Strategic HRM Case Study

Strategic HRM Case Study Introduction An organization is constructed of people. These people who assemble together as an organization’s workforce are recognized as human resources. Human resources department clutches all the scopes of employee concerns like recruiting, training and motivating. Basically, the function that focuses on how to manage the people within an organization is known as Human Resource Management (HRM). HRM deals with issues related to people such as compensation, recruiting,  performance management, organization development and employee concerns like- safety, wellness, benefits, motivation, communication, administration, and training. HRM thrives to manage the workplace  culture  and environment. Effective HRM enables employees to contribute efficiently and productively to the overall company direction and the accomplishment of the organizations goals and objectives. HRM is not managed using the traditional approaches anymore. Rather, the increased use of outsourcing has created the urge for building up new and innovative ways to manage the workforce in today’s workforce. It calls for comprehensive and thorough strategies to respond to the contemporary issues of globalization and diversity. Company overview: Complete IT (CIT) is an UK based IT support Service Company that has been providing with local IT support to SMEs for over 20 years now. They tend to maintain the highest levels of technical expertise and accreditations to resolve IT issues. They hold the motto of not just fixing problem, but finding ways to improve systems and positively impact on their clients’ tea, and business. Their services range from reactive support to proactive management of the clients’ IT, but each built specifically for each client. They promise to deliver IT support with passion and commitment with a friendly, honest and simple approach. 1. Role and Importance of Strategic HRM 1.1 Strategic HRM Strategic HRM is known as the preventive management system of the employees in an organization. More elaborately speaking, it is a technique of managing human resources that brings a strategic outline to upkeep long-term business objectives and outcomes. There are three major theories of strategic HRM used in today’s HRM. Like many other companies, CIT also uses these theories into application. Universalist Approach: Also known as Best Practice Approach, this theory assumes that high performance output in an organization can be achieved via a set of HRM practices. These practices are described in a set of four policy goals- Commitment: Confirming the faithfulness of employees to the organization so that they provide with their best of performance. Strategic Integration: The integration of the HRM to the company’s strategic planning so that HRM can be a part of company’s overall strategy should be ensured. Moreover it should also be ensured that the line managers use HRM strategies in their everyday work. Quality: The fact that employees should always be kept satisfied and motivated in order to bring out their optimum performance so that they can deliver products and of the highest of quality should be ensured. Flexibility: Today’s workforce seek out flexibility in their workplace. Administration should ensure this aspect in order to keep the staff driven enough to deliver the maximum productivity. However, it is to be noted that Guest believed all of these theories shall work only together, and not individually, to attain the company objectives. Fit or Contingency Approach: HR plans and practices must be coordinated with the organization’s plans and practices for the maximum performance to be produced. This synchronization of HR and Company strategies can be labeled as the â€Å"vertical fit†. This approach is also known as the â€Å"best fit approach†. The best fit approach:The best fit approach supports that HR strategies and organizational policies have to be aligned. There are three available simulations of this best fit approach- Lifecycle model: Organizational development is done in four stages Start-up, Growth, Maturity and Decline. The HR department should be well aware of the company’s ongoing stage so they can select the correct strategies to match up the company’s current stage. Strategic configuration: In this model it is said that companies can be on the operative front if they can implement tactical configuration policy (market-type structure or internal type structure), coordinated with company types (namely Defenders, Prospectors and Reactors, Analyzers), and (classified as; Machine Bureaucracy, Divisionalised form, Simple Structure, Adhocracy Professional and Bureaucracy). Best fit and competitive strategy: three competitive strategies are; Quality, Cost-Leadership and Focus (Niche). Companies should adopt competitive strategies in order to maximize performances. This is more important because of the increasing competition in today’s business world. It is always better to have a competitive edge and to use that edge in the best way possible. The Configurationally Perspective: This model deals with the importance of the outline of several HR policies and in what way these outline of HR policies (independent variables) affect the Organizational performance (dependent variable). The term configuration is explained differently by various scholars and writers for two reasons. The first one being â€Å"the scope to which HR policies are associated into an overall HR structure† and the second one- â€Å"the notch of fit amid an overall HR structure and an administrative type†. 