Elwyn Palmerton Essay Example For Students

Elwyn Palmerton Essay 1984/One Flew Over the Cuckoos NestHow would one be able to analyze a novel about a psychological ward with a novel which portrays a modern oppressed world? On account of Ken Keseys One Flew Over the Cuckoos Nest and George Orwells 1984 the similitudes are surprising . Despite the fact that they occur in limitlessly various occasions and settings, Ken Kesey and George Orwell were attempting to communicate the very same subject. One Flew over the Cuckoos Nest utilizes a psychological ward as a microcosm of the world and how he was apprehensive the world was turning out to be. 1984 utilizations the future a gadget to show what society could turn into. The two books show how people with great influence can control and oppress the majority. Attendant Ratched and Big Brother are fundamentally the same as in the manners they present themselves and control individuals. Medical attendant Ratched control her picture with the goal that she appears to be all the more remarkable. She generally wears the equivalent flawless grin which doesn't appear to split under any sort of weight. In any event, when Randle McMurphy is attempting his best, he can barely get her to recoil from that ideal, unmoving articulation. She would likewise remain in her office behind the enormous glass window for quite a long time at once, stressing the way that she is watching them. . Attendant Ratched forgets about a book and rewards the patients on the off chance that they can get trading off data about another person and record it. Elder sibling likewise is introduced as an unmoving face which watches the individuals. Elder sibling himself is never observed by the individuals who live in Oceania, however his quality is wherever as monster banners whi ch are put wherever with the subtitle Big Brother is Watching. The image on the banner is drawn so that the eye!s appear to tail any individual who is taking a gander at the image. Elder sibling utilized the Youth League to get children to keep an eye on their folks to check whether they were conflicting with the Party. By turning their kin against themselves it makes it extremely hard for them to combine in any aggregate exertion against the medical clinic or government strategy. In the two books there is a spot that nobody needs to be sent to. It is a spot they have caught wind of, however have not seen. In One Flew Over the Cuckoos Nest there is additionally a room, it is called Electro-Shock Therapy or truncated as EST, yet it is ordinarily known as the Shock Shop. Randle McMurphy and Chief Bromden are both taken here and put on the table. Two terminals are contacted to the sides of their heads. One stun sends the patient into obviousness, just to stir up a day or two later and to be in a semi-cognizant trance for a few days. Thought hoodlums are rebuffed in a manner fundamentally the same as the psychological patients. In 1984 this room is called Room 101. It lies profound inside the Ministry of Justice. Winston Smith was brought to this room and tied to a table. OBrien turned a dial to a number somewhere in the range of one and one hundred. The higher the agony, the further extent of torment that Winston would understanding. For progressively extreme ide a violations, or infractions of hospi!tal strategy different meetings are recommended. The social orders introduced are additionally run in fundamentally the same as ways. The best case of this in One Flew Over the Cuckoos Nest is the point at which the patients need to switch the work time with the TV watching time so they can watch the World Series. The medical caretaker keeps them from doing this despite the fact that there is no rhyme or reason for it. The patients are stirred by the lights being turned on each morning simultaneously. Medical caretaker Ratched plays a similar music again and again in the day room where the patients invest their recreation energy. She permitted her them to watch the six o clock news as their lone outlet for accepting news from the outside world. The Mental Ward and Oceania both have same guidelines. Winston Smith additionally cant miss work or, in all likelihood he could be captured by the Thought Police. Gathering individuals are stirred every d ay by the telescreens. The telescreens continually play music, and the individuals are compelled to hear it out. This is only one way that a ruler can show his capacity by makin!g the individuals progressively hopeless. In Oceania the papers were composed by government authorities to fill the needs of the legislature. The two social orders carefully control when individuals can eat, rest, and work. .uce26b76a1ddb3a3c1ab1bdb8778075b3 , .uce26b76a1ddb3a3c1ab1bdb8778075b3 .postImageUrl , .uce26b76a1ddb3a3c1ab1bdb8778075b3 .focused content territory { min-tallness: 80px; position: relative; } .uce26b76a1ddb3a3c1ab1bdb8778075b3 , .uce26b76a1ddb3a3c1ab1bdb8778075b3:hover , .uce26b76a1ddb3a3c1ab1bdb8778075b3:visited , .uce26b76a1ddb3a3c1ab1bdb8778075b3:active { border:0!important; } .uce26b76a1ddb3a3c1ab1bdb8778075b3 .clearfix:after { content: ; show: table; clear: both; } .uce26b76a1ddb3a3c1ab1bdb8778075b3 { show: square; change: foundation shading 250ms; webkit-progress: foundation shading 250ms; width: 100%; mistiness: 1; change: obscurity 250ms; webkit-progress: haziness 250ms; foundation shading: #95A5A6; } .uce26b76a1ddb3a3c1ab1bdb8778075b3:active , .uce26b76a1ddb3a3c1ab1bdb8778075b3:hover { murkiness: 1; change: darkness 250ms; webkit-progress: murkiness 250ms; foundation shading: #2C3E50; } .uce26b76a1ddb3a3c1ab1bdb8778075b3 .focused content zone { width: 100%; position: relat ive; } .uce26b76a1ddb3a3c1ab1bdb8778075b3 .ctaText { outskirt base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: intense; edge: 0; cushioning: 0; text-improvement: underline; } .uce26b76a1ddb3a3c1ab1bdb8778075b3 .postTitle { shading: #FFFFFF; text dimension: 16px; textual style weight: 600; edge: 0; cushioning: 0; width: 100%; } .uce26b76a1ddb3a3c1ab1bdb8778075b3 .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; fringe: none; outskirt span: 3px; box-shadow: none; text dimension: 14px; text style weight: striking; line-stature: 26px; moz-fringe sweep: 3px; text-adjust: focus; text-design: none; text-shadow: none; width: 80px; min-tallness: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/basic arrow.png)no-rehash; position: outright; right: 0; top: 0; } .uce26b76a1ddb3a3c1ab1bdb8778075b3:hover .ctaButton { foundation shading: #34495E!important; } .uce26b76a1ddb3a3c1ab1bdb8778 075b3 .focused content { show: table; tallness: 80px; cushioning left: 18px; top: 0; } .uce26b76a1ddb3a3c1ab1bdb8778075b3-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .uce26b76a1ddb3a3c1ab1bdb8778075b3:after { content: ; show: square; clear: both; } READ: Cuba and US relations EssayThese two books both fill in as admonitions, or updates, of how people with great influence can control individuals, and keep them from having any road to pick up power or to get away from the standard under which they live.Many patients on Nurse Ratcheds ward were there willfully, and in 1984 the Party individuals felt advantaged to be a piece of the Party and looked downward on the Proles.Anyone who lives in a free society and peruses one of these books ought to be upset, not just at how much individuals be persecuted or controlled, however that they can be controlled into not in any event, acknowledging how awfu lly abused they are, and in any event, preferring their oppressors.

