Customer Relationship Marketing Essay

To understand CRM (Customer Relationship Marketing) in hotel industry (Millennium Seoul Hilton), and focus on the importance of loyalty guests who bring on most of organization profit by developing of guest recognition and rewards program. Introduction Background The growing realization that keeping the customers you have is as important as customer acquisition, has come about because of the cost involved in attracting new customers. This realization has evolved into understanding a customers lifetime values (F Buttle, 1996).   By doing this, you can be selective about who you try to keep as well as who you want to attract. Some scholars maintain that customer retention affects the bottom line. They further suggest that a 5% increase in customer retention would create a 125% increase in profit (F Buttle, 1996). Customer relationship management can be regarded as the art of employing rhetorical, experimental and personal information in order to personalize customers’ stay while creating incremental revenue opportunities (F Buttle, 1996). So for example, knowing that a customer had a less than memorable experience in the hotel provides the hotel manager with a chance to win them back the next time they are in town. Objectives By use of customer relationship management, the hotel can develop a comprehensive guest profiles for reservation information. This demonstrates to guests that the hotel is in touch with their needs.   It can also drive customer-centric data down to the transaction level, thereby allowing the workers and the guest-facing technology to deliver greater value to the customers (F Buttle, 1996).   Further, customer relationship management can create a realistic profile on the spending and stay patterns of the guests, thereby allowing the hotel to formulate guest-centric marketing for increased loyalty and spending (F Buttle, 1996). The idea of ‘cherry picking’ valuable clients and directing more resources to these clients has gained tremendous significance in the hotel industry.   Clients communication are such that account managers regularly network on the clients to ensure that they are happy in the way contracts are proceeding, and close relationship are build up. Therefore, my research objective is â€Å"to understand the significance of customer relationship marketing† in hotel industry, with criteria as follows: †¢ To examine customer relationship marketing. †¢ To evaluate the importance of loyalty guests who brings on most of organization profits. †¢ To illustrate the importance of developing of a guest recognition and reward programs in hotel industry. Aims This research paper will aim to identify and critically review the theories of customer relationship marketing in a hotel industry.   It will also aim to critically evaluate procedures of customer communication instruments used in the Millennium Seoul Hilton.   The paper will further examine the limitation of communication of customers’ relation tools used as well as providing the recommendation and acknowledging the advantages of employing these customer relationship marketing tools. Literature Review The main idea behind relationship marketing is to build a strong relationship with customers in order to retain them instead of concentrating efforts on recruiting new one.   There are various factors which influence customer retention.   They include high quality products in order to encourage repeat purchase and valuing customer’s needs with loyalty, which can be generated by excellent customer service (F Buttle, 1996).   Moreover, taking long-term marketing decisions for instance, continuous improvement or innovation to keep ahead of customer’s needs is important in retaining customers.   Further, frequent customers contact to establish their profiles in order to ensure accurate customer targeting of goods, services and information, can be of a great help in creating customer loyalty (F Buttle, 1996). For this dissertation, the main areas which need to be focused on are marketing process, situation analysis, marketing strategy, marketing mix decision, and implementation and control, whereby the works of many authors in these fields will be explored. Studies and researches which has been done by these authors brings great literature resources to the   importance of relationship marketing focus on customer, which constitutes customer relationship marketing, customer trust and commitment, customer loyalty as well as guest loyalty program approaches and general frame work for developing and managing a good customer base.   For example, there are literature studies and/or research made on hotels Intercontinental, Meritus Mandarin, Holiday Inn, and Norfolk hotel among others which allows this dissertation to represent the model group. This dissertation will be explored on the themes of the importance of customer relationship management as it affects customer loyalty by developing of guest recognition and rewards program.   Another important theme which will be investigated in the dissertation is how a hotel can utilize relationship marketing to retain its customers.   These main themes will be explored by use of works written by scholars and all that in the field of customer service and customer care. Methodology My dissertation will apply both qualitative and quantitative research methods.   A comprehensive literature review and depth interviews will be carried out as part of my quantitative research. For primary research, depth interview is selected for my study, as it focuses on hotel industry where emphasize should be placed on people’s values and attitudes.   Therefore, it is a good way to explore the importance of customer relationship management, and understanding the process of implementing strategies to build a strong customer base in a hotel industry. This would also bring more intensive understanding to my research, and the required respondent(s) should be specialists in customer relationship marketing in hotel industries.     Moreover, surveys/questionnaires will also be carried out to understand the significance of customer relationship marketing in creating a strong customer base, according to different people from different background in today’s world. A case study of Millennium Seoul Hilton will be researched. This is because it is a well known hotel by many travelers, and therefore will provide travelers and business customers for me to obtain different perception according to different backgrounds, age and gender. Moreover, the staff of the Millennium Seoul Hilton will also be part of sample population   There will be four age groups that is 17–26, 27– 6, 39-46, and 47-56 with a total of 200 respondents. Secondary research data will be collected through different established resources, such as textbooks, journals, articles and internet in the way of literature review. This is because secondary research will validate my dissertation and support to justify my reasons and findings. Secondary data will be used first to conduct the research, before conducting primary research. This will be done because secondary data may contain information that is essential for conducting this research. Secondary research can allow collection of general information such as overview of Renaissance Seoul hotel, service to guests, guest room department, GRO for receiving VIPs, Marriot Rewards, Westin Chosun Hotel, and outlook of Intercontinental Hotel among others, which can be difficult and expensive to gather via primary research. Limitations The main practical difficult in this research will be the challenge to find the right person for depth interview.   In order to fulfill research objectives, the responder must be an individual who is a specialist in customer relationship marketing, specifically in the hospitality industry. This is because such individuals are familiar with the strategies, challenges and solutions which can help me go through my dissertation. However, such individuals have a higher reputation and usually have tight schedule and would be also be hard to each. Further, I am not familiar with specialists who are in the field of customer relationship management.   Another challenge is choosing Millennium Seoul Hilton as a place to conduct surveying and questionnaires.   This is because 200 sample is required to validate my research, and would be a great challenge to accomplish this myself due to concern of time, organizing and conducting this survey.   Moreover, it is also difficult to ask for help in conducting this research because the possibility in which I am able to hire few people to assist me will be costly. Additionally, individual who are asked may not be willing to respond according to the question asked, cooperates and/or even participate in this study.   Confidentiality issues for the respondents participating in the survey/questionnaire would be kept as anonymous due to Data Protection Act.   This is not required in this study. There are no specific ethical issues which need to be considered.   This is due to the fact that the survey/questionnaire is not targeting any groups and/or specific persons. Finding and Analysis The data which should be collected through survey/questionnaire for this research will be analysed and coded in SPSS system.   This is comprehensive statistical software that includes capabilities for data analysis, data management and programming (Malhotra N & Birks D, 2005).   Additionally, it enables analysists and researchers to uncover key facts, patterns and trends.   The interview would be assessed using analysis of verbal data, dividing the whole interview into section of main focused area along the answer from the respondents. The information collected through surveys/questionnaire will be used for descriptive purposes of identifying the relationship between customer relationship marketing and retention of customers according to age, gender and occupation, whereby correlation analysis and descriptive statistics would be utilized (Malhotra N & Birks D, 2005). Descriptive statistics is used to describe and summarize the basic features of data collection using a combination of techniques, such as graphical, tabular and summary (Malhotra N & Birks D, 2005).   In the findings of analyzed data through different analysis techniques, I would support my development of the dissertation.

