Five Levels of Maslow’s Hierarchy in Cast Away free essay sample

Needs, includes the most basic needs that are vital at survival, like the need for water, air food and sleep. Security needs, includes needs for safety and security. Security needs are important for survival, but they are not as demanding as the physiological needs. Some examples are health insurance, shelter from the environment. Social needs, includes needs for belonging, love and affection. Examples of Social needs are friendship and families help fulfill this needs for companionship and acceptance. Esteem needs, becomes increasingly important after the first three needs have been contented. It includes the needs for things that reflect on self-esteem, such as social recognition, accomplishment, social recognition. Self-actualizing needs, is the highest level of Maslow’s hierarchy of needs. People that are self-actualizing are self-aware, concerned with personal growth, less concerned with the opinions of others and interested fulfilling their potential. The needs that appeared to be most urgent and necessary were the Physiological needs; Chuck Noland’s actions agreed with Maslow’s Hierarchy when we got on the island, he immediately sought food. We will write a custom essay sample on Five Levels of Maslow’s Hierarchy in Cast Away or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The items that were already present on the island were Coconuts, Rocks, Sticks, and Palmetto Leaves. They met the needs of Physiological and Safety. The items that Chuck Noland used from the FedEx boxes were Clothing, Volleyball, Ice Skates, and VHS tapes. The needs that these items met were Physiological and Love. The movie Cast Away, Chuck Noland was stranded on an island. He was stuck there for about four years. As the years went by, he became more aware of how to survive. He knew how to find food, how to make shelter, and how to keep himself company. He used his volleyball that was in a FedEx box as a friend to talk to. He used leaves and sticks and sunlight to build a fire. He used porta potty as shelter. He also used anything for food. He was the only one who survived on that island from all of his co-workers. He finally built a boat and went in the water. Soon he found a huge ship that he climbed onto and sent home. When he got home nobody recognized him. Also when he got home, he got told bad news. His fiance that he was planning on marrying thought he was dead and fell in love with his dentist, and ended up marrying him. In my opinion I do think Chuck Noland met his need for self-actualization during his stay on the island. For example, self-actualization means self-aware, concerned with personal growth, and less concerned with the opinions of others. He honestly didn’t care what other people that about him, he thought he was successful and a hard worker. All in all, the movie Cast Away was very good movie that represented the five levels of Maslow’s Hierarchy.