Is the ACT Curved Expert Guide to the ACT Curve

Is the ACT Curved Expert Guide to the ACT Curve SAT/ACT Prep Online Guides and Tips Regardless of whether you've just taken the ACT or are occupied with getting ready for it now,you've likelywondered eventually: isthe ACT bended? Does a 32 on one ACTequal a 32 on another? In this article, we’ll explore the talk of the ACT bend andexplain what it truly implies. At that point we'll look at the capacity of this bend just as how it's changedover time, before at last clarifying what the ACT bend implies for test takersand how you can utilize it to further your potential benefit. Is the ACT Curved? As opposed to mainstream thinking, there is no ACT bend. This implies how well other test takersdo on the ACT willnot influence your ACT score. Regardless of whether each and every individual who took the ACT on a particulartest date were to get lowscores, none of these scores would be raised or redistributed to build up a progressively adjusted ACT ringer bend. In short,your ACT score will consistently be the specific score you gain on the test-itwill never increment nor decline accordingly ofother test takers' exhibitions. So how does ACT scoring really work, at that point? The test's creators,ACT, Inc.,account for varieties in trouble across test dates througha extraordinary processcalled likening. This procedure guarantees that scale ACT scores from various organizations of the test consistently demonstrate a similar degree of capacity, paying little mind to when or with whom you take the ACT. Here's howACT, Inc., describesequating: â€Å"Statistical forms, alluded to as ‘equating,’ are utilized to guarantee that scores from a similar test (e.g., ACT math, ACT English) are practically identical across organizations and understudies, so there is no favorable position in stepping through an exam in one organization (e.g., October 2015) over another administration* (e.g., May 2013).† *Emphasis mine. Basically,there's nothing of the sort as a simpler or harder ACT test date. ACTs are compared with the goal that your possibility of getting a specific scale score is the equivalent for all organizations. This implies thata Math score of 28 on one ACT will consistently rise to a Math score of 28 on anotherACT, regardless of whether one test contains hardermath questions. So in spite of what the bits of gossip may guarantee, there is no best time to take the ACTbecause when and with whom you take the ACTis at last unimportant. In truth, neither factoraffectsyour possibility of hitting your ACT objective scoreon test day! Regardless of whether you were encircled by Albert Einsteins, their ACT scores despite everything wouldn't influence yours! How Does the ACT â€Å"Curve† Work? Before we dig into the ACT curve,let's pause for a minute to audit the ACT scoring framework. The ACT includes four branches of knowledge: English, Math, Reading, and Science. (There is additionally a fifth discretionary Writing area.) Each of the four significant segments is alloted a scale score on a size of 1-36. These four scale scores are then found the middle value of together to give you a composite ACT score out of 36. (This composite score does exclude the ACT Writing score.) So how does ACT, Inc.,calculate these scale scores? For each segment, you’ll start with a crude score, which isequivalent to the quantity of inquiries you addressed accurately. (Note that there are no punishments for off base or clear answers.) So ifyou addressed 60 out of 75 inquiries accurately on the English area, your crude English score would be 60. A short time later, every crude score is then changed over into a scale score out of 36. Be that as it may, here’s the kicker: how a crude score changes over into a scale score shifts with every organization of the ACT. This is on the grounds that each ACT varies marginally in substance and trouble; along these lines, each test must utilize an exceptional likening recipe to determinehow its crude scores will convert into scale scores. Tragically, this implies it is extremely unlikely for us to know without a doubt how a crude score will change over into a scale score on an up and coming ACT. That being stated, we canestimatehow crude scores may change over into scale scores utilizing score transformation graphs fromofficial ACT practice tests. These training tests depend on previous ACTs that were really directed, so the likening forms they utilize are destined to be generally like those utilized for up and coming organizations. The following are the scoring tables for the2014-15and2016-17ACT practice tests. These tables will give us how crude scores shift in the scale scores into which they convert. 2014-15 ACT Score Conversion Table Scale Score Crude Scores Scale Score English Math Perusing Science 36 75 59-60 40 40 36 35 73-74 57-58 39 39 35 34 71-72 55-56 38 38 34 33 70 54 - 37 33 32 69 53 37 - 32 31 68 52 36 36 31 30 67 50-51 35 35 30 29 66 49 34 34 29 28 64-65 47-48 33 33 28 27 62-63 45-46 32 31-32 27 26 60-61 43-44 31 30 26 25 58-59 41-42 30 28-29 25 24 56-57 38-40 29 26-27 24 23 53-55 36-37 27-28 24-25 23 22 51-52 34-35 26 23 22 21 48-50 33 25 21-22 21 20 45-47 31-32 23-24 19-20 20 19 42-44 29-30 22 17-18 19 18 40-41 27-28 20-21 16 18 17 38-39 24-26 19 14-15 17 16 35-37 19-23 18 13 16 15 33-34 15-18 16-17 12 15 14 30-32 12-14 14-15 11 14 13 29 10-11 13 10 13 12 27-28 8-9 11-12 9 12 11 25-26 6-7 9-10 8 11 10 23-24 5 8 7 10 9 20-22 4 7 6 9 8 17-19 - 6 5 8 7 14-16 3 5 4 7 6 11-13 - 4 3 6 5 9-10 2 3 - 5 4 6-8 - - 2 4 3 5 1 2 1 3 2 3-4 - 1 - 2 1 0-2 0 0 0 1 Presently how did THIS table get in here? 2016-17 ACT Score Conversion Table Scale Score Crude Scores Scale Score English Math Perusing Science 36 75 60 40 40 36 35 72-74 58-59 39 39 35 34 71 57 38 38 34 33 70 55-56 37 37 33 32 68-69 54 35-36 - 32 31 67 52-53 34 36 31 30 66 50-51 33 35 30 29 65 48-49 32 34 29 28 63-64 45-47 31 33 28 27 62 43-44 30 32 27 26 60-61 40-42 29 30-31 26 25 58-59 38-39 28 28-29 25 24 56-57 36-37 27 26-27 24 23 53-55 34-35 25-26 24-25 23 22 51-52 32-33 24 22-23 22 21 48-50 30-31 22-23 21 21 20 45-47 29 21 19-20 20 19 43-44 27-28 19-20 17-18 19 18 41-42 24-26 18 16 18 17 39-40 21-23 17 14-15 17 16 36-38 17-20 15-16 13 16 15 32-35 13-16 14 12 15 14 29-31 11-12 12-13 11 14 13 27-28 8-10 11 10 13 12 25-26 7 9-10 9 12 11 23-24 5-6 8 8 11 10 20-22 4 6-7 7 10 9 18-19 - - 5-6 9 8 15-17 3 5 - 8 7 12-14 - 4 4 7 6 10-11 2 3 3 6 5 8-9 - - 2 5 4 6-7 1 2 - 4 3 4-5 - - 1 3 2 2-3 - 1 - 2 1 0-1 0 0 0 1 Based onthe diagrams above, we can see that there are a few varieties inscore transformations. To get a scale score of 20 on Math, you’d need to address at any rate 31 inquiries accurately on the 2014-15 test however just 29 on the 2016-17 test. This distinction hintsthat the Math on the 2014-15 testisof a somewhat simpler trouble than that on the 2016-17 test. Why? Becauseyou'd need to score increasingly crude focuses on the 2014-15 Math segment to get a similar scale score on the 2016-17 Math area. We can likewise observe that if you somehow managed to get a crude Readingscore of 28on the 2014-15 test, you’d get a scale score of 23. Buton the 2016-17 test, this equivalent crude score would net you an observably higher score of 25. By and by, this relationship demonstrates that the 2014-15Reading area is somewhat simpler than the2016-17 Reading segment. So what do these discoveries ultimatelymean for us? Most importantly, score transformations for the ACT don't appear to differ essentially. On these two tests, most contrasts are genuinely ostensible - around a few focuses all things considered - showing that there likely won't beany monster disparities in crude score conversionsfor up and coming ACTs. Maybe more significantly, however, we seethatyou can never knowexactly what number of inquiries you'll have to answer effectively to geta cer

Two Years Ago, I Loved Smoking - Leslys Story