Analysis of Kraft Foods

[pic] Kraft Food Analysis of Kraft Food Kraft Foods is an American food and beverage multinational company. It produces and markets many brands to more than 170 countries, and 12 of its brands earn more than $1 billion worldwide annually (â€Å"Kraft Foods†, 2011). Most of the food products which we consume everyday belongs to this company. For instance, some of well-known brands are Jacobs and Maxwell, Milka and Toblerone, Tang and Cipso. It is the successful and popular leading food companies of the world. So, Kraft Foods will be reviewed in terms of values and promises that it communicates with consumers and employees, communication and job satisfaction respectively. Values of the company are shared among its employees. First value of the company is its employees. The company highlights the importance of its employees and their contribution to the company. It emphasized that hardworking and passionate workers, who constantly seeks ways to make content consumers by finding innovation, make the company what it was. After it, Focus, Passion, Speed, Teamwork and Trust are listed as the most important values of company. Those five values describe fundamental structure of organizational process. Firstly, focus on what is needed to improve the business and focus on what is important to make customers happy is like starting point of the process. Generating innovation according to needs is second value of the company. After focus and innovation, Passion which is motive of making better outcome in each work, the next value in order to reach the most desired outcome. You can manage focus, innovation and passion, but you also have a speed as a fourth value of company in order to compete with other food companies. As it is known in the beginning of the paragraph, employees are the key agents who make the name of brand. So, it is normal that fifth value is the teamwork. The final value of it is trust which is the fundamental block of teamwork and organizational communication. Firstly, the company promises to be open and inclusive, because it sees this value as a critical value to create a high-performing organizational culture. Being open to different perspectives make innovation easy and better. It claims that openness and inclusiveness to diversity are so embedded into their way of doing business and into every department of it. They constitute its blocks of organizational culture. Taking into account every possible different perspectives and evaluate them is one of promises which the company gives to its employees. Also, it guarantees that discrimination or harassment based on age, race, disability, national origin, religion, sex, sexual orientation or any other legally protected status are not allowed. If the company is able to approach diversity in a positive manner, this gives workers feeling of recognition and makes them more motivated. When we want to give concrete example, 43% of their mployees are women and 35% of management team is constituted by females. It shows us that there is no gender discrimination on hiring and it opens up to gender diversity. Secondly, it promises employees that they will be work in an international environment. For instance, they can be participated into European/International projects. Other than it, they can join into short-term overseas assignments, and then join into l onger-term assignments when they develop in their career path. Moreover, the company assures training and development programs for employees in order to reach their best level of expertise. These programs are like job training, cross functional projects and corporate training programs. It also promises giving feedback about how employees’ outcome contributes to the business in general. It is obvious that the promises of the company are motivating factor for employees. When we take into account both values and promises of the company, we can conclude that we are open to all ideas, we can discuss about them in a participative context, we can decide collectively and finally we deliver what we decided to others in order to make them be aware of what is going on the company. Their motto is â€Å"We discuss. We decide. We deliver. † The company uses variety of internal communication channels. Social and sports activities are among the practices which HR department prefer to use as internal communication channels. Employees can join sports teams and organized social events including a winter ski day, summer golfing day and a winter family fun day during the holidays. Those enjoyable events are organized by the company-subsidized social committee. They make work atmosphere better and improve communication among workers. It also creates a sense of equity, because every employee has equal access to them. In addition to this, employees can have a chance of socializing and increasing interaction with their co-workers by providing richly physical workplace which contains the fitness facility with free membership, employee lounge with foosball and television, quiet room for meditation and reflection, and a nap room for employees who need a quick break during the day, cafeteria with healthy menus and subsidized meals. While those places offer many opportunities for employees, they can facilitate the internal communication at the same time. The company thinks that every people has different ways of absorbing news and information, every people can use different channels, therefore the company must use very different channels to communicate with its employees. The Kraft Foods is relatively very successful in this issue. It uses face-to-face communication activities such as town hall meetings and lunch-and-learn sessions. Moreover, it has its corporate intranet and internal blog sites. Newsletters, news magazines and e-business updates are also available for employees. The company is also in Facebook. It shares company news. Their community involvement projects and sustainability efforts are announced here. The most important application of it is that some of the Kraft Foods team join to talk about their own areas of expertise to enable information sharing and facilitates internal communication. One of internal communication channel of the company which is very popular is iPhone. Kraft employees use their iPhones for sending email, organizing calendar, and saving contacts. Kraft employees can listen to audio messages, dubbed â€Å"Kraft Casts,† from the CEO and other executives on their iPhones. They are so useful to stay up-to-date on the latest corporate strategies and branding initiatives. It can be also very effective to improve [pic][pic][pic] downward communication. It makes easy information flow from top people in the company like CEOs to all employees. Learning company future strategies or plans by reading from a bulletin is less visual and live compared to by listening and watching from iPhone. There have been many community involvement projects within organization. Employees organized national and international charitable organizations with the support of company. For instance, in my view, the welfare activities serve two functions for the company. Firstly, they can make employees from all levels of organization together. They are one of social events and internal communication channels. They can work for an interdependent goal cooperatively during these charities. Employees from different departments can have a contact with each other and can improve their social relationships with co-workers. In this way, internal communication among employees can be facilitating thanks to them. [pic][pic][pic] Secondly, they can also become an external communication channel for the company. We can encounter much news in the social media when the company performs a charitable activity or subscribes to a relief fund. The company can communicate its brand externally thanks to this news. They can make contribution to the respectability, reliability of company, and at the same increases brand awareness at the same time. In sum, we can consider charitable organizations as both internal and external communications channels. Employer brand of the company is one of external communication channels of it. It can communicate itself through its brand name. While it creates its brand with what it did in the market, the brand creates the company at the same time. There is a reciprocal relationship between two. It can tell the reputation and image of the company in the market via its brand. At the same time, this external communication channels can be a motivating factor for the employees and for the upcoming new employees. The more famous and prestigious brand is, the more people want to work in this company. Its reputation in the market will attract the new employees. Upward communication is less applied in organizations than downward communication. Although there is an open and inclusive workplace for generating diverse ideas, we can not know whether this freedom is also seen in performance evaluation of managers by subordinates. There is not available information about whether subordinate appraisals of managers are applied or are not. Appraisals of supervisors which are done by the subordinates can give feedback about the performance of supervisors. If they take into account these feedbacks, they can be more effective in their working process and managing process. As employees start to recognize that heir feedback is taken into account, upward communication can be also provided. On the other hand, the company has spread all around the world. For instance, one manager who is from Europe can supervise the employees who are from very different and far away country. Thanks to the ways the Internet enables communications like teleconference, a manager can work for a far away office of the company (Waltner, 2010). Although it has so me advantages like company can choose best manager by basing on performance, not basing on location, it can be a barrier to upward communication. While networks for teleconference are available more easily when there is a meeting between senior managers from different departments, it can accessed more difficulty when more subordinate employee need it to communicate with managers. Moreover, the other factor is cultural differences. How much employees want to share their ideas about managers can be change according to culture. For instance, in more collectivistic culture, people can think that making criticism about a person can be perceived as offense by him. So, they don’t want to share its views about him in order to conform existing situation. They can fear of being evaluated negatively by their managers if they give negative feedback about their managers. So, suggestion or complaint boxes can be a good solution for those employees. Attitude surveys are one possible ways of improving upward communication. However, if the results of those surveys about the performance and effectiveness of manager are not taken into account by managers, they have no value (Aamodt, 2010). So, managers also organize a time for discussing the feedback with employees face to face. Although Kraft Foods has those kinds of surveys like many international companies, in my view, it can not effectively discuss its result with subordinates. Because, some employees have still reported some upward communication problem in a website that employees can report reviews about their company anonymously. One of employees says that there is low level of employee participation in decision making. Also, he suggested that the company should take into account the employee surveys (Kraft Foods Employee Review, 2011). Along with that comment, Kraft should initiate more democratic and participative style of management. It can improve upward communication if employees are able to generate ideas or share their concerns about process by including in the decision-making process. The company has all of the channels of communication which are essential in downward communication like bulletin boards, annual reports, newsletters, annual fact sheets or intranets. Although much of communication in organization is downward when compared with upward and although most of channels are available, still downward communication can not reach perfect level. For instance, although the company has a policy manuals or annual reports, they can not function properly, because they have a very technical language. Employees have to read themselves. Interactive meetings to discuss about current company news can be more effective than only transmitting corporate news and facts through written material. For instance, although Kraft Foods Senior Financial Analyst says that the company has many benefits, he suggests that it should improve communication and especially downward communication from middle management (Kraft Food Employee Review, 2011). Although the company has many channels, still some managers don’t really share essential things with employees. Some of them don’t set a proper guideline for what employee will do to achieve its goals. They don’t healthy share about what, when and how employees will do a task. They think that employees have already known those things, because they are their work. They have a problem in taking employees’ perspectives. So, people managerial positions can be received training programmes to improve their communication skill with their subordinates and make them aware of needs and strivings of their subordinates. Do employees really satisfied with their jobs? For instance, Dieter Follens who is the manager of Product Costing Coffee in Kraft Foods Europe said about the company is that it did not provide only a job for him, but it also provides a career in Finance for him. He had worked as an assistant with internal controls, a financial analyst, a cost controller, finance manager in our European Union (EU) Office after Belgium, and product cost manager respectively. This shows us that Kraft Foods provides employees job rotation. It is one of motivating factors of the company. They can satisfy the needs of growth and challenge. Employees feel less boredom and feel more motivated to their jobs. Also, they can understand better how they contribute to the development of the company (Robbins & Judge, 2011). Understanding the effectiveness of individual outcome and the significance of task which are among five core dimensions of Job Characteristic Model explains the satisfying effects of job rotation. Also, Mr. Follens indicated that awareness of contributing to the the growth f company make him satisfied and engaged with job, an even he added that when contribution took place in different ways, then satisfaction turns into real pleasure for him. His comments obviously showed us that job rotation and changes in the job characteristics make workers satisfied. This is the example of satisfied employee. It is impossible to expect that all employees feel and think same things about the company and their position. Also , Dieter works in organizational part of the company. We can analyze Kraft Food Company as focusing separately on white collar workers and blue collar workers. It is a big multinational manufacturing company in the field of food and beverage, so most of its employees are blue collars, in other words, they are hourly workers. While flexile work options were useful for professional employees, they are not good for manufacturing ones. Therefore, employee dissatisfaction was observed among hourly workers in 2001 and 2002 surveys. Fast Adapts Program was prepared in order to decrease the dissatisfaction. It provided workers shift-swapping, single-day vacations and job sharing. Changes in work options make increase in the level of satisfaction one year later (Executive Office of the President Council of Economic Advisers, 2010). The underlying factor that made this improvement was the autonomy, because it offered plant managers the autonomy in deciding the best suitable flexible work options for their own plant and implementing them. One empirical study showed that when the perceptions of nurses about opportunity of structural empowerment changed, changes in psychological empowerment and so in job satisfaction were observed. It means that employees feel more motivated to work and satisfied with their job when they can make work related decisions that will affect themselves (Laschinger, Finegan, Shamian, & Wilk, 2004). We can also form a relationship between this employee empowerment strategy and the Job Characteristic Model. It proposes that any job has five basic dimensions: Skill variety, task identity, task significance, autonomy, feedback. The most relevant dimension to the empowerment programs in Kraft Foods is the autonomy. It can be defined as the degree of freedom which job offer employees about scheduling the work and deciding procedures to implement it. This freedom makes employees more satisfied and intrinsically motivated to job over time by providing to them experienced responsibility and recognition (Robbins & Judge, 2011). We can observe the same pattern in workers of Kraft foods. There are basic key motivators for employees. As in the most companies, compensation and benefits are among key motivator factors of Kraft Foods. For instance, Canada Kraft offers great financial benefits like bonuses for some employees (depending on the position), new employee referral bonuses (up to $1,000 for some positions), and year-end bonuses (to $100,000). Also, it provides health benefits plan including fertility drug treatments. In addition to this, it offers an employee store with discounted food products, dinner catering services (called the â€Å"Kraft Kafe 5 O'Clock Solutions† to take home meals). Also, it provides maternity leave with 100% of salary for 17 weeks. Performance management is one of motivator factors of Kraft Foods. For instance, employees receive individual performance reviews every 6 months in Kraft Canada (Yerema & Leung, 2011). In order to evaluate employees better, managers enroll training programs how to make effective performance reviews. Also, performance evaluation is not only based on one manager’s views, but also it is based on co-workers and other managers who know the employee. In addition to this, it takes a consultant service to make employee satisfaction and engagement surveys better and professionally. In relation to performance management, the most important motivating factor of the company is the training and skills development opportunities for employees. Two motivators are very much related to each other. As the company makes proper performance management, it can organize better training programs according to developmental needs of employees. For instance, Kraft Canada offers tuition subsidies for courses that are related to employees’ position for the development of them. Moreover, it provides professional accreditations; in-house training programs; online training programs; new employee orientation program. In addition to this, the company offers skills development outside the position of employees in Kraft test kitchens like food tastings, cooking classes and culinary presentations. Also, Kraft Foods North America (KFNA) promotes intranet provides professional development resources for its employees including access to training and mentoring. Values and ethics are among key motivator factors of the company. There is an available 15 pages document of Codes of conduct and Kraft Foods Rules of Behavior in the website of the company. It is also translated so many other languages in order to communicate its compliance and values correctly and efficiently with employees from different nations. It states 10 rules which all employees have to be obeyed. For instance, one of the most important rules of it is behaving people fairly. There are some missing motivating factors for employees in the company like clear career path. For instance, Cristina Monterrey who is Human Capital Senior Manager at PricewaterhouseCoopers emphasized that Pwc provide a clear career path to employees. Each employee knows what will be his position in five years. Thanks to this knowledge about their future work life, employees feel more secure and certainty. In this way, employees feel more committed to their work and companies. Other than themselves, an agent helps them organizing their future. Worries about future which can cause stress destroyed in this way and employees work passionately. But, in the case of Kraft Foods, although it provides feedback about performance and training programs according to these feedbacks, there is no available information about a structured career program for employees. In order to make employees more motivated, career plans can be provided for them. Kraft Foods Category Planner in Glenview said that Kraft Foods is a lucrative place to work, but the employees earn every cent they make due to extremely long work hours (Kraft Food employee review, n. d. ). Although he reported that there were lots of opportunities, he paid attention to work load especially for employees with a family. Long work hours can create stress problems, because employees can not balance their work and family life properly. Long hours can be a fundamental dissatisfying factor and it can harm performance along with effect of stress. In my view, there can be some modifications in work schedule. For instance, they can provide alternative or flexible work schedules. Employees start to feel more control over their work by deciding their own working hours. This autonomy and positive effect of change on family life can make employees more motivated to their jobs. References Aamodt, M. G. (2010). Industrial/Organizational Psychology. USA: Wadsworth Cengage learning. Executive Office of the President Council of Economic Advisers. (2010). Work-life Balance and the Economics of the Workplace Flexibility. Kraft Foods. (2011). In Wikipedia. Retrieved November 19, 2011, from http://en. wikipedia. org/wiki/Kraft_Foods. Kraft Foods Employee Review (2011). Retrieved from http://www. glassdoor. com/Reviews/Kraft- Foods-Reviews-E13294. htm. Laschinger,H. K. S. , Finegan, J. E. , Shamian, J. , & Wilk, P. (2004). A longitudinal Analysis of the Impact of Workplace Empowerment on Work Satisfaction. Journal of Organizational Behavior, 25, 527–545. Robbins, S. P. , & Judge, T. A. (2011). Organizational Behavior. New jersey: Pearson. Yerema, R. and Leung, K. (2011). Chosen as one of Canada's Top 100 Employers and Greater Toronto's Top Employers for 2012. Retrieved from http://www. eluta. ca/top-employer-kraft-canada. Waltner, C. (2010). Networking Communications for the Global Corporation: An Interview with Kraft Foods CIO, Mark Dajani. Retrieved from http://newsroom. cisco. com/feature-content? type=webcontent&articleId=5305212. [pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic]

