The Impact of Postmodernism on Science Essay Example for Free

The Impact of Postmodernism on Science Essay Postmodernism has completely changed our vision of science. Against traditional beliefs, science is no longer based on rationality, but turns out to be a complex structure of subjective hypotheses, assumptions, and theses. Postmodernism has separated scientific beliefs from reason, and has significantly narrowed the scope of scientific ideas, which can only be used within limited cultural paradigms. The Impact of Postmodernism on Science Introduction With the rise of postmodern thought, science has ceased to be the source of rationality and reason in their traditional sense. Against our beliefs into the rationality and objectivity of science, postmodernism has changed this image, making science irrational, subjective, and almost mystic (Schick, 1999). The modern speed of technological advancement has created a completely new area of scientific discoveries, where ideas replace each other with the speed of light. However, while scientists are occupied with the need to cure humanity of cancer and AIDS, we are gradually losing the sense of rationality that was so characteristic of science in previous decades. Science has ceased to be rational, and this is the direct result of postmodernism’s impact on our scientific beliefs. From the viewpoint of postmodernism, we no longer believe in science as the source of universal and objective truths; rather, â€Å"science arrives at its truths in response to social forces both within and without the scientific community. Their periodic shifts in outlook come as a result of irrational conversions on the part of influential scientific leaders† (Grenz, 1996). Moreover, we no longer view science as rational: to be more exact, science is rational to the extent that is applicable within a given cultural paradigm (Appignanesi, 2002). Ultimately, postmodernism implies that scientific ideas and hypotheses cannot be objective, and vary from culture to culture; as a result, different cultural groups hold to different beliefs in regard to similar events and phenomena (e. g. we still lack unanimous agreement as for the origin of species and are torn between Christian beliefs and Darwin’s assumptions about the logic of evolution). Conclusion Postmodernism has completely changed our vision of science. Against traditional beliefs, science is no longer based on rationality, but turns out to be a complex structure of subjective hypotheses, assumptions, and theses. Postmodernism has separated scientific beliefs from reason, and has significantly narrowed the scope of scientific ideas, which can only be used within limited cultural paradigms. References Appignanesi, R. (2002). Postmodernism and big science. Totem Books. Grenz, S. J. (1996). A Primer on Postmodernism. Eerdman Publishing Company Schick, T. (1999). Readings in the philosophy of science: from positivism to postmodernism. McGraw-Hill Humanities.

History Of Social Services In England Social Work Essay

History Of Social Services In England Social Work Essay In 1992 the Department of Health (DH) and the then, Social Services Inspectorate, in England, published the findings of a survey of two social services Departments in relation to abuse. This publication found there to be a lack of assessments in large numbers of elder abuse cases and little evidence of inter-agency cooperation. The report recommended guidelines to assist social services in their work with older people (DH/SSI 1992). During the 1990s concerns had been raised throughout the UK regarding the abuse of vulnerable adults. The social services inspectorate published Confronting elder abuse (SSI 1992) and following this, practice guidelines No longer afraid (SSI 1993). No longer afraid provided practice guidelines for responding to, what was acknowledged at that time, as elder abuse. It was aimed at professionals in England, Wales and Northern Ireland and emphasised clear expectations that policies should be multi-agency and also include ownership and operational responsibilities (Bennett et al 1997). This guidance was issued under section 7 of the Local Authority Social Services Act 1970 and gives local authority Social Service departments a co-ordinating role in the development and implementation of local vulnerable adult policies and procedures. In 2000, the department of Health published the guidance No Secrets. The purpose of No Secrets was aimed primarily at local authority social services departments, but also gave the local authority the lead in co-ordinating other agencies i.e. police, NHS, housing providers (DOH 2000). The guidance does not have the full force of statute, but should be complied with unless local circumstances indicate exceptional reasons which justify a variation (No Secrets, 2000) The aim of No Secrets was to provide a coherent framework for all responsible organisations to devise a clear policy for the protection of vulnerable adults at risk of abuse and to provide appropriate responses to concerns, anxieties and complaints of abuse /neglect (DOH 2000). Scotland Historical In December 2001, the Scottish Executive published Vulnerable Adults: Consultation Paper (2001 consultation) (Scottish Executive, 2001). This sought views on the extension of the vulnerable adults provisions to groups other than persons with mental disorder and the possible introduction of provisions to exclude persons living with a vulnerable adult, where the adults health is at risk. A joint inquiry was conducted by the Social Work Services Inspectorate and the Mental Welfare Commission for Scotland. Both of these agencies were linked with the central government of Scotland who had responsibility for the oversight of social work services and care and treatment for persons with mental health problems. In the report by the Scottish Executive (2004), a case of a woman who was admitted to a general hospital with multiple injuries from physical and sexual assault and who had a learning disability became the focus for change for Scotland in terms of adults who have been abused. The police investigation identified a catalogue of abuse and assaults ranging back weeks and possibly longer. In June 2003 the Minister for Education and Young People, Peter Peacock MSP, asked the Social Work Services Inspectorate (SWSI) to carry out an inspection of the social work services provided to people with learning disabilities by Scottish Borders Council. At the same time, the Mental Welfare Commission for Scotland (MWC) also undertook an inquiry into the involvement of health services, though worked closely with SWSI during its inquiry. The two bodies produced separate reports, but also published a joint statement (MWC and SWSI, 2004), which summarised their findings and stated their recommendations. The findings included: à ¢Ã¢â€š ¬Ã‚ ¢ a failure to investigate appropriately very serious allegations of abuse à ¢Ã¢â€š ¬Ã‚ ¢ a lack of information-sharing and co-ordination within and between key agencies (social work, health, education, housing, police) à ¢Ã¢â€š ¬Ã‚ ¢ a lack of risk assessment and failure to consider allegations of sexual abuse a lack of understanding of the legislative framework for intervention and its capacity to provide protection à ¢Ã¢â€š ¬Ã‚ ¢ a failure to consider statutory intervention at appropriate stages The Adult Support and Protection (Scotland) Act 2007 (ASPA) is a result of the events that were known as the Scottish Borders Enquiry. Following the various police investigations, it was identified that there were historical links between the client and the offenders who were later prosecuted in terms of statements held by social services department detailing the offenders behaviour towards the woman and that this information was held