1.2 Importance of HRM In CIT, HRM is perceived as one of the most consequential drives of the corporation. HR management’s significance can be classified into the following subsequent activities: Enrollment and Training: Recruiting new people and training them as per the organizations’ needs are the key responsibilities of HRM. To fill up the vacant position in the organizations, HR managers plan test and trials for potential candidates. HR also fixes the terms and conditions of the contract that takes place between the employee and the organization. Performance Evaluations: HRM prompts the workforce to bring out their finest performance. It provides with feedbacks to the employees that creates a proper communication between the employees and the employers. Nourishing Work Atmosphere: Work ambiance is a crucial aspect for employee satisfaction and high level of performance. HRM manages to maintain a decent, safe and clean working environment for its employees. The performance of the workforce largely depend on the work atmosphere and company culture. So, HRM strives to keep up the best possible work environment for its staff. Handling Disputes: Inner disputes and conflicts among colleagues is a very common element in organizations. It is always the HRM’s duty to mediate in such situation so as to resolve such clashes and therefore establish an order in the workforce. While it’s important to take care of the disputes in a fair manner, the HRM must also be very cautious in handling such cases as sometimes, the methods can easily create employee displeasure. Increasing Public Relations: Developing public relation with numerous interested parties and stakeholders of the organization is a vital role played by the HRM. HRM stands responsible for organizing meetings, seminars, workshops etc. to interconnect with these parties. In some cases HR department even helps into business and marketing planning. 1.3 Analysis of different Frameworks of HRM The Harvard Analytical Framework for HRM: Produced by Beer et al. (1984), is a good equilibrium between the Universalist Approach and the Fit Approach. CIT relates this model in its HR management. This framework works on the conjecture that the problems of managing employees can be explained when the general managers of the company have their own perspective about how they want the employees to be involved in the company and what sort of policies are best for this method. Ulrich’s Multiple Role Model: Ulrich et al. (2009) proposes a multiple competency framework involving of four potentials for HR mangers other than recruiting, training, and motivating. It is specified below: Figure 2: Ulrich’s Multiple Role Model HR roles are demonstrated in this framework into two axes. The horizontal axis designates the leading focus of HR—either Future Strategic or Day to Day Operational, and the vertical axis indicates leading actions of HR, either process and systems or people connected. These two axes form the four qualities of HR- Strategic Partner, Change Agent, Employee Champion and Administrative Expert. CIT’s HR managers ponder in these features with attention. 2. Formulation Implementation of HR Strategies 2.1 Analyzing the Strategic Human Resource Process Strategic HR Process can’t be constructed of any single approach, it can always vary between organizations. CIT uses a specific model for Strategic HR process that encompasses of the following key facts: Structuring the strategic course: When the HR policies are backed up by the company’s mission, vision and objective, this process is constructed. In CIT, the entire HRM process is established by concurring the company leaders’ long term objectives. So the entire process of recruitment, training, motivating and additional processes are planned to achieve long term company goal. Developing the HRM System: Since CIT is an IT based firm, it allows its employees to work from home by using internet. Also, CIT believes in creating variety in their workforce in lieu to which they are engaging female employees in definite positions. Planning the total workforce: Defining the essential future workforce depending on the company’s progress and necessity is a very challenging activity of the HRM, especially now-a-days. Producing the required human resources: The key focus of this process is to recruit, contract, organize, formulate and convey staffs grounded on the tactical provisions of the management’s workforce strategy. Dedicating to HR progress and performance: HR development process marks on the growth and use of business proficiency and the cooperating elements, all of which lead to a thriving organizational performance. A good encouragement program for the employees should comprise a mix of base pay, bonus, profit share, priority in company share etc. in overall. (Robert C. B., 2003). Evaluating and supporting managerial aptitude and performance: Basically, there is no exact approach to precisely measure the changes in HR policies or how performances affect the company’s output. This can be overcome by the usage ‘balance scorecards.’ 