and trust. b) A solid understand of SQL(and NoSQL methods if appropriate), data relationships, and basic database design: all solid analytics professionals should have good SQL skills and a solid ability to explore, understand and prototype data. This gives them a significant head start when discussing and analyzing requirements and designs. c) An ability to frame and bracket an analytics problem and isolate

Growth Strategy To Be Market Leader In Retail Marketing Essay

Growth Strategy To Be Market Leader In Retail Marketing Essay Mydin Mohamed Holdings Bhd is a local business organization in retail industry under the leadership of chief executive, Datuk Ameer Ali Mydin. The business starts its operation since 1957 in retail and wholesale. In the economic environment, Mydin face challenge from other key players such as Giant, Tesco, Carrefour and Econsave. Currently Mydin has 4 hypermarkets and its total stores are 55 which located at Klang Valley, Terengganu, Kota Bharu, Seremban, Nilai, Johor, Alor Setar, Melaka, Penang, Pahang and Kelantan. To compete, the company plans to expand their business and grow organically. Mydin imposed low pricing strategies and provide economically price goods to its customers. Surely, the expansion and growth will influence the business objective. Below is the comparison data of retailers with its number of stores in Malaysia. Retailer Number of stores Giant. 40(hypermarket/superstores) Total Giant stores: 100 Tesco. 35(hypermarket) Carrefour. 23(hypermarket) Econsave. 38(supermarket hypermarket) Mydin. 4 hypermarkets. Total Mydin stores : 55 Hypermarket list is not exhaustive. [Business Times , Saturday, July 31, 2010] Therefore I would like to investigate whether Mydins expansions and growth strategy is viable to the business to gain market share and emerge as market leader. RESEARCH BACKGROUND. This commentary will be based on these following supporting documents; MYDIN EXPECTS 10pc RISE IN PROFIT, QA with Datuk Ameer Ali (Mydin)/SKORCAREER Mydin to built its biggest hypermart in Kota Baru/Business Times. New logo,motto for Buy Malaysian Campaign/mydin.com.my INTERNAL CENTRE OF LEADERSHIP(ICLIF)-2009/MYDIN CASE STUDY. Microsoft Supports Malaysian Retailers Aggressive Plans to Expend. Malaysia mulls bar-code system for halal, products Business Times MARKETING. Marketing Planning. As a retail company in Malaysia, Mydin had implement several marketing planning to boost their sales and obtaining bigger market share. Therefore, this commentary will examine the marketing mix approached by Mydin to successfully market their product and formulate their marketing strategy. Therefore, Mydin can moves towards becoming a market leader. Marketing mix: Product. Mydin has a wide range of product line such as food line, soft line, hard-line and household items. Due to the wide range of product, Mydin will benefits from larger customer base. This will give positive advantage to Mydin as its customer can obtain all products needed here at lower and cheaper price. As a local player, Mydin provide items that are complement with its customers need. Majority of Malaysian are Muslims. Therefore, Mydin provide local prayer mats, prayer garment for women and traditional product which are rarely found elsewhere. However, Mydin should consider its non-Muslim customers due to the image of the place where only Muslim shops. Place. Besides, Mydin is currently expending their business into different format namely hypermarkets, emporium, and My Mart (24 hour convenience stores). As referred to growth of Mydins chain by the year 2009 to 2020, the business forecasted to have 26 Hypermarket, 60 Convenience Store, 20 Emporium and 5 My Mart  [1]  . This investment cost the business a large amount of cash which is RM 200million for supermarket and 60 million for the building of hypermarket  [2]  . The managing director tries to emulate the growth strategies of Kmart by having My Mart although Kmart experience bankruptcy. This expansion can help Mydin, reachable for its customers with various channel of distribution. For example, the choice to build the biggest hypermarket in Malaysia at Kota Baharu  [3]  is due to high demand and larger land available. However, Mydin should consider their large expansion as they may be affected by diseconomies of scale. Promotion. In terms of promotion Mydin apply me-to-promotion where Mydin follow and respond to their rivals marketing strategies such as purchasing similar advertisement board and article from newspaper  [4]  . One of its outlets in Subang Jaya has a digital billboard, controlled digitally from its office. This provides fast response toward its rivals advertisement. Besides, Mydin should consider having other marketing strategies such as advertisement through website or radio to provide detailed information and awareness of their existence. Price. Mydin is well-known for selling its product at wholesale price (40% of its business is wholesale). As compared to its rival, (Giant, Tesco and Carrefour) Mydin is a favorite place for shopping especially in period of economic down turn. They gain RM 1.3 billion in 2009 from RM 1.1.in 2008  [5]  . This proves that as Mydin grow organically, they gain strength in