Strategic Management Plan

Introduction Strategic management plan finds use in promoting strategic leadership as well as in strategic planning to ensure that the business processes of an organization are in line with goals (Probst, Raub, Romhardt 1999). Strategic plan should reflect the goals and vision that the organization aspires to accomplish within a given period of time. It entails the principles of management that enables the organization to govern its decisions and actions.Advertising We will write a custom report sample on Strategic Management Plan specifically for you for only $16.05 $11/page Learn More It enables an organization to focus its energy on achieving common goals as well as in evaluating and adjusting its operations to be able to respond to the changing environment. It enables organizations to formulate effective means of responding to the hostile environmental conditions by developing consciously responsive ways to the dynamics in the environment (Chen, Ham brick, Nag, 2007). Greenwood Nursery’s primary objective is to promote the growth of new wood as well as to maintain healthy fruit formation. Strategic management planning is therefore very important to Greenwood Nursery in ensuring that it maintains sustainability in its environmental operations as well as in ensuring that the communities that it serves are provided with plant species which are able to successfully thrive in the specific environments despite the environmental dynamics. Greenwood Nursery also needs strategic management plan to develop appropriate cost-cutting measures in its operations and in ensuring strategic leadership in the organization as well as environmental leadership in the community that it serves. Strategic Management Process Environmental Analysis Once an organization has reviewed its objectives, it starts from its current situation to work out a strategic plan that would enable it achieve its objectives. An environmental analysis is done to ide ntify the opportunities available to an organization to enable it meet the set objectives (Davidow, Uttal, 1990). The organization has to understand its own capabilities as well as limitations. This would enable the organization choose opportunities which can help it achieve greater success. The organization also has to analyze its external environment which includes the macro-environment that affects all organizations, and the micro-environment which include all those factors which affect organizations in particulars sector. The macro-environment in this case may include technological, social, economic, as well as political factors. Micro-environment analysis should be very specific to the factors which affect the organization. These factors may include the operational efficiency and capacity of the organization, the organizational structure and image, the organization’s access and utilization of natural resources, financial resources, as well as the key staff among many ot her factors (Heskett, 1986).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Strategy Formulation Once the analysis has been done to identify the environmental forces affecting the organization, it now embarks on developing specific strategic alternatives which can be applied to ensure that the organization meets its objectives and mission (Ohmae, 1982). Implementation The organization has to decode the complex and abstract terms developed during the strategy formulation process into very detailed policies which can be understood by every individual in the organization at every functional level of the organization. This would help place more emphasis on any practical issues which might not have been understood well at a higher functional level. Implementation requires that the strategy be developed into specific strategies for each functional unit in the organization. This phase also invol ves the identification of the required resources as well as adopting the necessary changes in the organization. This stage involves distributing resources, designing the structure of the organization, managing the organization’s human resources as well as developing the organization’s decision making process. The implementation process involves putting in place benchmarks against which the organization can be measured (Lamb, 1984). Evaluation After the implementation, the organization’s processes have to be measured and evaluated to determine the extent of objective achievements. The internal and external factors have to be evaluated so as to obtain facts which are used to consider possible corrective measures. The process should determine the organization’s suitability, acceptability as well as feasibility (Lamb, 1984). Greenwood Nursery: Strategic Management Plan Mission Greenwood Nursery’s mission is to conserve the environment and to enhance th e community’s capacity to improve the quality of the environment. Core Functions The core functions of Greenwood Nursery are conservation and stewardship by providing plants species which protect and add aesthetic value to the environment and by enhancing the community’s capacity to ensure environment sustainability. The other core functions include research, analysis as well as information management to enable the organization provide technical services to its customers.Advertising We will write a custom report sample on Strategic Management Plan specifically for you for only $16.05 $11/page Learn More Vision Greenwood Nursery’s vision is to enhance the community’s capacity to improve the quality of their environment and to add aesthetic value to their environment. Assessment An analysis to determine the organization’s performance was done in December 2010 and the compilation of the analysis was as follows. Strengths The demand for the organization’s products and plant species continues to rise as the organization maintains workers motivation to perform their duties perfectly. The reputation of the organization has also improved and most customers from the community tend to prefer the organization’s services to other organizations. Weaknesses The organization only relies on the internet to market its products and services and also put less effort in ensuring customers and the community involvement. Opportunities It is important that the organization adopts a leadership style that is more customer-oriented which would ensure customers and community involvement. It is also important to develop a more comprehensive marketing strategy that involves the use of traditional and modern communication channels. The marketing strategy should also involve measures that focus more emphasis on the customers’ perception and capacity development. Threats The major threat on the organization ’s operations is inadequate time to follow up community capacity development in ensuring sustainable environment. Goals Goal 1: To increase the diversity of plants species in the organization’s nursery and garden.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The organization will carry out research to find more plant species which are appealing to its customers and can easily adapt to the environmental conditions of the region. The organization will also research on the impacts of such new plant species on the environment including their invasive influence on the plant diversity in the organization’s garden and in the surrounding region. Goal 2: To take a leadership role in developing consistent as well as dynamic working relationships with the members of the community. In order to achieve this goal, the organization intends to put in place several measures aimed at positive environmental relationship with the community members who are the Greenwood Nursery’s customers. The organization would create a department to offer consultation services to its customers on the maintenance and development processes of the various plant species available in the organization’s garden. The organizations will also provide outreach education services to the surrounding community to enable them understand the environmental sustainability and how to achieve and maintain environmental quality. In order to achieve positive relationship that would also market the organization’s plant nursery and gardens as well as its services, the organization will also foster relationships with its customers by offering critical health and safety matters associated with the plants. Goal 3: To enhance the organization’s workers empowerment through retraining and knowledge development. The organization acknowledges the significance of the human resource in achieving quality services to customers as well as healthy plants. The organization will involve workers in mandatory training programs to enable them better understand the maintenance of the plant species. This would make them more efficient and effective in the organization’s operations and enable them provide quality services to customers. This would enabl e the organization develop guidance procedures on how to treat every plant during the plant growth and development. This will be supplied to each customer who buys any plant. Goal 4: to enhance the customer’s decision making process through improved communication. The organization will adopt an integrated marketing communication by investing in other traditional channels of communication like TV stations and newspapers to advertise its services. Promotional campaigns will be implemented to ensure that the organization’s reputation reaches the whole nation. Conclusion Strategic management has to be adopted and made specific to every functional unit of an organization. Each unit in the organization should also have specific benchmarks to evaluate their performance so as to ensure that every functional unit of the organization is line with the organization’s goals and mission. Reference List Chen, M.-J, Hambrick, D. C, Nag, R. (2007). What is strategic management, really? Inductive derivation of a consensus definition of the field. Strategic Management Journal. 28(9), 935–955. Cambridge: Blackwell Publishers. Davidow, W Uttal, B. (1990). Total customer service. New York: Harper Perennial Books. Heskett, J. (1986). Managing in the service economy. Boston: Harvard Business School Press. Lamb, R. B. (1984). Competitive strategic management. Englewood Cliffs, New Jersey: Prentice-Hall. Ohmae, K. (1982). The Mind of the Strategist. New York: McGraw Hill, New York. Probst, G, Raub, S. Romhardt K. (1999). Managing knowledge. London: Wiley. 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Victor E. Frankl Writes of the Meaning and Purpose of Life and Humanity essays