2.2 Roles in Strategic Human Resource Management The strategic roles of top management, front-line management, HR executive, HR specialists are the ones that sums up the roles of strategic HRM. Their roles in CIT are described below- Strategic Part of Top Management: The long term business goals of the company are set by the idealistic leaders of the company- the ones who forms the top management. This set consists of the CEO, CFO and President. They ensure the concurrence of the company growth and objectives with those of the individual departments. Strategic Part of Front-line Administration: According to Eduardo Salas et al (2001), front line managers ‘bring HR policies to life’. This means that if the managers are against a new HR strategy, it would be problematic to device the strategy which will gradually lead to dissatisfaction among employees. Tactical Role of the HR Director: Because they are the part of the top management, the HR Directors hold a great position in the strategic planning. They ensure the integration of HR policies and tactics with overall business goals and supervise the implementation of those plans. Strategic Part of HR Authorities: HR executives have various tasks like new preparation programs, performance management, granting employees, improving the work atmosphere etc. therefore, at any given point, they should work on a priority basis. 2.3 Development of HR Strategies There is no single way to advance HR strategies. For example, CIT uses the six step method proposed by Gratton (1999): Figure the superintendent association: Comprising people from all parts of the professional. Envisaging the upcoming: Building a shared idea for the regions of strategic prominence. Identifying present abilities and pinpoint the gap: Assessing the company’s present point and analyzing the break between company’s upcoming goals and current condition. Shape a map of the system: This is done to safeguard the small stages taken can be expressed into a whole plan. Model the refinements of the structure: All possible future results should be taken into account to evade any unexpected change or uncertainty in the strategic plan. Bridge into action: Involving line managers, creating guiding principles, forming cross-functional collections to recognize objectives and performance devices. 2.4 Implementation of HR Strategies HR strategies implementation can always vary from organization to organization, it has no perfect model. CIT practices the following tasks to implement HR policies. Supporting employees to understand the strategy: Employees must have the proper understanding of the ‘what and why’ of the policy to actually execute it in the workplace. A failure to comprehend the company policy properly will prohibit the employees from using their full level of talent to achieve company objective. Improving employee responsibility to the strategy: It is always known that change causes disharmony. Any kind of modification in strategy can easily cause displeasure among employees. Employees must be given the understanding that accepting the current change will lead to a better outcome. Reforming local work with the strategy: The proper understanding of the strategies by the employees is not always enough, it must also be executed by dismissing off-strategy works and starting on-strategy works with new vigor. Generating inter-departmental assistance: Creating bridging relation among the employees of different subdivisions is always a little challenging because of their different work nature. Activity 2 3. Contemporary Issues in Strategic HR Management 3.1 Identification of Contemporary Issues Affecting Strategic HRM Strategic HRM is mostly affected by the following issues- Job Stress: The adverse reaction that people tend to show when they’re incapable of coping up with the pressure and atmosphere of work can be defines as Job Stress. It can lead to illness, absenteeism, low efficiency rate, frustration, personal problems etc. Work-Life Stability: Everyone is always busy in today’s competitive corporate world. The use of advanced technology allows employers to engage employees in work even after office hours, via internet. Diversity: In any organization today, people from diverse backgrounds come together to work. Globalization has become a major issue in today’s HR management. Downsizing: Many companies are economizing their workforce due to recent economic recession, as a measure of cost cutting. 3.2 Analysis of Contemporary Issues Affecting Strategic HRM The increasing challenges in HRM management are forcing today’s organizations to consider strategic HRM in a different way. Recruitment procedure is now a two-way approach. Employers can use a resume record or ‘corporate poaching’. Because job switching has become a very common issue today, keeping employees, specially the most adept ones, motivated and satisfied is becoming much tougher. Even CIT has not been able to keep a hold of many of its most capable employees. So, they’re now forming new strategies to keep their staff driven. Activity 3 4. Assessing the range of HR Strategies its Application This section discusses different types of strategies in HR and their application in business organizations. 