Two Years Ago, I Loved Smoking - Leslys Story Addiction Coping and Recovery Personal Stories Print Two Years Ago, Cigarettes Were My Best Friend Leslys Two Year Smoke-Free Milestone By Terry Martin facebook twitter Terry Martin quit smoking after 26 years and is now an advocate for those seeking freedom from nicotine addiction. Learn about our editorial policy Terry Martin Updated on June 24, 2019 Lesly More in Addiction Coping and Recovery Personal Stories Methods and Support Overcoming Addiction Alcohol Use Addictive Behaviors Drug Use Nicotine Use From Ex-Smoker Lesly: Two years ago, I was a smoker. My cigarettes were my best friend and most constant companion. I could not walk from one room to the next without my cigarette pack and lighter firmly gripped in my hand. I could not sleep through the night without getting up and spending time with my best buddy. The whole world was my ashtray. No place was sacrosanct - not the car, not the family room, not my childrens bedrooms. There was no No Smoking sign that could daunt me - Id been known to lean against them to cover them up while I smoked. If you had asked me, I would have told you I was a considerate smoker. Thats what all smokers think. The truth is there is no such thing as a considerate smoker, just like there is no such thing as a considerate Russian roulette player. Eventually, you are going to make a mess that someone else has to clean up.I like to say that SOMEHOW, all the stars and planets aligned themselves perfectly with my decision to try, try again to kick the butts out of my life. Of course, that is not completely true. I had done extensive reading, and had found this forum where I lurked day after day, watching as people actually QUIT SMOKING! People who sounded amazingly similar to ME! In the beginning, it was very rough. I struggled, and I had constant visitors. Their names were anger, self doubt, anxiety and depression. I couldnt seem to keep them out of my space, and they hammered me relentlessly about the AUDACITY I had to think I could desert my best friend. I kept my eye on the prize and tried to ignore their nattering.I got sick of the visitors and decided I needed reinforcements to boot them out of my life. So, I invited in Determination to be my body guard. Next, I welcomed in Gratitude as my new best friend. These friends served me well; they were great positives to replace that negative chatter. The unwanted guests still tried to hang around, still tried to sneak their way in, but they got weaker and weaker as the walls of my smoke free world got thicker, the locks got stronger, and my friends and I marched on. Gradually, the chains of addiction loosened - almost so gradually, I didnt really notice.I can remember telling a new ex-smoker the other day about my car stalling out in a parking lot on a frigid, below zero day with strong, gusty winds. The towing place I called promised to have a truck out to me within an hour. It got there 3 hours later. Was I mad? HECK yes! I was anxious, and mad, and freezing and I felt like crying. But through all of that - I never had one teensy weensy THOUGHT of a cigarette. It didnt even occur to me! When I posted this to the Newbie, it took me back - WOW! I never even realized it until weeks after the fact!Do I still get depression, anger, etc. knocking at my door? Yeah, I do, but they would not DARE come around because of a cigarette. Determination, Gratitude, and I have come way too far for that! If I have thoughts about cigarettes at all, its kind of like you would think of an old lover that you happen to run into. You might look at them and say - hmmmm! I had some GREAT times in that relationship! Then you think a minute, and you say - OH YEAH! NOW I remember - that SOB (gender neutral) was a rotten, no good slime bucket that was trying to destroy me! Thank GOD I kicked that Ash out of my life (pun intended) As Henry Ford said: If you think you can or think you cant, you are right. So I say - give yourself a huge dose of positive attitude and be amazed at the miracles you can create for yourself in your own life.~Lesly~(Leslyr)Two years, 49 minutes and 30 seconds. 25586 cigarettes not smoked, saving $4,477.58. Life saved: 12 weeks, 4 days, 20 hours, 10 minutes.No One Was More Addicted Than I Was Cigarettes Are a Deadly LieGratitude is My AttitudeDesperate to Smoke - Desperate to Quit

Japanese Airlines Strategic HRM - Free Essay Example

Sample details Pages: 9 Words: 2829 Downloads: 4 Date added: 2017/06/26 Category Transport Essay Type Analytical essay Did you like this example? The world we live in is constantly faced with many new challenges that must overcome to survive in which business world is one of them. Changes in the world have affected many companies and industrial activities to develop and able to adapt in various kind of nature (Kearns, 2010). The most effectively modified to profit in the business world would be the approaching to human resource sector. For the past decades, human work force have been using like an operating machines, working hard and harsh. But in the present world, human work force can be call the most valuable assets for the business world, presenting as a company core competency and the force that would drive an organization to archives goals (Pate Beaumont, 2006). Management in human resource currently have create and issues within the corporations, also as for the activating the service sector, in which the quality of interaction between costumers and service providers is very important for the succes s in the business activity. Airline companies have increase on the human resource strategies and policies to make use of them in the company values (Heracleous Wirtz, 2009). This essay presents the most relevant human resource management practices to be adopted by JAL to cope up with the various problems. According to Kearns(2010), For most of the 20th century, the number of tasks and levels in large organizations grew incrementally, with new job and career opportunities to full-time employees. Opening the phase of 21st century have been about fundamental changes as because of many factors include global developments on technological and economical, also in labor market trends as well as the need of flexibility (Holbeche, 2009). As such, organizations have to temporary cancel some of their operations or closing the facilities. Need for cost reduction, plus speed and flexibility have made an organization to decrease a full-time employees result in temporary employment. Global lab or market trend is constantly facing an extensive transformation in which cause difficulty in recruiting an employee and to maintain quality workers (Hunter, 2006). Hence, private and public organizations are becoming reliant on alternative employee work patterns. The first step to be taken at JAL is to realistically analyze the current state of all HR-related matters and to develop a concept for its future development. This will revolve around the issues of market changes in coming years and the companys skills and core competences. The management of people in the airline company is complicated by the pro-cyclical nature of the industry and the proportion and malleability of labor costs (Boswell, Bingham Colvin, 2006). These factors have combined to necessitate cost cutting and to insure that those cuts are often focused on the labor. Competent management of people in airline is extremely important. Pilots occupy a position of considerable bargaining power and have not been ave rse to exercising that power. Flight crew is also an extremely valuable commodity for airlines due to their extensive training and their scarcity (Harvey Turnbull, 2006). It is imperative, then, management generates a committed and satisfied flight crew community. As per Kearns (2010), The business plan should include a description of organizational structure, including management and human resources capabilities, philosophy and needs, the number of employees intended to hire, how to manage them and the estimated personnel costs. The objective of the HR action plan at JAL should be to build JALs institutional capacity, productivity, and efficiency by effectively managing its most important asset, its staff. At the core of the HR action plan are measures to enhance and update HR management to attract, motivate and retain high-quality staff with the technical skills, behaviors and values needed to implement Strategy. This can be achieved by recruiting and developing staff with ful l commitment to JALs mission and the proactive attitudes essential for adapting to a changing environment; providing stable and clear mid- and long-term employment with more clearly defined career expectations; and offering an enabling environment in which staff can fully realize their potential to produce high-quality products and services (Ruefli, 2007). Given this relatively long-term employment model and the dynamic region in which JAL operates, the knowledge and skills sets of JAL staff need to be relevant and up to date. Recognizing the importance of keeping staffs technical skills sets current, JAL must in turn provide more learning opportunities. This will also support one of the thrusts of Strategy; enhancing JALs knowledge products and services. A key element in providing such an enabling environment will be for JAL to adopt best HR management practices so its staff and stakeholders recognize that HR is being managed properly and in full support of Strategy. These will include offering attractive and competitive