Wednesday, May 20, 2020

Human Resources Outsourcing - 2483 Words

ABSTRACT In this globalization era, Human Resource Outsourcing (HRO) has come to the surface of business life as a solution. When Multi-national companies decided to outsource its Human Resources Operations, they had only one major goal in mind and that is cutting costs. They have decided to outsource end-to-end human resource operations to third party and today it has become the greatest of exposures. This interesting solution is the main reason why this paper was being written. This paper will discuss about the real concept of outsourcing especially human resource outsourcing, advantages and disadvantages of outsourcing, and so forth. By discussing all that, it will be clear why human resource outsourcing is quite a trend among†¦show more content†¦Technically speaking, outsourcing is not just the contract with a third party to perform a service for an organization, but it also involves transferring a significant amount of management control and decision-making to the external sup plier. The process of outsourcing is very much formal like other business processes and it always includes a considerable degree of two-way information exchange, coordination, and trust. (Martin, 2006) The concept of outsourcing became popular in the mid 1990s since then the trend of outsourcing has increased to a great level. The reason for this increase in the popularity of the concept of outsourcing was the rapid growth in the number of high-tech companies in the early 1990s that were often not vast or large enough to incorporate and run large customer service departments of their own. There are four steps that generally covered by the process of outsourcing, which are: 1. Strategic thinking, developing the organizations philosophy about the role of outsourcing in its activities. 2. Evaluation and selection, to decide on the appropriate outsourcing projects and potential locations for the work to be done and service providers to do it. 3. Contract development, to work out the legal, pricing and service level agreement (SLA) terms 4. Outsourcing management or governance, to refine the ongoing working relationship between the client and outsourcing service providers. (Shiravastav, 2007) Generally, theShow MoreRelatedHuman Resources Outsourcing : Outsourcing2141 Words   |  9 Pagescompetitive benefits, the human resources outsourcing management is facing a tremendous challenge. Human resources outsourcing (HR Outsourcing) one kind of choice provide by human resource service working mode. It is a HR service mode that offer variety human source management outsourcing to third party provider which can improve efficiency, save costs and win the competitive advantages of strategic management of HR. Keywords: Human Resources Outsourcing; HR Outsourcing Service Providers; HR Services;Read MoreOutsourcing The Human Resource Function1422 Words   |  6 PagesOutsourcing the human resource function has many advantages and disadvantages for organizations. When companies operate on a global scale, outsourcing that functions adds another layer of complexity. When evaluating various options for this department, research should be performed on (a) the culture of staffing operations on foreign soil (b) the structure of the human resource function in a global organization and (c) recruiting talent for a multinational corporation needs to be performed. ThisRead MoreHuman Resource Outsourcing Essay2095 Words   |  9 PagesLITERATURE REVIEW OUTSOURCING: Outsourcing is a strategic activity in which some of the internal activities of the organisation are delegated to external firms because of various reasons such as: - To bring in better focus for organisation - To exercise better control over operating costs - To get greater flexibility to define the requisite service readily available - To sustain the same level of competency over a period of time Usually the firms to which the activities are outsourced areRead MoreOutsourcing : Human Resource Activities1299 Words   |  6 PagesOutsourcing: This explains that in modern-day organizations there has been need to outsource some human resource activities to some other organizations to carry out. Citing Powell (Snell 1999) states that given pressures for management to be both efficiency and flexibility, firms are exploring the use of different employment modes to allocate tasks. (Snell 1999) further states that apart from having to use internal full-time employees, organizations today are increasingly depending on external workersRead MoreHuman Resources Outsourcing Strategy, Questions and Answers1317 Words   |  5 PagesQ.1 Discover the role of Human Resource (HR) outsourcing strategy to encounter the requisite for a more nimble personnel. Answer: Human Resources (HR) outsourcing strategy impulses to modify the concept of how talent is manage by the contribution of firms. To produce more agile workforce, a leading HR outsourcing discourse the requirement of efficient skills in an effective business environment. It improves the brand of employer and determine how outside world perceived by the workforce of company’sRead MoreOutsourcing For A Human Resource Essay1698 Words   |  7 Pagescourse oppose or favor outsourcing jobs overseas. Secondly, this essay will deliberate upon the pros and cons of outsourcing overseas to a developing nation. Additionally, this paper will touch upon a situation with a human resource (HR) manager by the name of Jenny. With respect to, identifying whether Jenny should focus on her current career with her company or challenge her CEO contingent upon her own personal values and principles in relation to overseas outsourcing. Moreover, this paperRead MoreThe Effects of Human Resources Out sourcing on Leadership Performance and Employee Commitment1351 Words   |  5 PagesLeadership Performance Abstract The following pages focus on providing a theoretical framework and a research design intended to address the influence of human resources outsourcing on leadership performance and employee commitment. The Introduction discusses some of the issues that reflect the necessity of research in this field. The Theoretical Framework describes the variables used in this study. The paper continues with the Scientific Research Design section that presents the type of researchRead MoreOutsourcing HR: Assignment Instructions1175 Words   |  5 Pagesto this story is like to answer to the question â€Å" Why it s difficult to outsource HR?† HR is local. It s what s happening on the ground, in the culture and among the troops. Step 1 Conduct an inventory of the tasks and functions of your human resource department. Identify those functions that you can readily outsource. Evaluate the relative costs and impact on your HR department and the amount of control you require your HR managers to exert over these functions. Step 2 Single out any functionRead MoreHuman Resource Management Functions Of The Company1635 Words   |  7 PagesHuman Resource Management Function Based on Bandag’s size, it is important for the company to look closely at the human resource functions of the company. Currently, Jim’s executive assistant handles the day-to-day human resource management. It is important to first ask if Jim’s executive assistant has the expertise to deal with the day-to-day human resource tasks or is this an additional burden on the assistant. It may appear as a burden due to the many problems the company is experiencing. Read MoreJohn Moody Case Study Essay1318 Words   |  6 PagesPeter, Managing for the Future, New York: Truman Talley Books/Dutton 1992. The effective executive has to be able to recognize and run with the opportunity, to learn, and constantly to refresh the knowledge base. Duane, Michael John, Customized Human Resource Planning: Different Practices for Different Organizations, Westport, CT: Quorum Books 1996. Theories and practical applications for effective workforce planning including forecasting, strategic objectives, program evaluation and control, and organizational