4.1 Range of HR Strategies The ranges of HR strategies include different tools. The ones used by CIT are discussed below: Strategies for improving organizational effectiveness: Concrete leadership from the upper management. A strong management team. Continual pressure to renovate and expand. Ability to react fast to opportunities and threats. Strategies for Learning and Expansion: This ensures the correct training of the employees in order to achieve organizational goals. This is related with housing a learning culture, encouraging organizational knowledge, providing for individual learning and launching a learning organization. Strategies for Performance Measurement: Performance Management â€Å"carries a mean of joining business strategy and technical assembly to direct the whole organization to achieving mutual organizational objectives† (Purcell et al, 2005), it delivers the best means to attain organizational goals. Strategies for Employee Relations: Here, the intents of the organization about what is required to be done and what is needed to be altered in the customs in which the organization maintains its relationships with employees and their trade unions is explained. It is to be noted that employee policies are different than strategies. Strategies are dynamic. 3.2 Application of HR Strategies CIT attempts to achieve its organizational goals by applying all the strategies defined above, including resourcing strategy and reward strategy. It can be quite impossible to measure the exact amount of return these applications of HR strategies bring; nonetheless, there are some indicative measures that can help us towards greater understanding of the impact of change in HR policies. For example, if the workforce management program has been integrated properly with the company’s goals and company is performing well, it can be said that we are getting good return on HR strategies. Another example of good HR outcomes is found on Michael Armstrong et al (2006) research reports on hospitals which decreased mortality rate by creating efficient HRM. Conclusion It can be concluded that human resource management is one of the crucial activities in today’s organizations. No workplace can be run proficiently without correctly trained and motivated employees. And with the increasing globalization today, proper Human Resource Management is becoming more and more challenging.

Filipino Values Essay

The Filipino value system arises from our culture or way of life, our distinctive way of becoming human in this particular place and time. We speak of Filipino values in a fourfold sense. First, although mankind shares universal human values, it is obvious that certain values take on for us a distinctively Filipino flavor. Secondly, when we speak of Filipino values, we do not mean that elements of these Filipino values are absent in the value systems of other peoples and cultures. All people eat, talk and sing, but they eat different foods, speak various languages and sing different songs. Thus, we easily recognize Filipino, American, Chinese, Japanese or any other foreign food, language or music. The difference lies in the way these elements are ranked, combined or emphasized so that they take on a distinctively Filipino slant or cast. For instance, in China, honesty and hard work may rank highest; Chinese and Japanese cultures give great value to politeness and beauty; American culture to promptness and efficiency; and Filipino culture to trust in God and family centeredness. In this sense of value-ranking and priority of values, we can speak of dominant Filipino values. Thirdly, universal human values in a Filipino context (historical, cultural, socio-economic, political, moral and religious) take on a distinctive set of Filipino meanings and motivations. This is true not only of the aims and goals, beliefs, convictions, and social principles of the traditional value system of the lowland rural family but also of what Fr. Horacio de la Costa, S. J. alls the Filipino â€Å"nationalistic† tradition(pagsasarili,pagkakaisa,pakikisama, pakikipagkapwa-tao, and pagkabayani. ) A Filipino value or disvalue does not exist alone, in isolation or in a vacuum. Filipino values like bahala na, utang na loob, hiya, pakikisama, pakiusap are clustered around core values like social acceptance, economic security, social mobility, and are always found in a definite context or set of circumstances. Fourthly, we can speak of Filipino values in the sense that the historical consciousness of values has evolved among our people. The Filipino concept of justice has evolved from inequality to equality, and to human dignity; from the tribe, to the family, and to the nation. Filipino consciousness of these different values varies at different periods of our history. It is only in the last two decades that the Filipino people have become more conscious of overpopulation and family planning, environmental pollution (Kawasaki sintering plant) and wildlife conservation (Calauit Island), and the violation of human rights (Martial Law), active non-violence and People Power (1986 non-violent Revolution).

