Research Proposal on the Impact of Motivation on Employee...

Research Proposal on The Impact of Motivation on Employee Job Performance The Impact of Motivation on Employee Job Performance Introduction People within an organization are harmoniously working together to satisfy one certain goal, whether short or long-term goal. The organization, as the collection of people, are expected to be deliver the best assets that they have which are the people bearing the knowledge and skills suitable to their position in the organization. Through the desirable performances of the employees, the organization can realize the competitive advantage in the market and among their competitors. Background and Statement of the Problem It’s very optimistic to assume that every organization can compete according†¦show more content†¦Literature Review From the previous studies regarding the motivational approaches and its impacts on various business dimensions, it deliberately identified that organizational involvement and commitment can be the other factors that might contribute to the overall job performance of the employees. Motivational approaches definitely satisfy the needs of the employees and in return, the employee repays it through their hard work. Identifying the needs and answering it is the most basic approach of every organization to earn the organization commitment of the employees (Chughtai, 2008). With the good employer-employee relationship, an employee’s performance can be only manifested on the organizational effectiveness. In the implementation of the motivation across the organization, it allows the individuals to focus on the development of their work, in terms of behavior, skills and knowledge, ethics, and effectiveness. It is also defined that motivational approaches tend to energize the workforce which can result in their expected job performance (Byham and Moyer, 2005). In addition, the motivational processes increases or influences the job performance and other work outcomes of an individual that can reach to the employees’ outmost performance and even their job satisfaction (Strain, 1995; Chughtai, 2008). On the other hand, some study contradicts that the information regarding the effectiveness of motivationalShow MoreRelatedOrganisational Culture and Motivation1496 Words   |  6 PagesINTRODUCTION AND RATIONALE As Desson and Clouthier (2010) state, culture is an important factor in both attracting and retaining desirable employees. The extent to which an employee’s needs and expectations are fulfilled will determine the motivation, job satisfaction and performance levels (Mullins, 2005, p. 499) which would be influenced by culture. XY Ltd (XY) established in 1944 has become the market leader in sea trade in Sri Lanka at present with the areas shipping, m arine services and logistics beingRead MoreThe Effect of Job Rotation on Employee Productivity1815 Words   |  7 Pagesï » ¿The Effect Of Job Rotation on Employee Productivity Research Proposal Objective The objective of this study is to examine the effect of job rotation on employee productivity. Toward this end, this study will conduct a review of literature in this area of inquiry. Introduction The success of the business organization is fundamentally dependent upon the level of employee motivation in the organization. The focal goal of every business organization is realization of profits and business decisionsRead MoreResearch Proposal on Employee Motivation and Satisfaction 916 Words   |  4 Pages I. Introduction and Objectives This research proposal will be about employee motivation and satisfaction that will be conducted at the Customer Service Department in The Dubai Electricity and Water Authority. The Dubai Electricity and Water Authority (DEWA) was formed on 1 January, 1992 to meet customer satisfaction and promote Dubai’s vision through delivery of electricity and water services at a world-class level of reliability, efficiency, safety and environment .( add about customer serviceRead MoreThe Intervention First Begins With The Singtel Sales Representatives1678 Words   |  7 Pagesincreases employee motivation as it allows employees a personal stake in the process (Gilley, Dixon Gilley, 2008). Employees can use the forum to provide constructive feedback and innovation suggestions for the organisation. The forum creates a conducive environment for the company as employees are motivated to enforce and handle the new changes, and thus, increasing their dedication to the success of the organisat ional changes. Gilley et al. (2008), highlighted the benefits of employee involvementRead MoreMotivation at Royal Mail Essay1620 Words   |  7 PagesMOTIVATION AT ROYAL MAIL INTRODUCTION Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In todays turbulent, often chaotic environment, commercial success dependsRead MoreThe Effect Of Motivation On Employee Performance Essay1483 Words   |  6 Pages The Art of Motivation Tushayla R. Brown Business 520 November 14, 2016 Using Motivation to Improve Employee Performance Outline I. IDENTIFY THINGS THAT MOTIVATE EMPLOYEES A. Draft clear goals and expectations B. Provide an accurate and timely feedback C. Provide opportunities for growth D. Make employees part of a team and include them in decision-making II. IDENTIFY BARRIERS TO EMPLOYEE MOTIVATION A. Provide the right wages to employees with different levels of expertise andRead MoreThe Correlation Between Employee Satisfaction And Their Productivity Within The Work Environment1473 Words   |  6 Pagesexamine the research analysis concerning the correlation between employee satisfaction and their productivity within the work environment. Various theories and research models will be used to validate or disprove the theory of a happy worker is a productive worker. Ultimately, the employer’s role in building and sustaining a healthy organizational culture will be analyzed and reviewed. The Role Employee Satisfaction in Organizational Effectiveness There has been a great deal of research attemptingRead MoreResearch-Proposal-on-Causes-of-Employee-Turnover4423 Words   |  18 PagesRESEARCH PROPOSAL ON CAUSES OF EMPLOYEE TURNOVER ABSTRACT This proposal is aimed at conducting a study to investigate the causes of employee turnover. Proposed study will use different research articles to develop a model which shows that employee satisfaction, employee motivation and employee involvement has an impact on employee turnover. Introduction to Proposed Research Title CAUSES OF EMPLOYEE TURNOVER: BackgroundRead MoreEmployee s Lack Of Job Satisfaction Essay1637 Words   |  7 PagesA hole is left the absence of an employee either by termination or quitting by choice (Kaur Vijay, 2016). High employee turnover leaves more holes the employer has to address and becomes expensive (Likhitkar Verma, 2015). An average cost of $3, 328 to search, hire and train the replacement for a $10 per hour employee (Sadler Evans, 2016). A median turnover rate of 67% for part-time employees is roughly half of the cost if not more (Oviedo-Garcia Vega-Vazquez, 2014). Most companies areRead MoreEssay about Negative Leadership Behavior1074 Words   |  5 Pagesto carry these out under very close supervision. Because open communication is vital to any project, these perceptions can hurt team performance. The experience with my negative leader I will name Mohammad Smith the Authoritarian. I have learned as much from this poor leader as I have from strong leaders. This negative leadership style decreases the motivation of employees because it makes them feel as though they can’t respond with any initiative or creativity. This leader did not like the

Advocates for the Abolition of Slavery Olaudah Equiano...