Wednesday, May 6, 2020

The French Revolution And The Tennis Court Oath - 1680 Words

In 1789, the Ancien Regime came to an end through the beginning of the French Revolution and the Tennis Court Oath. The patchwork quilt of the old French system had finally been ripped away. While the practical changes of the French government and society did not happen immediately, the mindset and the philosophy of the people changed quickly. They began demanding faster action than the government was willing to give. Looking at who is to be a citizen, religious minorities, and women, the ideals for a new system started a new beginning by ending the Ancien Regime’s hold and replacing it with enlightenment principles. The document which came to embody the French Revolutionary ideals of Liberte, Egalite, Fraternite, ou La Mort was the†¦show more content†¦Beyond the Declaration is a plethora of speakers and writers who advocated for the rights of all people as citizens. One such man is Abbà © Sieyà ¨s, who advocated that the Third Estate is â€Å"everything†. I n January of 1789, Sieyà ¨s published a pamphlet titles What is the Third Estate? In the beginning he asks directly to the reader, What is the Third state? To which he answers, everything. He attacked the old system and argued that because the Third Estate carried out all the labor required to maintain France, that the Third Estate made up a complete nation. He knew that the First and Second Estates did not pay taxes to support the nation of France as a whole, however, ended up the main beneficiaries from the King. He argued that the First and Second Estates was a form of cancer as they do not add anything to the civil order like the Third Estate. â€Å"It is impossible to say what place the two privileged order ought to occupy in the social order†¦what place one wishes to assign a malignant tumor.† The Divine Chain of Being, which previously gave natural order to the world, was now called into question or rejected entirely because of 1789 and the Revolution. Another outspoken man for rights for the citizens of France was Maximilian Robespierre. On October 22, 1789, Robespierre gave a speech advocating that all citizens, meaning all men, should have the right to be an officeholder and vote. The Ancien Regime prior to 1789 allowed onlyShow MoreRelatedImpact Of Enlightenment Ideas On The French Revolution844 Words   |  4 Pages How Enlightenment Ideas Impacted the French Revolution? Towards the end of the 18th century, almost all of Europe had gone through a period called the Enlightenment. Enlightenment thinkers, and philosophers, promoted reason and human freedom over tradition and religion. France had one of the bloodiest Enlightenment periods in history because they used the ideas of John Lockes Natural Rights, Jean-Jacques Rousseau’s Social Contract, and Voltaire (Franà §ois-Marie Arouet) teaching of FreedomRead MoreThe Storming Of The Bastille1733 Words   |  7 Pagesextent did the Storming of the Bastille spark the rise of the French Revolution? The Storming of the Bastille, a movement started by the Third Estate on July 14, 1789, would be the landmark event for the first social and political commotion, whose purpose was to demand equality, liberty, and fraternity. The objective of this internal assessment is to examine how the impacts of the Storming of the Bastille inspired the French Revolution. Part B will present accounts of the assaul ts on the BastilleRead MoreThe Three Estates and Grievances Essay668 Words   |  3 PagesBefore the French Revolution, there were three estates, or classes: the nobility, the clergy and the commoners. The nobility and the clergy had many more privileges than the third estate and that is what caused the French Revolution. The Third estate was composed of the peasants, the workers and the bourgeoisie; unlike the other segments of the Third Estate, the bourgeoisie was able to communicate its grievances to the public during the period after the French Revolution: 1789-1799. The