Disaster management approaches for libraries in India

Abstraction The present paper highlights the catastrophe and its direction in general and in libraries in electronic age. The paper besides suggested the direction methods of catastrophe in libraries. Libraries are the keeper of our history, civilization and civilisation. They are maintaining the heritage of the state in safe for last 1000s of old ages. The precaution against catastrophe for the libraries is really of import. Safeguard should be in such planned ways that save the resources of library without any harm. In India libraries are non concentrating on catastrophe direction due to unawareness and dearth of financess. Libraries and reputed Information Centres should organize plan on catastrophe direction in libraries. There should be developing and workshop plan for library forces every bit good as for library users. Library and pull offing authorization should do necessary agreement for the effectual plan of catastrophe direction in libraries. Disaster direction plan should be implement ed from the initial phase ( from the building of edifice for any administration ) . Key-Words:Catastrophe, Disaster Management, Natural Disaster, Man-Made Disaster, Disaster Management – Libraries, Artificial Disaster 1. Introduction: Now libraries of India transforming themselves from traditional library to modern library or we may state automated, electronic, digital, practical or intercrossed libraries. With the development of engineering alterations, the development of hardship besides increased. Adversity or catastrophe may be natural an artificial besides. Disaster and its direction ( Disaster Management ) now becomes the firing subject in many field due to natural catastrophe as cyclone, twister, temblor, fire due to heavy rain, H2O inundation etc. and unreal catastrophe as power grid failure, web failure, fire, waiter fail, short -circuit etc. In libraries, governments and libraries are non giving their attending for direction of any sort of catastrophe. In India except some progress libraries, most of libraries have no prearrangement for catastrophe. Libraries have our history. Civilization and civilization in books and in electronic signifier, if any catastrophe occurred they will lose valuable history, Civilization and civilization. 2. Catastrophe Catastrophe is an unexpected, black go oning transporting inordinate mutilation, harm, and devastation and desolation to life and belongings. The mutilation caused by catastrophes is incalculable and differs with the topographical location, clime and the type of the Earth surface/degree of susceptibleness. These effects may be mental, socio-economic, political and cultural province of the affected country. Catastrophe may be work forces made ( Artificial ) and natural. Some definition of catastrophe as follow: An happening doing widespread devastation and hurt ; a catastrophe.† Emergency â€Å"A serious state of affairs or happening that happens out of the blue and demands immediate action [ 1 ] .† ( American Heritage Dictionary. 3 rd. ed. , 1996 ) In modern-day academe, catastrophes are seen as the consequence of jeopardies on vulnerable countries. Hazards that occur in countries with low exposure do non ensue in a catastrophe ; as is the instance in uninhabited parts. ( Quarantelli 1998 ) [ 2 ] . Acatastropheis a natural or semisynthetic ( or technological ) jeopardy ensuing in an event of significant extent doing important physical harm or devastation, loss of life, or drastic alteration to the environment. A catastrophe can be extensively defined as any tragic event stemming from events such as temblors, inundations, ruinous accidents, fires, or detonations. It is a phenomenon that can do harm to life and belongings and destruct the economic, societal and cultural life of people. [ 3 ] 2.1 Natural Catastrophe A natural catastrophe is an deduction when a natural danger touches creatures and/or the built atmosphere. The resulting harm is governed by on the capacity of the population to back up or contend the catastrophe: their resiliency. This apprehension is concentrated in the preparation: â€Å" catastrophes occur when jeopardies meet defencelessness † . A natural danger will hereafter ne'er consequence in a natural catastrophe in countries without exposure. Numerous uniquenesss like, landslides, temblors, eruptions, volcanic, cyclones and inundations are all natural jeopardies that kill 1000s of people and destroy moneys of district and goods every clip. Followings are the chief natural catastrophes:EarthquakesFloodsVolcanic eruptionsCyclonesBiological agents ( micro-organisms, insect or vermin