Farming and building houses on plantations in extreme heat from the beating sun without water does not sound enticing to anyone with the modern technological amenities available in todays world. However, slaves all around the world were subjected to harsh treatment and grueling tasks like these throughout the 18th and 19th centuries. As a way of spreading accounts of these miserable lifestyles, slaves Frederick Douglass and Olaudah Equiano documented their horrifying experiences and published accounts of them. The Narrative of the Life of Frederick Douglass and The Interesting Narrative of the Life of Olaudah Equiano highlight the cruelty towards slaves during the era of realism. Although these autobiographies contain many similarities†¦show more content†¦This shows that they were willing to act against their owners in order to gain freedom. As these abolitionist ideas spread, slaves globally worked diligently towards gaining liberty and eventually earned their independenc e. Another prominent similarity in the works of Equiano and Douglass is the belief that separation from family is the worst consequence of slavery. Slaves experienced countless hardships, and unfortunately many were unable to go through them with their relatives. Equiano describes his experience of being separated from his family in Chapter II of his story. According to his account, â€Å"The next day proved a day of greater sorrow than I had yet experienced; for my sister and I were then separated, while we lay clasped in each other’s arms (29). Earlier, the Equiano siblings had been separated from their parents, which was overwhelming. However, separation from his sister left Olaudah in tears. Frederick Douglass experienced separation from his mother at a young age. He questions, â€Å"For what this separation is done, I do not know, unless it be to hinder the development of the . . . child. This is the inevitable result† (13). Douglass never met his mother as a res ult of the whites taking him away from her. Although slaves would probably work efficiently when accompanied by their family, the masters did not realize this, and consequently disconnected families. These eminent similarities in the works of Douglass and Equiano effectively portray the wicked

Love and Dedication in The Old Man and the Sea Free Essays

There are two unique relationships that are touched upon in the novella The Old Man and the Sea by Ernest Hemingway.   The first relationship is the friendship and love that occurs between the old man, Santiago and his young companion, Manolin.   They have bonded over the years in a unique father-son relationship. We will write a custom essay sample on Love and Dedication in The Old Man and the Sea or any similar topic only for you Order Now    The other significant relationship that the story emphasizes is the one between Santiago and the fish.   It is apparent the strong love that Santiago feels for his adversary. Through these two relationships, Santiago displays his love and dedication. The endurance of love is displayed through the relationship of Santiago and his friend, Manolin.   Their relationship has seen both ups and downs, but through it all, Manolin has stood by the old fisherman.   In the beginning of the novella, we learn that Manolin’s family has forced him to work on a different fishing boat to gain more profit.   Despite this, he still visits his old employer and helps him take care of himself and his boat.   By bringing him food and water, he is displaying his genuine feelings for Santiago.   The reader sees in the final scenes, how deep this love and affection runs.   Manolin weeps for his friend as if he has suffered the loss of the marlin as well. These feelings that Manolin has built up has been the result of the companionship that they have shared through the years.   Santiago was the one who taught Manolin how to fish and has been his friend for many years.   Santiago has become a father figure for Manolin since he did not have that type of relationship with his own father.   Santiago has been able to give the boy friendship along with feelings of self-worth.   The boy feels that Santiago is the greatest fisherman: â€Å"There are many good fishermen and some great ones. But there is only one you† (Hemingway 23).   This strong bond enables Manolin to empathize when Santiago loses his great prize. Santiago has a great love for his only friend.   Without Manolin, he would be alone and he is grateful to have the boy in his life. He no longer dreamed of storms, nor of women, nor of great occurrences, nor of great fish, nor fights, nor contests of strength, nor of his wife. He only dreamed of places now and of the lions on the beach. They played like young cats in the dusk and he loved them as he loved the boy. (Hemingway 25) The reader is revealed Santiago’s strong affection for his companion when he is alone on the boat.   When the struggle between Santiago and the marlin ensues, he wishes that Manolin was there with him.   As he’s towed by the fish, the old man says: â€Å"I wish I had the boy† (Hemingway 45).  Ã‚   Santiago is very appreciative of Manolin and enjoys sharing stories with him. They talk of baseball and he relays tales of the time that he spent in Africa.   The way that the boy looks up to the old man makes him feel significant.   He feels as though he has something to teach the boy and the boy respects the skills of the man. The boy is the one bright spot in Santiago’s return from his battle with the fish.   He is content with the fact that he has defeated such a creature and is able to return to see his friend again before he joins his great fish for eternity. Santiago has a strong dedication to fishing.   In the beginning of the tale, we learn that the man has gone eighty-four days without catching a single fish.   However, he does not give up hope that his luck will change and that he will begin catching fish again.   He has dedicated his life to fishing and will not stop because he has had a run of bad luck.   Hemingway remarks â€Å"Everything about him was old except his eyes and they were the same color as the sea and were cheerful and undefeated† (Hemingway 10).   He does not wish to rely on luck, but would rather have faith in his skill as a fisherman. He has dedicated his life to fishing and has it down to an exact science.   He focuses all his energies on fishing: â€Å"Now is the time to think of only one thing. That which I was born for† (Hemingway 40).   This is why he makes such a formidable opponent for the marlin.   He knows the signs of a large fish and looks for them when he sets out on the water.   Furthermore, once he defeats the fish, he has the skill and ability to lash the great fish to the side of his skiff and set out for home. Despite the battle between the marlin and the old man, it is obvious that the man feels a great amount of love and respect for the creature.   He is impressed by its greatness and realizes that regardless of his determination, it is very likely that the fish will win the battle between them. You are killing me, fish, the old man thought. But you have a right to. Never have I seen a greater, or more beautiful, or a calmer or more noble thing than you, brother. Come on and kill me. I do not care who kills who. (Hemingway 92) The way that Santiago regards the fish displays the great love that he feels for nature and the creatures on this earth.   Even as the battle continues on and he is weakened, he still does not feel any hatred for the fish.   As he says, â€Å"Fish, I love you and respect you very much. But I will kill you dead before this day ends† (Hemingway 54).   Even after he has defeated the fish, he does not let go of the love he feels for such a magnificent animal.   When sharks attack and take most of his prize, he feels as though he has sinned by taking such a wondrous creature’s life.   He experiences a profound sense of regret and sorrow. â€Å"They must have taken a quarter of him, and of the best meat. I wish it were a dream and that I had never hooked him. I am sorry about it, fish† (Hemingway 103).   This love provokes him to vow to fight the sharks and protect the fish as best as he could, even if it means his own death. Santiago’s love and dedication to both Manolin and the fish is an integral part of The Old Man and the Sea.   These relationships turn an otherwise tragic novel, into a tale of hope.   The boy and the old man are dedicated to each other and the reader has faith that through this love, Santiago will be able to overcome the devastating loss of his prize.   Manolin vows to never leave him again and dismisses the expectations placed upon him by his family.   The ending can be considered triumphant because through Santiago’s dedication, he was able to defeat the fish and still be able to return home to his beloved friend. WORKS CITED Hemingway, Ernest.   The Old Man and the Sea.   New York: Scribner, 1995. How to cite Love and Dedication in The Old Man and the Sea, Essay examples