Victor E. Frankl Writes of the Meaning and Purpose of Life and Humanity essays Victor E. Frankl is known both as an internationally famous psychiatrist, and as the author of Man's Search for Meaning, noted as one of the top 10 influential books in America by a Library of Congress survey. Frankl's work has been widely read, and 151 books have been published about Frankl and his work in 15 different languages. He had received 29 Honorary Doctorates, and lectured at 209 universities. He passed away in Man's Search for Meaning starts with a deeply descriptive look at Frankl's five-year imprisonment in Auschwitz and other Nazi concentration camps. The second section of his work is a detailed description of logotherapy, the psychotherapeutic model developed by Frankl. He sees the human desire for meaning and purpose in life as the fundamental driving force of humanity. In Man's Search for Meaning, Frankl manages to successfully marry an abstract psychological theory with a deeply human, Frankl's fundamental tenets of existentialism focus closely on the "will to meaning", which is simply humankind's need to find purpose and meaning in life. Frankl sees humankind's basic underlying motivation in life as the need to live a purposeful and meaningful life. Frankl embraces individual freedom, the subjective understanding of life, and individuality in his discussions about the purpose and meaning of life. As such, Frankl clearly considers existentialism to be valuable to the quest for wisdom. Frankl's comments about spiritual freedom are sometimes profound and insightful. In the midst of his time in the concentration camp, and forced into yet another day of hard labor, and fighting a deep fear of his wife's death and torture, he begins to understand that spiritual freedom is found within. Frankl writes, "A thought transfixed me: for the first time in my life I saw the truth as it is set into song by so ...

Surrealism and 'True' Reality in Quentin Tarantino's Films Essay

Surrealism and 'True' Reality in Quentin Tarantino's Films - Essay Example According to the findings, it can, therefore, be said that Tarantino directed the films in such a way that they were explicitly more or less about redemption. Also artistically, they are postmodern. Such that they tend to blend genres and are also highly allusive. In both the films, the characters struggle to become â€Å"real† people and live a â€Å"real† life without succeeding. This is because the redemption they seek is achieved through suffering and even death, as in the case of the gangsters in Reservoir Dogs. Hence, there is no desire to shed the uniforms and become â€Å"real† people.  Tarantino aims at reflecting a postmodern sensibility about an ability to know and understand the world and also, about the value and significance that every person’s life has and also their actions. The films illustrate the â€Å"real† world as the civilian world, one without struggle and any need for redemption. In order for one to become a â€Å"realâ⠂¬  person, they needed to shed their uniform. However,   some removed their uniforms without any intentions of redemption.

Engineering - Sustainability and Innovation Assignment

Engineering - Sustainability and Innovation - Assignment Example The place should exude warmth and confidence. Sustainable construction is therefore very critical to the economic, social and environmental fabric of society. Estimates suggest that in developing countries about 40% of the human population would be living in cities compared to 20% that was present in 1950. (Sustainable Building & Construction, 2003) Around 40,000 sq.km of cultivable land is being urbanized every year. The worst areas that are going to be hit are the developing countries where infrastructure boom is coming up in the next few years. It is understood that the building designs are capable of lasting 80-100 years on an average. It is therefore very important that a construction having such large scale life should be built in a sustainable manner so that fits into the surrounding environment. It can be argued that while lands that are used for irrigation being converted to concrete jungles would inevitably lead to loss of farming and have an adverse effect on the food chai n around the world, rise in construction activity would lead to increase in jobs in the construction sector. Estimates indicate that around 3 trillion US dollars are being pumped into the construction sector annually and this accounts for 10% of the world GDP. (Moavenzadeh F, 1994) An estimated 111million worker of which 74% belong to the developing countries and of this 28% engaged in industrial development is what has been found out per the last census. (Sustainable Building & Construction, 2003) While it cannot be argued that construction is a sector that generates large scale employment, its drawback is lack of job security and personal health issues of working personnel. This sector is also predominantly male and since most of the jobs are in the unorganised sector their issues are not aptly addressed. A survey conducted in UK indicated that around 600 workers die annually due to asbestos intoxication, 30% suffer skin disorders and around 40% have bone and ligament fractures. ( Sustainable Building & Construction, 2003) About 55000 workers die annually due to construction related accidents. Environment related incidents are the next major cause of concern which has strengthened the call more strongly for sustainable construction. Deforestation and illegal mining with scant respect to the nature is harmful to the environment. Apart from this energy a large amount of energy is also consumed in transporting these raw materials from its area of origin to other developing countries. (Bossink & H.J Brouwers, 1996) A concept introduced in 1970 called the embodied energy tries to calculate the sum total energy that would be required right from its inception stage, transportation and finally till the construction stage. The effort always is to limit the amount of embodied energy so that one can move towards sustainable construction. The major source of greenhouse emissions is usually for the production of cement which entails a significant amount of fossil fuel bur ning. Estimates suggest that by 1950 the CO2 emissions would be around four times the present amount. (Sustainable Building & Construction, 2003) It has also been suggested that in the interests of the environment it is best that a greater building density is better compared to a low building density. This would entail

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).