volume, thus can sell cheaper as compared to its rivals. Therefore, the situation is inciting its marketing objective. Positioning. Market positioning is crucial to portray a good corporate image and differentiate Mydins product over rivals. The unique selling point (USP) of Mydin that makes the business stand out from others is the embracing the concept of Halal (following the dietary law in Islam)  [6]  . As most Malaysian are Muslim and very particular in Halal product, the USP is an added advantage. Mydin popular slogans: Where everybody can buy  [7]  also provide a perception towards the customers that in retail industry, you can buy product cheaper at Mydin. But Mydin need to sustain the image by providing items cheap and not providing cheap items with low qualities. Mydin can perceive its brand to be a bargain brands (at high quality but with low price) although its hard to sustain. Therefore, with the growth and expansion strategies, Mydin is moving from Economy brands towards Bargain brands.  [8]   Quality High Low High Premium brands Cowboy brands Low Bargain brands Economy brands Price Figure 1: Perception map showing relationship between price and quality. The slogan is in line with governments campaign, Buy Malaysian  [9]  which educates Malaysian to buy local product (Mydin provide local product on its shelves). Mydins outlet at Subang Jaya has been chosen as the place for exhibition attends by Prime Minister to launch the campaign  [10]  . Besides, Mydin together with Halal Development Council (HDC) organized Halal training program course for small- and medium-sized entrepreneurs (SMEs)  [11]  . The corporate social responsibilities (CSR) done by Mydin enhance its image and will attract customers to choose Mydin instead of others. OPERATION MANAGEMENT. Product Planning. As Mydin grow, the business may affected by overtrading due to stockpiling  [12]  . This situation can increase cost and later absorb on the price of product. Hence, Mydin decide on Microsoft Dynamics AX for Retail to applied Just-In-Time stock management  [13]  . The software provides information for its suppliers and decision-makers so that the distribution of stocks runs smoothly from stores to supply chain  [14]  . By this, Mydin can be more responsive to its customers, reduce their break-even point, and improve cash flow and the working capital cycle  [15]  . Consequently, provide competitive advantage towards its rival. HUMAN RESOURCES. Organizational Structure. Besides, Mydin interfere coordination problem of its managers as the business grow hierarchal taller and wider span of control. Communication across the organizational structure will become time consuming and in certain case may be distorted. To overcome this, Mydin decide on Microsoft Office SharePoint Server 2007  [16]  that allows massive information to be provided to all layer of the organization and its suppliers. Motivation. In becoming a market leader, Mydin must have a productive employees to generate larger working capital.16.2% of its workers are foreigners and the remaining are locals  [17]  . To create sense of belonging to work and generate teambuilding between workers, the company provides financial and emotional support  [18]  . According to Maslows hierarchy of needs, people are motivated more than just money  [19]  . Mydin meets the social needs of its worker by conducting birthday parties, cultural dance and inter-branch sports.  [20]   CONCLUSION. Mydin has implemented huge expansion and organic growth of its company. They try to gain their market share by becoming more competitive toward its rival. In becoming so, a transformation throughout the organization is done. Based on the marketing planning carried out, Mydin is currently on the right direction towards its corporate objectives. We can notice how Mydin develop strategic marketing mix to successfully market their product. However, there is some areas that should be improved and focus on. In terms of product, Mydin can try to attract non-Muslim customers by having a promotion or creating an image of Mydin as a place for anyone. Besides that Mydin has wide channel of distribution. However, Mydin should also consider dealing with diseconomies of scales. One of the choices is by introducing measures to remove productive inefficiencies. Mydin might count the effectiveness of each of the business format. The marketing strategies indicate that Mydin can gain higher market share from its competitive advantage in promotion and price. In positioning their product, Mydin had done it well through their USP, slogan and CSR played. They manage to give clear perception of the business to public. Hence, they can gain more customers in the future. In operation management and human resources, Mydin try to centralize their management to hinder business runs at loss and to generate efficiencies. Their decision to cooperate with Microsoft Corp. is a right choice to place Mydin at top amongst other key players. Also, without neglecting its employees needs and demands. Overall, based on the analysis of marketing planning, operation management and human resource Mydin expansion and growth strategies is viable for the business to be a market leader in retail industry.