conditions that are in line with those at comparator organizations; implementing HR actions based on performance and merit that are fair, reasonable, transparent and consistently practiced; and providing career development and learning opportunities to enable staff to develop and continually upgrade their skills in an evolving environment (Miles Mangold, 2005). Collectively, these measures are expected to address most of the issues highlighted by staff. These included career development and progression, performance management, staff development, salary and benefits, work-life balance. More effective communication with staff to manage the change is essential for JAL to achieve the intended impact for all actions. In order to define a framework for development, SWOT (strengths, weaknesses, opportunities, threats) and PESTLIED (political, economic, social, technological, legal, international, environmental and demographic changes) analyse s are helpful for JAL (Hamill, 2006). Customer and employee surveys can provide important information about the various stakeholders interests. Analyses of competitors indicate current market position. But how does the company want to position itself on the market in the future? A vision helps the company define its aims and objectives (Doherty, 2005). This way, JAL can decide whether it wants to focus on price, innovation or customer relations. When the company has developed visions and aims based on upcoming challenges, they can check what skills already exist. They can then compare the current situation with future requirements using such tools as a qualifications matrix or a dynamic training requirement analysis (Holbeche, 2009). FAQs at such a time for JAL are: What should our employees do differently in the future, and Why are not they doing this already? But one also asks, what distinguishes a good employee from a bad one? At JAL, the human resource functions need to be ca lled as the People Department. Recognizing that the people are the competitive advantage, there is a need to deliver the resources and services to prepare the people to be winners, to support the growth and profitability of the company, while preserving the values and special culture of JAL. The importance of HR should be reflected in every human resource function. Recruitment, selection, training, performance management, compensation, benefits and labor relations all should be supportive to JALs business strategy (Heracleous Wirtz, 2009). As a manager of a human resources department, diversity initiatives, team building, and leadership development would be very important parts of the strategy (Pate Beaumont, 2006). There are several reasons for this. The goal is to keep the best and most energetic people with the company. Develop leadership can work along with personal goals with corporate goal and improve the trust to the organization. It also shows a sincere effort to improv e the individual. Team building helps improve a sense of belonging and loyalty to the company. Many people who are known to each other and have common interest tend to work better together (Miles Mangold, 2005). This will make an environment in JAL where it is pleasant to work and where employees are more inclined to help each other, especially during a crisis. Safe and happy workplace make employees feel good to be there. Each individual is given importance and provide security that give them motivation to stay on. This usually can be achieved by surveys to be able to find out the satisfied level of the employees (Hamill, 2006). Open Management Employees dislike the feeling of not knowing the state of what happening in the company. They would feel more motivated when they have part in discussion of company policies, sales, clients, contracts, and objectives (Ruefli, 2007). This encourages participative management. Ask the employees for ideas on how to improve would make them th ink more creative. Being open about everything related to company, will help building trust and motivated the employees in JAL. Open management policy and be use and practice using several tools. Good performance should be reward, such as bonuses or giving other compensation for well done job. With this reward system organization would not be struggle to keep up with attrition rate (Ruefli, 2007). Even if it is employees job, completion in an appropriate and acceptable manner would create a more profitable profit, and this also can boost up the staff morality (Hunter, 2006). These incentive can be use at JAL, individual or at team level, this have been observe that this works, getting the best out of employees. Still the reward should not be given without reason unless it is for annual bonuses. Doing so would reduce the perceived value of bonuses (Kearns, 2010). It is a well known for HR managers that hiring managers would try to begin the hiring process for a candidate that o nly have little idea of what exactly they are looking for (Boswell, Bingham Colvin, 2006). Even when job description is available for them to refer to, they must be kept on reminded to use it as a reference tool or else they are wasting everybodys time. Hiring managers must review what it is that they are looking for. Each year, requirement and criteria change. It is necessary to post all jobs that is vacant on company website so that everyone knows about it can apply for that some might be qualified (Harvey Turnbull, 2006). Candidate must need to conduct on behavior and technical test first, and then telephone screening, next as for face-to-face interview. The first advantage of testing is that there are no surprises later about their abilities. It make recruiting process tighter and more quality quantified and having constant process make recruiting consistent across all departments (Doherty, 2005). JAL should publicly explain almost every detail of the practices to be used t o select employees. In theory, any company could attempt to copy the process and claim it as their own, but it would probably fall for a number of reasons. At JAL, much more energy and time should be expanded on the process. To find the right people, they should spend the money up front on the selection process, in the belief that it will become worthwhile over time (Ruefli, 2007). What should managers at JAL look for in the selection process? The approach should place great emphasis on hiring based on attitude. The search should be for something that considers to be elusive and important: a blend of energy, humor, team spirit, and self-confidence. These key predictors should be used at JAL to indicate how well applicants will perform. There should be centralized process that will help the organization as the applicants will have to go to one place and specialists trained in selection techniques can assist in the process of deciding which candidates should be hired and where t hey ought to be placed. JAL should keep the line managers and other employees involved in the process, and doing so will benefit the company for a number of reasons. Employees who will get the opportunity to contribute in the selection of their team members will become more committed to helping them succeed, and the process will also give them a sense of urgency (Pate Beaumont, 2006). The involvement of all levels of management and employees along with the HR department in the selection and placement process will help in building a strong network of employees. Thus, it will help JAL in providing the right attitude and service to its customers. There should be sound procedures in place for any level of selection, be it in the form of personality tests, interviews, or other assessments (Ruefli, 2007). The selection and placement decisions, however, should be ultimately made by a combined panel of line managers and specialized representatives from the People Department. These decis ions will seem to be made with the full participation of present employees in the spirit of true partnership. There should be great emphasis on specialization and training. The training of new hires should be focused on building relational competence as well as functional expertise. Each new hire should receive classroom training and on-the-job training (Boswell, Bingham Colvin, 2006). Orientation should include ample exposure to JALs culture. Training should be broadly focused so that the new employees understand the jobs of other JAL staffers they may have to interact with. This will help employees to understand how their job fits and they can support others, consistent with the team aspect of the culture. At JAL, sharing of information such as contact and financial information with employees is a must so that they would understand the decision