peasantsRead MoreComparing and Contrasting the American and French Revolutions805 Words   |  4 PagesAmerican Revolution began for two reasons: political and economic, while the French Revolution began with domination and mismanagement that contributed to the French society. During the Revolution many events occurred having a major effect, such as the sugar act, currency act, and the Townshend act. The French began the Tennis Court Oath, the Storming of the Bastille, and the overthrown of Monarchy. The French Revolution followed in suit with the American Revolution, because the French were in favorRead MoreThe Third Estate Prior to the French Revolution1111 Words   |  5 PagesJoseph Sieyes in 1789, right before the French revolution. This Third Estate had goals of gaining freedoms that the other â€Å"estates† had at the time. The Third Estate was defined majorly as the common people of France or the middle class, while the first estate was made up of the clergy of the church and the second estate was made up of the french nobility and monarchs. This Third Estate ultimately played a major factor in spurring on the French Revolution by igniting the passions of those tryingRead MoreThe French Revolution And The Revolution Of The Bastille1841 Words   |  8 PagesThrough the events of the French Revolution, the implications of the fight for justice from 1789 is still visible today around France through slogans such as ‘Liberty, Equality, Fraternity’. The French Revolution was not only important in spreading the notion of democracy in France, but the event also sparked revolutions of the people throughout Europe and South America. These revolutions sought to uphold the principals of the French Revolution in establishing governments that would secure theirRead MoreReasons For The French Revolution1339 Words   |  6 PagesThere were many causes that led to the French Revolution. Class, money, and philosophes were three major facto rs that contributed to the French Revolution. The most important cause was money. These factors resulted in Louis The Sixteenth and Marie Antoinette being executed, and the reign of Napoleon to begin. Class conflicts are a huge component of the French Revolution. The French Revolution began as a result of the lack of the people’s happiness over how they were told to live their lives. ThereRead MoreFrance During The Revolution Or Revolutionary France2011 Words   |  9 PagesDemetrios Zioulis AP European History, Period E 12/19/14 France During the Revolution or Revolutionary France The French Revolution occurred throughout the years of 1789-1799. This revolution played a huge role in the lives of the French people and at the same time influenced other parts of Europe as well. Society changed dramatically after the corrupt King Louis XVI fell, followed by the collapse of the French monarchy. Now, the French people don’t want the rich to have an over abundance of power. TheRead MoreThe French Revolution802 Words   |  4 Pagesstarve and end peoples lives. For example, Louis XIV was an absolute monarch. Bastille Day- Bastille Day in France is celebrated on July 14th.The event is like independence day but in France. The storming of the Bastille was the start of the French Revolution. Bastille was a prison in Paris that this took place. The Third Estate of France fought against the King and Queen to lower taxes. Columbian Exchange- The Columbian Exchange was the trade between America and Europe. Plants, animals, diseasesRead MoreAp Euro Chapter 191602 Words   |  7 PagesChapter 19- French Revolution 1) Describe the 3 estates of France. Who paid the taxes? Who held the wealth and power in France? The first estate was the top 1% of population which is the government, church, and clergy men. They experienced special privileges and paid no taxes. The Second Estate is made up of the 2% of population and included nobility. They experienced special privileges and were taxed lightly. The Third Estate was made p of the common population. They included lawyers

The Different Degree of Burns Essay Sample free essay sample

1. Epidermis: Is the top bed of the tegument. It is made up of graded squamous cells called keratinized cells. The top bed is dead keratinocyte. Dermis: Is the in-between bed of tegument. This is where skin gets its colour. Melanin. haemoglobin. and provitamin A are located here. Besides many secretory organs are in the corium such as perspiration secretory organs. oil secretory organs. hair/hair follicles. nails. Hypodermis: is the bottom bed of the tegument. It contains adipose tissue. fat. and blood vass. 2. 1st degree Burnss ( Superficial ) harm merely the cuticle. The burn site is ruddy and dry. with no blisters and is mildly painful. a. 2nd degree Burnss or partial thickness Burnss involve the cuticle. upper corium. and some parts of the lower corium. Burn site is ruddy. moist and possibly blistered. conceited and really painful. B. 3rd grade or full thickness Burnss burn through the cuticle. corium. and widen into the hypodermis. We will write a custom essay sample on The Different Degree of Burns Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The burn site furies in colour. from patchy white to brown. This burn has a dry leathery texture. This causes small or no hurting because the receptors have been destroyed. 3. The miss from the instance survey. Angela had small to no hurting when she awoke because the Burnss had affected her hypodermis and destroyed most of her hurting receptors. 4. her blood force per unit area was low because she lost blood during the fire. her bosom rate was high because the bosom had to work harder to pump the blood around the organic structure and to the damaged citations. 5. Angela needed fluids because of her low blood force per unit area. and was most likely dehydrated from the fire. And because of the loss of tegument. the organic structure has problem keeping H2O. 6. Broad spectrum antibiotics protect against many different infective bacteriums. She needed this because her tegument was at hazard for infection. Yes healthy tegument is colonized my different types of bacteriums. 7. A tegument transplant was necessary because the harm to the tegument was excessively sever to mend on its ain. and would ensue in a batch of cicatrix tissue. 8. The new tegument is applied and secured to the damaged country. Dressing are so applied. and left on for 5 yearss. after that the patch is removed and saline solution may be added to maintain the site moist. There are no oil glands in the tegument transplant. so after mending mineral oils need to be applied day-to-day for a few months. 9. Peoples who are unable to alter place such as infirmary patients are at haza rd for developing decubitus ulcers. The drawn-out force per unit area of remaining in the same place causes the organic structure to interrupt into ulcers. They are most common on the cubitus. hips. heels. mortise joints. shoulders. back. and back of the caput. 10. She lost weight because all of the Calories taken in were being used to mend the damaged country. And because she was bed ridden she lost a batch of musculus tissue weight. 11. Angela will hold really hapless bole rotary motion. flexure and extension because of the cicatrix tissue from the Burnss. Her cubitus will besides hold hapless flexure and extension because of the cicatrix tissue. Scar tissue is really tough and non a flexible tissue.

Thursday, April 23, 2020

The 360

Introduction Performance management (PM) is a way of evaluating the level of an employee’s performance in workplace. Precisely, PM is â€Å"an ongoing communication process, undertaken in partnership between an employee and his/her immediate supervisor that involves establishing clear expectations and understanding several issues† (Bacal, 1999, p. 3).Advertising We will write a custom research paper sample on The 360-degree Feedback System: Advantages and Disadvantages specifically for you for only $16.05 $11/page Learn More The commonly used performance management tool is the 360-degree feedback system, also commonly known as multi-rater feedback or multisource assessment because in some cases it involves external organizations to carry out some analysis stages of the assessment. Duraisingam and Skinner (2005) posit, â€Å"Any appraisal system should be relevant and applicable to everyday work, acceptable and fair, and a mutual collaborat ion between workers and employers† (p. 2) and 360-degree feedback complies with this observation. Just as the name suggests, 360 degrees is a circle with each arc of the circle representing an element of the employee under evaluation who sits at the centre of the circle. How 360 – Degree Feedback Works This model operates in a rather simple manner. The evaluating company puts individuals in groups within different departments after which they are required to fill questionnaires or forms answering specific questions as indicated in figure 1 below. The exercise takes less than twenty minutes; however, it is important to note that the figures used vary depending on the element and content of evaluation; it may be larger or smaller. The participating people maybe one’s peers, managers, or external individuals like suppliers, customers, or stakeholders among others. Results from the participants are sent to another company, which analyses the information presented in the results to draw conclusions. After this analysis, the analyzed results are sent back to the evaluating company for discussion to chart the way forward and implement the appropriate measures. Nevertheless, this evaluation tool is not perfect thus; it has both merits and demerits. Example of a 360-Degree Feedback Form Insert your own Feedback Form headings and instructions: appraisee name, date, feedback respondent name, position (if applicable) plus local instructions and guidelines for completion, etc. key skill/capability area skill/capability element question number feedback question feedback score 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Optional section: additional feedback about the appraisee – please be constructive Figure 1: 360 – Degree Feedback. (Chapman, 2005).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Advantages and Disadvantages of this Tool The advantages of this tool outweigh the disadvantages. The crucial advantage of this tool is, â€Å"it provides a wider view of worker’s performance as compared to the other appraisal tools (Atkins Wood, 2002, p. 875). Given the nature of many evaluators involved in this exercise coupled with openness created by privacy of information, this method gives all-rounded information about a particular employee. Seifert, Yulk, and McDonald (2003) note, â€Å"the 360-degree feedback is more comprehensive than other appraisal methods since they may only need the manager to do the evaluation† (p. 565). Moreover, this performance management method makes employees believe in the results. The element of believability is tied closely to the fact that many people are involved in the exercise thus eliminating the probability of bias or framing of results. In the light of this revelation, managers make mature and honest decisions and issues like promotions occur on merit not on basis of ‘who knows who’ in an organization. This tool involves one’s peers thus the individual being evaluated feels confident about any results achieved. This confidence enables one to embark on development strategies to improve on areas where he/she scores poorly. Employees spend more time together compared to the time they spend with managers; therefore, peers are more likely to know an employee better than managers are, and this enables one to honestly appreciate his/her strong and weak points. Finally, â€Å"through 360-degree feedback, employees get the chance to air their views and complain without following the normal bureaucratic complaint chain (Seifert, Yukl, McDonald, 2003, p. 565). Employees can easily indicate their problems on the form/questionnaire thus communicating directly to the management without necessarily following the normal procedures of communication and thi s improves organizational communication. On the other side, the 360-degree feedback has shortcomings just like any other system. Firstly, this system is time consuming. Given the nature of this system to include many people in evaluation, more time is needed to complete the process. Moreover, the result analysis stage is outsourced to another company and this implies more time too. Smither, London, and Reilly (2005), posit, â€Å"This system may yield cynicism and suspicion in workplace† (p. 39). In a case where management fails to implement the proposed recommendations, workers may become cynical and start questioning the same. In other cases, workers may lose motivation if they receive negative comments from their peers or managers.Advertising We will write a custom research paper sample on The 360-degree Feedback System: Advantages and Disadvantages specifically for you for only $16.05 $11/page Learn More This calls for absolute honesty, somet hing that may be lacking in many organizations. More importantly, companies â€Å"risk revealing confidential information to other companies† (Pfau Kay, 2002, p. 56). This occurs at the outsourcing stage of evaluation where results are taken to other companies for evaluation. Effects on Employees In most cases, this performance management system generates mixed reactions from workers; nevertheless, it all depends on one’s perception. In a situation where an employee accepts the results and views them positively, they act as a motivator, which enables him/her to improve on the weak areas thus improving productivity and personal development. The 360-degree feedback if implemented well serves as a clear indication of one’s performance status in the indicated areas. As aforementioned, if an employee views the results of this system positively, he/she can improve significantly within a very short period. Unfortunately, some employees react to the results negatively and resort to finger pointing and this is detrimental to any progress efforts. Consequently, one’s performance may dip radically coupled with low self-esteem and loss of insight. Therefore, the 360-degree feedback system effects on employees depend largely on how one views the results. Despite the mixed employee reactions on this system, it enables employees to know some crucial issues in workplace. Bacal (1999) notes employees get to know their performance level in workplace, realize the level of authority they posses, feel appreciated when commended for good work done, seize opportunities to develop new skills, and realize resources they have at their disposal in workplace (p. 8). This form of performance management creates a micromanagement environment, which is healthy in duty delegation and organizational growth. Effects on Departmental Performance Effects of performance management on departmental performance are closely linked to that of employee performance. Essentiall y, departments are made up of individuals and the outcome of the entire department depends largely on the outcome of an individual’s performance.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The only difference between departmental performance and employee performance is; in departmental performance the heat and pressure to perform may lie on departmental heads, as opposed to employee performance appraisal where the pressure to perform lies on an individual. In the light of these events, effects of performance management using 360-degree feedback depend on how departmental heads perceive the evaluation results. For instance, if a departmental head receives evaluation results positively, he/she will be motivated to create a good working environment that would improve departmental performance. The opposite is also true; if a departmental head ‘reacts’ to evaluation results negatively, this would create tension in workplace leading to strained relationships between one’s juniors. Therefore, the effects of the 360-degree feedback performance management on departmental performance depend largely on how the departmental heads respond to evaluation results of the same. Elements of 360-Degree Feedback Performance Management It is important to note some of the basic elements of this system to establish what it evaluates and what it does not evaluate. 360-degree feedback system covers only those areas that other people can see in an individual like one’s competencies and behaviors. This system is a measure of how other employees perceive and understand a given employee and this explains the inclusion of work ‘feedback’ in the name of the same. Moreover, this system addresses selected skills like goal setting, planning, and listening. Finally, it addresses subjective areas like leadership effectiveness, one’s character, and teamwork. Taking a closer look into these elements, one realizes that they form the backbone of workplace practices thus qualifying the 360-degree feedback system as one of the good performance management tools in most institutions. On the other hand, this system does not measure some element s as explained next. This system does not determine one’s performance objectives. This lies in the fact that, the employee alone knows some things like performance objectives hence excluding the possibility of evaluation by other employees. Moreover, this system does not ascertain whether one is meeting elemental job requirements or not, because other employees do not know precisely what one is expected to accomplish. Finally, this system does not focus on job-specific skills; similarly, cannot be used to measure objective elements like sales quotas and attendance among others. Nevertheless, the elements lacking in this system occur automatically in workplace and do not need to be evaluated per se. For instance, the issue of attendance is taken care of by departmental heads for anyone absent has to explain the reason behind it to his/her seniors. Improvement Suggestions Considering the demerits of this system, one might consider using technology to overcome the issue of time consumption. Organizations might consider using online questionnaires to reach the entire organization in a very short time. Designers of these online questionnaires might consider creating space for employees to leave anonymous comments concerning their motivation, frustration, and fears about the organization among other issues that would provide rich source of information. People feel secure when they leave anonymous feedbacks and this creates honesty; another shortcoming of this system. Concerning the negative perception of results, organizations might consider holding seminars that would inform employees on how not to personalize performance appraisal results for this system almost exclude the element of bias in evaluation. Conclusion The 360-degree feedback performance management is one of the widely used tools across organizations. It involves presenting employees with questionnaires to fill in specific details concerning other employees under evaluation. An easy and cheap me thod reduces chances of bias in evaluation, this system mostly analyses the crucial areas in organization like leadership skills, teamwork and goal setting among others. Nevertheless, it is a time consuming system even thought this can be overcome by incorporating technology to make it time efficient. Employees might also take evaluation results negatively and this might prove debilitating to one’s performance; nevertheless, it is upon the organization to inform and motivate such employees to focus on the positive side of the results. Generally, this is a good performance management tool and this explains why it has found extensive application across organizations. Reference List Atkins, P., Wood, R. (2002). Self-Versus Others’ Ratings as Predictors Of Assessment Center Ratings: Validation Evidence for 360-Degree Feedback Programs. Personnel Psychology, 55(4); 871–904 Bacal, R. (1999). Performance Management. Madison; McGraw-Hill. Chapman, A. (2005). 360 â€⠀œ Degree Feedback Template. Retrieved from, The free website resource, www.businessballs.com Duraisingam, V. Skinner, N. (2005). Performance Appraisal. In N. Skinner, A.M. Roche, J. O’connor, Y. Pollard, C. Todd (Eds.), Workforce Development Tips  (Theory into Practice Strategies): A Resource Kit for the Alcohol and Other  Drugs Field. National Centre for Education and Training on Addiction (Nceta), Flinders University, Adelaide, Australia Pfau, B. Kay, I. (2002). Does 360-Degree Feedback Negatively Affect Company Performance? Studies Show That 360-Degree Feedback May Do More Harm Than Good. What is The Problem? Hrmagazine. 47 (6); 54–60. Seifert, C., Yukl, G., McDonald, R. (2003). Effects of Multisource Feedback And A Feedback Facilitator on the Influence of Behavior of Managers Toward Subordinates. Journal of Applied Psychology, 88(3); 561–569. Smither, J.W., London, M., Reilly, R. R. (2005). Does Performance Improve Following Multisource Feedback? A Theoretical Model, Meta-Analysis And Review of Empirical Findings. Personnel Psychology, 58; 33–66 This research paper on The 360-degree Feedback System: Advantages and Disadvantages was written and submitted by user Piper V. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. The 360

Tuesday, March 17, 2020

Chapter 7 Mini Case #350 Example

Chapter 7 Mini Case #350 Example Chapter 7 Mini Case #350 – Case Study Example Decision on Arbitral Matter The case scenario involves an arbitral matter falling in the domain of labour arbitration. It is in doubt whether an employee who has declined to work for an extra 6 hours has acted within the confines of the contract governing the employment relationship and whether the 6 hours constitutes a change in the work schedule requiring that the employer and the union to mutually consent. In addition, the employee has already been suspended for a single day signifying another punishment. The grievance is the suspension while the company would like to legally hold staff to work for 6 hours whenever necessary. To decide the case, I consider relevant factors to arrive at a fair decision. One such factor is whether the additional 6 hours constituted a change in the work schedule. This can easily be proved or disproved using past practice or custom as well the construction of the employment contract. If it is confirmed, the employee would have breached the agreement a nd be liable. By receiving a one day suspension, it is clear that the employer had already punished by the employer without first establishing if the employee had violated terms of the agreement between the union and the company. On this ground, I would rule in favor of the employee because the employer made a unilateral decision without following the correct procedure. From the onset, 6 additional hours of work is substantial enough to constitute work schedule change and the employee was right to decline the requirement. The mentioned reasons dictate that the employer’s violated the right of the employee and therefore on the wrong.ReferencesReed, L. (2012). Arbitral Decision-making: Art, Science or Sport? The kaplan Lecture 2012. new York: Kaplan University.

Sunday, March 1, 2020

Choosing an Ivy League Business School

Choosing an Ivy League Business School The Six Ivy League Business Schools Ivy League schools attract intellectuals from around the world and have a legendary reputation for academic excellence. There are eight Ivy League schools, but only six Ivy League business schools. Princeton University and Brown University do not have business schools. The six Ivy League business schools include: Columbia Business School - Columbia UniversitySamuel Curtis Johnson Graduate School of Management - Cornell UniversityHarvard Business School - Harvard UniversityTuck School of Business - Dartmouth CollegeWharton School - University of PennsylvaniaYale School of Management - Yale University Columbia Business School Columbia Business School is known for its diverse entrepreneurial community. The schools location in the business hub of New York City provides unparalleled immersion in the business world. Columbia offers many different graduate programs, including an MBA program, executive MBA programs, doctoral programs, and Master of Science programs in several business disciplines. Students who are seeking an international experience should explore Columbia’s pioneering program with London Business School,  EMBA-Global Americas, and Europe, or the  EMBA-Global Asia, created in partnership with the University of Hong Kong. Samuel Curtis Johnson Graduate School of Management Cornell Universitys Samuel Curtis Johnson Graduate School of Management, more commonly known as Johnson, takes a performance-learning approach to business education. Students learn theoretical frameworks, apply them to real-world situations in actual business settings, and receive continuous feedback from qualified experts. Johnson offers the Cornell MBA five different ways: one-year MBA (Ithaca), two-year MBA (Ithaca), tech-MBA (Cornell Tech), executive MBA (Metro NYC), and Cornell-Queens MBA (Offered in conjunction with Queens University). Additional business education options include executive education and Ph.D. programs. Students seeking a global experience should look to Johnsons newest program, the Cornell-Tsinghua MBA/FMBA, a dual degree program offered by  Johnson at Cornell University  and  PBC School of Finance (PBCSF) at Tsinghua University. Harvard Business School The overall mission of Harvard Business School is to educate leaders who make a difference. The school does this through its educational programs, faculty, and influence around the world. HBS program offerings include a two-year MBA program, executive education, and eight full-time doctoral programs leading to a Ph.D. or DBA. HBS also offers summer programs for ambitious undergraduates. Students who like the idea of studying online should explore the schools HBX online programs, which incorporate active learning and the case method learning model. Tuck School of Business The Tuck School of Business was the very first graduate school of management founded in the United States. It offers only one-degree program: a full-time MBA. Tuck is a small business school, and it works hard to facilitate a collaborative learning environment designed to build lifelong relationships. Students participate in a unique residential experience that promotes teamwork while focusing on a core curriculum of general management skills. Their education is then rounded out with advanced electives and seminars. Wharton School Founded more than a century ago in 1881, Wharton is the oldest Ivy League business school. It employs the most published business school faculty and has a global reputation for excellence in business education. Undergraduate students who attend Wharton School work toward a BS in economics and have an opportunity to choose from more than 20 different business concentrations. Graduate students can enroll in one of several MBA programs. Wharton also offers interdisciplinary programs, executive education, and Ph.D. programs. Minority students who are still in high school should check out Whartons pre-college LEAD program. Yale School of Management Yale School of Management prides itself on educating students for leadership positions in every sector of society: public, private, nonprofit, and entrepreneurial. Programs are integrated, combining fundamental core courses with unlimited elective choices. Graduate students can choose from a range of programs at the graduate level, including executive education, MBA programs, a Master of Advanced Management, Ph.D. programs, and joint degrees in business and law, medicine, engineering, global affairs, and environmental management, among others. Yale School of Management does not award undergraduate degrees, but second-, third-, and fourth-year university students (as well as recent graduates) can participate in Yale SOMs two-week Global Pre-MBA Leadership Program.