Sexual Harassment in the Workplace :: Workplace Harassment Essays

Sexual harassment in the work place is one of the most troubling matters for an employer. If it is left unattended, claims of sexual harassment could place the business at serious risk for costly financial damages and ruined reputations. Employers must open their eyes to the possibility that sexual harassment could happen in their work place and must take all possible steps to prevent its occurrence. In legal terms, sexual harassment is any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile or offensive working environment. Sexual harassment is any offensive conduct related to an employee's gender that a reasonable woman or man should not have to endure. Sexual harassment covers a wide range of conduct that is all illegal. An employee who has been led to believe she must sleep with her boss to keep her job has been sexually harassed, as has one whose co-workers regularly tells offensive, sex-related jokes and plaster their walls with pictures of nude women. An employee who is pinched or fondled against his or her will by a co-worker has been sexually harassed, as has one whose colleagues smirk at her, block her path or act like they're going to grab her. An employee who is constantly belittled and referred to by sexist or demeaning names has been sexually harassed, as has on who is subjected to repeated rude or pornographic remarks. Sexual harassment occurs when a supervisor acts as if the women working under him owe him sexual favors, and it also occurs when a co-worker attacks or intimidates a woman because he doesn't think she should be doing what he considers man's work. It occasionally drives from an excess of sexual desi re by the harasser, but most often it is motivated by fear, power or hate. Most cases of sexual harassment are never reported, because the harassed women are too degraded, too uncertain of their rights or too fearful of retaliation to do anything about it. Thousands of harassment claims have been filed through government agencies and company complaint procedures. There are many misconceptions about sexual harassment that many men fear. Sexual harassment laws have prevented men from complimenting a woman or asking her out for a date, which is acceptable. Nothing in the law prevents dating, as long as it is done in a reasonable manner that respects a co-worker?

The Call Centre and Tengo Ltd.

TABLE OF CONTENT INTRODUCTION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 03 POOR CUSTOMER QUALITY†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 03 HIGH LABOR TURNOVER IN THE CALL CENTRE†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 04 REMEDY â€Å"TURNOVER†Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 05 IS TURNOVER LIKELY TO BE UNIVERSALLY DYSFUNCTIONAL?†¦ 06 CONCLUSION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 07 RECOMMENDATIONS†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 08 REFERENCES†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 12 INTRODUCTION: The main objective that focus on this report is to analysis the â€Å"employee perspective issues† that are mainly concerning and involving the employees who are contribute to the poor services quality of the Tengo Ltd.The report is mainly focusing some key areas that are including some key suggestions and it may be overcome the direct and indirect difficulties that effect employees on their job. Using organizational theories and analyzing the employee’s attitude to justify the information that they provides and forecast some solution as well as recommendations moreover the whole report is mainly based on employee job satisfaction and dissatisfaction, absenteeism and lacks of involvement with job, turnover of the employees which HR strategies are expected to improve relations of employees.The main objectives that focus on this report, how Tengo Ltd can improving their work environment moreover to reduce employees dissatisfaction which get better work performance in the organization. .At the end of the report, there are some detailed recommendations with possible solution will include. The recommendation mainly based on how Tengo Ltd can deal with the upcoming challenges. POOR CUSTOMER QUALITY: In actual fact, Tengo’s poor customer quality can be endorsed the problems of people and the whole process.The new computerized system which required standardizing customer service, develop the management capability to monitor the service quality of Tengo and accelerate the response times is not provide the desired result. Also customer dissatisfaction indicates that the quality of service is not appears a function of workplace technology. The resolution of the poor customer service is supplementary promi sing to arrange in the organization of work. The main impact comes from the restructuring process and in particular way the inflexible severance between units and the awareness of workers in exact areas of customer service.This process mainly removed the job rotation which is expected to show the approach to develop equal advantages of service quality and job satisfaction. High turnover rate in the customer complaints department mainly indicates a lack of essential job satisfaction in the workplace. However this fact is directly related with the employee’s attitudes towards their job. In addition, the growing labor turnover rate at Tengo’s is indicating unconstructive impacts on service quality as well as the new trained workers are replaced with skilled employees.The