Death Of Salesman Essay

In Death Of A Salesman, Arthur Miller uses flashbacks, dramatic narrative technique. These flashbacks are normally used to express past ideas at the current status quo, which help readers get a clear insight of the character’s background. The commonality of these flashbacks used by Miller is they are all based on Willy Loman’s old memories. They reflect on the audience as what is going through Willy’s mind when he is lured into this dream state and how this differs to when he has a reality check. Generally, the flashbacks simply represent what Miller thinks about during the last stages of life before he suicides. These past reminiscence and imaginary details expressed by Miller unveil the past of the Loman family and what led to their current state as a family. There are 2 main flashbacks that have significant impacts on the Lomans. The first flashback is when Willy falls in his â€Å"Living The American Dream† state where his sons idolize him and the distinction between Bernard and Biff is shown. The second flashback is based on the brief scene where Charley and Willy are playing cards and Willy’s inability to accept the truth of reality is revealed. The first flashback made in Act 1 starts off with Willy floating away from reality and believing that he himself is a successful businessman and father. His self-esteem of being an idolized and respected salesman can be referred to the quotation: Someday I’ll have my own business, and I’ll never have to leave home any more.† Miller purposefully colours in Willy’s mind this mental state of having abundance of self-confidence in terms of his career. Miller wants to emphasize how this dream-like life of having such a successful occupation is completely different from what reality is like. He deliberately diverts Willy’s dreams into a completely opposite direction so that it because undoubtedly clear to the audience the need for Willy to have a reality check. In reality, the readers are already informed of the instability of Willy’s job and how he soon gets fired. The contrast between an unemployed individual and a successful salesman and the fact that for most of the time Willy believing himself to be the latter is what is being portrayed by this flashback. In addition, Willy’s high expectations and faith in his sons especially Biff is noticeable. When Biff says, â€Å" He keeps congratulating my initiative all the time, Pop† this is very different what Biff’s position in society is. Biff is still struggling to settle into the world of business. However, the crucial fact is that Biff finds out his true identity in reality whilst Willy who is drawn into Miller’s flashbacks think highly of his son in relationship to the community. In this flashback, Willy imagines Biff and happy holding onto his suitcases entering grandly into his stores. Such imagery detail expressed by Miller can be seen as the representation of what Willy thinks of his son. Furthermore, the comparison between Biff and Bernard is truly made through this flashback. Bernard is considered a complete nerd and Willy absolutely fail in the world of business where the only factor of competition is physical appearance. Willy thinks that Biff can outperform Bernard in ever aspect of the business society because Biff is generally well-liked proven by the point â€Å"Bernard is not well-liked, is he?’ This unreal and idealistic concept of Willy’s that one’s outward appearance is all that matters in business as a salesman is what eventually turns out costly to the Lomans. The irony comes in when the readers find out that Bernard later becomes one of the top lawyers in the country while Biff gets nowhere. This is just one of several where Willy’s predictions on life has turned out false. Unsurprisingly, Willy later on borrows money from Bernard’s father, which shows how Willy’s knowledge on how to become successful has been inaccurate not only for his generation but also for his son’s generation. Willy looks down and underestimates Bernard but envies Bernard’s father, which ridicules Willy’s theory of being well-liked. Yet, Willy still denies this contradiction within his statements that seem self-explanatory to the readers as it is portrayed in the flashback. His unawaresness of his contradiction leads to his fictitious self-belief of being so triumphant that he â€Å"knocked ‘em cold in Providence, slaughtered ‘em in Boston.† The ironical scene of this flashback is what highlights the main flaws of his life. Willy’s fallacy of how to be successful in business is completely demolished after Miller heightens the prosperity of Bernard over Biff in Willy’s flashback. The second flashback occurs also in Act 1 when Charley and Willy are playing cards at his place as the flashback seeps into Willy’s mind little by little. Tension grows in their conversation as Charley stirs up the question of Willy’s job. Willy feels insulted after Charley asks if he has a job. To stay assured, Willy taps his mind back into the past and says â€Å"If I’d gone with him to Alaska that time, everything would’ve been totally different.† Miller makes sure it is straightforward that Willy has an ongoing obsession of the past. This flashback demonstrates how Willy is too overly dependent on his dreamy past, which is why when he feels insecure after Charley’s question, he tries to justify his success from the reminiscence of his past. In addition, Willy’s longing desired to be a successful businessman is brought up again as Miller relates him to Ben’s words: â€Å"when I was seventeen I walked into the jungle, and when I was twenty-one I walked out. And by God I was rich.† Ben is an incarnate of success for Willy that explains why he wants his son, Biff, to have Ben as his role model. Such advice given by Willy unveils his failure for not following the rules of the Jungle expedition, which could have been the key route to success. The flashback reveals Willy’s true mind of not being able to accept the truth about himself. He acknowledges the fact he is not being appreciated by society anymore or if he ever was. This signifies that he actually understands the reality of this scene but he soon contradicts himself into thinking that he is successful when he says â€Å" I won’t have you mending stockings in this house† His confidence of his financial state is recalled and proves his inability to accept the things the way they are. It is too stressful and mentally painful for Willy to accept his own failure as a salesman and his ineptitude to be â€Å"well-liked†. Willy uses flashbacks because he finds it easier to create a reality of his own where he is successful, thereby forming disorder. The irony and imagery behind Willy’s flashbacks are what Miller manipulates to show the true nature of Willy.