that has been made (Doherty, 2005). Passing this process, employees learn about the business, which is more than just a creative su bject. This involves making a strategic decision to allow on contracts that are along with business and strategic business models (Hamill, 2006). People have knowledgeable and understand where money comes from and go to. They know what happen at bonus time and why it does or doesnt get paid out. People become more knowledgeable about business and feel more importance about their contribution and impact (Ruefli, 2007). Employees have changed their focus on just their job to the whole company. The importance of labor relation cannot be underestimated in any company (Harvey Turnbull, 2006). As the JAL employees union members and IASCO employees were not have the union less bargaining power. Pay and benefits of all employees should be specified through the collective bargaining. JAL began to hire non-Japanese employees and pay labor wages. All employees should be paid equally at or above-market pay. It should introduce the profit sharing plan. Stock purchase plan should be introduce d which will allow employees to purchase stock shares from payroll deductions at a discount (Miles Mangold, 2005). JAL should provide attractive benefits packages. Employees should receive medical insurance, dental insurance, vision coverage, life insurance, long-term disability insurance, dependent care, adoption assistance and mental health assistance (Doherty, 2005). This will let employees to know how much they are valued by helping them in times of need, be it with financial assistance or something else. Moreover, there should be job security. JAL should not have a layoff and it will help the employees to realize that job security is an important benefit provided by JAL. Paying bonuses or having any kind of variable compensation plan can be either an incentive or a distraction, depending on how it is administered and communicated (Pate Beaumont, 2006). Bonuses should be giving out in a way that the employees understand that this payment is due to the company hits a certain level of profitability. Then the criteria of giving out can be base on team success and individual success. It is based on performance, criteria is consistent for everyone, it is related for the employees to the success of the company, brings the necessity profit into reality, creating people to focus more on team (Harvey Turnbull, 2006). JAL should incorporate profit sharing, stock options, other non financial-based incentives, and a great communication plan for when a bonus plan is there. JALs employees evaluations should be based on demonstrating the spirit of outrageous customer service. Managers who will give an employee superior performance ratings must include documentation of actual examples of exemplary customer service that warranty the rating. Performance measures to be used should be cross functional (Kearns, 2010). This will motivate cooperation rather than competition. At most of the airlines, delays are attributed to specific units such as fueling, cleaning or ba ggage handling. At JAL, delays should be tied to the entire team or process, reducing blame shifting, and encouraging employees to assist other functions when needed (Miles Mangold, 2005). Performance measurement should be used as a performance management tool to foster cooperation, learning, and improvement. This essay is attempting to solve the problems faced by JAL. Eventually, employees form the greatest asset and must be continuously nurtured and developed as company strives to maintain reputation for excellence in the highly competitive global air travel industry. JAL should adopt a multi-faceted approach which incorporates all aspects of HR, which serves its employees from Recruitment to Retirement. There is a need to continuously improve processes and strategies. The people factor should be given top priority across the whole organization. Feedback and inputs from management, other divisions and diverse employee groups should be welcomed, and this will immensely contribu te towards improving the standards and quality of output. JAL should have such an environment in which people can work well to the best, including the enjoyment of working that employees can develop, and be able to perform the most out of their ability and talents. Don’t waste time! Our writers will create an original "Japanese Airlines Strategic HRM" essay for you Create order

What Is Latent Heat Definition and Examples

Specific latent heat (L) is defined as the amount of thermal energy (heat, Q) that is absorbed or released when a body undergoes a constant-temperature process. The equation for specific latent heat is: L Q / m where: L is the specific latent heatQ is the heat absorbed or releasedm is the mass of a substance The most common types of constant-temperature processes are phase changes, such as melting, freezing, vaporization, or condensation. The energy is considered to be latent because it is essentially hidden within the molecules until the phase change occurs. It is specific because it is expressed in terms of energy per unit mass. The most common units of specific latent heat are joules per gram (J/g) and kilojoules per kilogram (kJ/kg). Specific latent heat is an intensive property of matter. Its value does not depend on sample size or where within a substance the sample is taken. History British chemist Joseph Black introduced the concept of latent heat somewhere between the years of 1750 and 1762. Scotch whisky makers had hired Black to determine the best mixture of fuel and water for distillation and to study changes in volume and pressure at a constant temperature. Black applied calorimetry for his study and recorded latent heat values. English physicist James Prescott Joule described latent heat as a form of potential energy. Joule believed the energy depended on the specific configuration of particles in a substance. In fact, it is the orientation of atoms within a molecule, their chemical bonding, and their polarity that affect latent heat. Types of Latent Heat Transfer Latent heat and sensible heat are two types of heat transfer between an object and its environment. Tables are compiled for latent heat of fusion and latent heat of vaporization. Sensible heat, in turn, depends on the composition of a body. Latent Heat of Fusion: Latent heat of fusion is the heat absorbed or released when matter melts, changing phase from solid to liquid form at constant temperature.Latent Heat of Vaporization: Latent heat of vaporization is the heat absorbed or released when matter vaporizes, changing phase from liquid to gas phase at constant temperature.Sensible Heat: Although sensible heat is often called latent heat, it isnt a constant-temperature situation, nor is a phase change involved. Sensible heat reflects heat transfer between matter and its surroundings. It is the heat that can be sensed as a change in an objects temperature. Table of Specific Latent Heat Values This is a table of specific latent heat (SLH) of fusion and vaporization for common materials. Note the extremely high values for ammonia and water compared to that of nonpolar molecules. Material Melting Point (C) Boiling Point (C) SLH of FusionkJ/kg SLH of VaporizationkJ/kg Ammonia 77.74 33.34 332.17 1369 Carbon Dioxide 78 57 184 574 Ethyl Alcohol 114 78.3 108 855 Hydrogen 259 253 58 455 Lead 327.5 1750 23.0 871 Nitrogen 210 196 25.7 200 Oxygen 219 183 13.9 213 Refrigerant R134A 101 26.6 215.9 Toluene 93 110.6 72.1 351 Water 0 100 334 2264.705 Sensible Heat and Meteorology While latent heat of fusion and vaporization are used in physics and chemistry, meteorologists also consider sensible heat. When latent heat is absorbed or released, it produces instability in the atmosphere, potentially producing severe weather. The change in latent heat alters the temperature of objects as they come into contact with warmer or cooler air. Both latent and sensible heat cause air to move, producing wind and vertical motion of air masses. Examples of Latent and Sensible Heat Daily life is filled with examples of latent and sensible heat: Boiling water on a stove occurs when thermal energy from the heating element is transferred to the pot and in turn to the water. When enough energy is supplied, liquid water expands to form water vapor and the water boils. An enormous amount of energy is released when water boils. Because water has such a high heat of vaporization, its easy to get burned by steam.Similarly, considerable energy must be absorbed to convert liquid water to ice in a freezer. The freezer removes thermal energy, allowing the phase transition to occur. Water has a high latent heat of fusion, so turning water into ice requires removal of more energy than freezing liquid oxygen into solid oxygen, per unit gram.Latent heat causes hurricanes to intensify. Air heats as it crosses warm water and picks up water vapor. As the vapor condenses to form clouds, latent heat is released into the atmosphere. This added heat warms the air, producing instability and helping clouds to rise and the storm to intensify.Sensible heat is released when soil absorbs energy from sunlight and gets warmer.Cooling via perspiration is affected by latent and sensible heat. When there is a breeze, evaporative cooling is highly effective. Heat is dissipated away from the body due to the high latent heat of vaporization of water. However, its much harder to cool down in a sunny location than in a shady one because sensible heat from absorbed sunlight competes with the effect from evaporation. Sources Bryan, G.H. (1907). Thermodynamics. An Introductory Treatise Dealing Mainly With First Principles and Their Direct Applications. B.G. Tuebner, Leipzig.Clark, John, O.E. (2004). The Essential Dictionary of Science. Barnes Noble Books. ISBN 0-7607-4616-8.Maxwell, J.C. (1872).  