US Foreign Policy

Question: How interested each candidate is in particular foreign policy issues. Does the content analysis reflect the major issues each candidate lists on their websites? How much time are the candidates spending talking about foreign policy issues in comparison to domestic issues? Does anything from the content analysis surprise you? Answer: Introduction The 58th quadrennial US presidential election to be held in November 2016 has been in the news for the battle between the two candidates. The two candidates of the upcoming presidential election are Hillary Clinton and Donald Trump. Clinton has been in the political scenario since a long time and on the other side, Trump is a successful business. Both the candidates have been fighting the war of election proposing their respective views on different prospective. Some of the important issues of that the world is facing in the recent scenario and the approach made by the election candidates will be discussed in this paper. Summary of the foreign policy issues Taking out ISIS: The history of formation of ISIS and its link with the West is long and debatable. Before the group was branded as ISIS, the group was known by US intelligence authority as al-Qaeda. Influence of ISIS had actually expanded since the time US-led coalition intervened in Iraq and Syria for the first time. West claimed that the group armed only the moderate rebels but the mal-effect of the groups activity has been seen increasing. The US-led coalition wanted to encourage democracy in Syria and end supporting the al-Qaeda affiliated terrorist group. The conflict related to ISIS has become a global issue that made leaders from around the world to focus on combating the crisis. Sticking with Allies: Sticking with the existing parties irrespective of the fact who comes to power and wins the battle of presidential election shall be one of the approaches of the presidential election candidate. In a democratic nation, keeping allies with the other parties is necessary. Both the candidates have showed positive response towards keeping allies with the other parties. While Clinton focused on the factor that the social and environmental evil can be combated only when a collaborative approach will be taken; Trump showed certain kind of overconfidence towards solving the foreign issues all by himself without any major support from allies. Preventing Iran from Nuclear arms: The nuclear crisis of Iran has been in the news since a long time. The world has witnessed failed negotiation between Iran and other developed nations such as UK, France and Germany. Recent approach made by Iran showed their encouragement towards making nuclear weapons and first nuclear bomb. However, certain factors like devastating fall down of Irans economy in the oil and banking sector has considerably led to the decision of ending the nuclear issue with other nations. Critical assessment of the foreign policy proposal This part of the paper will focus on the way by which candidates have listed the issues in their websites. Both the candidates are highly active in their respective websites and has been using it a forum to reach people and deliver their point of view. The candidates criticize each other on the approaches put forward by the other. These facts are quite evident in their websites with the articles and the videos that are opened for the public view. The official website of Hillary Clinton depicts the steps that she determines to take regarding the issues related to sticking to the alliance. According to the statement, she strongly believes in strong alliance and committing to the values that make America great (Hillary Clinton 2016). In fact, she has proposed that in order to fight with the increasing terror, it is vital to make an approach of coalition. Keeping the perspective of ISIS into consideration, Trump showed an aggressive and destroying approach towards ISIS and the combating terrorism (DONALD J. TRUMP Issues). Clinton showed a collaborative approach towards fighting the ISIS and coming to a proper conclusion. She has proposed certain steps to support the local Arabs and taking out ISIS from the homeland. A diplomatic strategy aimed to solve the civil war of Syria and Sectarian conflict of Iraq between the Sunnis and the Shias. All these approaches have been found from the end of Clinton but Trump failed to show such c oncerns in his campaigns. Clinton in her speech told that she would require help from the allies and fight together against the increasing terrorism and its impact in the world Hillary (On Combating Terrorism and Keeping the Homeland Safe). In respect to sticking to the allies, both the candidates have shared their respective views. It has been proposed by Clinton that sticking with the allies of America will benefit the countries. Criticizing the approaches made by Trump, Clinton commented that a billionaire business man would never understand the needs and requirements of a country or a world (Hillary Clinton 2016). Trump has been looking forward to make America great again criticizing the policies and the approaches made by Congress. There might be certain point of time when Trump showed positive attitudes towards making allies with other parties but the approaches did not seem to be genuine and appear to be a superficial impact to win trust of his supporters and win the election (DONALD J. TRUMP Issues). Congress has been working with the allies throughout their political regime and the same can be easily expected from their side. On the other hand, such approach from Trump is highly suspicious and controversial. Congress has been debating with the concept of nuclear agreement and has been trying to prevent Iran from developing nuclear weapons that would otherwise prove harmful for the nation. In the recent perspective, no such approaches have been found from the side of Trump. At certain instances, Clinton has been found to talk on nuclear acts. The bargaining of buying nuclear weapons from Iran has been going on for a long time. At major times, there have been provisions for making allies with Iran regarding nuclear deal (Hillary Clinton 2016). Clinton has spoke out to defend them against any kind of terror attack that might take place as a result of the nuclear deal with Iran but no such approaches have been found from the end of Trump. The deal is based on creating an ally with the other nations rather than gaining nuclear power. If such approach is made in future, the world will witness a better collaborative approach. The long drawn Iranian conflict can finally come to a conclusion. Conclusion: The conclusion part highlights the fact that which candidate might be a better choice for the nation. By the end of the discussion it can be concluded that the approaches made by Clinton are more reliable and acceptable. There is a sense of trust and amenity developed towards the promises made by the lady. On the other hand, there is a sense of violence and rivalry in the speech delivered by him. Recent reports claimed that Clinton has also proposed to invest in the infrastructure and would seek to reduce the income inequality. Therefore, apart from foreign policies certain domestic approaches have also been made by Clinton that would be beneficial for the nation. It can be concluded that Clinton could be a better candidate for this presidential election. Apart from the foreign policies, the candidates also focused on certain domestic policies that would bring prosperity to the nation. Proposal has been made to strengthen the military and the defense of the country and fight against increasing terrorism. Trump has also tried to portray the fact that he has better domestic plans for America and coming to power would help the nation to prosper in its own way. The promises and commitment made by Clinton seems to be more appreciating than that made by Trump. References "DONALD J. TRUMP Issues".Donaldjtrump.com. N.p., 2016. Web. 7 Aug. 2016. "Hillary Clinton 2016".Hillaryclinton.com. N.p., 2016. Web. 7 Aug. 2016. "Hillary On Combating Terrorism And Keeping The Homeland Safe".Hillaryclinton.com. N.p. 2016. Web. 7 Aug. 2016. "SHOW YOUR SUPPORT FOR DONALD J. TRUMP".Donaldjtrump.com. N.p., 2016. Web. 7 Aug. 2016.