Many software systems employ graphical user interface. What sorts of Essay

Many software systems employ graphical user interface. What sorts of user interface were employed before GUIs was available How - Essay Example On the other hand, liveware refers to the users i.e. human beings, who operate the systems by issuing commands to be executed by the system (Anderson 2001). However, for these users to be able to input data and commands, which instruct the system to perform various actions, there must be a way through which they can interact with the computer, which is commonly referred to as human computer interface (HCI) (Stephenson 2001). For example, if a user wants to open an already existing document, he must issue an ‘open’ command to the system through the computer interface available in his system. Currently, there are two major HCI i.e. command line (CLI) and the graphical user interfaces (GUI). Command line interfaces were the most widely used before technological advances in programming resulted to the designing of window based operating systems, which enabled users to interact with their computers through GUI. In a command driven interface, the user uses the keyboard to type commands, which are acceptable to the computer, after which the results are displayed on the screen in form of text. This type of interface came in to use in the early 1950s, an invention which was motivated by the introduction of teletypewriters, which demanded instant display of results (Stephenson 2001). Before this, batch interfaces were used, which are considered to have been non-interactive as they only required the user to input all the data in order for processing to begin, after which there was no opportunity for inputting more data until after all the data was processed and output was given (Stephenson 2001). The disc operating system (DOS) is one of the environments that make use of the command line interface. In order to be able to operate such an interface, it is a must for one to have excellent skills and understanding of the various internal and external commands, which follow predetermined syntaxes (Gookin 2004). For example, if a user intends to view files located in the hard drive i.e. the hard disk, he would have to type a command, which would order the system to display all the files as per the user’s request. The syntax in such a context would appear as follows; c:\dir after which you press enter to display the contents. To access a removable storage media named drive E, one has to type a special command designed for that purpose. This would appear as follows; c:\e: then press enter. C:\ in this case is the root directory, while e: is the destination drive. This implies that command driven interface is tedious to use as one must follow the exact syntax and path in order to get results, which may be the reason why it is widely used by programmers and other IT specialists, who are well conversant with the commands (Gookin 2004). The graphical user interface as opposed to command line interface uses images, which are event driven. This means that once the user clicks on the image, a predetermined action is triggered and as such, click ing becomes a command executor in contrary to CLI where one had to type a specific command on a command prompt (Anderson 2001). However, it is important to note that GUI enables the user to use both the keyboard and the mouse to execute commands. Images in this context are for example; radio buttons, windows, icons, menus among others, which are designed in a

Law for non-lawyer Case Study Example | Topics and Well Written Essays - 2000 words

Law for non-lawyer - Case Study Example Essentially, there are laws governing criminal offences as well as civil offences. In addition to underscoring the punishment that the offenders should be accorded, the laws offer principles that need to be put in consideration before the suspects are justified to have committed the alleged offences. In this consideration, law is an instrument of furthering justice and ensuring that all individuals are treated equally. Offences related to assault are defined to be criminal by the law. This is due to the fact that they expose the individual to harm or danger that compromises their life. Put differently, assault is a criminal offence that compromises the life of a victim. It exposes the victim to danger and/or instils a demeaning sense of fright. Usually, the legal implications of assault are immense. For this reason, it is important for the prosecutors to weigh the options and establish that the offense actually occurred. It would be unfair to prosecute a person if it has not been cle arly established that the offense actually happened. It is against this background that this paper explores the guidance and general principles that need to be put in consideration when making the decisions regarding whether to prosecute Billy for the alleged assault. Generally, assault is defined as any act, as opposed to a simple omission, in which an individual recklessly or intentionally causes the other to apprehend unlawful and immediate violence. As in R v Burstow; R v Ireland (1998) 1 AC 147, fear is an inherent factor of assault. In addition, assault does not necessarily constitute physical contact with an individual that alleges to have been assaulted. In light of Barwick CJ in The Queen v Phillips (1971) 45 ALJR 467 at 472, the mere instillation of fear amounts to assault (Loveless 42). With reference to the case study, Billy assaulted the youngsters psychologically. Arguably, the two children were filled with fear when their mother was hit in their presence. In this sens e, Billy is liable for the offence of assault. The principle of recklessness is also important in establishing the charge of assault. In instances where the crown relies on recklessness to make the vital decisions and where physical force is not applied, Monaghan indicates that it is essential for one to prove that the accused was aware that the complaint is likely to fear that s/he would at that particular point in time be subjected to unlawful and immediate force (64). Regardless of this knowledge, the accused went ahead to take the respective risk. In instances where physical force is applied, the crown needs to prove that the accused was sure that the complaint would actually be exposed to unlawful force, however minimal, as a result of what he was just about to do, but still took the risk that the respective incident might happen. A classic exemplification of this is by R v Savage; DPP v Parmenter [1992] 1 AC 699 (Monaghan 65). With reference to the case study, Billy clearly kn ew the implications of hitting his wife with a leg of a chair on her head. It has not been indicated whether he was under the influence of alcoho

Finance Essay Example | Topics and Well Written Essays - 3000 words - 1

Finance - Essay Example These open ended funds are still hailing the demanding curse of present age. Using the mutual fund scheme was more beneficial for the investors and was less fruitful for the manager or the body managing and investing the funds. Therefore to make more money from limited funds a newer system was stemmed into the fabric of trade. That system was to engage poor into this business by investing money in the form of blocks. This trick helped the managing body to withdraw more money out of the flow in the form of commission. On the contrary it involved less investment share which was easy to contribute by an average investors. Hence it had the characteristics of close ended mutual fund accompanied by replication of index. This system was easy to manipulate and friendly to the traders. In a nut shell the trade of funds took place in exchange of securities. It was a simple game that could be played without time limit. It had small shares than mutual funds, was more idealized and encouraged by majority of traders and investors. This scheme of investing the funds was given the name of exchange trade funds. It is the combination of index fund and close ended fund. Exchange trade system is more efficient than mutual fund system because it is easy to trade on fewer expanses and trade does not have time limits, buying and selling can be performed in same day. â€Å"ETFs have very low expense ratios, are traded intraday and are purchased from the secondary market through a broker who receives a commission†. (Rogers 108) The idea of joint or combined investment is centuries old even when there was no concept of currency. This fashion of mutual investment was started by the merchants particularly in Europe. While peeping into the past, the merchants of 17th century practiced to take their goods to the far areas where they were able to earn a handsome interest on their investment. But the urge to gain more profit forced their minds to seek some new

Empowering Assignment Example | Topics and Well Written Essays - 500 words

Empowering - Assignment Example One of the best ways through which change is realized is by learning. Through learning, one is able to acquire knowledge and skills most appropriate in establishing change. Currently a number of people are accessing higher education in order to acquire sufficient knowledge and skills towards improving the manner in which things are done. One critical aspect of substantive importance is that as one acquires new skills and knowledge, it is important that the initially acquired knowledge and skills be discarded for an effective implementation of change. It is only through such means that obsolescence can be fought. Lack of following these strategies happens to be the greatest obstacles towards fighting obsolescence. A critical example is in the case, in which one spends lots of money is spent studying for an MBA course, which after a short while becomes obsolete requiring an individual to study more and acquire new skills. Fighting obsolescence requires various attributes in making it a success. Yes, it is for a fact that despite one spending, a lot of money is studying an MBA project; soon the skills acquired become obsolete requiring replacement. It is evidently clear that at every one time, there are the most appropriate mechanisms of tackling some situations that work effectively with the acquisition of the MBA. Such skills are useful in taken an individual into the next level, which also requires new skills and knowledge. Lack of a well-strategized and planned fight against obsolescence means an obstacle to change as is with the case of many supervisors who are not able to effect change, and resist any effort towards making a change. Achieving advanced knowledge such as through an MBA is very essential. In a life crowded by with numerous responsibilities and dreams to cater for, require that one use the acquired skills in fighting obsolescence to realize the dreams. Empowerment like fighting