infestation )Fires ( wildfires )Rain2.2. Artificial ( Men Made ) Catastrophe With the technological development the jeopardies besides grows. Artificial catastrophes besides can be caused by worlds. Dangerous stuffs exigencies include chemical tumbles and groundwater pollution. Workplace fires ( caused by short-circuit etc. ) are more common and can arise significant belongings mutilation and loss of life. Communities are besides defenseless to these menaces posed by overzealous groups who use fierceness against both people and belongings. In Artificial catastrophe, marks may include military and civilian authorities installations, international airdromes, high-profile landmarks and big metropoliss. In Cyber-terrorism involves onslaughts against computing machines ( server down, virus onslaught, choping and unauthorized entree etc. ) and networks done to intimidate or coerce a authorities or its people for political or societal aims. 3. Disaster direction It is a subject that includes devising, armed robbery, and reconstructing society when natural or human-made catastrophes occur. In general, any Crisis direction is the ageless procedure by which all persons, groups, and communities manage jeopardies in an attempt to avoid or hone the impact of catastrophes ensuing from the jeopardies ‘Disaster direction can be defined as the organisation and direction of resources and duties for covering with all human-centered facets of exigencies, in peculiar readiness, response and recovery in order to decrease the impact of catastrophes. [ 4 ] 4. Catastrophe in Libraries Catastrophe either natural or manmade may happen in any administration and at any topographic point of the universe. Its earnestness may be distinguished on preventative, pre-arrangement and other security methods. Now, libraries have entered in the age of electronic age but with the coming of engineering in libraries, the technological ( Artificial ) catastrophe has besides generated. Natural catastrophe like implosion therapy, temblor, cyclones, rain and Volcanic eruptions etc. are indistinguishable and non changed but traveling toward uncertainness due to planetary heating. Day to twenty-four hours semisynthetic catastrophe as power cuts, web failure, cooling- warming, larceny of books, web tower failure, struggle, noise, and force may happen in libraries. Besides these, fire, sever failure, crashing of computing machine besides are major catastrophe in libraries. Sometimes some misshaping may change over in major catastrophe in libraries. 5. Disaster Management in Libraries: Libraries are our guardian or custodian of our history, civilization and civilisation. They are maintaining these records in printed and non-printed papers. Students, scholar outlook are besides linked with libraries. So maintenance and security of libraries are indispensable from catastrophe etc. In this concern Indian libraries ( particularly authorities and public libraries ) frustrated us. Libraries are non so secured in this concern. Most of the libraries have non installed fire dismay system in their libraries. If installed, the care of these systems is zero, merely they became show peace. Libraries are besides faces many twenty-four hours to twenty-four hours catastrophe like power-cuts ( No holding generators ) , no heating-cooling system etc. Libraries are information Centre are besides organizing many workshop, conference and seminar of ICT but neglected the subject like catastrophe direction in libraries [ 5 ] . This is doomed of Libraries as they are supplying reading stuff ( books, diaries and encyclopaedias etc. ) on catastrophe direction to their users for research but for them, there is no such ageless plan in this concern. Fundss are besides a barrier in this concern as libraries non acquiring equal financess for purchase books etc. and these catastrophes are the secondary stage for the libraries. I personally observed in many libraries that there was no such preventative equipment and measuring for this catastrophe ( natural and semisynthetic ) . Catastrophe commanding program is a must be assimilated in preliminary planning of establishing a library and information Centre. Numerous minor arrows for a complete catastrophe direction program, which are independent of each other but are interwoven. Libraries either academic or public and authorization ( Government- Non-Government ) should do the undermentioned proviso in their libraries against catastrophe direction: Fruitful Plan: Each catastrophe has three stages: earlier, during and after. A variableness of programs is required to pull off with each of these stages. There should be fruitful program for