on file. The Scottish Executive (2004) described the case as extremely disturbing but even more shocking to many that so many concerns about this woman had been made known and not acted on. As a consequence, 42 recommendations from the inquiry were made and there was a specific recommendation which was taken to the Scottish Executive and involved the provision of comprehensive adult protection legislation as a matter of urgency as there had been concerns raised from political groups and high profile enquiries to provide statute for the protection of adults at risk of abuse in Scotland (Mackay 2008). The Scottish framework links with three pieces of legislation. In 2000, the Adults with Incapacity (Scotland) Act [AWISA 2000] was passed and focused on protecting those without capacity with financial and welfare interventions for those unable to make a decisions. Second, the Mental Health (Care and Treatment) (Scotland) Act (2003) [MHSA (2003)] modernised the way in which care and treatment could be delivered both in hospital and the community and improved patients rights. Finally, the Adult Support and Protection (Scotland) Act (2007) [ASPSA (2007)] widened the range of community care service user groups who could be subject to assessment, and mainly short-term intervention, if they were deemed to be adults at risk of harm. Mackay (2008) argues that the Scottish arrangements both mirror and differ from those of England and Wales. She maps out the intervention powers for adults at risk of harm into a type of hierarchical structure known as a pyramid of intervention which aims to reflect the framework of the various pieces of Scottish legislation and goes onto say that the principle underlying all of the legislation is minimum intervention to achieve the desired outcome. Critique of definitions. In England, the No Secrets (2000) guidance defines a vulnerable adult as a person aged 18 or over and who is or may be in need of community care services by reason of mental or other disability, age or illness; and who is or may be unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation (DOH 2000 Section 2.3) The groups of adults targeted by No Secrets were those who is or may be eligible for community care services. And within that group, those who were unable to protect themselves from significant harm were referred to as vulnerable adults. Whilst the phrase vulnerable adults names the high prevalence of abuse experienced by the group, there is a recognition that this definition is contentious. ADSS (2005). The definition of a vulnerable adult referred to in the 1997 consultation paper Who Decides issued by the Lord Chancellors Department is a person: who is, or may be in need of Community Care Services by reason of mental or other disability, age or illness: and who Is, or may be unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation (Law Commission Report 231, 1995) There are however broader definitions of vulnerability which are used in different guidance and in the more recent Crime and Disorder Act (1998) it refers to vulnerable sections of the community and embraces ethnic minority communities and people rendered vulnerable by social exclusion and poverty rather than service led definitions. There is concern, however, that the current England framework is more restricted than it should be, and that the problem is one of definition. The House of Commons Health Committee, says that No secrets should not be confined to people requiring community care services, and that it should also apply to old people living in their own homes without professional support and anyone who can take care of themselves (House of Commons Health Committee, 2007). Even within the ADASS National Framework (2005) it has been argued that vulnerability seems to locate the cause of abuse with the victim, rather than placing responsibility with the acts or omissions of others (ADASS, 2005) The Law Commission speaks favourably of the Safeguarding Vulnerable Groups Act 2006, which, it says, understands vulnerability purely through the situation an adult is placed [in] (Law Commission, 2008). It is now becoming questionable whether the term vulnerable be replaced with the term at risk. If we were to look at the current legislation in England surrounding the investigations of abuse to adults, there are none, however there are underpinning pieces of legislation which whilst not in its entirety focus specifically on the adult abuse remit, but can be drawn upon to protect those most vulnerable. There are many duties underpinning investigations of adult abuse, but no specific legislation. The NHS and Community Care Act 1990, section 47 assessments can be implemented in order to consider an adults need for services and can therefore consider any risk factors present at the time of the assessment. From this, assessment and commissioned services can support people who have been abused or can prevent abuse from occurring. The National Assistance Act (1948) deals with the welfare of people with disabilities and states that the: local authority shall make arrangements for promoting the welfare of person whosuffers from a mental disorderwho are substantially and permanently handicapped by illness, injury or congenital deformity or other disabilities and gives power to provide services arising out of an investigation out of the NHS Community care Act 1990. (Mantell 2009). The Fair Access to Care Services 2003 (FACS) recognises that community care services will be a vital aspect of adult protection work (Spencer- Lane, 2010). Interestingly the eligibility criteria that superseded Fair Access to Care from April 2010 (Prioritising Need in the context of Putting People First: A whole systems approach to eligibility for Social Care), continues to place adults who are experiencing, or at risk of experiencing abuse or neglect, in Critical and substantial needs criteria banding, as FACS did. Another definition of a vulnerable adult is cited within The Safeguarding Vulnerable Groups Act (2006), (SVG Act 2006), and defines a vulnerable adult as: A person is a vulnerable adult if he has attained the age of 18 and: (a)he is in residential accommodation, (b)he is in sheltered housing, (c)he receives domiciliary care, (d)he receives any form of health care, (e)he is detained in lawful custody, (f)he is by virtue of an order of a court under supervision by a person exercising functions for the purposes of Part 1 of the Criminal Justice and Court Services Act 2000 (c. 43), (g)he receives a welfare service of a prescribed description, (h)he receives any service or participates in any activity provided specifically for persons who fall within subsection (9), (i)payments are made to him (or to another on his behalf) in pursuance of arrangements under section 57 of the Health and Social Care Act 2001 (c. 15), or (j)he requires assistance in the conduct of his own affairs. This particular act appears to take an alternative approach to the term vulnerability. It refers to places where a person is placed and is situational. (Law Commission, 2008). Following the consultation of No Secrets, one of the key findings of the consultation was the role that the National Health Service played in relation to Safeguarding Vulnerable adults and their systems. The Department of Health produced a document titled Clinical Governance and Adult Safeguarding- An Integrated Process (DOH 2010). The aim of the guidance is to encourage organisations to develop processes and systems which focused on complaints, healthcare incidents and how these aspects fall within the remit of Safeguarding processes and to empower reporting of such as it identified that clinical governance systems did not formally recognise the need to work in collaboration with Local Authorities