Theory of Heat, third edition. Longmans, Green, and Co., London, page 73.Perrot, Pierre (1998). A to Z of Thermodynamics. Oxford University Press. ISBN 0-19-856552-6.

Manager interview paper Free Essays

The success or failure of an organization highly depends on how the manager drives the people to achieve effectiveness. The study is conducted to identify the general responsibilities of a manager and how the manager handle its people in order to leverage them to move forward and dream big for the organization. The study will highlight the day-to-day activities and responsibilities of a manager based on existing concepts and theories. We will write a custom essay sample on Manager interview paper or any similar topic only for you Order Now It will also try to assess how a manager will approach various problems of employees in attaining success of the organization. The selected manager is currently a Manager of a Natural Resource Management Program implemented in different regions. He has been in the program as a manager for eight years now. He handles 20 people who are under different positions such as Finance Officer, Administrative Staff, Researcher, Social Marketing and   Events Organizer and General Services. †¢ General Background and Responsibilities Different roles and responsibilities of a manager were ascertained in the course of the interview. The manager has been in the business for 10 years but assigned as manager for eight years. The interview evolved into the responsibilities of a manager. The top most tasks or duties of a manager are to select, supervise, and support a team. This looks like a little responsibility but this spells a lot especially that the objective is to manage and supervise the program efficiently. Selecting is one of the difficult parts as a manager. This is where the manager matches the job of the person into the skills and abilities. Before assigning a certain person in a job the person applying for a position are thoroughly selected and deliberated. It is not easy assigning a person with a job that is not suited to his abilities and skills or the objectives of the organization may fail. The second top of the responsibility of a manager is plan and supervise. A clear plan with clear strategies is needed in starting up an organization that leads to accomplishment. The plan matters in any way and anyhow. This is like a â€Å"diary† of every manager in implementing and monitoring the program itself.   After selecting an appropriate person in a job suited to him it is now the task of the manager to supervise him and teach him with the organization’s strategies in order to deliver his outputs properly. The manager sees to it that the work being done by his subordinates is appropriate and accurate. Another task related to this is supervising the selected employees to do their work expected from them. The third task is support, which is equally important with other responsibilities. This is where the manager develops the sense of belongingness of an employee in a certain organization because of always reminding to them that they are part of the organization and that any success or failure would also be their success or otherwise. Trainings, seminars and other skill enhancing activities are done to develop more their skills. Support given to the employees is always maintained. In relation to this also, open communication between the employees and the manager is extended. Being a manager is not an easy task. The day-to-day meeting with the higher bosses and the meeting with the staff is a job that requires patience and endurance. Everyday the manager is faced with different problems may it be technical, financial and even personal problems from the employees. The most liked part of being a manager is the privilege to any sort of privileges. The manager always travels, meet new people, attend conferences and among others. This is like the But one of the least liked parts of it is managing employees. And sometimes much harder is managing employees with attitude. This is the hardest part because they are the fuel to the organization’s success. †¢ Managing Employees The manager handles 20 employees who are holding different positions. These positions require diverse skills, abilities and talents. These in turn should be given attention in order to be enhanced and attain growth not only for the benefit of the employee but of the organization as well. Managing the employees is one of the hardest parts to do. The organization especially the manager is tasked to carefully manage its people, motivate them in any way and lead them to where the organization wants it to be. Attaining success of the organization can be achieved if the workforce involved are suitably motivated and led with authority. Motivation. Motivation of employees to work harder is linked also with the performance appraisal. In performance appraisal, the employee is assessed accordingly based on its tasks and responsibilities to improve the quality of the work. Appraisal is often used with tools such as 360-degree feedback where everyone who is connected with the employee is asked to give their assessment to the person involved within the duration of the project. Results of this will be consolidated and identify certain strategies on how to maximize the strengths and improve weaknesses of employees. In motivation theory, rewards are given to the employee who has performed way above the expected from them. This may be in the form of salary increase, promotion from one position to a higher position or the equivalent of it in some offices. This is true with Mayo’s theory that an employee can do better in his job if there will be an open communication lines, teamwork and with interaction with the manager. Several theories came out like of Maslow’s five levels of need, Herzberg’s theory of motivators and de-motivators, Vroom’s theory on the good performance will reap rewards, and Skinner’s theory of reinforcement.   These are all worth contribution in refining the theories behind motivating an employee (Blair, 2005). Lead. The key to leadership is to lead. An employee must see with his own-two eyes that the leader they are going to follow possesses good leadership skills. Coaching is one way also of leading an employee. Not all of the topics are familiar with the newly hired employees and who are still struggling to blend with the group in an organization. This is the best way to teach and guide the employees to work hard and give their best in their endeavours. Develop skills of staff especially sending to trainings and workshops where the employee can voice out their issues. The word leadership should emanate from the manager itself to make the employee understand what leadership is. This should be coupled with authority. Another way of leading is ensuring that they get enough commensuration based on what they do not on number of hours they worked for it. Manages ethics and ethical accountability. In reprimanding someone because he did not do his job always emphasize that you are angry with the results of the work he handled and not of who he is as a person. Direct to the point conversations and giving feedback is highly appreciated by employees. Respect is always important in handling employees. This will gain also respect from the staff and later on it would not be too difficult to open up and voice out opinions of what the employee thinks. Much more to this is always delegating work to the subordinates. This is not just to lessen the jobs of a manager but