Short Answer (strategic planning) Coursework Example | Topics and Well Written Essays - 500 words

Short Answer (strategic planning) - Coursework Example It further provides a practical guide for setting goals and making decisions. During stressful times, a vision helps groups to maintain focus and stick together. A strategy is a plan of action that an organisation chooses to give it direction and scope in order for it to attain its vision or goals. Strategies deal with strategic issues by focusing on the need to come up with a new set of rules or revise an existing one; create a process that will develop a mission, vision, and goals and achieve them; produce services, products, projects and programs to be followed; offer controls for the current strategy delivery and develop future capabilities while working on relations with stakeholders. Main purpose of strategy formulation is to develop strategies that will successfully connect an organisation to its environment and help it offer solutions to the public. Secondly, to offer a plan that an organisation will follow in response to strategic issues and help it reach its vision. Planning is the process of identifying and defining an organisation’s purpose, pursuit and methods of achieving them. Implementation is putting into action and following the identified strategies so as to realize the goals and objective. This leads an entity achieve a competitive advantage and better performance. If an organisation does not allocate enough resources to execute its strategy successfully, the strategy is bound to fail irrespective of how delightful it is. These resources include time and people. Secondly, a strategy may fail because the conditions that were to be exploited change before the strategy is effective. Ignoring reality and assuming that no changes are occurring in your business environment. A third reason is an overload of information from too many policies and strategies intended to solve a specific problem. Human resources tend to run away from this information overload since it

Career management in business Essay Example | Topics and Well Written Essays - 1000 words - 1

Career management in business - Essay Example In the changing demands by businesses in the modern era, career management is a necessity to adapt to the changing environmental demands. The mode in which careers are studied in the organizational context take the form whereby careers are shaped by organizations and they as well shape themselves up through both theoretical and systematic approaches (Denison, 1996). It is often interesting to realize how the day to day work around companies and businesses are based on technology hence the way in which work is conducted around such work places is highly altered. It is also worthwhile to realize how scientists are on the rise in terms of numbers hence the crop of modernization is likely to go up. To cope up with all theses changes at the work place it is advisable to therefore be necessary to keep our knowledge current and skills (Arthur, Inkson & Pringle, 1999). II. The Career Management Practices in use today To mange an employee’s career plan successfully so as to achieve the necessary development some of the following practices may be adopted. First, provide the employees with career planning workshops while conducting constant assessment on them. The managers should be placed under career workshops. Employee career centers can be created within the organizations to encourage employees to constantly go for performance check (Fombrun, Tichy & Devanna, 1984). The management can also give open career briefing to enable the employees have a chance of planning their careers. These can be within a defined timeframe or through the relevant media to ensure that there is no lapse at all. Furthermore, a team of internal network of information providers so that information can always reach the parties concerned of for example the nature of work and their job qualifications. The internal job and talent banks ought to be maintained since it enables employees to frequently peruse through which employees learn about open positions and the skills required from them. O ther practices include: - establishment of individual learning accounts, starting a mentoring program formally as they are effective in ensuring employee retention by quite a big percentage (Ghoshal & Bartlett, 1997). III. Why organizations should implement supportive career management practices There are numerous reasons as to why it is appropriate for organizations to adopt and implement career management practices most so due to the changing work environment and dynamic workforce. Firstly, such practices enable the employees take charge of their careers by in the first instance assessing their abilities, interests and values. Such practices will enable the employees engage in planning process where they dig deep into the organizations needs hence determining the future options for the organizations and how to prepare for them. Secondly, through the career management practices, managers in many business organizations are able to learn how to support and reward employee efforts thr ough becoming familiar with their career assessment and planning process hence practicing vital techniques of career planning. Thirdly, career management practices can create a situation in the organization where services become automated and modernized hence able to incorporate all round feedbacks, competency assessment, confidential counseling, career management and resilience training (Gratton, 2000). Furthermore, career management

Short report about living wall Essay Example | Topics and Well Written Essays - 1000 words

Short report about living wall - Essay Example Aside from the well-known Canadian Universities such as Waterloo and Queens, there are other Canadian installations of living walls. There are also a plethora of cost and environmental benefits to Nova Insurance, as well as physical and mental health benefits to its employees and clients. Loose walls are not recommended for Nova Insurance, as the plants are grown in the same manner as most house plants. They are in a pot of soil, which requires periodic replenishment and creates an untidy look that is also difficult to maintain in a public setting. Mat systems are created of a cork fibre or felt matting. This method will only support mature plant growth up to five years before reparation is required. This system requires constant irrigation as it is unable to hold water like loose media. This will create an additional cost requirement, as a hydroponics system is required. Structural systems are akin to a block type of system, which can be created in a plethora of sizes, thicknesses and shapes. This is the most recommended media, as they do not require renovation for up to 15 years. This type of system is most readily adaptable to architectural requirements of Nova Insurance, as well as most easily maintained and replaced as necessary. This system offers the highest longevity and performance among the three media. Overall, the structural media is often the most expensive to install initially, however, its maintenance cost is the lowest; longevity is the highest and the most vigorous in growth to achieve second floor expansion. Among varying universities across Canada, there are several other installations of living walls. One such installation is located in Richmond, BC at Vancouver International Airport. This living wall is both interior and exterior. This living wall was designed not only to be aesthetically pleasing, but also to assist the environment through

Why Field of View of Smartphone Camera Is Smaller Essay Example for Free

Why Field of View of Smartphone Camera Is Smaller Essay Field of view: The field of view is the extent of the observable world that is seen at any given moment. In photography, angle of view describes the angular extent of a given scene that is imaged by a camera. These two can be used interchangeably as field of view is proportional to angle of view. Mathematically, in triangle abc, side ‘bc’ is the opposite of angle bac, thus length of ‘bc’ depends on angle bac. In abc ade, bac = dae, (Reciprocal angle). abc = aed (As bc||de be intersects them, they are alternate angles) acb = ade (As bc||de cd intersects them, they are alternate angles) Therefore, abc ade are similar triangles thus bc/de = ab/ae = ac/ad = k (some constant). Since, bc/de = k, = bc = k*de which implies that bc de (bc is proportional to de). This relation implies that, the field of view is proportional to the size of the sensor used in camera. Field of view also depends on the focal length of the lens. The above diagram shows that the Field of view is inversely proportional to the Focal Length of the lens used in a camera. Camera phones generally use sensor sizes in the range of ~1/4† to 2/3†. The problem of fitting a large sensor in a mobile device isnt only about the sensor itself, the greater challenge is the fact that the larger the sensor, the larger the lens need to be. This is because larger sensors require one to get closer to their subject, or to use a longer focal length to fill the frame with that subject. So, to increase the field of view, we can’t enlarge the camera sensor as we wish or can’t decrease the focal length of the lens. And thats why the field of view of smartphone camera/digital camera is smaller comparing to the field of view of human eyes.