when concerns arise during healthcare delivery. The definition of who is vulnerable in this NHS guidance, refers to the Safeguarding Vulnerable Groups Act (2006) and states that any adult receiving any form of healthcare is vulnerable and that there is no formal definition of vulnerability within health care but those receiving healthcare may be at greater risk from harm than others (DOH 2010). In the Care Standards Act 2000 it describes a Vulnerable adult as: (a) an adult to whom accommodation and nursing or personal care are provided in a care home; (b) an adult to whom personal care is provided in their own home under arrangements made by a domiciliary care agency; or (c) an adult to whom prescribed services are provided by an independent hospital, independent clinic, independent medical agency or National Health Service body. Similar to the Safeguarding Vulnerable Groups Act, the Care Standards Act 2000 classifies the term vulnerable adult as situational and circumstantial rather than specific and relevant to a persons individual circumstance. Spencer-Lane (2010) says that these definitions of vulnerability in England have been the subject of increasing criticism. He states that the location of the cause of the abuse rests with the victim rather than the acts of others; that vulnerability is an inherent characteristic of the person and that no recognition is given that it might be contextual, by setting or place that makes the person vulnerable. Interestingly Spencer -Lane (2010) prefers the concept of adults at risk. He goes on to suggest a new definition that adults at risk are based on two approaches as the Law Commission feel that the term vulnerable adults should be replaced by adults at risk to reflect these two concerns: To reflect the persons social care needs rather than the receipt of services or a particular diagnosis What the person is at risk from whether or not the term significant harm should be used but would include ill treatment or the impairment of health or development or unlawful conduct which would include financial abuse Spencer-Lane (2010) also argues that with the two approaches above, concerns remain regarding the term significant harm as he feels the threshold for this type of risk is too high and whether the term in its entirety at risk of harm be used whilst encompassing the following examples: ill treatment; impairment of health or development; unlawful conduct. Unlike in Scotland, there are no specific statutory provisions for adult protection; the legal framework is provided through a combination of the common law, local authority guidance and general statute law (Spencer-Lane 2010). Whereby in England the term vulnerable adult is used, in Scotland the term in the Adult Support and Protection (Scotland) Act 2007 uses the term adults at risk. This term was derived by the Scottish Executive following their 2005 consultation were respondents criticised the word vulnerable as they believed it focussed on a person disability rather than their abilities, hence the Scottish executive adopted the term at risk (Payne, 2006). Martin (2007) questions the definition of vulnerability and highlights how the vulnerability focus in England leaves the deficit with the adult, as opposed to their environment. She uses the parallel argument to that idea of disabling environments, rather than the disabled person, within the social model of disability. She goes on to comment that processes within society can create vulnerability. People, referred to as vulnerable adults, may well be in need of community care services to enjoy independence, but what makes people vulnerable is that way in which they are treated by society and those who support them. It could be argues that vulnerability and defining a person as vulnerable could be construed as being oppressive. This act states that an adult at risk is unable to safeguard their own well-being, property, rights or other interests; at risk of harm and more vulnerable because they have a disability, mental disorder, illness or physical or mental infirmity. It also details that the act applies to those over 16 years of age, where in England the term vulnerable adult is defined for those over the age of 18 and for the requirement under the statute is that all of the three elements are met for a person to be deemed at risk. ADASS too supports the use of risk as the basis of adult protection, although its definition differs from the one used in Scotland. It states that an adult at risk is one who is or may be eligible for community care services and whose independence and wellbeing are at risk due to abuse or neglect (ADASS, 2005) The ASPSA (2007) act The Scottish Code of Practice states that no category of harm is excluded simply because it is not explicitly listed. In general terms, behaviours that constitute harm to others can be physical (including neglect), emotional, financial, sexual or a combination of these. Also, what constitutes serious harm will be different for different persons. (Scottish Government, 2008a p13). In defining what constitutes significant harm, No Secrets (2000) uses the definition of significant harm in who decides? No Secrets defines significant harm as:- harm should be taken to include not only ill treatment (including sexual abuse and forms of ill treatment which are not physical), but also the impairment of, or an unavoidable deterioration in, physical or mental health; and the impairment of physical, intellectual, emotional, social or behavioural developments (No Secrets, 2000. The ASPA (2007) act also goes onto detail that any intervention in an individuals affairs should provide benefit to the individual, and should be the least restrictive option of those that are available thus providing a safety net on the principles of the act (ASPA, 2007). The Adult Support and Protection (Scotland) Act 2007 says: harm includes all harmful conduct and, in particular, includes: conduct which causes physical harm; conduct which causes psychological harm (e.g. by causing fear, alarm or distress) unlawful conduct which appropriates or adversely affects property, rights or interests (e.g. theft, fraud, embezzlement or extortion) conduct which causes self-harm N.B conduct includes neglect and other failures to act, which includes actions which are not planned or deliberate, but have harmful consequences Interestingly the Mental Capacity Act 2005 (section 44) introduced a new criminal offence of ill treatment and wilful neglect of a person who lacks capacity to make a relevant decision. It does not matter whether the behaviour toward the person was likely to cause or actually caused harm or damage to the victims health. Although the Mental Capacity Act mainly relates to adults 16 and over, Section 44 can apply to all age groups including children (Code of Practice Mental Capacity Act 2005). The Association of Directors of Social Services (ADSS) published a National Framework of Standards to attempt to reduce variation across the country (ADSS 2005). In this document the ADSS 2005 updated this definition above to :- every adult who is or may be eligible for community care services, facing a risk to their independence (ADSS 2005 para 1.14). England and Scotland differences with policy/legislation Definition of vulnerability Three part definition to definition of at risk of harm Harm might be caused by another person or the person may be causing the harm themselves no category of harm is excluded simply because it is not explicitly listed. In general terms, behaviours that constitute harm to others can be physical (including neglect), emotional, financial, sexual, or a combination of these. Also, what constitutes serious harm will be different for different persons. Code of Practice, Scottish Government (2008) Defining