restructuring process and the job loss are mainly liable to have employee confidence and moral that might be measured to represent the abuse of psychosomatic agreement with a consequent impact on the expr ession of flexible behavior. HIGH LABOR TURNOVER IN THE CALL CENTRE: For analyzing the labor turnover two themes are included at the beginning stage. Firstly the nature of call centre work and the second theme is the work and management at Tengo Ltd. Thaler and Carter (1999) said that, the use of call centre and development criteria are to handle different characteristics of customer relationship management maintains to grow quickly.Mainly the call centre provides both customer service and opportunities of sales to the public. The main considerable issue whether the call centre works is naturally dissatisfying and the lack of diplomacy (means lack of control) and the management performances are liable to be connected with poor employee relation. Slater (1999) noted that, the call centre employees get very little respect from their superior. For that reason they felt more stress. To analyze the Tengo Ltd it has been clearly view that the employees are not satisfied with their work.Fo r the reason of restructuring employees are always stressful and their service quality fall down. The restructuring process mainly detached the job rotation which is the key area to develop the employee ability and get equal advantages of service quality as well as job satisfaction. Frenkel et al. (1999) describe that, the great job satisfaction is being connected by the end appearance of the work. This categorization can be useful where complaint management, for illustration, is expected to stick to the previous, even as the technical help is being possible to be related with concluding.In addition the beginning of differentiation and the task spelization between units can also be talk about comparative to low satisfaction, required multiplicity and boredom as achievable â€Å"push† factors. The additional issue apprehensions terms and conditions of worker at Tengo and it seems that better Tengo and call centre’s (other than pay) existing at other close by call center s. The restructuring and content of morale is too likely to be important. Tengo’s payment method is higher than others call centre. However the work environment is not friendly that’s why employees are discouraged and dissatisfied with their job.The less favorable facilitates includes work longer shift comparing nearby call center’s employees, employees are received few holidays and very few opportunity for training and development. Only payment is not the key criteria to satisfied organization’s employees. The consent meaning of Granny, Smith and Stone (1992) the job satisfaction is an sentimental (called emotional) effect to one’s job, consequential from the present evaluation of real outcomes with individuals that are desired (deserved, expected and so on). REMEDY TURNOVER:For the proper understanding on labor turnover the organization’s management needs to find out some key criteria that are mainly relevant to understand properly for the reason of turnover. The reason of turnover is not always showing the bad things happen in the organization. However, the perspective of business analysis turnover is not bringing good things for the organization in most of the time. The criteria that management needs to address: 1. Who/who is not leaving the organization? 2. Why they are leaving/ staying in the organization? 3.Where are the leavers departing to work (if somewhere)? To analyze this case study, many reasons that happens to leave the workplace at Tengo Ltd. According to this report several criteria can be found why employees are leaving their workplace. Employees are dissatisfied about their job Impact of restructuring for that reason job rotation is being removed Work environment is not friendly Work in longer shifts and getting fewer holidays Lack of training and development Rigid workplace Job redesigns that why some employees lost their job. Less employee priorityReduce training and development cost that’s why it’s not effectives Lack of promotion The problem arises when restructuring process starts and the new job design implement by the organization. There are mainly three units in this restructuring process level 1, level 2 and level 3. But the main facilitates goes to the level 3 employees who deal the technical work. That affects employee’s moral and turnover increase. On the other hand, before restructuring the employees can moved other departments if they want and this process they cannot felt boring and they got the trained to take on a multiplicity of roles.However, after the restructuring process the customer service director divided the employee’s responsibility of every department and give restriction for going other departments to improve the employees. Even though, this process cannot work properly and after two months, 25 percent of new recruits employees left the job. Kemery et al. (1985) said that, most of the stressful jobs are directly connected to intention to leave the organization. In that case, the management needs to identify with the dynamic of labor turnover and to recognize outline of turnover that might contain a negative result on the employee performance.For doing this work organization obtain immediate approach and search for the categorization of former or present patterns of turnover during exit interviews and analysis of turnover data. Besides such an