Ptsd Paper free essay sample

Trauma, and People Kacie D. Buchanan COM/156 April 12, 2013 It has been estimated, from Michelle Rosenthal (2012), that 70% of all U. S. citizens experience some type of trauma in their life and an estimated 8% have PTSD. War veteran diagnosed PTSD have jumped up 50% in 2012, and 1 out of every five veterans that return from Irag are diagnosed with this disorder. It is sad to think of the children that go through trauma, but an estimated 15-43% of girls and 14-43% of boys will experience a traumatic event. As many as 30- 60% of these children will go through the trauma and come out with PTSD. Personal doubt has lead me to try to figure out how this disorder comes about, and if there is a way an individual can be misdiagnosed. There are many reasons an individual may have PTSD, its finding the trauma and the cause so you can then find a cure. For as long as we can remember there have been stories about the trauma that war veterans go through daily, they relive the trauma, and it can bring on PTSD. We will write a custom essay sample on Ptsd Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Post-traumatic stress syndrome in war veterans is very different than the trauma anyone else can go through, it is harder for them to cope with because of the level of trauma they have been through. Christine Stephens, Nigel Long, and Ross Flett (1998) had done a New Zealand study of 527 working police officers were given the PTSD test to show there results, their results were that police officers with military combat backgrounds had some of the highest test results of anyone tested. These victims of war have to relive the nightmare every time they hear a loud crash, bang, or pop they feel like they have to run for cover or hide because that fear has been put into their minds that if they do not save themselves they will die. In most cases military personnel have come home and have shown no sign of PTSD and passed all tests with a negative result for the disorder, it was six months to a year later that the individuals start to experience signs and symptoms of PTSD. These tests can include an officer sitting in front of a computer screen with random flashes of picture’s, there are children,  dogs sniffing blood, soldiers cowering in fear, and death. The doctor monitors stress levels and how many times the officer blinks and from that can see if the officer will most likely develop PTSD, because after all this is just a theory for military doctors trying to help soldier. Right now, we cant determine with certainty who will and who wont develop PTSD, said P aula Schnurr (2009), deputy executive director of the Department of Veterans Affairs National Center for Posttraumatic Stress Disorder. Perhaps with better measures, we can get closer. In 1980 is when the PTSD in adults came about with the war veterans, there were also numerous adults that had been diagnosed at this time but when it came to children there were no cases because it was primarily a disorder that had been focused around adults. (Kaminer, Seedat, Stein, 2005) â€Å"Studies indicate that children can develop PTSD after exposure to a range of traumatic stressors, including violent crime, sexual abuse, natural disasters, and war. Where relatively standardized assessment methods have been used, the incidence of PTSD among childsurvivors of specific disasters ranges from 30 to 60%. As yet there are no epidemiological studies of the prevalence of PTSD among children in the general population; however, community studies in the United States have consistently indicated that around 40% of high school students have experienced some form of domestic or community violence, and between 3 and 6% have PTSD. † When children develop these disorders some of the trauma can affect them ten times worse than that of an adult because children are so impressionable and delicate. With children and war veterans the symptoms are quite similar when concerning the nightmares, sleep disturbances, intrusive memories, and flashback experiences. In children however I have read that nightmares become more generalized and not specific, and also re-experiencing can take place through actual events and not only memories that can play in one’s mind. When dealing with PTSD we need to remember that children can be more delicate than an average human being, something that doesn’t traumatize you could definitely hurt a child and scar them for a life with PTSD. When I say normal human beings I mean it as a range of adults between the ages of 18 and over. The reason I give this age group is because anyone under the age of 18 are still considered a child and therefore I feel can still be influenced differently than someone who has been through the trauma, and it didn’t affect them at all. This is involved with civilians of PTSD, the different types of civilian PTSD can be defined as car accidents, death, change in home/work, or even going through a disaster such as angry Mother Nature. The problem with people nowadays isn’t PTSD as a disorder, because PTSD can be a real life disorder, it is the individuals that try to use PTSD as an excuse to be lazy and escape responsibility. One example of this is, recently in the news there was a murder case involving Jodi Arias. Jodi Arias has been accused of murdering her boyfriend, and to escape blame she has told the court that she has a disorder, PTSD to be exact. When faced with the tests from all the doctors you would think that she could get caught if she were faking it. According to her psychologist Richard Samuel whom was put on the stand to answer an array of over 100 questions and to defend his work he said â€Å"I made an arithmetic error which does not affect the utility of the test, Samuels insisted, adding that regardless of the changing scores because of his calculation errors, Arias still would have been diagnosed with PTSD. Each time that I scored it, Ms. Arias met or even exceeded the minimum criteria for the diagnosis of post-traumatic stress disorder. So when it came time to see the results we didn’t know what to believe. After all if her doctor is changing scores how to we believe that there is no disorder there. Time after time we come into contact with trauma and you have to think to yourself, Will the trauma caused affect different kinds of people differently? Well I have come to the conclusion that it does because not everyone is the same. It takes a strong individual to go through trauma and come out of the other side. Personal testimony is the best research I have done and I have been told by a close friend of mine, †You cannot let trauma stop your life, you have to learn how to get over your past and leave it there. Because after all that is where the past belongs, in the past† (Kat Brower, 2013). This individual is a very strong person, loves life and knows that there are more to worry about than past experienced, she has moved on and has let the wrong in her life make her stronger. With all of the symptoms that come with PTSD you have to be sure what you are going through, you just need to know you are not alone. Knowing whether the trauma that you have been through will cause PTSD is the biggest challenge, and also finding your cure. I have learned in doing this research that, it has helped me understand how to deal with my personal experiences in life that has made me doubt a close friend. I have decided I need to come to my own conclusions whether or not I am going to trust the disease is real or if the stories are in fact just stories. Hundreds of Americans are diagnosed with this disorder, its finding out who is using the disorder to escape the responsibility of life. References: Associated Press, (January 4, 2012), Types of Trauma: War. www. ptsd. va. gov. Retrieved on March 22, 2013. Associated Press, (November 20, 2009), Mental Health Effects of Serving in Afghanistan and Iraq. www. ptsdsupport. com. Retrieved on March 22, 2013 Kaminer, D. , Seedat, S. , Stein, D. J. , (June 2005), Post-Traumatic Stress Disorder in Children, 4(2): 121-125. www. ncbi. nim. nih. gov. Retrieved on March 24, 2013. Crimesider Staff, Tingle, T. , (March 25, 2013), Jodi Arias Trial: Expert defends murder defendant’s diagnosis of PTSD, amnesia. www. cbsnews. com. Retrieved March 25, 2013 Personal insight and quote from Brower, K. , (March 21, 2013) Rosenthal, M. , (2012) Statistics, www. healmyptsd. com, Retrieved March 30, 2013