vulnerable: adult safeguarding in England and Wales Greater level of contestation in defining VA in adults than children. Doucuments in wales and England are very similar. In safe hands document is greater but both are issued under the provision of section 7. Whilst they are guidance, there is a statutory footing behind them. No Secrets (DH2000) defines vulnerable in a particular way: Is a person who is or may be in need of community care services by reason of mental or other disability, age or illness; and who is or may be unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation. No Secrets paragraph 2.3 Lord Chancellors Department, Who Decides (1995) The ASP Act introduces new adult protection duties and powers, including: Councils duty to inquire and investigate Duty to co-operate Duty to consider support services such as independent advocacy Other duties and powers visits, interviews, examinations Protection Orders: assessment, removal, banning and temporary banning Warrants for Entry, Powers of Arrest and Offences Duty to establish Adult Protection Committees across Scotland Harm includes all harmful conduct and, in particular, includes: a) conduct which causes physical harm; b) conduct which causes psychological harm (for example: by causing fear, alarm or distress); c) unlawful conduct which appropriates or adversely affects property, rights or interests (for example: theft, fraud; embezzlement or extortion); and d) conduct which causes self-harm. An adult is at risk of harm if: another persons conduct is causing (or is likely to cause) the adult to be harmed, or the adult is engaging (or is likely to engage) in conduct which causes (or is likely to cause) self-harm N.B conduct includes neglect and other failures to act (Section 53)

Importance of Strategic Human Resource Management (SHRM)

Importance of Strategic Human Resource Management (SHRM) The importance of Strategic Human Resource Management in organization: According to my understanding during the lecture period Human Resource Management Strategy as a central philosophy of the way that people in the organization are managed and the translation of this into HR policies and practices. To be affective, policies and practices need to be integrated so that they make a coherent whole that is integrated with the business or organizational strategy (Torrington and Hall) Strategic Human Resource Management is the vital factor for an organization to achieve its strategic goals as it has increased in importance since 1980s by considering the following factors which are discussed below: Globalization is the current phenomenon of the world which has integrated all the business environments under one umbrella where Strategic Human Resource Management in only way to show the business what is the actual goals of that business. By its activities business organization can overcome global needs as SHRM learns organizations to sort out what is their positions and where they want to go in global business arena. Government rules and regulations which are the important issues for organizations, because it affects the organizations, business activities, through its own policy and procedures. An organization which can be overcome these issues through its strategic Human Resource policy, because organizations prepare its staffs, employees, stakeholders to be aware regarding these issues and do accordingly. Knowledge and research based activities have impacted the organization dramatically in todays world, where Strategic Human Resource management helps the organization to nursing their Human Resource management accurately as well as make ready them to overcome future goals. Labour unions which is the combined activities of Labours in the business that has affected the business strategic activities vigorously, but in this place, Strategic Human Resource Management gives treatments to them to be proactive and taking initiatives regarding labours demand and benefits which help the organization to meet up the staffs problems. (According to my own understanding) 1.2 The purpose and contribution of Strategic Human Resource Management activities in an organization: Case Study ASDA ASDA is one of the reputed retailer companies of WAL-MART which was formed in 1965 by a group of farmers from Yorkshire and its activities are still mainly based in the north of Britain. It expanded south in 70s and 80s , in 1989 buying rival change Gateways Superstores which is offering shoppers everything from Frank furthers to Diamond rings. ASDA is the second largest food seller that operates 370 stores from where primarily sell groceries and apparel, also the stores which are situated in different parts of the UK sell CDs, books, DVDs, House wear financial services, take away meal etc. The Strategic Human Resource Management of ASDA which has developed its overall activities, because every year ASDA recruits 10,000 workers, 10,000 permanent staffs to work as little as 10 weeks a year. ASDA always targeted people over 50 and it has already employed 22,000 people aged over 50. For managing their SHRM ASDAs employees trainings is the highest in the market. Every year they recruit fresh trainee employee to build a proactive team for the management. (http://www.allbusiness.com/retail-treade/4297631-1.html) As the part of SHRM management ASDA follows following structures of management: ASDA Corporate level Business level Operational level Board of Directors All regional managers Line managers Chief executive officer(CEO) Line Supervisors etc. Country Directors Chairman Chief Financial Officer (CFO) Chief Technical Officer(CTO) Divisional Head By this structure ASDA monitored and supervised all the activities while they ensure the power and position of that structure by its unique policy. For managing Strategic Human Resource Management ASDA assists organization to meet the needs of their employees in the best way they can, so that company goals can be promoted. It also managing people proactively, because it requires planning ways for ASDA to meet the needs of its employees, thinking ahead and also helping the employees to meet the needs of the organization. This process changes the outlook and affects the way things are done at this business site, in others words it help to integrate modern ideas and models into the traditional Human Resource practices to come up with better solutions which not only benefit the employees, but the organization. It helps the organization from the hiring of employees, to the training, assessment and discipline [http://www.mba-tutorials.com/human-resource-management/487-shrm-strategic-human- resource-management.html] For proper employee management by ASDA it has affected the organization significantly, because ASDA be aware about the employees career and development resulting reducing time frame of recruitment and selection process, retention staff in the organization, creates the productivity of the employee by developing training programs. It also arranges career programs for the employee which builds the employees loyalty towards ASDA which gives them unique efforts to fight with competitors in the market. Strategic Human Resource Management is the process of Human resource Management for a long period of time which helps organization to achieve its long term goals. As a part of these activities ASDA maintains high standard of Human Resource Management through its unfair and competitive employees selection, motivation and training which given ASDA to be almost a market leader in the UK super market. It has established companies overall growth, revenue and satisfaction of stakeholders. (According to my understanding during the class period) From the ASDA business site it is viewed that it has announced plans to create 9000 jobs in