also giving the employee the chance to grow and understand the things around him. This also contributes hugely to the self-esteem of the employee because the privilege to be part of the success of a certain project. Feedbacks from the staff are also important in making the organization work. This is one move to ensure that the strategies employed by the manager are working and relevant to the learnings of each and every employee. Conclusion I would still go back to what I have mentioned earlier: the success or failure of an organization is not on how the manager managed the project but how he has maximized the potentials of his employees to deliver accurate and quality outputs. Managing people is like accomplishing an unfinished puzzle. The managers have their own task to accomplish which is the same with the employees who are part of the project. But in making this endeavour a success the manger sees to it that his people are enriched, have grown and motivated to do the job accordingly. This is not because of the increase in the salary or a work promotion but this is done because working in a team is a sense of fulfilment. Managing people is not easy. Management also is not that easy. It can be learned through time. These ideas that have been inculcated in their minds that at the end of the day it is not â€Å"me† that matters but â€Å"we’. References Brandenburg, B. (2006). What Community manager does? Retrieved March 5, 2008 Website: http://www.vmmg.net Fairweather, A. (2006). Managing employees: How to reprimand. Retrieved March 5, 2008   Ã‚  Ã‚  Ã‚  Ã‚  Website www.businessknowhow.com/manage/reprimand.htm What Manager does? 2007. Retrieved March 6, 2008. Website:  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://userwebs.cth.com.au/~gcutts/Management/1manager.html Blair,   G. (2005). What makes a Great Manager. Retrieved March 3, 2008. Website   http://www.see.ed.ac.uk/~gerard/Management/art9.html Employee Performance Improvement: Understanding Your Role as a Manager† (2003) Catalog No. TD11A8Q65, Corporate Executive Board, p. 19. Martin, K. J. and J. McConnell. (1989). Corporate Performance, Corporate Takeovers and Management Turnover, Working Paper at Purdue University. Appendices Manager Interview Form Section 1: General Background and Responsibilities 1. How long have you been with the company? How long have you held your current position? 2. What are the three most important tasks or duties that you are responsible for accomplishing in this job? 3. What do you like most about being a manager? What do you like least about being a manager?    Section 2: Managing Employees What are the objectives you want to achieve? Short term and long term? How many employees do you have? Is it difficult to handle people who are diverse? Are there any instances when you reprimanded employees just because they did not follow you? How do you treat problems like this? What are the motivating factors you employ? Do you give benefits/rewards to those employees who performed high? Why is that so? What have you done so far as a Manager in the policies regarding benefits and rewards of the employees? As a manager, how do you build confidence and self-esteem of staff? How do you build quality team to ensure output? How to cite Manager interview paper, Essay examples

Managing Human Resources for Sustainability - myassignmenthelp

Question: Discuss about theManaging Human Resources for Future and Sustainability. Answer: Introduction Recruitment is not an easy job in present time as the organisations are experiencing a number of issues while recruiting the individuals. The future and sustainability of any company is more dominantly depended upon the type of human resource the company possesses. For attaining the organisational objective and competitive advantages in modern globalised world, there is vast dependency on ten competence and talent of the employees. The companies experienced a number of challenges in consideration with aspects such as rapidly ageing workforce, high level of generation gaps, competitive environments, increased level of cultural diversity and various other demographic aspects. Such issues hollow the process of recruitment and make an organisation weak and due to this various challenges related to sustainability and existences are aced by the organisations (Hurst and Good, 2009).The study will highlight the challenges associated with recruitment in consideration with Tesco PLC which is a giant retailer of groceries across the globe as well as a renowned super market chain that offers huge opportunities to the individuals to achieve employment. Tesco was established in the year 1919 i.e. almost a century ago and is presently giving employment to 476,000 people at its 6,553 stores but has experienced a series of recruitment challenges which are necessary to get overcome for better organisational working (Tesco, 2017). Recruitment challenges experienced by Tesco and recommended strategies to overcome these issues Tesco is global player that have its existence across many overseas nations. The organisation is effective enough in offering extensive opportunities of employment to the masses. But in such vast business operations, there are times when the company ahs to experience some of the challenges in its recruitment process that are posing a negative impression of the organisation and impact on the business operations. Demographic factor as the key issue in the recruitment process of Tesco Tesco has experienced a certain issues related to demographic factors that comprises of issues related to ageing workforce and the continuously increasing generation gaps. The retail industries experienced a big threat due to the challenge of ageing workforces where there exist high numbers of people who are of elderly age group. It has been observed that the ageing workforce usually do not possess creative and innovative skills and eagerness to work on updated and techno savvy gadgets and tools. For having an increased customer base, it is essential for the Tesco to manage working on innovative technologies and to have young talent in the organisation (Beck, 2014). And thus, it occurs as one of the major recruitment issue for Tesco. Due t the increased presence of employees who are of elderly age and appointment of young ones to manage innovative technology based operations, there occurs a challenge of managing the generation gap among the workforces. Because of higher generation ga ps, there takes place a number of conflicts and issues at the organisation. Because of higher presence of old age employees, the youth try to escape from such job opportunities because of increased autonomy and squat chance of growth in the company and yahoos, it creates recruitment challenges for Tesco (Broadbridge, 2017). To manage the demographic factor based recruitment challenge, it is essential for Tesco to manage fetching attention of the youth through interesting and eye-catching advertisements. The advertisements must be done on social media platforms as well as various other locations where there is increased presence of young individuals. Once the young individuals will be attracted and will have an insight about the significant role, there can be increased applications of recruitment. And to overcome the challenge of generation gap at Tesco, it is suggested that more informal communication should take place between the new as well as the old employees so that interchanging of ideas and better communication flow can reduce the gaps and can have a more united workforce (Billett, et al., 2011). Talent management and Competitive Business Environment as the major issues in the recruitment process of Tesco Next key issue faced by Tesco in its recruitment process is talent management and operating in a highly competitive business environment. In other various sectors, there are other recognized companies that offer high wages, employments offers and incentives to the potential candidate for seeking their attention and recruit them. In such competitive environment, it is extremely challenging for Tesco to retain its employees as well as to recruit competent candidates and this results in decreased number of applicants (Schuler, Jackson and Tarique, 2011). The primary reason that gives rise to the issue is the incompetency of the retail sector to fetch attention of talented and skilled candidates. Due to absence of professionalism as well as no requirement for specific knowledge, the most of the crowd is just under graduate or graduates and this restricts the talented one to join retail sector for their career. Because of absence of good knowledge and talent there becomes very difficult t o manage and integrate the