Educating Rita Essays

Educating Rita Essays Educating Rita Essay Educating Rita Essay Essay Topic: Literature Educating Rita is a play about a woman who is determined to get a liberal education which will open a full new life for her. Educating Rita was a play written by Willy Russell in 1985 and the play is set at a university in the North of England. There are many themes that run through the play including: Personal relationships, Educating, Contrasts and clashes of culture and Differences. Willy Russell was born in Liverpool from a working class background. As a youngster Russell first was a hairdressers apprentice but later made and ran his own salon. Only when Russell became an adult did he begin to think about further education. Now Russell is a very famous play write and novelist and has constructed many fine plays and novels throughout his career including: the blood brothers, our day out and many more. The leading characters in the play Rita follows Russells background we know this because Russell before himself was a hairdresser and then though about further education as does Rita. The Play has only two characters Frank and Rita and only one setting; Franks office at the Open University. This unique feature of Russells play is very effective in building a relationship between the audience and his main characters. By having only two characters he allows the audience to fully engage themselves in the lives and personalities of each character and understand them in depth. Furthermore by have only two main characters this makes the whole play easier to follow and understand since having several characters can be confusing. This is an example of visual humour. When Rita bursts through the door, it is very loud humour, and quite dramatic. There is no way that you could miss the hilarity of it. When Rita opens the door to find Frank surrounded by tea chests, it is bittersweet humour. Frank looks lost, and apart from the initial humour of the amusing picture of him surrounded by tea chests, there is sadness behind it. The entrances represent the power switch from Frank to Rita. When Rita cannot open the door, it shows the class barrier that she has to break through to follow her dream. When she manages to get through the door and bursts through it, it shows her eagerness to get started. The way that she was not used to the handle on Franks door shows the way that she was in new surroundings, which she is not yet comfortable in. When she confidently opens the door in the final scene, it shows that as she has become more confident and comfortable with her surroundings, Frank has continually become more lost. He is now the one who needs help, not Rita. Man who shifts a lot of booze and the quote from Rita from 2,7 is If you had threepence back for all these bottles, you could buy Australia! When reading the stage directions, you have to remember that the audience watching the play would hear the slurred voice of Frank, and not just be told how it would sound. When the audience saw Frank in 2,7, it would be funny for them to see all the empty whisky bottles hidden amongst his bookcase. This is an example of visual humour. This shows the change in relationship. In 1,1 we are laughing light-heartedly at Frank in his drunken state, but n 2,7 we are laughing ironically at Frank, as we cannot help thinking about what Rita said. We know that if he had not drunk all the bottles of whisky in the first place, then he would not be going to Australia in the first place. In some of the play, humour comes from confusion. It also comes from Rita being uneducated, ignorant and having a limited vocabulary. An example of this is when in 1,1, Frank asks for Ritas name using the phrase You are? Rita replied with Im a what? . Rita also confuses Forster with Foster. In 2,7 Frank says that Fosters lager is named after H. E Forster, but spelt wrong. When Rita is being laughed at, the humour comes from confusion, and the audience can understand the mistakes being made. When Frank makes the joke about Fosters beer, its fully intentional, and we laugh, unusually, at someone other than Frank or Rita. We laugh at the Australians. This reflects the power share because in 1,1, we laugh at Rita because she is neither sure of herself nor educated. When we laugh at Frank it is because he is beginning to become out of place where we believed he belonged. The mistakes, which Rita made, were written in this way because of her background. Willy Russell believes that The masses have not accepted literacy. This applies to Rita because what she reads may be classed as trash by some, and would not be classed as literature by anyone else. As far as Willy Russell is concerned, she is one of the masses who is trying to accept literature. This accounts for her lack of knowledge. Painting mental pictures also plays a part in the humour in Educating Rita. In 1,1, Rita allows us to paint a mental picture of her swearing at her customers Y know when Im in the hairdressers- thats where I work- Ill say something like, Oh, Im really fucked, y know, dead loud. It doesnt half cause a fuss. In 2,7, Frank describes to us his very drunken night out. When the audience are watching the play, this is the type of humour, which allows them to do the imagining for themselves. In 1,1, they laugh at Rita because of her unsophisticated ways in her old life, just how she is at the beginning of the play. When Frank tells them the story of his drunken night out, our immediate reaction is to laugh at a Geriatric Hippie out on the town. Once this initial picture has left the minds of the audience, they realise it is a weak Frank, sinking down in the world. Sex and swearing also created humour in Educating Rita. In 1,1 you hear Ritas reaction on observing a painting, and bluntly saying Look at those tits! When she hears the book title Howards End she thinks that it sounds rude. In 2,7 she uses the phrase Bugger the bursar. They are both the humour of embarrassment. We still get embarrassed when others talk about sex and swear, especially in a formal setting such as a theatre, where we would be in front of others. Even though we are happy enough to talk about sex, and swear amongst ourselves. Even the two examples in 1,1 are different. The first quote is open and direct. It leaves little to the imagination. The second quote is a sexual innuendo, which we have to work out ourselves. In 2,7 the phrase Bugger the bursar may cause a giggle from the audience as they see a picture of this in their heads. This shows the change in relationship, as in the beginning Rita spoke her mind outright. Towards the end, she began to think more about what she was saying. And even though the phrase about the bursar she used sounds like something she may have said in the beginning, one has to remember that in a sense she is just quoting Frank from 2,3,, Willy Russell shows the difficulties that lower class citizens faced when trying to get an education. He believed that there was with-holding of culture carried out by the upper class towards the lower class. In this play, he shows the success of a lower class woman, two factors which would have provided a hindrance to Rita at the time, in getting a good education, and whilst doing this, showing the failure of a well educated upper class man, who would have been thought of at the time as at the top end of society. This play shows Willy Russell trying to break the mould of who could get an education, and similarly that just because you have a good education, it doesnt mean that you will be a success. I think that these two scenes, even though they use similar types of humour, are extremely distanced, both in content and in the roles of the characters in the scene. This is because the humour is changing direction from one scene to the other. In both of the scenes, the type of humour the character uses expresses their personal feeling successfully. In the first scene, we laugh at Rita because she seems so out of place. In 2,7 we laugh at Frank ironically, because he seems to have lost everything. The tone of the humour also changes. In 1, it is light-hearted and fun. In 2,7 it is ironic, bittersweet and more serious humour, which even though we laugh at, we know we should be feeling sorry for Frank, even though he has bought everything upon himself.