the UK through a mixture of new stores (20+new stores + extensions to existing stores), product range extensions in terms of non-food selling space named ASDA living and others business expansion like home shopping, online shopping via-ASDA direct. It sounds like an ambitious growth plan, although ASDA needs to keep growing quickly just to maintain its relative market share, where ASDA planed 179000 employees employ in the year. [http://tutor2u.net/blog/index.php/business-studies/comments/asd-goes-for-growth/] President and CEO of Wal-Mart International, Dong McMillan thanked Andy Clarke for his leadership role in the development of the ASDA business during his times as president and CEO and in other roles during his 16 year career at the retailer I am extremely proud of the management team at ASDA and the contribution that each of our nearly 170,000 colleagues makes every to serve our customer. We are very well positioned to continue to win in the UK market [http://your.asda.com/2010/4/12] From the discussion above it has been found that ASDA has been serve the customer promptly through their proactive management team which has impacted ASDA to improve its business growth revenue which attracts stakeholders such as employees, customers, suppliers, government, local community and competitors etc. Nowadays ASDA stakeholders feel confident as they invest as they could. Therefore, as a global company ASDA which is maintain its SHRM policies resulting to achieve overall growth of its business. Conclusion As a part of HRM development ASDA has been taking more initiatives in its operation, because every year ASDA recruited highly educated trainee officer in their organization. As well as they arranges graduate programmes for hunting talents to their organization. Moreover, they provide training for improving the skills of employees and prepared them to perform duties for next designation. There are so many others programs which has been conducted by ASDA such as communication with all levels of employees, stakeholders etc. Therefore, the HRM management of ASDA has got success in its operation by which organization achieves its strategic goals. Human Resource Planning 2.1 The business factors that underpin human resource planning and the human resource requirements in an organization: Tesco is considered as one of the Britains biggest and most profitable super market chain and according to the website of Tesco which states that is the darling-of the City. Tesco PLC which is an overseas retailer that principal activity is retailing and associated activities in the UK, China, Czech Republic, Hungary, the republic of Ireland, India, Japan, Malaysia, Poland etc. The main activity of the company is that of retailing, retailing service and financial services, retailing services which includes the companys online shopping channels, Tesco.com, Tesco.direct, Tesco personal finance (TPF) and dunhumby which is consumer research business. Tesco is 2nd largest super market in Europe and 4th largest in the World operates 2318 stores in twelve countries around the world and employs 326,000 people. According to Terry Lehy Tesco is market leader in six out of twelve countries it operates in with its largest stores not in Bristol or Birmingham but in Budapest. It operates 1878 stores in the UK, 261 stores in Europe and 179 stores across Asia and plans to open 184 stores worldwide over the next year. In the UK there are 83 Tesco extra stores, 4447 Tesco super store, 161 Tesco Metro stores, 277 Tesco express stores and 910 recently acquired T S stores to be converted. [http://www.corporatewatch.org.uk/?lid=252] Recently Tesco has started business in petroleum named Tesco petroleum as well as it operates Tesco finance and Tesco CNG conversion. Every Tesco involve with so many accusation, joint venture, merger etc. locally and internally. As a part of these expansion activities Tesco maintains high standard of quality staff that have facilitated Tesco to operate its business successfully. However, the business factors that underpins the Human Resource of Tesco which are given below: Human Resource planning is the term use to describe how companies ensure that their staffs are the right staff to do the jobs. Sub topics include planning for staff retention, planning for candidate search, training and skills analysis and much more. Tesco has to consider some external factors such as supply and demand, labour market, image/goodwill, PESTEL, unemployment rate, housing, childcare, competitors, spouse/partner career, location etc. and internal factors such as recruitment policy, HR planning, size of the farm, cost of recruitment, travel time, recognition, temporary part time employees, work culture, growth and expansion, timeliness. [http://www.enotes.com/business/q-and-a/human-resource-planning-crutial-process-an-172645] All part of these factors influence the Tesco in case of expanding its business locally and globally, but Human Resource management overtake these factors by its unique features such as training, motivating, recruiting, learning, coaching etc. World is changing rapidly, where all the business organization has come to the global umbrella. Every year Tesco has to do so many accusation, mergers and joint ventures all over the world to fulfil the global needs of customers, but for these expanded business activities it requires thousands and thousands skilled employees who have proper local and global knowledge to handle the business swiftly. For example, recently Tesco has started its operation in Asian countries while it requires some skilled people who have local knowledge of Asia, in terms of Asian Language, religion, culture, political and ethical matter. There also need a country director who has capability to lead the business in Asia with his strong hand. He must be well-known about Asian labour market, culture, political and legal situation as well as he should be capable enough to understand language of every people of that country. Manpower is the vital factor for Tesco to operate its business in Asia as it wants to penetrate the whole Asian market chronologically within next couple of years. As part of its activities they should be required to reserve some staffs to employ them in proper expansion. Furthermore, they should be needed for hiring some skilled employees from local organization to overcome competitive market in that environment. Tesco also should be considered employ some local employees by lower c ost where they could be given the company better opportunity. Expansion the business outlets which is the continuous process of ASDA as it tries to increase its outlets locally and globally every year, but for expanding its business HRM is the vital issue, because it ensures the overall expansion activities. As a part of that activities ASDA would be required to take following initiatives: Recruiting highly educated employees as a fresh trainee officer. Hiring highly experienced employees from others similar organization. Recruiting staff to adapt with new environment. Giving promotions to tolerate the new business outlets. Recruiting highly experience CEO or Country Director specially for global expansion. Therefore, the requirement of Human Resource is very important issue for Tesco to expand its business locally and globally. So, it should be aware about HR management through proper selection, recruiting, motivation, communications, trainings etc. Development of a human resource plan and its contribution on the meeting of organizations objectives as well as purpose of human resource management policies and impact of regulatory requirements on this policies in organization Human Resource development plan for an organization is the important issue to on how the organizations are managing