approach, the organizational management might too be proactive in looking for the identification and address the interior drovers of turnover throughout attitude survey of employee and appropriate responses to â€Å"head-off† any probable problems. IS TURNOVER LIKELY TO BE UNIVERSALLY DYSFUNCTIONAL?Constantly the turnover is visibly affecting the customer service quality at Tengo Ltd. However some turnover is expected to be functional somewhere it directs to the failure of poor performance or individuals inappropriate to the work place. Although this sit uation become visible to be the case in the complaints unit where after passing a short time the new recruits are leaving from the organization. Although this turnover emerge to specify a collapse in employee training and selection. Fried et al. (2008) describe a remarkable step.They analyze and found that the role anxiety was directly connected to the individuals work performance during the job satisfaction and was ultimately connected to job performance during tendency to leave. The process of recruitment and selection criteria is not working appropriately in the Tengo Ltd. However Tengo’s Payment method is higher comparing others call centre even it is creating problem when management decide to reduce the training and development cost as lower as possible. The new recruit’s workers are not getting proper training from the organization.Even though the newly recruits employees are working with the present experienced employees. The gap is too high between newly recrui ts and experienced employees since the newly recruits employees are not well trained. For the reason of job redesign process 25 percent of new recruit’s employees ware being leave there job within two months. Wilton (2010) described that, the majority of employee turnover can be measured dysfunctional for the multiplicity of reasons and the reasons are failure of knowledge/skill, worse return on speculation in HRD, indicative of wider worker relations problems.CONCLUSION: Here the solution would appear to be relevant whether the Tengo’s management was looking for poor service quality as well as high labor turnover. The possible scheme might be contain the reintroduction of several job rotation and connected with cross-training program, enhanced the effective selection and recruitments processes to ensure pragmatic job preview, more emphasize for training and development program moreover present benchmarking implementation by focusing terms and conditions of employ rela tion to that of opponent. RECOMMENDATIONS:After analyzing this case study and current situation of Tengo Ltd, following criteria would be focus for recommended to the managers of this call centres. Determining the job satisfaction in the course of evaluation: Tengo’s HR manager must assess the overall job satisfaction of the employees moreover why employees are not satisfied when they got the high payment comparing others call centre. In addition the job satisfaction is very sensitive issue which is mainly consequential from the evaluation of jobs based on several assured features.However the evaluation procedure might be included following criteria: 1. Survey research: HR manager at Tengo Ltd should accomplish survey research among all the employees who works in Tengo Ltd to verify the job satisfaction level. The survey has been taken by two ways that are verbal and written process moreover the written process is more effective comparing to the verbal process. In addition th e written survey process is more realistic, reliable, cost effective and more accurate.On this written survey research process the question for the employees might be â€Å"what issue/issues is/are mainly the big reason for employee job dissatisfaction? † 2. Rating method: moreover another way to measure the employee’s job satisfaction is the rating method. The rating method mainly includes two ways measuring criteria. Single global technique and summation score technique. However the global rating method is mainly based on the single question technique that is judging all the characteristic of job satisfaction and how much satisfied the employees about their job as well.In addition, the summations score technique measures all the aspects of job and ask the questions for employees that includes the entire characteristic of jobs and determine each and every job feature separately. To measure the job satisfaction at Tengo Ltd, the summation score technique is more effect ive rather than global rating method. Enhance to use the summation technique the managers would be able to measure every characteristics individually moreover that includes supervision, recent pay scale, effective relationship with co workers, nature of work environment.Adding up the company would be use a rating scale that mainly called liker scale moreover it includes 1 to 5 consequent points. The rating scale might be related to â€Å"highly dissatisfied and highly satisfied†. However this process is very easy for employees since employees would be able to circle the best suitable number for all characteristic and at last all score would be calculate for getting the appropriate result. Performance evaluation: performance evaluation is another criterion that HR manager must practice during Tengo’s development process.Under this evaluation program managers have to set up several development processes that are implement for access to every employees in this organizatio n. Furthermore, the call centres advisors should be expectant to generate their individual’s personal development plans, for that reason being they might be develop as well as monitor their individual performance. Learning as well as training: training program creating employees more effectives. Tengo must provide the training program for their employees to achieve organizational goals and improving their work quality as well.The first task is to identify the training needs for the organization and this responsibility goes to the HR managers. In addition managers can use training needs analysis process that helps to identify what types of training are recommended for the organization. Moreover this process might be completed during a formal training survey that accomplishes all employees in Tengo’s. 1. On the job training: on the job training is more effective. The long service employees might be locating as advisor and to train the recent and newly recruits employees. This process is very helpful to know how to perform better in organization. 2. Team meetings: team meeting is another way to determine employees mind about their work related issue moreover it helps to increase the employee relationship with top management. Tengo’s HR manager should arrange team meeting with employees. They can set up an idea that relates every week team meeting with every employee to find their perspective about job. Moreover it increases the workers productiveness and get better co relationship. 3.In-house course: in-house training program is another term to increase employee’s better performance. Under this program HR manager can accomplish a sessions for organization’s employees in a classroom environment. manager can provide some useful learning materials that includes lecture, open discussions about their work related issue etc. 4. Stimulation: stimulation process can determine the organizational needs. Moreover it mainly focuses what type s of work organization wants from their employees. Furthermore this process is very useful to connect employees with organizational work environment and culture. 5.Seminars: organization can arrange seminar to touch employees mind and build up better relationship. In every month Tengo’s manager can arrange a seminar and briefing them to hit the targets very quickly moreover this is the best way to giving employees feedback that might be very useful to get better performance from employees. Joint consultation of employee relation: employees and top management relationship is improving employees productivity as well as organization’s requirement. Manager can establish joint consultation process to improve employee’s performance as well as fulfil the organization’s demand.Rewarding employees based on performance: to give reward and to get feedback is the best way to encouraging employees performance. The effective reward management should include following c riteria: 1. Monetary pay: monetary pay is the best way to motivate employees. Up to that time the payment criteria at Tengo was based on total time spent in organization, job evaluation grade and hierarchical ranking. However direct monetary pay method is an effective approach which certifies that organizational workers are paid according to their involvement with organization. . Non monetary benefits: this is basically a non-financial reward. This process cans reinforcement employees to emphasize on better performance moreover it also motivates organizational employees. However managers at Tengo Ltd should appear at wide-ranging benefits that are given to employees in other organization. Tengo Ltd can introduce some non-financial benefits like transport service, medical care, life insurance, prize bond etc. 3. Contingency pay method: this method includes some extra pay in agreement with the fundamental pay structure.In some cases basic pay is not enough for employee’s life s urviving factors. For that reason some extra pay like contingency pay helps to motivate employees to better performance in organization. Tengo’s manager must introduce this method to motivate employees. Communication with employees: communication process is well connected with employee’s performance. To get the better performance form employees, the implementation of communication process is very important. The main objectives of this process is to get know employees feedback as well as employee engagement with work. REFERENCES:Fried, Yitzhak, Shirom, A. & Gilbon, S. and Cooper, G (2008), The Medating Effects of Job Satisfaction and Propensity to Leave on Role Stress-Job Performance Relationships: Combining Meta-Analysis and Structural Equation Modeling. International Journal of stress Management, 15, 305-328 Granny, C. Smith, P. and Stone, E. (1992), job satisfaction: advances in research and application, Lexington, MA: Lexington Books. Hemphill, T. A. (2005), US Offs hore Outsourcing of R&D: Accomodating Firm and National Competativeness Perspectives. Innovation: Management, Policy & Practice, 7, 351-356Kemery, E. Bedeian, A. Mossholder, K. and Touliatos, J. (1985), Outcomes od Role Stress: A Multisampling Constructive Replication, Academy of Management Journal, 28, 63-75 Lind, S. and Otte, F. (1994), Management Style, Mediating Variables and Stress Among HRD Professionals. Human Resource Development Quarterly, 5, 301-316 Slater D. Holding Patterns: Call Centers can be Poked and Prodded to Provide Maximum Efficiency. But Will it Cost You Your Costomers? CIO, 1999: 12: 54-61 Thaler-Carter RE. Why Sit and Answer the Phone all Day? HR Magazine-1999: 44:98-104