talent and this is one of the key recruitment challenges for Tesco (Armstrong and Taylor, 2014). For sustaining the challenge of talent management and competitive business environment Tesco is recommended to implement the employer branding strategy. It is a process by which an organisation is developed as an employer of choice in the viewpoint of the specific group of individuals who are the potential; employees of that company. These employees themselves want to join the organisation and retain themselves in that organisation because of its renowned culture and other various benefits (Wilden, Gudergan and Lings, 2010). Tesco is required to have huge investments in employer branding so that more talented and competent employees can join the organisation. therefore, it will help in both managing a pool of talented employees as well as gaining competit8ve advantages through effective employer branding (Schuler, Jackson and Tarique, 2011). Shortage of labour Supply as a recruitment challenge for Tesco Another recruitment issue is the increased demand of labour and extreme shortage of supply of labour. In the regions of Australia, there has been analysed a sudden decrease in the availability of the labour and especially in the retail sector. Because of industrialisation and globalisation, the demand for the workers has been increased by several other industries and in that scenario, retaining or recruiting employees in the retails sector becomes an extremely tough job for the HR managers. Due to shortage of labour supply, the operations and functions of the company also impacts as there is unavailability of workers to carry on the large operations and thus productive its gets negatively impacted (Watson, 2008). For managing the issue of shortage of labour supply, it is recommended to Tesco that it must improve its incentive plans, recruitment policies, reward plan and wages of the workers so that more number of workers can be attracted. There must be offered higher work life flexibility to the employees so that competent and skilled individuals can also give their applications and thus the demand can be met (Ruhs and Anderson, 2010). Cultural Diversity as the prime recruitment challenge for Tesco Being exist in a multicultural society, the companies usually face high challenges related to cultural diversity. Tesco similarly experienced a number of recruitment challenges due to cultural diversity aspect in the recruitment process. Managing workforce becomes a difficult job for the company in upsurge cultural diversity in the organisation (Alexandre-Leclair, 2014). Due to difference in culture of the candi9dteas and the recruiters, there develops a misunderstanding of concepts which results in either recruitment of an inappropriate candidate or rejection of a competent individuals (Herring, 2009). As well as there are challenges as because of fear of in-adjustment in a multicultural organisation, the potential candidate does not applied for jobs in such organisations. Thus, because of higher number of culturally diverse employees, Tesco also face some of these challenges in its recruitment process (Armstrong, et al., 2010). Managing the challenge of cultural diversity is essential for Tesco to have improved productivity and recruitment of competent candidates. For this, it is recommended that Tesco must give its employees good training of cross cultural aspects so that there can be flexible adjustments of employees. This issue can also be resolved by having open discussion, informal communication channels and feedback sessions o that the issues do not raise and are resolved at primary stage only (Armstrong and Taylor, 2014). Organisational image as another recruitment challenge for Tesco Organisational image is one of the key factors that impact the recruitment process of the company. Tesco holds a strong brand image and is well-known in the retail sector but from the perspectives of the individuals and competent candidates the retail sector is one of the not least favoured industries to get employed in due to several reasons as lack of knowledge requirement, sales work, etc. And because of this, there are less skilled individuals as applicants in Tesco. Another image associated with Tesco is high pressure and burden upon the employees for meeting the monthly sales targets. Thus, such organisational image binds the candidates to work in retail sector and it occurs as a big recruitment challenge for companies like Tesco. For managing the recruitment challenge posed because of the organisational image, it is recommended to Tesco that there must be take steps for changing the image of the industry and the company in the minds of the people by highlighting the various career and growth opportunities present at the organisation. The organisation must also build a strong culture to fetch attention of the employees and also give the employees opportunities for their career and personal development. Conclusion and recommendations For attaining continuous growth and long term sustainability, it is essential for the organisations to have efficient recruitment process and effective management of the human resources. Tesco is one of the most renowned organisations in the retail sector and somehow rules the supermarkets but thereat re various recruitment challenges that are holding back the success and growth of the company. From analysis of the various recruitment challenges of Tesco, it is evaluated that there must be take initiatives to improve the recruitment process. The various issues comprising of talent management, competitive business environment, and labour shortage can be overcome if the employees are offered with adequate incentives, wages and rewards. It is also necessary that improvements must be made in the policies and plans of recruitment for fetching the attention of the competent candidates (Boussebaa and Morgan, 2008). It is also recommended to Tesco that it must have huge investments on employ er branding as well as on advertisements so that there can be a better organisational image and increased visibility among the masses so that potential candidates can apply for jobs in the company. Hence, it is concluded that Tesco must have effective use of its strong brand image and extensive capital for having a better recruitment process with no such above mentioned challenges and can attain recruitment of skilled and competent employees References Alexandre-Leclair, L. (2014). Diversity as a motive for entrepreneurship?: The case of gender, culture and ethnicity.Journal of Innovation Economics Management, (2), 157-175. Armstrong, C., Flood, P. C., Guthrie, J. P., Liu, W., MacCurtain, S., Mkamwa, T. (2010). The impact of diversity and equality management on firm performance: Beyond high performance work systems.Human Resource Management,49(6), 977-998. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Beck, V. (2014). Employers views of learning and training for an ageing workforce.Management Learning,45(2), 200-215. Billett, S., Dymock, D., Johnson, G., Martin, G. (2011). Overcoming the paradox of employers' views about older workers.The International Journal of Human Resource Management,22(06), 1248-1261. Boussebaa, M., Morgan, G. (2008). Managing talent across national borders: the challenges faced by an international retail group.Critical perspectives on international business,4(1), 25-41. Broadbridge, A. (2017). 8 Ageism in retailing: myth or reality?.Revival: Ageism in Work and Employment (2001). Herring, C. (2009). Does diversity pay?: Race, gender, and the business case for diversity.American Sociological Review,74(2), 208-224. Hurst, J. L., Good, L. K. (2009). Generation Y and career choice: The impact of retail career perceptions, expectations and entitlement perceptions.Career Development International,14(6), 570-593. Ruhs, M., Anderson, B. (Eds.). (2010).Who needs migrant workers?: labour shortages, immigration, and public policy. Oxford University Press. Schuler, R. S., Jackson, S. E., Tarique, I. (2011). Framework for global talent management: HR actions for dealing with global talent challenges.Global talent management, 17-36. Schuler, R. S., Jackson, S. E., Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportunities for IHRM.Journal of World Business,46(4), 506-516. Tesco, (2017). About us, Retrieved on: 27th September, 2017, Retrieved from: https://www.tesco.com Watson, I. (2008, September). Skills in use: labour market and workplace trends in skills use in Australia. InJobs Australia National Conference, Brisbane(Vol. 8). Wilden, R., Gudergan, S., Lings, I. (2010). Employer branding: strategic implications for staff recruitment.Journal of Marketing Management,26(1-2), 56-73.