their activities well in the market, this includes following steps: Job analysis which identifies a job regarding specific roles and responsibilities and abilities, skills, qualifications need to perform the jobs successfully. Human Resource planning which is the initiative through which an organization tries to ensure right number of qualified people in the right jobs at the right times. Employee recruitment that is the way for seeking and attracting a pool of applicants from which qualified candidates can be selected for the organizations against of that job vacancy. Employees selections which involves offer the employee for recruitments from the available candidates applied for this job. Performance appraisal that is associated with identifying how well employees are performing their jobs, communicating that information to the employees and taking initiative for measurement their performance by their activities, i.e. arranging promotion for good performance. Training and development which help employees learn how to perform their jobs, improve their performance and prepare themselves for more senior positions. Career planning and development by which organization identifies employees career goals, possible future job opportunities and personal improvement by which it is ensured qualified employees are available when needed. Employee motivation which is the vital factor for any organization which focuses to make employees productive and lower rates of absenteeism and turnover. Every year Tesco collects so many bi-data from different sources from qualified applicant from which they select some people for recruitments. After recruiting they arrange training for fit themselves for their assign jobs. They also motivate staff by giving incentives, bonus, refreshment leave for motivation of employees, resulting a good employees structure for Tesco to implement its strategic goals. Human Resource plan for an organization is the curse of action by which organization can manage its Human Resources efficiently and effectively by which achieve the organizations objectives. The role of Human Resource functions is explained by the key objectives to be achieved. The following diagram shows the role of Human Resources which is helped to organizational objectives. Human resource plan can be contributed the organization for meeting its objectives by following ways: It strengthens human resource structures which helps organization to utilize all of the efforts of human resource into the organization resulting to achieve strategic goals. It keeps balance between management of employees management of financial resources which brings results for the organization. It helps organization to create skilled employment by which organization could expand its business locally globally. These activities help organization to involving acquisition, merger joint venture etc. in the own country as well as for operating business in the international countries. It ensures good practices for employees employment policies such as promotions, retention, rewards, punishments, health safety rules regulations which ensure the loyalty of employees towards the organization resulting to achieve organizational goals by these joint efforts. Tesco, making a human resource plan to set up a highly skilled person in the branch as a manager by whom it monitored implemented all of the activities in the operations levels. As a result, a lot of outlets which are giving service to customers resulting to achieve good turnovers which make sure the overall goals of tesco.[ According to my own research company websites of tesco] Purpose of human resource management policies in the organization is important factors that ensures the right, rules regulations of employees for doing works in the organization. Impact of regulatory requirements on human resource policies confirms the right of employees employers. These policies focus to ensure the best practices of human resource management achieve organizational goals by employing them. Human resource policies revive all the rights of employees by which the inspire to invest all of the merits talents to the organization resulting to achieve of companys long term goals. These policies include getting best employees in the company paying employees all benefits , ensuring training, ensuring compliance to regulation, implement fair, safe equitable work environments, sustaining its performing employees non- profit human resources. All the policies mentioned above have unique features of its own by which organization can implement all of its strategic goals. For example, Tesco, the largest superstore in UK which is assuring high standard products services for customers through its performing team members while it reserves some rights for employees in the organization which has been sustained each employee management. According to part of that policies, Tesco maintains minimum national wages for employees, fixing up highly pay rates for its skilled employees where the arrange some training programmes, graduate programme, motivation, coaching, face to face discussion which has built its to make relationship with its employees. It also always aware about the health safety policies of its employees as it ensures some free medical treatment, health hygiene training for its employees for ensuring these policies. Tesco nowadays sustainable situation on human resource management. For proper human resource management gives Tesco power to bargain with customers, compete with rivals in price war, making bondage with its stake holders. In an organization regulatory policies ensure discipline of organization because it limits it into its system as well as employees in their organizational activities. More over into increases the loyalties of employees towards employers resulting to achieve organizational goals. Furthermore, it teaches employees to be motivated, dedicative, energetic into their duties as well as ensures their present lives, future lives family lives easier happy. The important matter to consider that these factors protected everyone in the organizations from the discriminations in terms of age, sex, ethnic groups, dis ability etc. while it ensures equal opportunities for all levels of employees making good relationship between employer employees. For example-When Tesco recruits people the meets these regulatory factors in their recruitment process as they make criteria for those people who are vulnerable for our society such as dis able, ethnic groups as well as they prioritize all levels of employees with their equal opportunities policies. In Tesco superstore who is working they do not know what is their origin of country, but they only know that they are the members of Tesco team which makes it very confident towards its staff management. Reviewing Human Resource Management 4.1,4.2,4.3 : Impact of Organizational structure, culture and effectiveness on Human Resource Management: Organizational structure and Human Resource Management practices are two special factors involved in corporate entrepreneurship which achieve organizational goals. By selecting and implementing the appropriate structure and practices, Human Resource professional can systematically foster and facilities innovation and entrepreneurship within the organization. The more that new and different entrepreneurial activities are needed, the more that complete structural arrangement as well as policy and procedures flexibility are needed. Proper organization structure is important for company to function effectively. Communicating clear paths of responsibility is key for a company to meet the needs the future growth as well as help in streaming the organization. The following diagram which shows the organizational structure for