8 Tips to Stay Organized During College Application Season

As you prepare to apply to colleges, you might feel a bit like a circus clown trying to juggle a dozen bowling pins while also taking AP calculus. Or maybe not, but either way, there is a lot to manage and it doesn’t always come easily, even to students who have generally been very organized and responsible about keeping up with all their commitments in the past. Applying to college is a little different from most responsibilities you’ve probably had before. For one thing, the stakes are certainly high. If you’re successful, you will feel as though the road to your future is paved in gold, but if you’re not, you may feel you’re left to blaze your own trail. Beyond that, applying to college is generally something you have to do without a ton of oversight or guidance. Sure, you can meet with your guidance counselor and discuss choices with your parents, but ultimately it is you who is making big decisions about the future and you who is responsible for making those decisions possible. Finally, you have to do all this while also continuing to succeed in school and extracurriculars. You probably don’t have a ton of extra time, yet here you are, juggling this very important process that could determine your future. This is where comes in. We’re not just used to this frenzy; we actually thrive in it. Here, we unveil some of our top tips for keeping organized during the chaos of college applications. To learn about our top eight organizational tips for applying to college, keep reading. You are about to have a lot of paper to keep track of, and it’s best to have a system in place before it starts to pile up. If you don’t have access to some space in a filing cabinet at home, you can purchase a travel hanging file box or an accordion folder to get started. Start a file for every school on your college list and include in it everything you’ve received from those schools. Also add contact information for anyone you’ve spoken with there. Include notes about visits, pros and cons, and any other important information you’d like to be able to review easily. Also keep files for finances. There should be one file for financial aid paperwork and another for each scholarship you’re interested in applying for. These folders should contain copies of any important documents or applications, along with records of the dates you submit your paperwork. Finally, keep a folder for standardized tests. Include copies of your score reports so that you will be able to access them without needing to go online every time. Also include a calendar of test dates and registration deadlines. Procrastination is your worst enemy during college applications season. If you put off one task, it will only snowball towards the deadlines for other important tasks. There are many small ways to stay a step ahead, and if you are consistent with them you won’t feel as hurried when the time comes to complete them. Begin by staying on top of your college list as your interests grow and adapt throughout high school. Ideally, you aren’t sitting down to a blank slate your senior year and already have some kind of list in progress, even if only in your head. Also get ahead of standardized tests. Plan to take them initially as a junior and allow plenty of time for studying and retakes so that you won’t be stressed later on. Finally, you can get a head start on your personal statement by brainstorming about possible essay topics during your junior year, even before essay prompts have been released. Although you might not know the exact spin you’ll need to put on it, most essay choices are broad enough that if there’s something you’re really inclined to write about, you’ll find a way to make it work. Then, keep an eye out in August for the release of most essay prompts so that you can get to work on tailoring your ideas to them as early as possible. These days, with so much of our lives are governed by technology; this tip almost goes without saying. While you probably already know to put all important dates, deadlines, and other commitments into an online calendar, you need to go one step further and ensure that this calendar syncs across all your devices. Also be sure to set notifications to alert you to important deadlines and commitments with enough lead time to prepare. For example, if you have an SAT registration deadline coming up, it would be wise to set a notification for both the day before and then again for an hour before, just to be certain that you get it done. Synced calendars ensure that you’ll get these notifications across your devices and are bound to notice at least one before time expires. Your school’s guidance counselor may have valuable connections or insights into the schools you’re applying to. Make an appointment to meet with this person early in the year, before the mad rush begins. This also allows you time to seek input from other sources afterwards as needed. If your guidance counselor doesn’t turn out to be especially helpful in the process, seek out other trusted adults like teaches, coaches, or mentors. It’s important to have a large support network as you undertake college applications, and you never know when one of these people might be able to help you with important tasks or networking. Estimating your chance of getting into a college is not easy in today’s competitive environment. Thankfully, with our state-of-the-art software and data, we can analyze your academic and extracurricular profile and estimate your chances. Our profile analysis tool can also help you identify the improvement you need to make to enter your dream school. You have a lot to stay on top of, and editing your college essay can become a brain-numbing task. Of course you may easily catch large typos, but sometimes after reading and rereading the same piece of writing again and again, it all begins to blend together a little, and you’re bound to miss some little (or even big) mistakes. Avoid this by using an essay editing service. Having a professional read through your essay ensures that it’s grammatically and structurally sound, and the services generally start at fairly affordable prices. Check out ’s Essay Editing service to learn more. Everything is easier with a friend. Find a friend who is applying on a similar timeline as you and help to hold one another accountable for deadlines and other steps in the application process. Setting a notification on your phone might be a good way to remind yourself that the first draft of your personal statement should be done, but it certainly won’t invite you to a study date at the library to work on it side by side. Having a visual for what needs to be completed can be particularly helpful for certain kinds of learners. Put all colleges on your list into a spreadsheet that includes each of the various tasks and stages involved in the college application process, then check off the various fields as you complete them. For some students, it’s especially helpful to print this spreadsheet or create it on a large poster board so that it can be displayed prominently someplace that they will see it every day. Even for the most organized of high school students, college applications can be a particularly challenging time. The stakes are high, emotions have a tendency to run hot, and the process is almost certainly new to you. There’s no shame in asking for help, and hiring a professional to help you keep track of everything can be a smart investment. At , we offer a personally tailored College Application Guidance Program that pairs you with a personal admissions specialist who walks you through the process step by step. Our tech platform allows you to easily track deadlines, so that you’re certain you won’t miss a thing. We also offer the Pro Bono program to qualified students. Don’t let the college application process overwhelm you. If you take things one step at a time and up your organization game to ensure that there’s no last-minute frenzy, you will be able to tackle each step as the calm, cool, and collected applicant you are.