catastrophe direction. Catastrophe program must cover complete of the library and information Centre including staff, readers, beginnings of information, equipment and substructure and it must be a concerted squad attempt. Mirror Server/ Backup:There should be agreement of mirror waiter and day-to-day backup of work should be taken on regular base by the competent library staff. Data backup should non maintain in library and be placed at minimal two topographic points. A responsible staff may take this backup with them. AMC of library waiter and UPC may be an alternate security step for this. Power Supply:There should be one chief switch of light system of library and topographic point to put MCV- Light accountant should be installed in the library to avoid short-circuit in light system. Duty:There should be arrested development of duties on staff and suited should be identified and sequence should be fixed in written and verbally. Suitable senior and junior staff should be incorporated in catastrophe planning. Power-Cuts: There should be installing of Solar Power System and UPS to provide the the uninterrupted power supply. Sound proof power generator may be installed for this system. Fire:Fire dismay system and fume sensor should be installed in library on each degree so that any type of fume and fire is detected. The staff preparation is indispensable to manage such system and should openings for staff to be qui vive of what is expected of them in the event of catastrophe. Library should placing imperative parts of the edifice, aggregations, apportioning deliverance primacies, acknowledging utility storage sites, supplying satisfactory fire protection. Extra Fundss Agreement: There should be an extra fund agreement to secure the preventative equipment and for doing such catastrophe agreement in libraries. Rain- Floods: It is impartial as of import to find where the H2O is coming from and should to halt it at its cause as it is to cover up the books. There should be agreement of H2O security out system around the library. The entree of H2O should travel in direct to toss off to earth. User Awareness Program: There should be a user consciousness plan sing the catastrophe direction. This plan may be included in user education/ orientation plan of the library. Workshop/Training and Conference: Time to clip library and information centres should form preparation and workshop plan on catastrophe direction in libraries. Disaster Management Agency:Library and information centres may engage Disaster Management Agency for catastrophe direction. Library may contract with such type of bureau ( Government and Private ) . There are many such types of bureaus are available ( on-line – offline ) for catastrophe direction.6. Decision:Now the scope of catastrophe has increased, natural catastrophe is increasing due to planetary heating and unreal catastrophes ( man-made ) are increasing with the coming of Information Communication Technology. Pre-planning for catastrophe is really of import as this direction is inter-linked on each other. These planning should be implemented from the initial stage ( from the point of building of edifice of any administration like libraries ) . Time to clip mock drill should besides implement for proving of the plan. Care of such process is besides really of import. Government, non-government and pull offing governments should besides pay more attending on this issue. Go vernment should besides do such positive policies for libraries and information sing the execution of catastrophe direction.Related BibliographyAparac-Gazivoda, T. and Katalenac, D. ( 1993 ) Wounded libraries in Croatia, Zagreb: Croatian Library Association. Archives, Aldershot: Ashgate.Featherstone, Robin M. , Lyon, Becky J, and Ruffin, Angela B. ( 2008 ) .Librarian’s Role in Disaster Response: an Oral History Project. Journal of Medical Library Association, 96,256-282.doi 10.3163/1536-5050.96.4.009.Golrick, Michael A. ( 2009 ) . Disaster direction: Stairss in the procedure. Retrieved from: hypertext transfer protocol: //michaelgolrick.blogspot.com/2009/03/disaster-management-plan-steps-in.html.Saint matthews, G. and Eden, P. ( 1996 ) Disaster direction in British libraries. Project study with guidelines for library directors, London: The British Library.Saint matthews, Graham, & A ; Eden, Paul. ( 1996 ) â€Å" Disaster direction preparation in libraries † , Library R eview, Vol. 45 Iodine: 1, pp.30 – 38Riedlmayer, A. ( 2007 ) ‘Crimes of war, offenses of peace: devastation of libraries during and after the Balkan wars of the 1990s’ , Library Trends 1 ( 56 ) , 107-132.1

Elizabeth A Dangerous World Of Political Conspiracy