a company. [http://www.edrawsoft.com/Human-Resource-Organizational-Chart.php] There are some important points which are essential for the structure of an organization which is given below: Organizational Chart: Organizational chart which is the ideal manner for mapping the organization. It is an instrument for assessing personnel and managing the work force effectively. An organization which needs to visualize the companys structure in order to find out the role of each employee plays in the Human Resource chain. Human Resource Software: Human Resource Software which assist management of Human Resources to take decisions for the following matter: Succession Planning Organizational development Human Resource management Corporate re-organization Efficient management of resources. An organizational chart is specialized tool used by Human Resources professionals to be able to get a solid picture of the organization. An organizational chart is generally deployed in situation when management wants to identify areas throughout the enterprise that present opportunities for downscaling also known as down sighing. Organizational culture is the workplace environment formulated from the interaction of the employees in the work environment. It is defined by all of the life experiences, strengths, weakness, education, up-bringing and so forth of the employees, while executive leaders play a great role in defining organizational culture by their actions and leadership, all employees contribute to the organizational culture. [http://humanresources.about.com] Organizational culture and its environment factors in which organization exist determines the way of managing the organization(Saffold,1988:547).The relationship between Organisational Culture and Human Resources practices can be explained as follows: When the member of organization i.e. employees, understand and internationalized the organizational culture which can be said as the way things are done around here, it will enable for employee to choose strategy and behaviour that fit with their personality as well as with the main routines of organization activities. Human Resource Management policies which directly influence and are influenced by Corporate Culture, also significantly impact supply chain members. That is, Human Resource decisions are important because when firms hire personnel that meld with their company culture, these actions enhance shared social knowledge and increase consistency between employee and firm goals (Wilkens Ouchi 1983), shared social knowledge guides employees in making the right decision when confronted with novel situation(Weitz and Jap 1995). [http://findarticles.com/p/articles/mi-qua3705/is-2002o1/ai-n9060287/] Organizational effectiveness depends on having the right people in the right jobs at the right time to meet rapidly changing organizational requirements. Right people can be obtained by reforming the role of Human Resource function. According to Bratton, JGold.J(2003),Human Resource Management is defined as a Strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices. According to this definition there is seen that Human Resource management should not merely handle recruitment, pay and discharging, but also should maximize the use of an organization human Resources in a most strategic levels. Stuffing, training, compensation and performance management are basically important tools in the Human resources practices that shape the organizations role in satisfying the needs of its stakeholders. Team work among lower levels of staff and the management should be created and maintained to assisting various angles that would deem necessary in eliminating, communication breakdown and foster better relationship among workers. The management should emphasize a good corporate culture in order to develop employees and create a positive and conducive work environment. In the summarization of Human Resource management there should have aim to capture the people element of what an organization is hoping to achieve in the medium to long term, ensuring the following things: It has the right people in place. It has the right mix of skills. Employees display the right attitude and behaviours, and Employees are developed in the right way. An organization which wants to achieve its goals it has to think before regarding the following Human Resource related issues in the organization: Work force planning issues. Succession planning. Workforce skills plan. Employment equity plans. Black economic empowerment initiatives. Motivation and fair treatment issues. Pay levels designed to recruit, retain and motivate people. The co-ordination of approaches to pay and grading across the organization to create alignment and potential unequal pay claims. A grading and remuneration system which is seen as fair and giving proper reward for contributions made. Wider employment issues which impact on staff recruitment, retention, motivation etc. A consistent performance management framework which is designed to meet the needs of all sectors of the organization including its people. [http://ezinearticles.com/?human-resource-management-and-organizational-effectivenessandid=2844811] Recommendations to improve the effectiveness of human resources management in an organization Human Resource Management is the essential part of an organization as it ensures the strategic goals of organization. The effectiveness of Human Resource management could be improved by the following ways- Recruiting and hiring highly educated and skilled employees for the organization. Training and development of Human Resource plan for the organization. Appraising the performance of employees for preparing them for performing jobs in the higher rank. Motivating employees by giving incentives, bonus, rewards etc. Strengthen communication among all levels of employees. Maintaining regulator factors for employees such as health and safety, pension, promotion etc. Maintaining equal opportunities system into the management. Forming different committee to monitor and supervised the employees roles and regulations such as compensation committee, audit committee, ethic committee etc. Ensuring job rotation and job analysis for each employee at different department. Doing job enrichment for employees.

solar energy Essay -- essays research papers

Solar Energy All life on Earth depends on energy from the sun. Solar energy is the source of energy for photosynthesis. It provides the warmth necessary for plants and animals to survive. Scientists have found a way to use God’s natural light towards the advantage of our daily lives. The affects of this idea revolutionary, results of solar power could lead to a more modernized society and efficient economy. Solar energy is a term that usually means the direct use of sunlight to produce heat or electric power. Solar technology is improving rapidly. Someday, it may provide a clean and abundant source of power. Solar energy is a very useful resource. Today 80% of the energy we use comes from fossil fuels and about 1% comes from solar energy. Fossil fuels are nonrenewable, that means that they are used up faster than they could be replaced. Also fossil fuels limited and cause pollution.   Ã‚  Ã‚  Ã‚  Ã‚  Recently, there has been talk about creating a whole livable society in which all essential sources of man-made energy, which is virtually pollution-free and affordable, seems impossible. Although such a concept seems like science fiction today, real efforts are underway to assure that by the late 21st century, what once seemed like a dream, will soon be reality. Cars will soon have no use for fuel and will be powered by solar energy. There are also plans to manufacture solar powered homes. By doing this families can cut electricity...

Of Mice And Men - Symbolism :: essays research papers

The central element of this novella is its symbolism. This novella has plenty of symbolical forms, such as people, creed, and some of the animals. Candy has several terms of symbolism, for example his disability is a symbol of the migrant workers who are just literally forgotten about, they are forgotten when they are no use to the owners. Candy’s dog is a symbol of a life only for advantage to others Lennie also for shadows this, he is belittled of his mind but enormously commented for his strength. Also he is compelled to lie about the fight he had with Curley, this is a symbol of typical male society in the, â€Å"Depression era†. Crook has many symbolical items, his disability is a symbol of his loneliness. He constantly rubs his back with medicine to inoculate to himself, this is a symbol of the pain he intakes. He is extremely lonely. His book of California rights is a symbol of power and knowledge of his rights of freedom. The neatness of his stable is a symbol that he is trying to show that he has got the same things as white people. The farm is a very important symbol in the novella it is important because it is repeated throughout the novella it is reminding the reader of the comforting dream that Lennie and George have created. It is a symbol of brotherly love. The dream in some ways is like the whole â€Å"Depression era† it reminds the reader of freedom and homely pleasure. Curley and Curley’s wife both represent evil both oppress and abuse the migrant workers. Curley especially harasses Lennie because of Lennie’s strength and how enormous he is. This is a symbol of cat and mouse. The horses rattling chains are a symbol of the slavery and lack of freedom. This symbol occurs quite often. The mouse in the novella is soft, small, this is a symbol of innocence. This for shadows Lennie he is venerable. Lennie is a symbol himself in his action towards beguiling soft things. Like when he stroked that ladies dress and she cried out rape it was a symbol of the power a white woman had then. Another example of this is when crooks said to Curley’s wife to go or he would call the boss to Curley’s wife but all she did was black mailed him by saying, â€Å"Listen, Nigger, you know what I can do if you open your trap, I could get you strung up on a tree so easy it ain’t funny.

Jane Eyre :: Literature Religion Papers

Jane Eyre    St. John Rivers makes some very intriguing choices in Jane Eyre. He is constantly faced with difficult decisions to make. Whether it be refusing his true love or moving to India to give his life serving others, there is always an interesting twist where St. John is concerned. His importance in the novel may be evident to readers, but they may not always understand his decisions and his actions. The choices he makes are exemplary of a man who has given his life to serve God and His people. St. John, at his introduction in the novel, is a clergyman with plans to become a missionary someday soon. This is not surprising for clergymen, according to Andrew F. Walls, author of The Missionary Movement in Christian History, since "a missionary was essentially a preacher, and a preacher should normally be a minister" (161). At this time, it was considered normal for a clergyman to become a missionary. But a missionary did have to be more than a clergyman. He also must have "common sense" and "competence," Walls says. St. John has all of these qualities and more, making him perfect for a life of sacrifice. St. John Rivers is introduced into the novel as a savior. He takes Jane into his home and under his care when she believes to have reached the end of her road. It is here, at Moor House with St. John, that she is given a new beginning with a new identity, job, and, eventually, a family with St. John and his sisters. As a clergyman, St. John is a good, moral person whose intentions are to provide for his people and his family. He also eventually wants to become a missionary someday soon. Jane likes the idea of this and it is evident to readers that Jane admires St. John and loves him like the brother he has become to her. He even gives her a job as a teacher at a school for less fortunate children. It is here that she is introduced to Rosamond Oliver and her father. After meeting Rosamond Oliver through her teaching position and hearing her talk about St. John with admiration, Jane concludes that they are meant to be for each other. She goes to St. John with her allegations and he admits his love for her to Jane: [. . .] I

Effects of Media on Society Essay

The Mass Media is a unique feature of modern society ;its development has accompanied an increase in the magnitude and complexity of societal actions and engagements, rapid social change, technological innovation, rising personal income and standard of life and the decline of some traditional forms of control and authority. There is an association between Media Influence CRITICALLY ASSESS THE WAYS IN WHICH THE MEDIA CAN BE SAID TO INFLUENCE OR HAVE EFFECTS ON SOCIETY. /> The Mass Media is a unique feature of modern society †¦ the development of mass media and social change, although the degree and direction of this association is still debated upon even after years of study into media influence. Many of the consequences, either detrimental or beneficial, which have been attributed to the mass media, are almost undoubtedly due to other tendencies within society. Few sociologists would refute the importance of the mass media, and mass communications as a whole, as being a major factor in the construction and circulation of Media Influence MEDIA INFLUENCE The media play an important role in our lives and influence us in our choices and things we value in life. We definitely live in an information †¦ social understanding and social imagery in modern societies. Therefore it is argued that the mass media is used as ?an instrument?, both more powerful and more flexible than anything in previous existence, for influencing people into certain modes of belief and understanding within society. Read more:  Effects of Mass Media on Society The question of medias influence on society and its cultural framework has often been debated upon from leading theorists to anyone with any form of media connections, but to The Influence Of Media On Basketball Influences of Mass Media in Sport When communication is spread not just between two individuals but rather between tens of millions of people it is known as mass media. †¦ contemplate that a character in Coronation Street or Eastenders can have an influence on an audience members attitude, beliefs or interpretations of society is a very simplistic and debatable version of the truth. The media does influence, but using more diverse and subtle roles of impact. Some theorists suggest that it is even a case of society influencing the media and not the more widespread and presumed version. History In the Media’s Influence On Teenagers Josh Goldstein 4/25/01 DOES MEDIA (TV, radio, magazines) INFLUENCE US TEENAGERS? â€Å"I wake up to the radio, eat breakfast to the TV, drive to school to the radio, use computers †¦ early 1930?s, the Payne Studies study took place into the effects and influences of the mass media on the society as a whole using, at times, theories or beliefs that dated back to the late nineteenth century. This is regarded as one of the first in the area of or notion that the mass media has an affect on the societal attitudes and beliefs of that time.