Recruitment and Staffing Proposal Coursework Example | Topics and Well Written Essays - 1000 words - 1

Recruitment and Staffing Proposal - Coursework Example I will also suggest three detailed selection approaches that the company may consider when performing a cost-benefit analysis for each process. My final duty will be to recommend to you the best method that suits the business and solves its human resource challenges. Highly qualified staff is fundamental to ensure high performance of any organization (Joseph, n.d). However, finding the best employees depends on the methods of recruitment adopted by the firm. The problem of staffing proves even more challenging in this era than what it was in the past because of the shifting dynamism in employment patterns. Challenges also emanate in relation to matching organizational performance with the demand levels of the institutions (Joseph, n.d). Most of the problems of dynamism in employment result from high levels of competition in the job market. There is, therefore, a requirement that businesses consider adopting the best recruitment approaches, which will ensure the best employees in management positions. There are varied methods used when recruiting employees, which depend mostly on organizational needs. One such method is gamification, which involves posting of virtual problems and inviting potential candidates to solve (DeMarco, 2014). The method borrows from graphical computer games, which may serve as both an advertisement and staffing plan. The method’s success may result from the fact that it targets a particular job skill. The cost-benefit analysis for this rationale gives the company a challenge of designing skill-specific games for use in recruitment. Using the same approach may select the best candidates for the required skills and at the same time, introduce as particular product or service of the firm as an advert. Another approach is the Go Undercover Technique, which gives the selected candidates time long enough to prove their worth (DeMarco, 2014). Such a method is a matter of chance,

NAFTA Case Study Essay Example | Topics and Well Written Essays - 500 words

NAFTA Case Study - Essay Example Nevertheless, this was required if Magma was to survive in the new business climate. In particular with the reduction in tariffs in the Mexican auto sector, how should Magma respond? To being with there are problems and opportunities. How should Magma respond to the problems is a good first question. The problem for its managers is that although there are very low wage employees available there, the Mexican infrastructure and business climate is not easy to work with. Plus, the employees may not cost much, but you get what you pay for (in some respects)—many are not highly skilled. The question facing Magma’s managers is whether it should follow many of the other manufacturers to Mexico. In some ways, this is not such a big problem. The sort of problems Magma foresees in Mexico are not so different than problems facing its competitors and its customers. Everyone is going to have the same limitations. All companies are going to invest in Mexico, but very few are going to jump in with both feet first. Magma should take a cautious approach and should especially review the history of Volkswagen starting up its factory in Mexico. Magma can’t avoi d having zero presence in Mexico, but it should not immediately put all its eggs in one basket. Shifting a small part of its business to Mexico during a trial period would provide managers with more information on which to base a later decision. Going it slow in the beginning is important, but Mexico offers a lot of opportunities to Magma. If predictions hold up, a lot of car manufacturing is going to be done in Mexico in the next few years. While there are a lot of initial problems, none of them are all that structural. The fact that employees are not skilled is a temporary one as is the problem of low-grade steel. It will take time for the market to adjust, but it will adjust, and Mexico will become more competitive. The

Class Scheduling System Essay Example for Free

Class Scheduling System Essay College and university campuses frequently struggle with the task of getting academic classes and the wide variety of non-academic meetings and events that they host into the appropriate rooms. Ensuring the availability of the necessary services and resources can also be difficult. How Class Schedule Maker Software Can Help You A class schedule maker will go a long way in making life easier for students as this automates the process of scheduling classes to some extent. It is a useful tool that will save a lot of time. College days are tough as students have to juggle time between studies and part-time jobs to keep them afloat meanwhile and some students also have to participate in sports and athletics. And classes are only available at certain times and students have to wrap their schedule around these. A tool that will help with scheduling will be really helpful for students and teachers alike. College teachers have some of the best and most respected jobs. But enriching the intellect of young minds takes a lot of responsibility as the competence of the teacher plays a part in deciding to what extent the student will excel in that subject. And for this teachers have to spend a lot of time preparing proper study material. And if you put yourself in the academician’s shoes, you will see that this is quite difficult. Plus, there is the added responsibility of scheduling classes. This would be unnecessary added stress to the teachers and an electronic aid to help them will prove to be really helpful. A graphic representation of data is always useful and this is one of the benefits of a class schedule maker. They say a picture is worth a thousand words and nowhere is this truer than in the case of pie charts and bar graphs which say a lot in a very few words. By creating customized graphic layouts, you can easily view schedules at a glance and manage your time accordingly. Instead of wasting time scheduling the studies, teachers can now focus on the actual studies and this results in increased productivity gains for both students and teachers who can now utilize their time more efficiently. A Genetic Algorithm Based University Timetabling System The annual construction of an Exam Timetable is a common problem for all institutions of higher education. Quite often it is done by hand or with the limited help of a simple administration system and usually involves taking the previous year’s timetable and modifying it so it will work for the new year. Many British institutions are now introducing the concept of the modular degree. This gives the students much greater flexibility in what courses they take as well as giving a much greater choice. For the timetable, this, and the recent growth in student numbers, means that the timetable will be more constrained than ever. It is no longer good enough to use the previous year’s timetable. Every year a new timetable must be produced to take account of staff, student and course changes causing a necessarily large amount of administrative work. COMPLETE CAMPUS SCHEDULING With EMS Campus, all the functionality necessary for handling the many facets of campus-wide space management – academic scheduling, event management, meeting scheduling, resource tracking – is seamlessly integrated into one â€Å"complete campus scheduling† product. For the academic departments and registrars working to ensure that every class meets in a location and at a time that is acceptable to professors and students, the system provides automatic room assignment within user-supplied parameters, integration with your SIS/ERP software and efficient online collaboration tools. It also simplifies final exam scheduling. Meeting and event staff have access to a powerful array of tools for booking single- or multi-day events, reserving the services and resources required for those events, producing operational and statistical reports, and tracking financial transactions. For those tasked with publishing a web calendar for the campus, the Virtual EMS component of the system makes it simple. ACADEMIC SCHEDULING SOFTWARE VS TIMETABLING SOFTWARE Unlike timetabling software or timetable software, which is typically used to create a class schedule from scratch each semester, academic scheduling software allows you to roll existing schedules forward and modify them, making the scheduling process more efficient. Simple data entry It is quick and easy to enter all subjects, classes, classrooms, teachers and their contracts. The application also enables creating all specific divisions of classes into groups. It is possible to unite more classes into one lesson or to have more teachers for one lesson. Automatic generating In few minutes, the program generates a complete timetable that fulfills all your requirements. The program follows all psycho hygienic and organizational requirements such as: * The minimization of gaps in teachers schedules the limitation of maximal number of gaps in teachers schedules, as well as the limitation of days, when teachers teach. * A class of a subject has to be distributed equably in the entire week. * Verification of succession of entire and divided classes. * Placing lessons into allowed classrooms. * And many more Verification of the timetable The program verifies the data entered and helps you remove standard entry errors. It also verifies, whether the created timetable fulfills all conditions. You can make changes to the timetable, and the program notifies you, in case of illegal changes. Complete print You can print your timetable. The program automatically creates timetables for each class, teacher or classroom. It creates summary timetables of classes, teachers or classrooms for the entire school. Once printed it helps you easily assign substituting teachers when necessary. You can specify which classes, teachers or classrooms you want to print in each summary timetable.