Choosing an Ivy League Business School

Choosing an Ivy League Business School The Six Ivy League Business Schools Ivy League schools attract intellectuals from around the world and have a legendary reputation for academic excellence. There are eight Ivy League schools, but only six Ivy League business schools. Princeton University and Brown University do not have business schools. The six Ivy League business schools include: Columbia Business School - Columbia UniversitySamuel Curtis Johnson Graduate School of Management - Cornell UniversityHarvard Business School - Harvard UniversityTuck School of Business - Dartmouth CollegeWharton School - University of PennsylvaniaYale School of Management - Yale University Columbia Business School Columbia Business School is known for its diverse entrepreneurial community. The schools location in the business hub of New York City provides unparalleled immersion in the business world. Columbia offers many different graduate programs, including an MBA program, executive MBA programs, doctoral programs, and Master of Science programs in several business disciplines. Students who are seeking an international experience should explore Columbia’s pioneering program with London Business School,  EMBA-Global Americas, and Europe, or the  EMBA-Global Asia, created in partnership with the University of Hong Kong. Samuel Curtis Johnson Graduate School of Management Cornell Universitys Samuel Curtis Johnson Graduate School of Management, more commonly known as Johnson, takes a performance-learning approach to business education. Students learn theoretical frameworks, apply them to real-world situations in actual business settings, and receive continuous feedback from qualified experts. Johnson offers the Cornell MBA five different ways: one-year MBA (Ithaca), two-year MBA (Ithaca), tech-MBA (Cornell Tech), executive MBA (Metro NYC), and Cornell-Queens MBA (Offered in conjunction with Queens University). Additional business education options include executive education and Ph.D. programs. Students seeking a global experience should look to Johnsons newest program, the Cornell-Tsinghua MBA/FMBA, a dual degree program offered by  Johnson at Cornell University  and  PBC School of Finance (PBCSF) at Tsinghua University. Harvard Business School The overall mission of Harvard Business School is to educate leaders who make a difference. The school does this through its educational programs, faculty, and influence around the world. HBS program offerings include a two-year MBA program, executive education, and eight full-time doctoral programs leading to a Ph.D. or DBA. HBS also offers summer programs for ambitious undergraduates. Students who like the idea of studying online should explore the schools HBX online programs, which incorporate active learning and the case method learning model. Tuck School of Business The Tuck School of Business was the very first graduate school of management founded in the United States. It offers only one-degree program: a full-time MBA. Tuck is a small business school, and it works hard to facilitate a collaborative learning environment designed to build lifelong relationships. Students participate in a unique residential experience that promotes teamwork while focusing on a core curriculum of general management skills. Their education is then rounded out with advanced electives and seminars. Wharton School Founded more than a century ago in 1881, Wharton is the oldest Ivy League business school. It employs the most published business school faculty and has a global reputation for excellence in business education. Undergraduate students who attend Wharton School work toward a BS in economics and have an opportunity to choose from more than 20 different business concentrations. Graduate students can enroll in one of several MBA programs. Wharton also offers interdisciplinary programs, executive education, and Ph.D. programs. Minority students who are still in high school should check out Whartons pre-college LEAD program. Yale School of Management Yale School of Management prides itself on educating students for leadership positions in every sector of society: public, private, nonprofit, and entrepreneurial. Programs are integrated, combining fundamental core courses with unlimited elective choices. Graduate students can choose from a range of programs at the graduate level, including executive education, MBA programs, a Master of Advanced Management, Ph.D. programs, and joint degrees in business and law, medicine, engineering, global affairs, and environmental management, among others. Yale School of Management does not award undergraduate degrees, but second-, third-, and fourth-year university students (as well as recent graduates) can participate in Yale SOMs two-week Global Pre-MBA Leadership Program.