Elizabeth was the daughter of a disrespected and executed mother; Elizabeth was the last in line to take over the throne of England. Elizabeth was born into a dangerous world of political conspiracy, on September 7th, 1533. England had been ravaged by religious conflict, was at war with Spain and France, and in debt when Elizabeth took control of the throne. Scandals and politics made Elizabeth reject Robert Dudley, her true love, and execute his stepson, Lord Essex. This book shows the witty, vain, calculating, and brilliant, Elizabeth that the world never knew. When Elizabeth was only two years old when King Henry VIII, who was also Elizabeth’s father, killed her mother, Ann Boleyn, because Ann had not given Henry a male heir. Since the beheading of Elizabeth’s stepmothers every few years was normal for King Henry, it traumatized Elizabeth. 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Its use as a medicin e has existed for thousands of years in many countries world wide and is documented as far back as 2700 BC in ancient Chinese writings. When someone says ganja, cannabis, bung, dope, grass, rasta, or weed, they are talking about the same subject: marijuana. Marijuana should be legalized because the government could earn money from taxes on its sale, its value to the medical world outweighs its abuse potential, and because of its importance to the paper and clothingRead MoreEssay on The Spanish Armada2030 Words   |  9 Pagesfacilitated her accession, supported her against the claims of Mary Stuart, and intervened powerfully in her favor to prevent French aid from being sent to Scotland. When England had emerged triumphant at the treaty of Edinburgh (1560), Elizabeth sent him a special mission of thanks, with the Catholic Lord Montague at its head, to whom she gave a dispensation from the laws of England in order that he might practice Catholicism during the embassy. 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Although Queen Elizabeth I faced many difficulties, including both coming to the throne and during her reign, she was a great ruler with many successes that changed the course of England and its history. Elizabeth’s father was King Henry VIII. Many of Henry’s decisions and actions had an effect on what Elizabeth would be required to do whenRead MoreSecret Intelligence Service and Espionage4647 Words   |  19 Pagesis based on deception. In the Middle Ages, political espionage became important.  Joan of Arc  was betrayed by Bishop Pierre Cauchon of Beauvais, a spy in the pay of the English, and Sir Francis Walsingham developed an efficient political spy system for  Elizabeth I. With the growth of the modern national state, systematized espionage became a fundamental part of government in most countries. Joseph  Fouchà ©Ã‚  is credited with developing the first modern political espionage system, and Frederick II of PrussiaRead Moreâ€Å"the Spirit of Renaissance and Elizabethan Era†5448 Words   |  22 Pagesthan a rebirth. It was also an age of new discoveries, both geographical (exploration of the New World) and intellectual. Both kinds of discovery resulted in changes of tremendous import for Western civilization. In science, for example, Copernicus (1473-1543) attempted to prove that the sun rather than the earth was at the center of the planetary system, thus radically altering the cosmic world view that had dominated antiquity and the Middle Ages. In religion, Martin Luther (1483-1546) challengedRead MoreCauses of the Salem Witch Trials: Political, Religious and Social5005 Words   |  21 Pageshysteria, rigors of puritan childrearing and ergot poisoning as explanations for the afflicted girls behaviors. Furthermore, others have minimized the girls involvement within the proceedings, focusing instead upon the issues surrounding the trialsÂâ€"political and economic factors, social concerns or interpersonal relationships between the accused and their accusers. Such authors as Enders A. Robinson, The Devil Discovered, Paul Boyer and Stephen Nissenbaum, Salem Possessed, and Mary Beth Norton, In theRead MoreBibliographic Ess ay on African American History6221 Words   |  25 PagesIntroduction In the essay â€Å"On the Evolution of Scholarship in Afro- American History† the eminent historian John Hope Franklin declared â€Å"Every generation has the opportunity to write its own history, and indeed it is obliged to do so.†1 The social and political revolutions of 1960s have made fulfilling such a responsibility less daunting than ever. Invaluable references, including Darlene Clark Hine, ed. Black Women in America: An Historical Encyclopedia 2nd ed. (New York: Oxford University Press, 2004);