Kenneth Grahames The Wind in the Willows Essays -- Kenneth Grahame Wi

Kenneth Grahame's The Wind in the Willows Kenneth Grahame’s The Wind in the Willows is a satirical reflection of the English social structure of the late nineteenth century, during a time of rapid industrialization throughout Europe. Also considered a children’s story, this novel conveys Grahame’s belief in the ability of one to live an unrestrained and leisurely life, free of the obligations of the working class, and entitled to this life through high social status and wealth. The River Bank characters, especially Toad, represent those who live this idle life of the upper class. In contrast, the stoats and weasels of the Wild Wood resemble the proletariat, and an animosity between these two classes existed. The lower classes of the time were subject to poor standards of living, as well as exploitation by the factory owners and businessmen. They developed a resentment and hostile attitude towards the upper classes. In this book, Toad most prominently exemplifies Grahame’s ideal life of leisure and freedom and subsequently has his house taken over by the rebellious working class Wild-Wooders. More importantly though, Toad exhibits many qualities, â€Å"that make him, for most readers, the most memorable figure in this book†. Yet many of these characteristics displayed by the aristocratic Toad seem to undermine the author’s attempted, â€Å"legitimizing of extreme disparities of wealth and social position† (Keefer). Toad is shown to be a very rich and prominent figure in the River Bank society. He is well known in his community, and in the community of the Wild Wood, and is a dear companion to Mole, Rat, and Badger, the other three main characters. Toad displays many admirable qualities that make his figure a very memorable one. Rat describes him to Mole as being, â€Å"always good-tempered, always glad to see you, always sorry when you go†¦ He is indeed the best of animals. So simple, so good-natured, and so affectionate† (13). Toad is also a good friend, is a compassionate animal, and he demonstrates all of these qualities, and others, at numerous points in the story. For example, he invites Mole and Rat to come with him on his adventure (16). However, it seems that the author has made Toad’s ‘negative’ qualities more definitive and more memorable than his aforementioned ‘positive’ qualities. Toad is a very coercive and extravagant individual, he is presumptuous... ... about, and I know exactly what to do, and I’ll tell you† (131). Toad’s deceitful nature shown here and the way he takes advantage or tries to manipulate one of his friends for his own betterment, as well as the other aspects that show Toad in a negative light, is not consistent with Grahame’s allegory. Although in this novel and the context of the River Bankers, Toad’s actions are harmless and comical, they are representative of the upper class, and a poor representative in that respect if the author is attempting to validate the ideas of wealth and status. â€Å"Why should he have so much money?† is the basic question surrounding the issue of Toad’s social legitimacy in The Wind in the Willows (Keefer, 10/25/99). Toad, no doubt, is a very memorable figure because of the things that make up his character. However, when Grahame presents these qualities to the reader, it is inconsistent with his trying to justify the extreme separation and inequality of classes. The stoats and weasels resent Toad, and what he signifies, and take Toad Hall as an act of defiance or rebellion. However, in the end, it is the upper class that regains control of the house, and subdues the unruly society.

Eastman Kodak Resources

Eastman Kodak Resource and Capabilities Analysis Eastman Kodak has been able to maintain business in a tough market that has changed dramatically fast. Kodak’s core competitive advantage was redundant with the new digital moves happening. The introduction of digital imaging has taken off beyond anyone’s belief. Eastman Kodak has acquiring other business in trying to gain a competitive advantage in markets they have never been in. Between 1985 and the early 1990’s, Eastman Kodak acquired several companies hoping to drive their sales and profits.In order to keep a competitive advantage in the market, Eastman Kodak will have to do several key things. Eastman Kodak’s brand name speaks for its self. It is one of the most recognizable brand names in the country. Use this to the advantage of the company. In a market that has changed so quickly, a company has to be able to come up with a strategic plan in order to make sure they will continue as a profitable busin ess. Hiring has been a key strength for Kodak. Being able to bring in executives with experience and expertise has helped Kodak maintain their advantage.The role of the company now is to utilize those executives to continue to grow Kodak as a business. Some of the products that Kodak has introduced have their competitors wondering how they can get that same advantage. The 2003 introduction of the EasyShare camera docks hit the market and Kodak gained immediate advantage. Due to it being the only product on the market at the time, Kodak found a product that no one else was producing creating scarcity. This R&D investment had paid off. Being the innovator of new products and services is important for Kodak to stay in business.With so many competitors out there, scarcity and differentiation is important. Kodak’s was forced into a changing market. Being almost a monopoly for years in the film business, digital imaging was a huge step that Kodak had to figure out. In the early 197 0’s, Kodak was facing challenges from the Japanese camera industry and Polaroid pioneered instant photography. Kodak invested millions of dollars into R&D. Kodak needed to produce products that would separate them from their competitors. They will need to continue this but also find a way to turn a profit from the innovative changes.Technology and product development was a struggle for Kodak in the early 1980’s. The digital industry was taking off and most of Kodak’s plants still serviced film production. Kodak invested heavily into changing plants and equipment. Kodak realized that they were now struggling to make products from an industry that the world’s technology was moving into. Inventing new technologies thru R&D and creating a new wave of products is what will lead to the continued success of Kodak. Being able to make the leap from the old Kodak to the new Kodak has emerged Kodak as a company with competitive advantage.Management has had to cut ov er 15,000 jobs since the introduction of the digital industry. Plants were being reevaluated and stores were closed. Management had to figure out the exact approach they were going to take to become a leader again in the market. Adding new products was a step they took but most of those markets were already lead by companies that had secured their competitive advantage already. Trying to become a leader is those industries was hard with many failures. The most important role is to figure out what strength can be exploited to offset the failing issues.Due to heavily investing in the digital industry, Kodak has not seen a profit on those investments. Kodak’s brand name and profits made from the silver halide roll film has been able to keep them going. Kodak will need to continue to work toward making those investments into profits. As long as they continue with the strategic plan eventually they will see a profit from their efforts. Eastman Kodak realized that they had over ext ended themselves. Without having a commitment to those new ventures hurt the company.Eastman Kodak will need to take a hard look at the direction the company wants to go. Selling or merging some of the acquired business is the first step in making sure you are moving in a particular direction and not just acquiring companies that do not fit into the plan. Eastman Kodak has found success is a challenging market. I do believe continuing with their strategic plan of out with the old Kodak and in with the new Kodak is important. Making it easy for consumers to use the products and affordable will also keep Kodak on the path of striving competitive advantage.

Recruitment and Selection

What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam & Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well & Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell & Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton & Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson & York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen & Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J & Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E & Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S & Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D & Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment Recruitment and Selection What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam & Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well & Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell & Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton & Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson & York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen & Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J & Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E & Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S & Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D & Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment Recruitment and Selection What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam & Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well & Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell & Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton & Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson & York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen & Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J & Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E & Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S & Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D & Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment