Philippines Essays - National Accounts, Economy Of The Philippines

Philippines Essays - National Accounts, Economy Of The Philippines Philippines The Economy of the Philippines Per Capita Income: The per capita income of a certain country is the GDP of that country divided by the total population. In the Philippines the per capita income is approximately $700. When compared to the per capita income of the United States, which is about $22,000, it is easy to tell that the economy of the Philippines is very, very poor. GDP: Growth: 5.7% GDP= 82.8 billion dollars % FROM AGRICULTURE: 17.1 (important because you would think that since they mainly produce agricultural products that its percentage would be the highest) % FROM MANUFACTURING: 18.9 % FROM SERVICES: 39.2 (also important because you wouldnt think that this one would be the highest) % FROM GOVERNMENT: 7.9 Exports: Traditionally, the Philippines have been primarily an exporter of raw materials and an importer of manufactured goods. This is the role that many third world countries play in the global economy. Electronic and automotive parts, along with garments are the leading merchandise exports of the country. However, the Philippines also rely heavily on import inputs. The country also exports bananas, coconuts, copper, gold, lumber, pineapples and sugar. Imports: The Philippines mostly imports manufactured goods. Certain items remain subject to import regulations such as narcotic drugs, firearms, ammunition, etc. Their chief imports include chemicals, machinery, and petroleum. Trading Partners: The Philippines, like any other country, cannot produce everything that it needs. Instead, it relies heavily on foreign trade. Specialization in production allows for each nation to produce what it produces best, and to trade for products, which it cannot produce as well. This means that if you are better at one thing and I am better at another, rather than each of us trying to do both, we would each do what we are best at. Then, we would exchange what we had produced and both be better off than had we tried making both things on our own. It trades mainly with Japan and the United States. The Philippines maintain high tariff rates and protective barriers on sensitive agricultural products. Major Economic Activities: The Philippines has embarked on economic reforms and market liberalization measures in the past two years. As a result of this the Philippines has started to show signs of recovery since the era of Ferdinand Marcos. Even though the unemployment rate is very high, it has dropped from 10.5% to 9.8%, a considerable move for a two-year period. In the Philippines, the minimum age for employment is 15. Their constitution prohibits forced labor. All workers have the right to join unions. The prices are generally determined by free market forces, with only a few exceptions. Conclusion: Although the Philippines economy is weak, and the unemployment rate is high, the Philippines are showing some signs of improvement. It has recently become a more open economy, allowing for more free trade and free market forces. As this process continues, trade with the Philippines will increase, and eventually, a more capitalistic and a successful economy will emerge.

Draft Essay Rough

Draft Essay Rough Draft Essay Rough Draft Essay Rough: Useful Pieces of Advice Do not fall into despair when you switch to a computer in order to start up your draft essay rough and you see nothing except blank computer screen. Each writer starts his or her writing from this very stage and with the same kind of despair. Of course, you may get thousands of some other desires such as to go for a walk with your dog or to clean your refrigerator, for example, just in order to postpone the process of writing, however, the only way to get rid of these desires and to make yourself working is to start your draft essay rough write immediately. Of course, it is very difficult to start your work from the very beginning when there is nothing written concerning the topic of your assignment yet. However, until you start up the campaign of draft essay rough writing, you will never succeed in coping with your assignment: Do Not Hesitate To Start Writing Take a long breath and start writing. Remember that you do not have to write a perfect draft essay rough from the first time. If your deadline does not face you, you can take your time and rewrite your draft essay rough for several times until you like it. There is no any rush when the deadline is far away from you, that is why it is recommended not to drag things out and to start dealing with your draft essay rough at that very moment when you have received such a task. After you have written draft essay rough and you liked it, do not think that this is the end of your work. If you really want to succeed in your draft essay rough writing, proofread it and correct all the existing mistakes. You see if your draft essay rough is written in a perfect way, however, it includes some of grammar mistakes you will never receive a high grade for your task completing. Rough Draft Is Not The Final Version! Do not waste a lot of time to choose the words for draft essay writing. As a rule, when a person starts worrying for his or her lexis or grammar from the very beginning of writing, it becomes very difficult for him or her to complete this work, as he or she makes different corrections and insertions all the time and does not have an opportunity to proceed with work. Write down all the thoughts you have, you will have an opportunity to edit them later. We hope our pieces of advice will help you in your own draft essay rough writing. Read more: Psychology Papers Problem and Solution Essay Merchant of Venice Critical Essay Jane Eyre Essay How to Make a Reaction Paper

Managing the Environment (MEWK3 DQ1) Essay Example | Topics and Well Written Essays - 500 words

Managing the Environment (MEWK3 DQ1) - Essay Example In other words, the bank had successfully created a holistic marketing strategy and was able to follow through. As it is building "the world's local bank" brand, the bank is very vulnerable to making that brand work. Hence, it must focus on acquiring local knowledge in each area it operates in, and put that local knowledge to customizing the bank's marketing activities to the locality's preferences and characteristics. Another vulnerability is that competitor banks might leverage on their being 'local' in designing marketing activities and compete head on with the bank's "the world's local bank" strategy. This will surely questions the integrity of such campaign - say, hw can HSBC be that area's local bank wherein the competitor bank is truly local in every sense Going forward and aligned with the company's "the world's local bank" image, a more decentralized structure with regard its marketing department should be adopted. This way the branch is given the authority to design and implement its marketing plans.

History - Museum Objects Essay Example | Topics and Well Written Essays - 3000 words

History - Museum Objects - Essay Example al languages have essentially three component parts, one of which is the direct use of signs and symbols in the form of objects and space while the other two, non-verbal communication such as gestures and body language and verbal communication such as speech and writing, can also be preserved somewhat in the objects that are left behind and can help in determining the culture from which the object originated. Because objects share a role in the interrelated social communication modes of a particular society, the interpretation of these objects may differ from one society to the next or even one time period to the next. The way in which it is interpreted can not only provide significant contextual clues to the society from which it was produced, but can also reflect the understanding of the society attempting to place the object within its correct contextual space. In addition, that exact same object, for example a specific vase, may take on different contextual meanings as it passes through time, originally used as a container for liquid, later taking on the ashes of a dearly departed relative and finally symbolizing perhaps a golden age in the progression of a nation. â€Å"[An object] can never convey one single message, uncorrected, unambiguous and unqualified. Different social perceptions, needs and changing attitudes will see to that.†2 In order to better understand how different objects can reveal different stories, this paper will take a look at three specific objects – a decanter made by William Burges and a MacIntosh chair both on display at the Victoria and Albert Museum and the Grande Ludovisi Sarcophagus in the National Museum of Rome – examining the provenance, contexts and different stories or ‘readings’ offered of each. In terms of its socio-historical context, this decanter captures the opulence and elaborate detail of the later Victorian period in which a great deal of the artwork designed represented a return to some of the more

Who Killed the Electric Car Analysis Essay Example for Free

Who Killed the Electric Car Analysis Essay Who Killed the Electric Car? is a powerful tool pertinent to many academic disciplines and adaptable to a variety of abilities, learning styles, and classroom goals. This rich, self-contained film requires little or no additional research on the part of the instructor or the class, but can be used as the foundation for independent student research. The film divides neatly into two nearly equal and independent segments that can be shown on successive days or at different points in a unit. Both segments offer excellent discussion opportunities. The classroom experience of students taking courses on environmental science or offerings that include a unit on air quality or environmental concerns would be enriched by viewing Who Killed the Electric Car?. Courses that encourage interest in engineering and practical math applications would also benefit. The ethical and civic questions that the film explores offer a natural connection for teachers working in the area of civics, government, ethics, and business ethics. In many of these courses the film could be treated as a case study. The ethical questions raised are nearly unlimited and a large variety of higher-level-thinking activities can be developed from the film. Included in this packet are discussion prompts, class activities, and research suggestions. 1 FILM SUMMARY included, the General Motors electric vehicle is featured. As this segment concludes, the success of the industry’s legal strategy is symbolized by a celebrity-studded funeral for the electric car. This segment is filled with factual analysis that examines conflicting claims about emissions, practicality, costs of various fuels, and consumer demand. Who Killed the Electric Car? is presented as a whodone-it mystery. Staying true to this genre, the film opens with necessary background information, describes the crime committed, answering all of the what, where, and when questions, and then in the style of Sir Arthur Conan Doyle gathers the suspects for close scrutiny, coming to a conclusion on the guilt or innocence of each. The second half of Who Killed the Electric Car? is Sherlock Holmes at his best. The seven suspects identified in the first half of the film are scrutinized. One by one, consumers, batteries, oil companies, auto manufacturers, the U. S. government, the California Air Resources Board, and the newest villain, the hydrogen car, pass under the bare bulb in the inspector’s interrogation room in an attempt to answer the question asked in the film’s title: Who Killed the Electric Car? At the end of each segment the featured suspect is judged as guilty or innocent. Opening with a bit of automotive history that establishes the electric car as a competitive alternative to the internal combustion engine, Who Killed the Electric Car? takes the viewer back to the beginning of the twentieth century and the dawn of the automotive age. A straightforward explanation of why gasoline beats out electricity as the fuel of choice and how the internal combustion engine wins dominance concludes the broad overview. The film then moves to the recent past with the introduction of the California Air Resources Board and their 1990 decision to require that ten percent of all cars sold in California by each car manufacturer be zero-emission vehicles by the year 2003. The Dr. Jekyll and Mr. Hyde response of automotive companies is revealed; production and marketing of zero-emission cars is detailed, a period during which the legal and political teams of the same manufacturers work to defeat the law that gave birth to modern electric vehicles. While several manufacturers are The film ends on a positive note, recognizing a grassroots movement that envisions cleaner air and energy independence. In a John Kennedy-style appeal, the film claims that those who solve our energy conundrum will be those that â€Å"change the world. † 2 SELECTED SCENES FOR CLASSROOM REVIEW 1:19 19:40 Two million new cars are sold in Television advertisement for G. M. ’s California each year. electric car. 2:55 21:21 Cheap oil supports the combustion Introduce Dr. Alan Lloyd of C. A. R. B. engine over the electric car. 3:35 22:10 Air quality in California: Manufacturer’s lawsuit to â€Å"Black cloud of death. † overturn emissions standards. 4:32 22:30 Each gallon of gasoline burned yields President Bush endorsing hydrogen 19 pounds of carbon dioxide. technology in the State of the Union. 4:55 22:43 Introduce S. David Freeman. Hydrogen Hummer and the hydrogen highway. 7:40 23:20 Creating demand for electric cars. C. A. R. B. hearing on the emissions standards. 8:50 25:30 C. A. R. B. and California’s C. A. R. B. vote to kill the standards. zero-emission policy. 12:40 26:15 Cost to run an electric car equals Manufacturers start to collect gasoline when gas is 60 cents per gallon. the electric cars. 14:10 27:35 Californians Against Utility â€Å"Save the electric car† campaign, Company Abuse including the mock funeral. 16:10 29:30 G. M. claims to have built electric cars Last EV1 collected. according to demand. 19:10 31:20 Marketing; How far, how fast, EV1s in a G. M. lot. how much? 3 33:20 50:36 G. M. spokesperson explains the Suspect: Car Manufacturers fate of the collected EV1s. 35:30 56:20 PBS at the car crusher. Suspect: Government 36:58 1:03:57 S. David Freeman, â€Å"We’re up against Suspect: C. A. R. B. most of the money in the world. † 37:15 1:07:02 Vigil for the EV1s. Suspect: Hydrogen Fuel Cell 38:40 1:11:08 Would you buy one of these electric President Bush at a hydrogen cars? Display check for 1. 9 million filling station. dollars offered to G. M. 39:20 1:15:05 â€Å"Who controls the future? Last cars moved. He who has the biggest club. † 1:18:52 39:34 1 Scene from Naked Gun 2 /2: Automotive Museum The Smell of Fear. 40:25 1:20:30 List of suspects. Verdicts. 40:58 1:22:32 Suspect: Consumers â€Å"The fight about the electric car was quite simply a fight about the future. † 43:20 1:23:58 Suspect: Batteries Introduce James Woolsey and Plug In America. 1:27:19 46:38 â€Å"The one group of people that steps Suspect: Oil Companies up to take it on is the group that will change the world. † 4 DISCUSSION PROMPTS. These prompts can be used for full-class discussion, small group conversations, or adapted for use as writing assignments of varying length and detail. †¢ What compromises related to cars and transportation are you willing to make to preserve and improve air quality? Brainstorm possibilities and then discuss each one, focusing on the average consumer. †¢ What one assertion in the film do you disagree with? Why? †¢ What one assertion in the film troubles you the most? Why? †¢ In your own words, explain why the car manufacturers collected and destroyed the electric vehicles. †¢ Did government serve the people in the case of electric cars? Why? †¢ Does government have the right to tell companies what to manufacture? Why? †¢ How important an issue is our nation’s dependence on oil? Explain. †¢ Do you agree that those who solve the energy question will change the world? Explain. †¢ Should the world oil supply be divided evenly according to population, given to those able to pay the highest price, or reserved for developing nations? Explain your opinion. †¢ Is it acceptable for a nation to use oil as a weapon? Why/why not? †¢ Would you characterize each of the following as a good citizen or a bad citizen? Why? -The oil companies -The automobile companies -U. S.consumers -Scientists researching hydrogen fuel -The citizens trying to save the electric car †¢ Is energy a national security issue? Why/how? Explain. †¢ How is the use of hydrogen as a fuel related to the reemergence of nuclear power? †¢ Does drilling for more oil in the pristine wilderness make sense? Why/why not? †¢ Given the information provided in the film, do you believe electric cars are a reasonable alternative to combustion engines? Why/why not? †¢ Given the information provided in the film, do you believe you will be able to buy a hydrogen-powered car in the next 10 years? 20 years? Ever? Why/why not? 5 MOCK COURT Choose defense and prosecution teams for each of the seven defendants identified in the film. Have the teams prepare for a mock trial using the information in the film and if desired, additional research. Stage a trial with a jury that has not seen the film. Roles: Judge: Acts as presiding officer maintaining order, resolving conflicts, and charging the jury. Prosecution team: Presents evidence against the named defendant using witnesses, charts, graphs, and physical evidence. The team would also cross-examine defense witnesses. The prosecution’s job is to prove beyond a reasonable doubt the guilt of the defendant. Defense team: Presents evidence that rebuts the prosecution’s view and may suggest alternative perpetrators. The defense may use witnesses, charts, graphs, and physical evidence. The team would also cross-examine prosecution witnesses. The defense’s job is to create reasonable doubt as to the guilt of the defendant. This activity can be used as an alternative assessment of student knowledge while also building critical thinking and oral presentation skills. 6 COMMON GOOD Open the activity by reading the paragraph below. Allow for a few minutes of general comment on the concept of the â€Å"common good† and the claim by then G. M. president Charles E. Wilson: What’s good for the country is good for General Motors and vice versa. The preamble to the United States Constitution opens with the words: â€Å"We the People of the United States, in Order to form a more perfect Union, establish Justice, insure domestic Tranquility, provide for the common defense, promote the general Welfare, and secure the Blessings of Liberty to ourselves and our Posterity, do ordain and establish this Constitution for the United States of America. † These words imply a common interest that is shared by citizens and government, a concept often referred to as the â€Å"common good. † In 1953, the then president of General Motors, Charles E. Wilson, was nominated by President Dwight Eisenhower to serve as his Secretary of Defense. During Wilson’s confirmation hearings, senators were concerned that he would have difficulty making a decision that could hurt General Motors, a major defense contractor, even if the decision was in the best interest of the United States. When asked this question, Wilson assured senators that he could make such a decision but that he could not imagine such a situation, â€Å"because for years I thought what was good for the country was good for General Motors and vice versa. † Student instruction Who Killed the Electric Car? implies that the â€Å"common good† is not being served by the decision to abandon electric vehicles and embrace hydrogen technology. Write your own definition of the â€Å"common good. † Make groups of 3 to 5 and share these definitions. Try to agree on a group definition. Evaluate General Motors’ decision to kill the electric car program in light of your group’s definition. Be ready to report your findings to the class. Do Mr. Wilson’s thoughts from 1953 reflect the General Motors Corporation that is presented in the film? If the Senate called the current president of G. M. to explain the death of the electric car, imagine what he might say that would be quoted more than 50 years later. 7 HIDDEN AGENDA Teacher introduction As a class, brainstorm about the term â€Å"hidden agenda. † When you get all the ideas on the board, make groups of 3 to 5. In groups, have the class discuss the ideas on the board and then write a definition of â€Å"hidden agenda† that the group can agree on. As a class, share these definitions and create one working definition for the whole class. Have students return to their groups and discuss what â€Å"hidden agenda(s)† the following may have had. To make a claim, the group must have at least one piece of solid evidence from the film. Each group should decide which three of their claims are the strongest and prepare to present them to the class. Present and discuss: Automobile companies: Hidden agenda: _____________________________________________________________________________________ Evidence: Oil companies: Hidden agenda: _____________________________________________________________________________________ Evidence: Filmmakers: Hidden agenda: _____________________________________________________________________________________ Evidence: Car companies: Hidden agenda: _____________________________________________________________________________________ Evidence: Federal government: Hidden agenda: _____________________________________________________________________________________ Evidence: Fans of the electric car: Hidden agenda: _____________________________________________________________________________________ Evidence: C. A. R. B. : Hidden agenda: _____________________________________________________________________________________ Evidence: 8 WHAT IS THE ROLE OF BUSINESS? What is the role of business in a democratic/capitalist society? The complex interaction between business, government, and consumers is presented as a case study in Who Killed the Electric Car?. After viewing the film, clarify your own attitude toward the role of business, before any discussion, by using the prompts that follow. Prioritize the entire list from 1, most important, to 10, least important, and then write just a sentence or two that explains each ranking. Using your results, make groups that include individuals with different attitudes. While you discuss the movie, analyze how different views of business influence opinions about the film. ______ The role of business is to make a profit. ______ The role of business is to make a good product. ______ The role of business is to serve the consumer. ______ The role of business is to support government. ______ The role of business is to educate government. ______ The role of business is to educate consumers. ______ The role of business is to improve life. ______ The role of business is to protect the environment. ______ The role of business is to provide consumers with choice. ______ The role of business is to invent solutions to society’s problems. 9 WHAT IS THE ROLE OF GOVERNMENT? What is the role of government in a democratic/capitalist society? The complex interaction between business, government, and citizens is presented as a case study in Who Killed the Electric Car?. After viewing the film, clarify your own attitude toward the role of government, before any discussion, by using the prompts that follow. Prioritize the entire list from 1, most important, to 10, least important, and then write just a sentence or two that explains each ranking. Using your results, make groups that include individuals with different attitudes. While you discuss the movie, analyze how different views of government influence opinions about the film. ______ The role of government is to defend the nation. ______ The role of government is to create a just society. ______ The role of government is to protect the consumer. ______ The role of government is to protect business. ______ The role of government is to regulate business. ______ The role of government is to educate consumers. ______ The role of government is to improve life for all citizens. ______ The role of government is to protect the environment. ______ The role of government is to provide consumers with choice. ______ The role of government is to invent solutions to society’s problems. 10 MAKING THE CASE. In the second half of Who Killed the Electric Car? , each of the suspects in this mystery is held up to scrutiny. Acting as an unbiased detective, develop a list of the evidence offered for guilt and the evidence that indicates innocence. In groups or as a class, use these evidence lists as the basis for a debate that leads to a vote on each suspect. The suspect___________________________________________________ Evidence to convict Evidence to acquit 11 BRIAN DANIELS teaches history and ethics at Hudson High School, Hudson, Massachusetts. He is the school facilitator for the democratic school initiative at. Hudson High and an active member of the school’s First Amendment Schools team. He has been teaching for thirty years and holds bachelor’s degrees in history and psychology from Boston College and a master’s degree in critical and creative thinking from the University of Massachusetts at Boston. He will become the Curriculum Director for English and Social Studies grades 6-12 in the Hudson school district in the summer of 2006. He has been published several times in the Boston Globe and has an article slated for publication in October of 2006 in the National Social Studies. Supervisors Association magazine. A SONY PICTURES CLASSICS RELEASE ELECTRIC ENTERTAINMENT PRESENTS A DEAN DEVLIN/PLINYMINOR PRODUCTION A FILM BY CHRIS PAINE â€Å"WHO KILLED THE ELECTRIC CAR? † NARRATED BY MARTIN SHEEN EDITED BY MICHAEL KOVALENKO CHRIS A. PETERSON DIRECTOR OF PHOTOGRAPHY THADDEUS WADLEIGH ORIGINAL MUSIC BY MICHAEL BROOK CONSULTING PRODUCER ALEX GIBNEY EXECUTIVE PRODUCERS DEAN DEVLIN TAVIN MARIN TITUS RICHARD D. TITUS PRODUCED BY JESSIE DEETER WRITTEN AND DIRECTED BY CHRIS PAINE FOR BRIEF MILD LANGUAGE. WWW. WHOKILLEDTHEELECTRICCARMOVIE. COM WWW. SONYCLASSICS. COM.

Husserl, Carnap, Heidegger, and Wittgenstein :: Philosophy Philosophical Papers

Husserl, Carnap, Heidegger, and Wittgenstein ABSTRACT: Phenomenology and logical positivism both subscribed to an empirical-verifiability criterion of mental or linguistic meaning. The acceptance of this criterion confronted them with the same problem: how to understand the Other as a subject with his own experience, if the existence and nature of the Other's experiences cannot be verified. Husserl tackled this problem in the Cartesian Meditations, but he could not reconcile the verifiability criterion with understanding the Other's feelings and sensations. Carnap's solution was to embrace behaviorism and eliminate the idea of private sensations, but behaviorism has well-known difficulties. Heidegger broke this impasse by suggesting that each person's being included being-with, an innate capacity for understanding the Other. To be human is to be "hard-wired" to make sense of the Other without having to verify the Other's private sensations. I suggest that being-with emerged from an evolutionary imperative for conspecific animal s to recognize each other and to coordinate their activities. Wittgenstein also rejected the verifiability criterion. He theorized that the meaning of a term is its usage and that terms about private sensations were meaningful because they have functions in our language-games. For example, "I'm in pain," like a cry of pain, functions to get the attention of others and motivate others to help. Wittgenstein's theory shows how Dasein's being-with includes "primitive" adaptive behavior such as cries, smiles, and threatening or playful gesture. As Dasein is acculturated, these behaviors are partially superseded by functionally equivalent linguistic expressions. I. Introduction There are obvious and important ways in which analytic and continental philosophy differ, but this should not make us overlook their thematic and historical similarities. Both traditions had their roots in phenomenalistic theories that attempted to reduce all meaning to the immediately given. Even though phenomenology was more generous in construing what was immediately given, neither phenomenology nor logical positivism could do justice to our understanding of the subjectivity of other people. Heidegger and Wittgenstein each dealt with this problem in unique but complementary ways. Phenomenology and logical positivism both subscribed to the verifiability criterion for meaning ('verificationism' for short). Logical positivists emphasized linguistic meaning, and in their most antimetaphysical stage asserted that a synthetic sentence is meaningful for a person only if that person could use experience to discover the sentence's truth-value. Husserl was more interested in thoughts about the existence and nature of phenomena and believed that they gained meaning only through acts of verification. Husserl, Carnap, Heidegger, and Wittgenstein :: Philosophy Philosophical Papers Husserl, Carnap, Heidegger, and Wittgenstein ABSTRACT: Phenomenology and logical positivism both subscribed to an empirical-verifiability criterion of mental or linguistic meaning. The acceptance of this criterion confronted them with the same problem: how to understand the Other as a subject with his own experience, if the existence and nature of the Other's experiences cannot be verified. Husserl tackled this problem in the Cartesian Meditations, but he could not reconcile the verifiability criterion with understanding the Other's feelings and sensations. Carnap's solution was to embrace behaviorism and eliminate the idea of private sensations, but behaviorism has well-known difficulties. Heidegger broke this impasse by suggesting that each person's being included being-with, an innate capacity for understanding the Other. To be human is to be "hard-wired" to make sense of the Other without having to verify the Other's private sensations. I suggest that being-with emerged from an evolutionary imperative for conspecific animal s to recognize each other and to coordinate their activities. Wittgenstein also rejected the verifiability criterion. He theorized that the meaning of a term is its usage and that terms about private sensations were meaningful because they have functions in our language-games. For example, "I'm in pain," like a cry of pain, functions to get the attention of others and motivate others to help. Wittgenstein's theory shows how Dasein's being-with includes "primitive" adaptive behavior such as cries, smiles, and threatening or playful gesture. As Dasein is acculturated, these behaviors are partially superseded by functionally equivalent linguistic expressions. I. Introduction There are obvious and important ways in which analytic and continental philosophy differ, but this should not make us overlook their thematic and historical similarities. Both traditions had their roots in phenomenalistic theories that attempted to reduce all meaning to the immediately given. Even though phenomenology was more generous in construing what was immediately given, neither phenomenology nor logical positivism could do justice to our understanding of the subjectivity of other people. Heidegger and Wittgenstein each dealt with this problem in unique but complementary ways. Phenomenology and logical positivism both subscribed to the verifiability criterion for meaning ('verificationism' for short). Logical positivists emphasized linguistic meaning, and in their most antimetaphysical stage asserted that a synthetic sentence is meaningful for a person only if that person could use experience to discover the sentence's truth-value. Husserl was more interested in thoughts about the existence and nature of phenomena and believed that they gained meaning only through acts of verification.

Evolution Of Human Resource Management Functions

During the early phases of the industrial revolution, employees who worked in mills had to undergo highly rough conditions where they were underpaid and had to work for long hours under really hapless conditions of hygiene. These conditions outraged the employees who worked in such mills and they initiated labour public violences. As a consequence of these public violences the authorities intervened to supply basic protection for labours or employees of such mills. This was done through the debut of statutory ordinances and all mill proprietors were required to follow with these statutory ordinances. As a consequence the mill proprietors were forced to put up a section to look into employee rewards, employee public assistance and to turn to other issues refering labour. This led to the development of Personnel Management. The development of Human Resource Management could be said to hold started with the industrial revolution when mills had established forces sections to look in to rewards and public assistance of employees. It could be said that the Personnel Management attack gave manner to the Human Resource Approach. Forces Administration: Personnel Administration concerns twenty-four hours to twenty-four hours activities and bing jobs of employees. Personnel Administration could be identified as a reactive tool. Scientific Management: Scientific Management suggests there is a particular or a best manner of making things. In Scientific Management human existences were considered as machines, their feelings and attitudes were disregarded. The chief purpose of Scientific Management was merely to maximise the productiveness of the organisation. Human Relations Motion: Human Relations Movement ever anticipated the hereafter unexpected happenings before sing the current issues and believed in synergism. Government Regulations: Government Regulations were put into topographic point so that all employees would at least acquire basic protection from basic signifiers of unjust intervention. There are chiefly four Acts of the Apostless which were put into topographic point for this intent. Equal Pay Act ( 1970 ) – This act prohibits and less favourable intervention between work forces and adult females in footings of wage and conditions of employment. Here, the term wage is interpreted in a wide term and screens countries such as vacations, pension rights and company fillips. Sex Discrimination Act or Gender Discrimination Act ( 1975 ) – This act exists to protect work forces and adult females from favoritism on the evidences of sex. The Sex Discrimination act is chiefly in relation to employment, preparation, instruction, torment, proviso of goods and services and in the disposal of premises. Race Relations Act ( 1976 ) – This act exists to forestall favoritism on the evidences of race. The act besides covers favoritism on the evidences of colour, nationality, ethnicity, proviso of goods and services, instruction and public maps. This act besides established the Commission for Racial Equality. Disability Discrimination Act ( 1995 ) – This act makes it improper to know apart against people in regard of their disablements in relation to employment, the proviso of goods and services, instruction and conveyance. Human Resource Movement: With the Human Resource Movement greater attending was given towards societal duty and societal well being. There was more accent spring to the relationship between employers and employees. Employee thoughts and enterprises were encouraged. Strategic Human Resource Management: In Strategic Human Resource the importance of human resource considerations in long scope strategic planning has been recognized. Under Strategic Human Resource Management non merely one subdivision or section of the organisation would be considered but alternatively the organisation as a whole would be considered.The Personal Management Approach ( Early twentieth Century )The use of Personnel Management Approach was outstanding throughout the early twentieth century even though it remained administrative in nature. The Personnel Management Approach chiefly concerned itself with, Keeping employee records Guaranting conformity with declared policies Execution of maps such as enlisting, preparation and pay disposal Taking public assistance oriented steps such as supplying medical attention and inoculations Trying to increase productiveness through pay additions and preparation, and enforcement of criterions Covering with trade brotherhoods and seeking to work out industrial differences through corporate bargaining and other industrial dealingss attacks Conducting public presentation assessments The Personnel Management Approach tried to convert workers of the concern involvements, and convince direction of workers involvement and besides increase consciousness of concern about societal duty. Personnel Management was largely non involved in the company ‘s scheme and operations aspect.The Traditional Human Resource Approach ( Late twentieth Century )The Traditional Human Resource Approach evolved during the late twentieth century with the development and debut of new theories such as Maslow ‘s hierarchy of demands theory. In the Human Resource Approach the employees of an organisation were considered as valuable resources. Unlike the Personnel Management Approach the Traditional Human Resource Approach was non simply a staff map but it was more and more involved with concern operations. The followers could be identified as the chief differences between the Personnel Management Approach and the Traditional Human Resource Approach. Motivation was given to employees through assorted signifiers such as free vacations, making an active and societal community within the work force besides pecuniary inducements. Training and Development was non merely focused on supplying work related accomplishments but besides focused on altering attitudes and development of basic accomplishments Wage and Salary Administration became more complex with the debut of public presentation related payment strategiesThe Strategic Human Resource Approach ( twenty-first Century )The Strategic Human Resource Approach aligns single ends and aims with corporate ends and aims, and instead than implement regulations or dictate footings, acts as a facilitator and promotes a participative attack. The followers could be identified as the chief differences between the Traditional Human Resource Approach and the Strategic Human Resource Approach. Increased trust on public presentation based short term contracts alternatively of long term employment Direct linkage of compensation to the profitableness of the endeavor and the employee ‘s part towards such profitableness New dimensions for preparation and development map by promoting and easing invention and creativenessHow Personnel Management and Human Resource Management DifferPersonnel Management can be viewed as a tool and it concerns organisational regulations and ordinances and besides ongoing issues. Whereas, Human Resource Management foremost looks in to the long permanent hereafter and analyzes Human Resource needs. Further, Human Resource Management uses an incorporate attack to accomplish those demands with the congruity of corporate aims.Role, Tasks and Activities of a Human Resource PractitionerA Human Resource Practitioner has the chance to assist determine the success of any organisation. There are many functions, undertakings and activities that a Human Resource Practitioner should make such as, Maintain and implement an effectual HR information system and besides pull off the filing system and records for the section. Document and update occupation profiles for all employees. Maintain and reexamine approved manpower program with the relevant stakeholders on a uninterrupted footing as per the identified demands and demands. Develop and implement a Project Employment equity program as title-holder / driver of the map. Ensure timed catching and processing of employment and compensation affairs. Ensure all expirations are processed trepidly in that structured issue interviews are conducted for employees, go forthing and relevant certification completed. Distribute records to and intercede with all relevant sections within the Company. Aid in developing and implementing new and reexamining bing policies and processs. Conduct roll-out Sessionss with staff. Handle all HR / forces related questions and correspondence trepidly and intensify if needed. Ensure orientation and initiation for all new employees on HR related issues are conducted. Implement, support, advise, co-ordinate, proctor and study on Performance Management System. Reporting – compile and distribute studies on HR activities. Maintain leave records and execute leave audits when required. Employee dealingss. Employee health.Role of a Line ManagerLine directors are directors who are responsible for an employee or work group. Many organisation ‘s line directors now carry out activities, which were traditionally within the remit of HR such as supplying coaching and counsel, set abouting public presentation assessments and covering with subject and grudges. In many instances, they besides carry out enlisting and choice in concurrence with HR. First, it is of import for line directors to maintain a positive relationship with their employees, so that the employees will hold higher degree of occupation satisfaction, committedness and trueness, which are associated with higher degrees of public presentation or discretional behaviour. A line director can besides go to to the above-named if he or she does public presentation assessment. In add-on, Line directors besides play a strong portion in structuring people ‘s existent experience of making a occupation. Never the less, it is of import that line directors see through the failings of the work force and usher, train or train them with proper waies where the employees can execute their work in a higher mode. In the function of a line director, they ever involve the employees in communicating, particularly when it comes to taking determinations or work outing a job in the line – this besides known as â€Å" employee battle † . When working as a line director and playing its function, the employees should experience easy and comfy to discourse affairs with their line directors. Therefore, the line directors should be opened to his or hers loyal work force. Last but non the least it is really of import for a line director to acknowledge the part of an employee to his work topographic point.Line Management DutiesTo hold a good working relationship with the people who works under the line directors they will hold to hold some duties that would do it effectual. There are some factors that should be taken in to consideration such as, The Line Manager should do an attempt to construct a relationship with the workers under him that would be productive to the company. When the director builds a good relationship with the workers, the workers will be happy to work and they can hold treatments and derive more thoughts through the workers knowledge every bit good. The squad work with the workers will be really effectual and this will increase the productiveness of the company. The Line Manager should really careful when he conducts the public presentation of the employees since it might impact the employee positively or negatively. The Line Manager must supply more chances to the employees to hold more treatments, more work, and duties of the activities they do in order to acquire them more confident on a regular footing. This will assist the employees know what the marks are and they will be kept remembered. This will assist them remain focussed and work in order to accomplish the mark. The focal point on the public presentation and the work that the employee and director do must be a two manner procedure and both of them should be able to discuses and show their sentiment about the public presentation and what are the factors that affect the concluding result. The Line Manager should put an illustration in a manner that he would be the first one to cite by any employee when a job arises or when a determination must be made. This besides means deriving the regard that is needed by a director must be earned by the Line director. The Line Manager should supply regular updates on information and cognition to the employees in order to maintain them crisp. Some information and cognition can be merely accessed by the director and it is up to the director to guarantee he updates on employees on their employees important countries. The director must do sure he has regular meeting and treatments in order to inform the employees on the development, jobs and besides remind them the ends and aims of the company. So the employees know what is go oning around the company and how they must move to get the better of the issues. The Line Manager must place the employee ‘s strength and failing personally and must be able to do usage of it for the benefit of the company. If an employee has a peculiar strength the director must utilize it to the advantage of the company and if the employee has a failing so the director must assist the employee to get the better of this failing. The Line Manager should appreciate the employees on their good work and every bit good as advice them on the inappropriate work. The director must be able to direct the message straight and do himself clear for the employees. The Line Manager should supply advice and support when it is needed by the employees. The Line Manager should back up the fact that some employees need preparation and he must assist them derive it. To transport out all these duties expeditiously the Line Manager needs to cognize all the employees occupation description and work specification. So when the Line Manager has a clear position on that the lucidity will be when doing determination and every bit good as the Line Manager will cognize the bounds of each employees. So being a Line Manager the directors duties are chiefly holding a good relationship with the employees and understanding their demands and wants and taking them to make the activities that the director requires them to make. Making the employees work in a manner that they are satisfied with their work and allowing them know that the company does care about them in order for them to work with their bosom. Any director must cognize how to acquire to any employee since non all the employees are the same and non everyone will be satisfied with the manner the director treats the employees. Hence, understanding the employee ‘s demands and understanding a manner to derive their regard is really critical.Human resource planningHuman resource planning is the term used to depict how companies guarantee that their staff is the right staff to make the occupations. It is a systematic procedure of fiting the involvement, accomplishments, and endowments of single community members with the l ong term ends and economic chances in the community. This procedure anticipates and maps out the effects of concern scheme on an organisation ‘s human resources. It is reflected in planning of accomplishment and competency demands every bit good as entire head counts. For resourcing schemes to be implemented they must be translated into practical action. The strategic procedure can be organized logically. For these determinations to be taken, information must be obtained, effects gauged, political soundings taken and penchants assessed. A clear Human resource program includes benefits such as: Foregrounding chances for strategic partnership that allow communities and other spouses to portion the benefits, hazards and preparation costs. It provides for little successes that are promoting and actuating for the community members and others that the plan is on path. Making it easy to measure advancement ( particularly client feedback ) and to show funders, spouses, and community members with effectual information about the advancement.The Human Resource Planning ProcessIn order to compartmentalise the Human Resource Planning procedure, it will be broken down under five chief general headers, under which each company will be analyzed against, so that the contrast in how they differ in be aftering procedures can be identifiedEnvironmental AnalysisThe first measure in the human resource planning procedure is to understand the context of human resource direction. Human resource directors should understand both internal and external environments. Datas on external environments includes the followers: the general position of the economic system, industry, engineering and competition ; labour market ordinances and tendencies ; unemployment rate ; skills available ; and the age and sex distribution of the labour force. Internal information required incl ude short- and long-run organisational programs and schemes and the current position of the organisation ‘s human resources. In Standard Chartered, Human Resource Directors have surveyed the environmental sphere and have undertaken activities that enhance their concern public presentation now and for the long-run. They have besides look for ways to guarantee the economic development of the states Standard Chartered Bank operates in, how to hold a positive impact on the environment and society, every bit good as lending to good administration. Human Resources have helped keep an incorporate position of how Standard Chartered does concern – that takes into account economic factors, the environment, community, and good administration. They have identified seven sustainability precedences by confer withing cardinal stakeholders such as authorities, faculty members, socially responsible investors, non-governmental organisations ( NGOs ) and equals. They now deliver on this docket by utilizing the nucleus accomplishments and endowments of their employees ; supplying quality fiscal services ; and leveraging Standard Chartered Bank ‘s geographical footmark and international position to be a ‘force for good ‘ . Standard Chartered Bank ‘s Human Resource Directors have therefore analyzed its environment and have enhanced their labour and employment patterns through corporate bargaining understandings with the Local Unions and focussed interaction with all labour regulative governments and bureaus therefore showing the publicity of the rules of human and labour rights. The Bank besides has a Diversity & A ; Inclusion ( D & A ; I ) Council.Planing the Management SystemA proper concise system is a cri tical necessity and needs to be in topographic point, in order to manage the Human Resource procedure. The overall purpose of this system is to pull off human resources in line with organisational ends. The system is in charge of human resource programs, policies, processs and best patterns. For illustration, the system should track emerging human resource direction tendencies, such as outsourcing certain non-core maps, following flexible work patterns and the increased usage of information engineering, and, if appropriate, implement them. Standard Chartered Bank has signed a seven-year outsourcing contract, deserving US $ 200 million, with Atos Origin for the direction of its informations services substructure in the Asia Pacific part. The understanding covers the bank ‘s informations services in Hong Kong, Singapore and Malaysia. Atos Origin says it will take to present improved public presentation degrees and costs to the bank through the deployment of new engineering and the standardisation of procedures. Commercial Bankss Human Resource system took a different attack and identified a more moneymaking benefit can be made by outsourcing their bing pension strategy. Thus it resulted in the bank engaging Hewitt Outsourcing Services ( India ) Ltd, to change over its bing pension strategy, from a defined benefit program to a defined part program. As a consequence the group post-tax net incomes rose 39.46 per centum to 2.37 billion rupees during the nine month period, compared with the same period last twelvemonth.Analyzing SupplyOrganizations can engage forces from internal and external beginnings. The skill stock lists method is one of the techniques used to maintain path of internal supply. Skill stock lists are manual or computerized systems that keep records of employee experience, instruction and particular accomplishments. A prognosis of the supply of employees projected to fall in the organisation from outside beginnings, given current enlisting activities, is besides necessary. For illustration, Standard Chartered, during the recession, Human Resource analysing the excess in employees, and holding to be cut to co-occur with the new endurance schemes of the company started to take abrasion attack. Attrition is the procedure whereby the bing employees leave their occupations for assorted grounds or gets downsized. Those occupations will be kept vacant or unfilled. Abrasion or hiring freezings or prohibition on employment can be implemented organization-wide or department-wise or job-wise if the Human Resource Manager forecasts a excess work force in the organisation. But if the abrasion rate is uninterrupted and high so it is high clip the concerned governments in the organisation have self-contemplation and take remedial actions. High Attrition is a mark of bad repute for the organisation as a on the job topographic point. Under the analysing supply in footings of Human Resource planning procedure Commercial Bank operates on a different avenue. If future excess is estimated, Commercial Bank has to be after for redisposition, redundancy etc. If excess is estimated in some jobs/department, employees can be redeployed in other jobs/departments where the shortage of employees is estimated. Commercial Bank besides makes programs for preparation or reorientation before redisposition of employees. Redeployment takes topographic point in the signifier of transportations. If the shortage is non estimated in any job/department and excess is estimated for the full organisation, Commercial Bank so, starts audience with the trade brotherhoods and programs for redundancy or retrenchment.Reconciliation and PlanningThe concluding measure in human resource planning is developing action programs based on the gathered informations, analysis and available options. The cardinal issue is that the programs should be acceptab le to both top direction and employees. Plans should be prioritized and their cardinal participants and barriers to success identified. Some of these programs include employee use program, appraisal program, preparation and direction development program and human resource supply program. A good illustration of this would be to travel back to the times where recession hit, and Standard chartered had done extended research on employee use program, and more significantly the retrenchment to maintain them afloat. The HR identified cardinal directors and set into action a redundancy program which was as followed: Standard Chartered redundancy program This program covered type and figure of employees, clip of and topographic point of retrenchment, type of aid to be extended to retrenched employees in the signifier of compensation, aid in acquiring new occupation, precedence in make fulling future vacancies. Redeployment, Redundancy/Retrenchment Plans: 1. Outplacement: Outplacement plans besides intended to supply calling counsel for displaced employees. This plans covers retraining the prospective displaced employees who can be redeployed elsewhere in the organisation, assisting in sketch authorship, interview techniques, occupation searching. 2. Layoffs: Layoffs can be impermanent or lasting. Impermanent layoffs are due to the inanition in concern, machinery breakage, power failure etc. Workers are called back every bit shortly as work sketchs to the normal place. Permanent layoff is due to settlement of the company. Proper human resource planning go forthing the work force at proper degree can assist to cut down this consequence. 3. Leave of Absence without Pay: This technique helps SC to cut the labour cost and the employee to prosecute his ego involvements. This technique besides helps the company to program for extinguishing the unneeded occupation in a phased mode. This construct serves or a productive method to assist employees fix for future alterations. Work Sharing: Some countries of SC offer employees the chance to portion occupations or two employees working one-half clip each. This technique solves the job of retrenchment in the short tally. This is in trend in advanced states but non acceptable to workers brotherhoods particularly within the Asiatic part. Reduced Working Hourss: Under this technique, each worker, works less hours, and receives less wage, so that two occupations are saved. Again this is non prevailing in the Asiatic part and other developing states. Voluntary/ Early Retirement: Another issue is early retirement. SC has taken a page from the Government of India who introduced Voluntary Retirement Scheme under the caption ‘Golden Handshake ‘ in order to work out the job of overstaffing in Public sector. This technique solves the job of inordinate supply of future stock list over the demand for the human resources. In short it is popularly called as VRS.Evaluation of the Recruitment & A ; Selection Procedure of Both Standard Chartered Bank and Commercial Bank.Recruitment: The purpose of the enlisting is to guarantee that the Organization ‘s demand for employees is met by pulling possible employees ( recruits ) in a cost effectual and timely mode. Choice: Employee Selection is the procedure of seting right work forces on right occupation. It is a process of fiting organisational demands with the accomplishments and makings of people. Effective choice can be done merely when there is effectual fiting. By choosing best campaigner for the needed occupation, the organisation will acquire choice public presentation of employees.Standard Chartered BankRecruitment procedure of Standard Chartered BankThe bank ‘s Management Development Scheme takes topographic point in Colombo, where they recruit direction trainees. Never the less, Standard Chartered Bank has provided the chance for those campaigners who are interested in this strategy to use to their local metropoliss. Per twelvemonth about 40 direction associates are been recruited. The purpose of the direction is to enroll alumnuss and station alumnuss with different backgrounds and experiences yet, the best and the brightest endowment in market.Whom do they enroll?Young and g ifted alumnuss or graduate students, who are willing to get down their calling in the fiscal service industry Career-oriented individual Consistent academic performing artist throughout his/her instruction Innovative, ambitious, energetic and concern oriented individualRecruitment standardsStandard Chartered Bank recruits the most gifted persons from the external market to supplement their internal grapevine of endowment. Their Human Resources section provides counsel on the usage of psychometric trials and has robust enlisting standards to guarantee that all campaigners are treated reasonably, every bit and with regard. It has a planetary Graduate Recruitment Program ; where in the part of 150 alumnuss are recruited each twelvemonth on a direction trainee plan across all concerns, maps and states.Analysis for Standard Chartered Banks enlistingHuman Resource Recruitment is defined as any pattern or activity carried on by the organisation with the primary intent of placing and pulling possible employees. The end of an organisational enlisting plan is to guarantee that the organisation has a figure of moderately qualified appliers ( who would happen the occupation acceptable ) to take fr om when a vacancy occurs.Selection Process of Standard Chartered BankEmployee choices at Standard Chartered Bank are based on cognition, accomplishments and endowment. The bank is committed to supply the equal chances to all employees irrespective of gender, race, age, disablement, nationality, cultural beginning or stuff position. Never the less, Standard Chartered Bank besides identifies what alone strengths each single brings, to the functions they carry out and the development of these strengths. Standard Chartered Bank largely uses face-to-face interviews as their choice method. Therefore, when suited appliers are been chosen through the enlisting procedure the bank set assignments for interviews with them. Afterwards, upon reaching, have each interviewee fill out a occupation application signifier and give them a transcript of the place ‘s written occupation description. After interviews are completed, human resource director of Standard Chartered Bank selects two or three campaigners that tantrums for the vacant occupation and hold them come in for a follow-up interview. This is where the direction discuses about wage, benefits etc. Thereafter, the concluding employee choice takes topographic point based upon these second-level interviews and makes an offer to the Human Resource Manager ‘s first pick.Analysis for Standard Charted Banks choiceAny organisation that intends to vie through people must take the uttermost attention with how it chooses organisational members. Personnel choice is the procedure by which companies decide who will or will non be allowed into their organisation. Several generic criterions should be met in any choice procedure, which are dependability, cogency, public-service corporation, and legality. Standard Chartered selects employees based on cognition, accomplishments and endowment. They are committed to supplying equality of chance to all employees, irrespective of gender, race, nationality, age, disablement, cultural beginning, or matrimonial position.Commercial BankRecruitment Process of Commercial BankThe human resources staff at Commercial Bank first makes certain recruitment programs are set based on concern ends and analysing of history. Then looks at the occupation a demand and list the accomplishments, cognition, experience and ability needed. Chiefly the enlisting activities of the bank are carried out at least four times per twelvemonth. Shown below are some figures, which have been taken from a past twelvemonth. Five employees retired under normal retirements. Fifteen resigned under voluntary retirement. Four resigned Four dismissed. Three expired during the period under position. Commercial Bank has besides come up with new enlisting chances due to the enlargement of the bank. Therefore, to make full these vacancies Commercial Bank follows the internal and external enlisting methods. Whereas, it should be noted that when there is a vacancy the bank first attempts to make full the infinite with an bing employee by following the internal enlisting method. If the demands can non be met by the internal method so they move into the external enlisting. In add-on, it is clear that the bank follows both ways to choose the best campaigner.The internal processThis method is used to make full a vacancy of Commercial Bank, utilizing an bing employee with the right demands and makings. Therefore, if there is any vacancy the direction of the bank will publicize it in the internal newssheet, which is handed over to all the employees doing more infinite for chances. Within one hebdomad ‘s clip if the bank finds a suited individual from the company itself to make full t he vacant place, most likely they are given the occupation. Commercial Bank faces many advantages due to the internal enlisting method. They are as show below, Cost effectiveness – the bank should put money upon enlisting, choice and preparation & A ; development when picking an employee externally. This can cut off by the internal method of enlisting. Gives more motive to all the employees and leads to publicities. Increase committedness to the company by the employees.The external processCommercial Bank depends on external labour market, when they do non happen bing employees who has the required cognition, experience or accomplishments for the vacant chance. The human resource section of the bank will be informed by the direction of the several sections, which has occupation vacancies and will be provided with the description of the occupation and other information. The occupation description contains the undermentioned information, Job rubric Title of immediate supervisors ‘ occupation Purpose of the occupation Number of subsidiaries Duties of the occupation Limits of authorization Career of the occupation Ad is a important measure when it comes to enrolling and pulling the best campaigners. By placing the societal and rational accomplishments, the Human Resource section will fix the advertizements. When it comes to publicizing vacancies Commercial Bank chiefly uses the newspaper advertisement method and their web site. Commercial Bank uses the undermentioned rules for effectual advertisement, Explains the inside informations about the company Advertises under the company name Provides sufficient inside informations about the vacant place Points out personal demands States the chief footings and conditions of employment States whom the application should be directed After the applications are been handed out, the human resource section will split the applications as required into relevant classs. Thereafter, the divided application signifiers will be given to the relevant sections with the vacancies. The recruitment process takes rather a long clip since the human resource section has entangle in a burden of work and should set a batch of attempt.Summary of the enlisting procedure of Commercial BankThe human resource section receives request for enlisting of employees from several sections of the bank Job analysis The human resource director gathers information. The enlisting method ( internal or external ) is been decided by the direction A list is prepared with the needed makings, accomplishments and cognition Preparation of occupation notices Roll uping the received applications Reducing and picking the appropriate campaignersEvaluation of external & A ; internal methods of enlistingBoth the organisations that have been discussed above utilizations both internal and external enlisting methods. Yet, it should be noticed that for an organisation it is more cost effectual to utilize the internal method. It is clear that a company has to set aside a certain sum when it comes to the procedures of enrolling choosing and developing & A ; development. Therefore, if the company can happen an bing employee with the right demands to make full up a vacancy, the cost will be less as for the above procedures would non hold to be practiced. However, the internal method can besides keep a disadvantage. By enrolling, a campaigner externally may convey more cognition, accomplishments and diverseness to the organisation. In certain cases, the internal method would non be eligible to make so. Therefore, by external enlisting the organisation will be able to happen the best campaigners for the vacant occupation than from the internal method. Hereby, it is clear that both internal and external methods are valuable for an organisation in the enlisting procedure.Selection Process of Commercial BankCommercial Banks direction explores both internal and external beginnings for replacing demands. Internal enlisting is where the bank is supplied with the work force within the company itself. This can be an action of either reassigning or publicity. There are many unvarying ways Commercial Bank uses their internal enlisting method. Mostly the bank uses the stock lists, which is besides known as a computerized database that is containe d with the basic information of all the employees. The stock list carries the information about each employee ‘s accomplishments, cognition, public presentation and other relevant features. Commercial Banks choice procedure is an effort to happen the qualified and best campaigners for vacant occupations in the organisation. Therefore, one time the enlisting procedure is taken topographic point the direction of the bank finds the best fitting people to make full the available infinites through the choice procedure. For this, several different methods such as choice trials, preliminary showings and comprehensive interviews are held at Commercial Bank.Choice TechniquesChoice can be defined as the procedure of taking the most suited campaigners from those who apply for the occupation or the pool of appliers. For this intent, organisations use assorted choice techniques such as, Interviews Presentations Psychometric Trials Aptitude Trials Psychological Trials The dependability of these choice techniques depends on the extent or the grade to which the choice technique measures the same point systematically. It should be noted that these choice techniques can either be written or in the signifier of interviews. However, in all state of affairss, for the rating to be accurate and to choose the best campaigner same inquiries should be put frontward. Further, the cogency of information gathered about the campaigners through assorted choice techniques would depend on certain factors. These factors are, The relationship between the choice technique and the appropriate standard What the choice technique steps and the quality of the technique The choice technique must be relevant to the occupationInterviewsAn interview could be defined as ; a choice process designed to foretell the future occupation public presentation on the footing of appliers ‘ unwritten response to unwritten enquiries. These interviews could be either conducted by an single individual or a panel. Interviews can be categorized based on their construction or the degree of standardisation, i.e. Unstructured, Semi – Structured and Structured. Unstructured Interviews: Unstructured interviews involve a process where different inquiries would be asked from different appliers. They are unplanned, non – directed, uncontrolled and flexible. Open ended inquiries would be asked in such interviews. Semi – Structured Interviews: Semi – Structured Interviews are normally pre – scheduled, have some degree of flexibleness and the major countries which are analyzed would be controlled. Structured Interviews: Structured Interviews are besides known as Guided Interviews. They are pre – planned, standardized and pre – formatted. There is no flexibleness in such interviews. The inquiries asked would non be unfastened ended inquiries. Beyond this there are four types of common choice interviews which are used for the choice procedure. These interviews are, Situation Interviews: Situational Interviews would analyse the conjectural public presentation of a campaigner. This would be done through state of affairs oriented oppugning based on the occupation. These interviews would be conducted by specialised people. Job Related Interviews: Job Related Interviews are normally conducted by Human Resource Managers. In this type of interview the interviewee ‘s behaviour during old occupations would be analyzed. Psychological Interviews: Psychological Interviews exist to buttockss personality traits of interviewees. Competency Interviews: Competence Interviews are an enlargement of Psychological Interviews. These interviews analyze the competences of an interviewee. Competences such as interpersonal accomplishments, leading and other such countries would be analyzed.Advantages and Disadvantages of InterviewsPresentationsPresentations could be used for the choice procedure depending on the manner how presentations will associate to the occupation description and the normal on the job patterns expected of the station. In presentations it would be really of import to hold decided standards against which each campaigner will be marked. This standard may include points which would be assessed at an interview excessively, for illustration through a presentation the campaigners communication accomplishments could be assessed where as this could be done through an interview every bit good. Besides, the campaigner ‘s ability to nowadayss facts to an audience could be assessed utilizing a presentati on but this could be done at an interview through the use of a panel of interviewers as good. However, a presentation could be used to analyse how a campaigner would be able to show his thoughts to a wider audience than which will be present at an interview. Presentations could besides be utile to understand how rapidly a campaigner will be able to understand and construe a subject given to him. Beyond this, presentation could be a really good method to mensurate the degree of ego assurance a campaigner has. Since presentations would by and large devour a batch of clip it could be said to be a major disadvantage of presentations and besides since a presentation would be sing a peculiar given subject it will be given to restrict the countries in which an person ‘s cognition could be analyzed. Whereas, interviews would be less clip consuming and a broad country of the campaigner ‘s cognition could be analyzed through unwritten inquiring. Further, unlike interviews, since presentations could be used merely for a occupation which would necessitate presentations skills this would non be a really suited method for the choice procedure.Psychometric TrialsPsychometric Trials would supply information sing how a campaigner would act towards his directors, equals and subsidiaries ; fundamentally relationship edifice accomplishments. These trials would lend about 10 % towards the concluding determination and would normally necessitate confirmation from the campaigner itself. This could b e considered as a disadvantage as certain information could be forged. Further, for these trials to be carried out decently trained assessors are required. By sing the degree of part towards the concluding determination it is clear that this type of trial entirely would non be sufficient for the choice procedure and therefore this would hold to be used in combination with some other choice techniques such as interviews. Hence it is possible to get at the decision that interviews could be more dependable than such trials and is a better choice technique with regard to psychometric trials.Other TrialsThere are assorted trials which could be used to asses a campaigner ‘s capableness when information gathered through interviews and Curriculum Vitae go less dependable. However, one major drawback of such trials is that these trials do non supply any information sing the personality of the campaigner or sing his communicating accomplishments and besides these trials would merely men surate facets such as cognition. Based on the above information it was possible to get at the decision that from among the above mentioned choice techniques, interviews would be the most appropriate method of choice for many state of affairss. This could be said on the footing that interviews cover up a wider scope of facets of a campaigner such as the cognition, communicating accomplishments, attitude, personality and etc. when compared to other methods. Further, unlike other techniques of choice such as psychometric trials, interviews could be used entirely without utilizing a combination of choice techniques. Therefore, interviews could be identified as one of the most suited choice techniques. However, it could be recommended that if in deepness information is required sing some peculiar country of a campaigner a combination of choice techniques could be used.Job EvaluationJob Evaluation could be defined as the procedure which is used to measure the comparative worth of different occupations on the footing of a consistent set of occupations and personal factors such as makings and accomplishments. The aim of Job Evaluation is to find the wage for a occupation in comparing to other occupations. There are chiefly three methods which are used for the Job Evaluation procedure. These methods are, Job Ranking – This method is one of the simplest methods which are used to measure a occupation. Jobs are compared to each other based on the overall worth of the occupation to the organisation. This is normally decided on accomplishment, attempt, duty and working conditions. Job Classification – Jobs are classified into an bing grade/category construction or hierarchy. Each degree in the grade/category construction has a description and associated occupation rubrics. Each occupation is assigned to the grade/category supplying the closest lucifer to the occupation. The categorization of a place is decided by comparing the whole occupation with the appropriate occupation rating criterion. Factor Comparison – A set of paying factors are identified to find the worth of the occupation. These factors could be accomplishments, duty, attempt and on the job conditions. The weight of the factors to the occupation will make up one's mind the wage. However, even though there are assorted methods for Job Evaluation, such as those mentioned above, harmonizing to research each method is about every bit accurate and dependable as the other in ranking and pricing different occupations. These Job Evaluations form the footing for rewards and salary dialogues.Job Evaluation at Standard Chartered BankA systematic and a scientific method of occupation rating have been followed at Standard chartered Bank. In fact, it has been possible to place that the method of occupation rating which is followed at Standard Chartered Bank is the factor comparing method. Even though this possibly one of the most hard methods of Job Evaluation it could be identified as a consistent and an appreciable method. Under this method of Job Evaluation, alternatively of ranking complete occupations each occupation would be ranked harmonizing to some factor such as accomplishment needed, cognize – how, answerability, etc. Using this method, payment and rewar ds would be decided sing weight – age of the factors required for the occupation. The Bank purposes at engaging specialised people and their recruiting standards are based on their cognition, expertness, past working experience and their exposure to the professional Fieldss. Employee rewards are set in conformity with the aforesaid enlisting standards and most of them are content with what they earn at Standard Chartered Bank Standard Chartered has some rules in measuring the occupation and these are some of their rules in occupation rating. All occupations in the organisation will be evaluated utilizing an in agreement occupation rating strategy. Job rating is concerned with occupations, non people. It is non the individual that is being evaluated. Jobs are assessed as if it were being carried out in a to the full competent and acceptable mode.Job Evaluation at Commercial BankThe demand for a place to be officially evaluated occurs as a consequence of important alterations or growing in the function or to the work required to be performed in a place. Commercial Bank uses the occupation categorization method to measure their employees. In this method, employees would be fundamentally separated in to assorted categories depending on their occupation and wage for that peculiar group would be in a about same scope. Applications for rating may be submitted to the Human Resource Department for this intent. The Job Evaluation application must be based on one or more of the undermentioned standards: Ongoing important alteration ( s ) to the range or map required of the place ; Change ( s ) to the place following a restructure of the immediate organisational country ; Change ( s ) to the place as a consequence of redesign or alteration ( s ) to other occupations that straight affect the maps and/or focal point of the place ; Change ( s ) to the place as a consequence of the restructure of another organisational country that straight affects the map and/or focal point of the place. Applications are non accepted on the footing of general dissatisfaction with the current place categorization or the volume of the work undertaken. The wage of an employee would be distinct base on chiefly the category to which an employee falls. Other than that Commercial Bank considers facets such as the accomplishments, preparation and development, practical working experience in similar Fieldss and besides instruction or cognition in relevant Fieldss. This would assist Commercial Bank to put their employees in a more suited category and besides to make up one's mind on a fairer wage of which the employee would be satisfied. When sing the occupation rating procedure at Commercial Bank it is clear that the bank follows the occupation categorization method. When sing the other three methods of occupation rating this could be classified as the easiest method. Beyond this, it could be seen that the bank follows a more rigorous attack which would non let all employees who think that they have been below the belt compensated to use for a occupation rating. This could be considered a drawback as employees would be given to acquire disgruntled and leave the organisation.

Causes and Consequences of the Reformation Essay

There were several causes of the Reformation. Some of them were short-term causes and others were long-term causes. One of the long-term causes of the Reformation was that many people thought that the Church was not following the Bible. For example, many people were unhappy with the idea of indulgences. Indulgences were gifts that people gave to the Church so their sins would be forgiven. In 1517 Luther nailed his Ninety-Five Theses to the door of a church in Wittenberg, Germany. They spoke against the theory of indulgences. Luther said they were very secular because mostly rich people were able to give indulgences, but that did not mean that the poor people were bad because they had no money for indulgences. This was like selling forgiveness to the people. So the rich thieves would be forgiven because they were so rich, but he poor slaves would not be forgiven because they had no money. Another cause of the Reformation was that the Church was having some major problems at the time, other than many people trying to break away from it. For example, the Great Schism. The Great Schism greatly reduced the Church?s popularity when there was so much confusion over who was Pope. In 1378 the Cardinals in Rome elected Prignano to be Pope, but they soon chose Robert of Geneva to be Pope. Robert called himself Clement VIII and left Rome to Avingnon. Much chaos followed because the Pope was not home to solve problems with Protestants, etc. A third long-term cause was that the Church owned lots of land. This was an economic reason. In Germany, for example, the Church owned about one-third of all the land, but it did not pay taxes on it. So the other landowners were forced to pay much higher taxes. To add to that, the Church had the power to collect its own taxes. This made it seem to the people of the German states that much of the money went out of their country and into Rome. In response to this, many European rulers now had a good reason to break away from the Church and collect taxes on the Church?s land. In 1524 German peasants rebelled because of such high taxes. At least 100,000 lost their lives when the revolt was put down. Yet a fourth short-term cause of the Reformation was that ideas began to spread quicker. For example, Johannes Gutenberg invented the printing press. He made the first printed book in Europe. As more people began to read and understand the Bible, they began to see what the Church was doing wrong. Writers were now able to publish their books and sell them for much less than hand-written books. Many more people owned books now. This is how ideas began to spread. Another way that ideas spread was through traveling students, artists, and writers. As they traveled around Europe, they took their ideas with them. There were also consequences of the Reformation. Some of them were short-term consequences and some were also long-term consequences. One of the long-term consequences of the Reformation was that many people broke away from the Catholic Church. For example, when Luther came, many people broke away from the Church and became Lutherans. They believed in his ideas that the Catholic Church was nonreligious and thought it fair to break away. Another group of Protestants in Europe was the Anabaptists. This group of people in Switzerland followed Ulrich Zwingli. This group of people was much like the Lutherans, but they believed that people did not have to be forced to go to Church. Other people broke away and became Calvinists, following John Calvin and his idea of predestination. Calvinism was also much like Lutheranism, but Calvin believed that God had already set a fate or destiny for people. In France, Calvinists were called Huguenots. Another example of people breaking away from the Catholic Church is the foundation of the Anglican Church. This break-away, however was much different from the others. In this case, King Henry VIII of England fell in love with a sixteen-year-old girl named Anne Boleyn. The problem was that he was already married, but the Catholic Church forbade divorce. So what Henry did was he broke all of England away from the Catholic Church and established the Anglican Church, which allowed him to divorce his wife. Then he was able to marry Anne Boleyn. This change, though, did not make the Anglican Church Protestant. It still continued many of the Catholic practices. Yet in 1570, Anne Boleyn became the head of the Anglican Church and pronounced England Protestant. Another consequence of the Reformation was that many rulers, like Holy Roman Emperor Charles V, tried to stop the Protestants. Charles V was not unsuccessful, though. In 1555, he and the German princes signed a treaty called the Peace of Augsburg. This agreement forced Charles V to recognize the Lutheran Church. He could no longer have any affect on the local religion. In France there was a giant dispute between the Catholics and the Huguenots. The French rulers made an attempt to end the violence in 1572 with a marriage between the rulers of the two opposing groups, but they failed. Finally, in 1598 King Henry IV issued the Edict of Nantes, allowing the Huguenots to continue their practices peacefully and ending the violence. Another example of this consequence is when Zwingli tried to establish his Anabaptist church in Switzerland he was attacked. The leaders of Switzerland ended the conflict in 1531 and allowed each local government to choose the religion of their canton themselves. Through all of these attempts to stop the Protestants, the Catholic Church lost a big part of its influence and money, and the national governments gained more money and power. A third consequence of the Reformation was that the Catholic Church was finally forced to reform itself. This was a huge change for the Church. They appeased both the reformers and the conservatives, emphasized good deeds, gave people more free will, banned books, put the Pope in charge, and revived the inquisition. Although the Church lost lots of money during the Reformation, peace finally followed.

An Outline for Business School Essays

An Outline for Business School Essays In the previous page we discussed the importance of creating a personalized writing schedule for your school essay. Now that you have (hopefully) completed that task, I would like to introduce the next step in the application essay process: producing an outline. Producing a quality outline is crucial in writing a noteworthy composition. In my opinion, the more defined the outline, the better the essay. Regardless of what type of school essay you are planning to write, it always helps to first develop an outline. For the sake of argument, lets say that you are writing a business school essay. Business school essays are no different from any other types of essays in terms of the creative process. Like any composition, you must first create an outline. An outline is simply a condensed treatment of a particular subject. In this case, the subject is business school essays. Therefore, the formula for your business school essay might include a section on the personal events in your life which led you to direct your studies towards a degree in business administration. Whatever the topic, make sure that your outline includes specific instructions on what youd like to include in your composition. Create your school essay as you would a road map. Be precise, be defined, and above all be logical. From business school essays to undergraduate admissions compositions, one thing is for certain: the better the outline the better the paper. I recommend that you take a few days to create your outline. Once you feel confident with your treatment, you can advance to the next step. In the meanwhile, if you have any questions about MBA essays or if you would like to see samples of quality admissions essays, I suggest that you access the adjacent link.

Discussing Temperatures in Spanish

Discussing Temperatures in Spanish The most common way of indicating temperature in Spanish is to use a form of estar a followed by the number of degrees (grados). Estar is a verb that typically means to be. Expressions Used With  Temperature In the present tense, it is usual to use the phrase estamos a (literally, we are) to discuss the temperature being experienced by the speaker and the persons around him or her. Est a (literally, it is) is used to discuss the temperature of other places. See the following examples: Estamos a 30 grados. (Its 30 degrees.)Si la temperatura est a 2 grados o ms, los nià ±os juegan afuera excepto si llueve o nieve. (If the temperature is 2 degrees or higher, the children play outside unless its raining or snowing.)Estamos a 10 bajo cero. (Its 10 below zero.)Hace una semana estaban a 30 grados, pero ahora estamos a 10. (A week ago it was 30 degrees, but now its 10.) ¡Cuntas veces el aire est a 15 grados mientras que el agua est a 17! (How often the air is 15 degrees while the water is 17!) Temperatures can be discussed in other ways. As in the following examples, the temperature is frequently preceded by a preposition: Oscila entre 8 y 20 grados centà ­grados. (Temperatures vary between 8 and 20 degrees Celsius. You also could use the phrase grados Celsius here.)Colocar en horno a 200 grados durante 15 minutos. (Set in a 200-degree oven for 15 minutes.)El agua del mar Mediterrneo alcanza los 32 grados de temperatura. (The water of the Mediterranean Sea reaches a temperature of 32 degrees.)Las bacterias se reproducen a una temperatura entre 20 y 30 grados. (The bacteria reproduce at a temperature of 20 to 30 degrees.)Una temperatura normal del cuerpo humano es aquella que se encuentra entre los 36,6 grados y los 37 grados. (A normal temperature for the human body is one between 36.6 and 37 degrees.)Tenà ­a una temperatura de 36.8 grados. (She had a temperature of 36.8 degrees.) Metric System Widely Used Keep in mind that most of the Spanish-speaking world (indeed, nearly the entire world) uses temperatures in Celsius rather than the Fahrenheit youre used to if you live in the United States. To convert temperatures from Fahrenheit to Celsius, subtract 32 and multiply the result by 0.555 (or five-ninths). To convert temperatures from Celsius to Fahrenheit, multiply the temperature by 1.8 and add 32. Mathematically, the formulas look like this: C 5(F-32)/9F 9C/5 32 If you try these formulas, youll find that a body temperature of 98.6 degrees Fahrenheit is the same as 37 degrees Celsius, and vice versa. And the 200-degree oven in one of the examples above is the same as one thats set at a bit under 400 degrees Fahrenheit. Approximating Temperatures Of course, mathematical precision isnt always necessary. Heres one way to think of temperatures in Celsius. Of course, you may see it differently if you come from an extreme climate: -20 degrees C or below (-4 degrees F or below): frigid (muy frà ­o).-20 to 0 degrees C (-4 to 32 degrees F): cold (frà ­o).0 to 10 degrees C (32 to 50 degrees F): cool (fresco).10 to 20 degrees C (50 to 68 degrees F): mild (templado).20 to 30 degrees C (68 to 86 degrees F): warm (caliente).30 to 40 degrees C (86 to 104 degrees F): hot (muy caliente).40 degrees C and above (104 degrees F and above): unbearably hot (insoportablemente caliente). Temperature-Related Vocabulary Here are some words and phrases that may come in handy when discussing temperatures: calor asfixiante o calor abrasador (scorching or blistering heat) - El cuerpo ve el calor asfixiante como una amenaza y reacciona aumentando el estrà ©s. (The body sees scorching heat as a danger and reacts with increased stress.) frà ­o intenso (bitter cold) - Por frà ­o intenso activan alerta roja en cinco ciudades. (They are activating a red alert in five cities because of the bitter cold.) ola de calor (heat wave) - Hay una advertencia meteorolà ³gica por ola de calor en el centro y norte del Uruguay. (There is a meteorological warning for a heat wave in central and northern Uruguay.) ola de frà ­o (cold snap) - Una ola de frà ­o sin precedentes dejà ³ ms de 20 muertos. (An unprecedented cold snap left more than 20 dead.)

Curriculum Map Assignment Example | Topics and Well Written Essays - 2500 words

Curriculum Map - Assignment Example A long range map acts as a vertical and horizontal approach for operational curriculum in a school or district. All instructors benefit from long range since the curriculum map is a blueprint for aligning skills and content to be taught and evaluations. Curriculum mapping is a strategy to instruction and curriculum designed to involve learners in inquiry, improve transfer of learning, and offer a conceptual structure for assisting learners make sense of distinct skills, facts and disclose the big concepts of content. Map may assist teachers identify gaps in schools where repetition takes place and those where content might be incorporated among fields. Besides, maps assist teachers to decide on what needs to stay and those to be eliminated from teaching units to best tackle essential standards. They can help in differentiating and spacing instruction. The curriculum taught in school should rotate around lasting understanding which teachers wish every student have on mathematics as we ll as other subjects. This paper therefore, attempts to uncover the long range curriculum mapping by highlighting its components. In an effort to improve an appreciation for poetry, the curriculum design puts the learners into the position of reader, critic, analyzer, poet and listener. Through various project based coursework and standardized, the instructor is allowed to observe as the learner develops into an expert of poetry in independent fashion and fun. A scheme based education has shown repeatedly that learners who engage actively in hands with activities against standardized testing can understand the content, relate the education with real problems, instances and world events. Jacobs (2010) developed and explained the six components of learning in their experiment understanding by design. With knowledge based education, an opportunity of knowing all components is achieved. Rather than listening to the normal lecture and attempting to comprehend what s being taught, the lea rners is allowed to interpret, apply, explain, have self knowledge and empathize of part of what a curriculum established to improve learners understanding. The aim of this unit s to give learners with the understanding of different methods and types of writing poetry, the utilization and understanding of poetic devices and the capability to analyze both peer and personal written poems. Within two weeks of learning and application of poetic devices through professional analysis, personal practice and notes, learners will develop a poetry anthology of individual poetry based on every day requirements which follows the specific rubric; a book by Dr Seuss which focuses on rhyme scheme, rhymed verse and meter as well as two poet study projects. The single most crucial thing an instructor must perfom is to manage the learning condition of his or her learners. He further noted that twenty minutes is the certainly the maximum time which majority of people can remain in a positive learning condition without an alteration of stimulus. When learners are despondent in the classroom, effective teaching and efficient learning are impossible. Therefore, the course gives the learners more hands on as well as autonomous learning liberating up the instructor to act mainly as an observer and a facilitator Long Range Curriculum Mapping Teacher :( Insert the name) Grade: 8th School: (Insert the name) First Week Second Week Essential Questions How does writing assist me communicate?

Individual Business report Essay Example | Topics and Well Written Essays - 2000 words

Individual Business report - Essay Example Section Three: Conclusions &  Recommendations  Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..9 3.1 Recommendations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.9 3.2 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 4. Section Four: Bibliography  Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.11 1. Section One: Introductory Context Introduction 1.1. Terms of Reference The aim of this research paper is to determine what motivational theories can be applied to the employee base of Costlie Cosmetics Ltd in order to successfully improve their internal motivation leve ls. The problem at Costlie Cosmetics Ltd originated when some employees were laid off and the rest had to accommodate the extra work load while maintaining the same efficiency levels and without receiving additional compensation for that work load. The Chief Executive operated a centralized, autocratic organization where employee interaction was discouraged and they were afraid to even speak up about their grievances. Without additional compensation, resentment began to grow in the employees and their motivation levels fell. This adversely affected their service and product quality. As has been documented by previous research this had an overall dampening effect on the company and its performance and image in the market due to which it lost some business from some customers and attracted negative reaction and dissatisfaction from other customers. This paper thus looks at how the Human Resource function needs to be managed within an organization and how critical it is to the organiza tion’s final performance. It also looks at several theories of motivation and uses them to explain how the situation at Costlie Cosmetics Ltd can be rectified. This also encompasses a discussion of the current organizational structure and how it was posing a hindrance to the development of the employees and the organization as a whole. Further, it looks at how an organization should be structured to function more efficiently and eliminate many of the problems that Costlie Cosmetics Ltd was facing. Building upon previous secondary research on the topic, this paper looks at the possible ways that motivation levels among the employees of Costlie Cosmetics Ltd can be boosted so the company can get back on track. 1.2. Objectives The objectives of this research paper are to outline a plan of action that can be adopted to improve employee motivation at Costlie Cosmetics Ltd so that the performance of the company can be improved to match past splendor. 1.3. Research Method This paper uses secondary research previously published about motivational theories, organizational structure and Human Resource Management (HRM) to come up with a strategy to be implemented by Costlie Cosmetics Ltd in order to rectify its perilous condition. 1.4. Context The context for this research paper is provided by the pre-existing conditions of the business environment that Costlie Cosmetics Ltd was functioning in. A new competitor had deflated their market share dangerously and as a result they had lain off a lot of employees to