Human resource Management Essay Example for Free

Human resource Management Essay Introduction Human resource Management is the method of managing an organisation or a business and is related to employees and planes of a company or an institution. The aims or objectives of an HR are to meet the desires and benefits of the organisation, to make the business to grow and have value and to motivate the employees and to reward them when they perform very well. In the essay below its gone be illustrated all the job and responsibilities of an HR. LO1. The difference between Human Resource Management and Personnel Management 1.1 Human resource Management is a needed function on all the organisations because is the process of hiring and selection of people for the right job by training the candidates and increasing their skills and performance providing appropriate benefits ,inspiring, keeping the safety of the workers by obeying with labour laws . Personnel Management is dedicated to discipline the employees, is taking care of their salaries, training, motivating the employees to perform well, solving arguments between workers and communicating with the employees at all levels.(Business Dictionary 2014). The difference between Human Resource and Personnel Management is that the Personnel Management is that the Personnel Management is  concentrating more on the training of the employees; give them the wages, explaining them the rules of the company and the interests of the employers ,employees processes, job description, checking, writing contracts and explain the rules, while the Human Resource Management is dedicated to the values,objectives,aims,culture,plans,customers,teams,performance of the employees,motivation,rewards and increased the profit of the business.(IQPC 2011) KFC preparation and improvement of the employees is concentrating more on efficacious management and to build strong relationships with the customer. By serving the customer as fast as possible with a large smile on the face the clients have nothing to complain and will come often to visit the restaurant. This can be one of many important duties of a Human resources management or Personnel management the method that can satisfy the customer needs and to respect the people time. 1.2 1.3 The role, responsibilities and duties of the Human Resource Management and Line Managers The Human Resource practitioners they have a vital role in the organisation because they focusing on rules and coordination. The Human Resources Management need to have the capability and knowledge to think out of the box, to engage employees to improve and perform well, to recruit professional and well trained people for all the vacant positions and to have the right wages, with other words the Human Resource Manager must hire the right staff with the right abilities for the right job. His other responsibilities are to plan, improve the success of the company, orientation as well is one of his activities because must help the new staff to adjust to the new job and make sure that the workers know their working hours,wages,benefits and the rules and expectations of the organisation. Planning of the career also is part of the Human Resources Job because must know the potential that his employees have to grow and advance in their careers. Compensation is a task that the Human Resources Manager have to control because in this way knows how many of his employees they perform well and the employees that can do well certain jobs are paid better that other workers. Benefits also are a form of being paid well because of their good performance. The labour relations are a method to interact with the employees which are characterized by trade unions. Trade unions is the voice of a group of employees which are together when they have to take decisions about salaries, compensations, working hours or working conditions and other  methods or characteristics of working.Recoord keeping is the duty that involves recording ,conserving ,and repossessing employees similar information’s for difference motivations.(Human Resources Management Functions ) In 2010 KFC concentrated again on developing the business and making the employees feel valuable for the company putting exceptional efforts on developing that method and is accomplished by the business reward package. This programm was design to give bonuses to employees but the performance was the best way to show that they can truly can received by selling more items and by educated with all the customers. Anyway constructing employee’s capability and knowledge at KFC is a very important plan. (KFC Human resources management to meet emerging business needs 2005-2014) 1.4 Lawful and regulatory request The regulations and the legal regulations that must be respected by the Human Resource Management are: = to give equal opportunities to the employees to work no matter the culture, gender,ethnie,color of the skin, race or sex ,disabilities or age.(Civil Rights Act 1964) =prohibits discrimination (Civil Rights Act 1991) =forbids diverse wage for based on sex for identical work (Civil Rights Act 1963) =discrimination of pregnancy (Civil Act Rights 1978) =sexual harassments prohibited (Civil Rights Act 1980)  (HR Management Laws and Regulations2013) At KFC the staff is always needed being very busy as Mc Donald’s so the management need to hire enough people in each team or group to have a working time easy and without stress ,so the Human resource management have to know what kind of people to hire no matter their culture are ,or religion,ethnie,age or colour. No discrimination should appear in any of the company. Because employees are working in teams at KFC their conduct must by respectful with other colleagues and disputes between the staff must disappear immediately. Lo3.3.1 Motivational theory and how this impacts the reward system in the  organization. When people go to work they bring with them their personality and individual behaviours. No matter the person’s position in the workplace the personality and behaviour plays a very important role in how that person is completing his duties and interact with others .Theory of Maslow also have an impact on the people at work because explains how the employees desire to perform at work by having a higher position, the need of money, friends, love or sex, sleep, hunger, safety or esteem when they need only the respect of other, no matter that person is. In every company the employees they work only to satisfy a need from the scale of Maslow theory and they perform to achieve that goal no matter what it is. Motivation it refers to the reason that makes as act, perform or even behave. The motivation is guide as to achieve a goal, desire or a purpose. Without motivation we can’t start or finish enithing.On the other hand rewards it’s the thing that keeps you motivate continuously. The rewards can be money, higher position, compensation or even more hours to work or bigger salary. At KFC restaurant the culture, ethnie, colour, religion and age are togheter.The staff can by from Bangladesh, Italy, Pakistan, Poland, and Rumanian and so on. Anyway the characters working together and must have a good conduct and behaviour. When the religion and culture of a person is respected and take it seriously at the workplace that person is motivated and happy to improve his performance and improve company’s profit as well. Culture is the atmosphere which all of as we functioning all the time, so in fact the culture is something that we ca not see, is in fact the harmony or manifestations in the workplace. Every new staff bring in the company his own culture and attitude or religion. Culture also is recognised by symbols, stories, language, religion, outfits and daily rituals. (KFC Legal terms) 3.2 Job evaluation process and payment factors. Job evaluation process refers to the strategy of a company by estimating the number of the vacancies in the company and when looking for qualified and professional people for a position in the company. The characteristics of job evaluation and the methods that KFC is using to recruit people when a position is vacant: Description of the job and design Presentation Recruitment Selection Training Profession preparation Progression development KFC evaluation process in few steps and methods that the company is using when the candidates are chosen, management must explain to the new personnel what the policies and rules of the company are and below examples of the procedures after selection: 1. The employers must give clear details and working hours to the employee 2. Salary agree and about benefits 3. Tasks and duties of the employee 4. Written contracts as proof of agreement for job between employer and employees 5. Training is a must in all the company because help the staff to perform well and help the company to achieve their goals and purposes 6. Clear conditions of the company (Human resources organisational development and design 01 January 2014) Human resources flow chart and stages to take in order to recruit and select people and how payment of employees and volunteers are made. Identify staff and volunteers needed HR and ManagerAdvertising HR criteria and job description regular hire Permanent hirework hours explained and requirement of skills, knowledge and experience Receive CVClassificationinterviewsnr of candidates chosen and rejected, development of recruiting strategy Selection Benefits of the job explained by Management Hiring (Quality management at Kentucky Fried Chicken) 3.3 Varieties of reward systems Reward systems are the rules, procedures benefits classified by money, extra working hours for those who want or need more hours to make extra, and a higher position in the company and so on. All the employees who are performing well in the company by selling more or making more customers are rewarded by management in the way they need. The reward system is designed to motivate employees to work better and make the organisation improve. How planning a compensation programm: The solutions to implement a compensation program are the following steps: †¢Discovering the organisation or team goals that this program will support to improve the company s profit. †¢Identification of the preferred workers routine or comportments that will strengthen the business’s aims and the image of the organisation will be a respectful one in the customer’s eyes. †¢Nomination of crucial proportions of the presentation or conduct, founded on the individual or collections earlier realisations Specification of suitable recompenses †¢Announcement of program to workers Then the types of reward system can by: additional benefit, variable pay, stock choices, compensations, more working hours or increase salary, or an advanced position. (Organisational behaviour Ninth Edition by G.I.Moorhead) At KFC the employees are encouraged and motivated to perform well and increased the company’s profits because are rewarded in terms of promotions, bonuses, higher position, more working hours, higher wages or free lunchtimes or meals. And also when the staffs have more than 5 points that person can receive benefits in money, this called â€Å"My growth body†. (KFC presentation 2013) 3.4 Organisation monitors performance. This is a few steps of monitoring employee’s performance: Amount means the number of items or goods sold can be the best indicator of performance Timeliness refers to how fast the staff can sell something Non-attendance or unpunctuality no one can perform well as is latte at work. .employees must be on time at the workplace or if is absent Individual presence staff must dree adequately at work Ask feedback from customers can control behaviour of the employees. Controlling the employees is a simple duty but with all these controlling and measuring the employee’s performance and motivation as well is heavy look from directors, owners and those who control the company. The staffs are the very important tools of all the company s because they are communicating with the customers directly or face to face. Conclusion The Human resources management is a roll that all the companies must have it because is the person which the best know how to control, recruit and select and pay the staff. The training is also his duty because must know and recruit the professional and knowledge people for the right position. All the recruitment, selection, procedures of the organisations are calculated and monitored by Human resource management. REFERENCE LIST Webs Business Dictionary 2014, last acceded on 31/08/2014 http://www.businessdictionary.com/definition/personnel-management.html IQPC 2011, last acceded on 31/08/2014 http://www.iqpc.com/redcontent.aspx?id=65816 Human Resource Management Functions, last acceded on 31/08/2014 http://www.whatishumanresource.com/Human-Resource-Management-functions HR Management Laws and Regulations2013, last acceded on 31/08/2014 http://www.cliffsnotes.com/more-subjects/principles-of-management/staffing-and-human-resource-management/hr-management-laws-and-regulations Human resources organisational development and design 01 January 2014 last access on 05/09/14 http://hr.uct.ac.za/usr/hr/job_evaluation_guide.pdf Quality management at Kentucky Fried Chicken http://www.sba.pdx.edu/faculty/melliep/339/QualityMgmtKFC.pdf KFC Human resource management to meet emerging business needs 2005-2014 last access on 05/09/2014 http://www.afrbiz.com.au/case-studies/kfc-human-resources-to-meet-emerging-business-needs.html KFC Legal terms last access on 05/09/2014

The Present Environmental Ecological Crisis Theology Religion Essay

The Present Environmental Ecological Crisis Theology Religion Essay There is the worldwide recognition of the present environmental/ecological crisis and there is a central belief amongst the religions that nature was created by God and should be protected. As environmental degradation has occurred, we begin to ask ourselves about the relationship between human beings and nature. The focus on religion and the environment has grown in recent years. Researchers have looked specifically at the role of religion and ecology. Taylor defines the field of religion and ecology as one that focuses on: Identifying the obstacles that the worlds mainstream religions may pose to environmental sustainability, and secondly the resources such religions may have available for promoting environmentally beneficent behaviors, (992). There is the recognition that the Earth is in danger from human activity and use and changes need to be made in order to sustain life on the Earth (Taylor 998). Why is it important to use religion as a means for environmental action? Berry states that it is human carelessness and greed that caused the environmental problems that we are faced with today (30). With this in mind, we look to religion as this is what some individuals believe holds a large degree of responsibility for the start of our environmental problems. Lynn Whites 1967 essay, The Historical Roots of our Ecologic Crisis suggested a link between religion and the environment. White singled out Christian attitudes as a reason for the environmental crisis. He proposed that the attitudes of individuals who do not regard nature as a central importance need to be changed. The earth needs to be respected and used in a manner that will help to preserve it for future generations, rather than exploit it for the present. White suggested that it was when the Industrial Revolution began that the human concern for the environment was lost to a greater degree than had been seen in the past. White interpreted the Bible as presenting human dominance over nature, leading individuals to care about themselves and industrial progress rather than about environmental matters and the ultimate effects of their actions on the earth. Besides Whites interpretation, there are many other suggested explanations for how humans viewed the world, and their resulting actions. From the philosophy of Rene Descartes, the universe was seen as a machine. It was from this time that economic progress was a priority and the long-term effects from the development and use of nature was not regarded as an issue (Sevier, 41). This is a view similar to that held by White, in that human progress and development has led to the environmental effects. However, this view does not specifically mention the role of religion. Carters interpretation of this issue suggests that the ecological crisis is not a result of Judeo-Christian traditions, but rather stems from the interpretation of the Bible and giving human beings dominance over other life forms (animals, plants) (358). This led to the exploitation of natural resources and ultimately to where we are today with the issue. Regardless of how it initially happened, we have to face reality and realize that as a society we have caused considerable damage to our planet. The role of religion Anthropologists suggest that religion persists because it has value to us, and such value can be either intrinsic, instrumental, or a combination thereof, (Strada 59). Sevier writes that, Traditionally, religion used to play an integral role in linking people to the natural world, imbuing people with the knowledge and values that make caring for it a priority, (38). Six major religions Buddhism Christianity Hinduism Islam Judaism Indigenous Religious Buddhism There is a universality of suffering. Being aware of suffering and produces compassion. Though traditional Buddhism regarded human life over that of animals, there is presently the recognition that all life forms should be respected equally. As humans we got ourselves into this ecological/environmental crisis and we are the ones that need to get ourselves out. Source: Swearer Christianity There is often seen to be a failure on the part of Christians in how they had interpreted the Bible and used the resources that God made available to them. Lynn Whites 1967 essay is an example of this. However, this is not the belief of all individuals. There recently has been an increased awareness of the environment in the United States as churches are initiating responsibility towards environmental protection. Hinduism Hindu images relate to the powerful natural world. Ecological sensitivity is based on the relationship between humans and how they respect the gods and goddesses related to the earth. In South Asia, the effects of pollution, both in the air and water, have been felt, particularly in recent years. With the values that Hinduism has towards the environment, reflection is starting to occur on how individuals can best approach the ecological challenges that are occurring. Islam An environmental ethic is in the Quran, but leaves an opening for Muslims to incorporate creative and innovative solutions in the contemporary context. A green jihad has recently begun. This is a common term for the green movement that promotes environmental protection. Source: Denny Judaism Ecological issues were never a central focus of Judaism, but rather were dealt with as they came about. An environmental perspective suggests that a belief of Judaism is that we are only tenants on this earth. The earth must then be cared for as there are other inhabitants, both presently as well as in the future, that will be living here. Source: Fink Indigenous Religions For individuals following indigenous religions, there is an understanding of their place in the local environment. Native Americans have believed that there are spirits in nature and the environment needs to be taken care of. Grim writes that in indigenous beliefs, to analyze religion as a separate system of beliefs and ritual practices apart from subsistence, kinship, language, governance, and landscape is to misunderstand indigenous religion. The respect for nature and the environment is still present amongst the Indigenous peoples. What is evident, however, is wherever indigenous peoples have endured, they have maintained a loving experience of place and an understanding that spiritual forces capable of leading humans into both utilitarian and self-understandings abide in all of these places, (Grim). Source: Grim How do we create a solution? An environmental crisis is here. It is recognized throughout the world, and its presence is agreed upon by the major religions. But what is the next step? How do we go about creating a solution? Can there be a common ground for science and religion in that both work together towards a solution? Bouma-Prediger quotes Edward O. Wilson in saying that religion and science are the two most powerful forces in the world todayif religion and science could be united on the common ground of biological conservation, the problem [of biological catastrophe] would soon be solved (1392). Can religion and science work together? Hossein Nasr writes, The environmental crisis now encompasses the entire Earth, (3). He suggests that there is a crisis of values and that as humans, we have participated in creating the destruction of the environment. A need exists to develop a path across religious frontiers without destroying the significance of religion itself and to carry out a comparative study of the Earths of various religions as has been carried out for their Heavens, if these terms are understood in their traditional metaphysical and cosmological sense, (Hossein Nasr 3). We need to regain the loss of a moral and social awareness as ecology becomes more individualistic and systems based. Many researchers recognize that a global stance needs to be taken by religions, with them working together to create a more comprehensive worldview and ethics to assist in reversing this trend, (Tucker and Grim). This is along similar lines with what Hossein Nasr writes, that dialogue on the environment must take place between religions on a global scale. Tucker and Grim continue by writing that, This is critical because the attitudes and values that shape peoples concepts of nature come primarily from religious worldviews and ethical practices. The moral imperative and value systems of religions are indispensable in mobilizing the sensibilities of people toward preserving the environment for future generations. Religious factors and environmental behaviors and attitudes Sherkat and Ellison analyzed data from a 1993 General Social Survey to look at religious factors and environmental behaviors and attitudes. Their study revealed that contradictory findings on the connection between religion and environmental concern and activism are the result of varied influences of religious schemata and resource interactions on different indicators of environmental concern and activism, (83). Sherkat and Ellison were not able to conclude specific religious influences on the environment, but suggested that Whites 1967 essay had the possibility of being a primary influence for religious leaders to take a pro-environment stance and actions (83). Religion and the environment are intertwined in that they have had a history and will continue to have a role together in the future. This may be one area where science and religion can find a common ground both have the environment in their best interest and can work together to find a solution to the current environmental crisis. As religious traditions and beliefs have shaped human values and behaviors towards the environment in the past, this is one possibility for working toward positive environmental attitudes for the future.

Physics of Rollercoasters :: rollercoaster physics amusement theme park

There is a click, and the car you are sitting in is jerked. The chains that are cranking the car forward continue to make click click sounds and you find yourself counting them as seconds. Your heart begins to beat hard, and you hold your breath in anticipation as the car finally begins to transcend the first hill. Suddenly, you find yourself throwing your arms in the air to feel the air brush passed your face. Screams of terror and delight pierce through the air as you and your fellow passengers bank around the first curve and enter the first loop-de-loop. This is one possible experience a person can feel once they enter the realm of roller coasters. So, exactly how did this thrill-seeking amusement park ride develop? How does physics make it seem more dangerous than biking down the street? These questions as well as others can be answered in the pages contained on this site. Originally, roller coasters were developed in Russia during the 15th century. It consisted of people walking up an ice-covered hill, only to sit down on what was known as an ice-block sled and fly back down the hill. These contraptions, though rickety and quite dangerous at the time, began to appear all over in Russia. Their popularity increased, spreading to various countries in Europe before finally reaching the United States. The Mauch Chunk Railway was the first built in America. However, it was not originally intended to be a thrill ride. Instead it was used for easier transportation of coal downhill. Then, someone gained the bright idea to use it as a ride. So by day, the Mauch Chunk Railway was used for work, and by night for fun. For the next few years, roller coasters held the imagination. Most were built out of wood, and would have several hills, the force of gravity completing the ride. When the Great Depression began to ravage the land, roller coasters took a side seat though. Several were even taken down do to the bankruptcy of the parks. It was not until the late 1950s, when roller coasters came back with a completely new style. Walt Disney helped revolutionize the design by going from wooden to steel coasters. The first one, which appeared in Disneyland, was a simple bob-style Matterhorn, designed by Ed Morgan and Karl Bacon of the Arrow Development Company. With this new way of making roller coasters, more designs and ideas came to the surface.

Book Review: Policing Gangs in America Essay -- Drug Trafficking, Numer

This book review covers Policing Gangs in America by Charles Katz and Vincent Webb. Charles Katz has a Ph.D. in Criminal Justice, while Vincent Webb has a Ph.D. in Sociology, making both qualified to conduct and discuss research on gangs. Research for Policing Gangs in America was gathered in four cities across the American Southwest; Inglewood, California, Albuquerque, New Mexico, Las Vegas, Nevada, and Phoenix, Arizona. This review will summarize and discuss the main points of each chapter, then cover the relationship between the literature and class discussions in Introduction to Policing and finally it will note the strengths and weaknesses of book. The first chapter of Policing Gangs in America is entitled, â€Å"Studying the Police Response to Gangs.† The primary purpose of the chapter is to establish how police agencies; Inglewood, Las Vegas, Albuquerque and Phoenix in specific, respond to gang problems in their respective areas. This chapter served as an introduction, giving a brief history of gang-related policing, how the public and media see the gang problem, research studies done regarding gangs and the recent declaration to shift away from suppression-oriented strategies as a result of overly aggressive actions toward citizens. Examples of this misconduct are given in the forms of gang units from Las Vegas, Chicago and Houston. The second chapter is titled, â€Å"Setting and Methods† and sets out to make clear to the reader the specific methods and research conducted during the study. This study is the primary purpose of the book, and as with all research studies, how one conducts their research is incredibly important, especially if the study plans to be replicated at any point in time. The topics included in this cha... ...g measures out there. The reader is given plenty of background information on gangs allowing someone with little knowledge of the subject or the cities’ history to jump right in. Statistics, interviews, surveys and personal observations of the authors during ride-alongs make up much of the source material. The book’s strengths lie in the amount of research contained within it, as well as an insider look at the gang unit and what it takes to be an officer in that specialization. However, if it is not being used to supplement another research paper or study, the book comes off as a difficult and boring read, making a reader likely to put it down otherwise. â€Æ' Works Cited Katz, C. M., & Webb, V. J. (2006). Policing Gangs in America. Cambridge: Cambridge University Press. Walker, S., & Katz, C. (2011). The Police in America: An Introduction. New York: McGraw-Hill. Book Review: Policing Gangs in America Essay -- Drug Trafficking, Numer This book review covers Policing Gangs in America by Charles Katz and Vincent Webb. Charles Katz has a Ph.D. in Criminal Justice, while Vincent Webb has a Ph.D. in Sociology, making both qualified to conduct and discuss research on gangs. Research for Policing Gangs in America was gathered in four cities across the American Southwest; Inglewood, California, Albuquerque, New Mexico, Las Vegas, Nevada, and Phoenix, Arizona. This review will summarize and discuss the main points of each chapter, then cover the relationship between the literature and class discussions in Introduction to Policing and finally it will note the strengths and weaknesses of book. The first chapter of Policing Gangs in America is entitled, â€Å"Studying the Police Response to Gangs.† The primary purpose of the chapter is to establish how police agencies; Inglewood, Las Vegas, Albuquerque and Phoenix in specific, respond to gang problems in their respective areas. This chapter served as an introduction, giving a brief history of gang-related policing, how the public and media see the gang problem, research studies done regarding gangs and the recent declaration to shift away from suppression-oriented strategies as a result of overly aggressive actions toward citizens. Examples of this misconduct are given in the forms of gang units from Las Vegas, Chicago and Houston. The second chapter is titled, â€Å"Setting and Methods† and sets out to make clear to the reader the specific methods and research conducted during the study. This study is the primary purpose of the book, and as with all research studies, how one conducts their research is incredibly important, especially if the study plans to be replicated at any point in time. The topics included in this cha... ...g measures out there. The reader is given plenty of background information on gangs allowing someone with little knowledge of the subject or the cities’ history to jump right in. Statistics, interviews, surveys and personal observations of the authors during ride-alongs make up much of the source material. The book’s strengths lie in the amount of research contained within it, as well as an insider look at the gang unit and what it takes to be an officer in that specialization. However, if it is not being used to supplement another research paper or study, the book comes off as a difficult and boring read, making a reader likely to put it down otherwise. â€Æ' Works Cited Katz, C. M., & Webb, V. J. (2006). Policing Gangs in America. Cambridge: Cambridge University Press. Walker, S., & Katz, C. (2011). The Police in America: An Introduction. New York: McGraw-Hill.

The Different Types of Memory Essay -- Brain Neurology Psychology Essa

The Different Types of Memory Memory is one of the most puzzling parts of the brain. How can our brain store more information and thoughts than an encyclopedia and weigh less then three pounds? The brain gives us the ability to act on our own. To think, say, and do things we want to do all occur because of our brain. The brain controls our movement, our thoughts, and our memory. Memory, the process of storing and retrieving information in the brain, consists of three main types, short-term, long-term, and ancestral all which can be comparred between genders. Memory is the process of storing and retrieving information in the brain. It has three main functions: recording, storing, and recalling. One records information in the brain by permanently putting it into memory for later retrieval. Most people decide what is important to record and what is not. Storing information in the brain is conducted so information can be retrieved and compacted for later use. Recalling is remembering the stored information. Memory adapts to peoples needs and is a necessary for our way of life (Yesavag 21). Memory decides how long to store something depending on the event. The information it stores is called traces or chunks and is stored in the deep temporal lobe, mid-brain, medial temporal lobe and other various places. Later these traces or chunks are remembered. There are four types of remembering. Recall, recollection, recognition, and relearning. Recall is remembering something from the past. Recollection involves reconstruction of events based on cues that serve as reminders. Recognition is remembering that refers to the ability to correctly identify previous encountered stimuli as familar. And relearning is material learned a second time. Relearning is the best evidence of memory because when something is learned again it is familiar and seems like it was known before. Relearning is having the information retaught to you a second time. A type of memory that doesn’t have recall, recollection, recognition, or relearning is Short-term memory. Short-term memory is memory that is â€Å"in use† and â€Å"active† and located in the deep temporal lobe. Short-term memory is the ability to retain a limited amount of information called chunks for seconds to a minute and to remember it for up to an hour. Short-term memory has a limited amount of room to store chunks an... ...ckslaps, hugs and the way we open doors. Since memory is a puzzling part in the brain, it has been studied over the years. Cyril Burt did a test between males and females seeing which gender had a better short-term memory and long-term. After the testing, the results showed that the males had a better short-term memory. For the test on long-term, the females ended up having a better one. He only tested fifty males and fifty females. Burt also didn’t take notes on how he did the experiment. He died in 1970. W.H. is the initials of a man who had brain surgery in the 1980’s. He was having constant seizures that were located in his temporal lobe. To stop the seizures, surgeons removed his temporal lobe. After the surgery, he couldn’t remember any thing he had done after it. Often forgetting where he was. But he could remember events that happened before the surgery. This all happened because the temporal lobe controls short-term memory. And since its removed he would never have any memories of what happened after the surgery since he cant transfer any thing to his long-term memory. This surgery proves that short-term memory is real and is located in the temporal lobe.

Effective Approach for Performance Management a Key for Company’s Existence Essay

In this very challenging world of managing organization, it is just ordinary that for some companies having to maintain their staff is sometimes impossible. Training and other forms of enhancement made people learn from the work assigned to him. But still there are times that these do not give assurance that these people will stay or even serve the service provided with them. As most western countries starting to see potential of eastern manpower due to its low cost of labor, opportunities are also another one that affects most local Asian countries which only mean that most highly skilled professional from this region are starting to see better life ahead if they go for an outside the country job. Countries like the Philippines, India, and China are just some of the top countries that when it comes to dollar gotten by their workers through overseas jobs has proved that it helps even the economy in having jobs from other country. But most of all it creates a different life and future for families who sacrifice their life away from their family, just to find work abroad, but as they said, still the sweetest thing is yet to come. For companies this is one of the biggest challenges and this paper will try to provide some relevant information and well-recommended theories on how to somehow change and how does HR professional foresee it and be able to address the issue before it happen. Human Resource Management Policies Actually, HR management involves many categories, like in terms of general and standard policies, which entails the standard operating procedure used by the company. The second one is the equal opportunity policy, which is gaining more popularity these days because the world has started to experience an increasing number of workers going abroad only to find for better opportunity for the future of their family. Third policy are involving compensation management, while the fourth focuses more on the benefits management policies, then fifth is management development and training and lastly is for record management policies. (Human Resource Policy, n. d. ). Among these lists of policies it will cover most of benefits, compensation related and management side. What are the relevant theories and approaches applied in improving performance of staffs and encourage them to work more efficiently and effectively as well. Understanding Need is an Important Aspect in Managing Performance Employees must always be a main concern in any organization In fact employees or staffs are also customers, which in most business term, that called as â€Å"internal customers. † They must be given extra attention because in true sense they are the ones that perform the duties of true service in the organization. In the modern times, if finding how best corporation and highly productive and big â€Å"bottom lines† companies, it is easy to find out that their priority to people is there like, the company provide better performance incentives, better vacation and even sometimes provided a well structured work scheduling since what the modern company needs is results and not just forcing employees to just come in to the office and waste a lot of resources. In short there should be a well organized process that the HR Management Team must do in addressing the need and concerns of the people within the organization. Importantly, companies must see employees as not just as staff that are being directed to what they need to do, encouraging them and giving them the respect they need and most especially the opportunity that for some and very few people must be given, because that is also what is happening to other company, which eventually brings the company in its downfall, and that is looking at these potentials as threat instead of making used of their abilities as talents and a tool for the success of the company. One of the most accepted initiative that company must do is to provide incentive has been there in the business for many years and even it started during the early years. For employees or staff to be recognized may still be important and needed to be given by companies, but incentive is one factor in the needs of people that really provides an extra boost of energy for many in their way of work. This was also the reason why the theory Maslow’s Hierarchy of Needs, which has given a clear directive to companies that people, has needs and they should not focus on customer needs but also their employees. Concepts and processes that can be discussed about motivation and how it provides impact to human being, but there is only one and most prominent approach or theory in motivation and that is the Maslow’s Hierarchy of Motivation. In this theory there are five basic needs. The first one and the most basic needs is called the physiological needs which good examples are food, water, and comfort. At this point the company must answer the basic and most important need of the employee and that is they have to be paid accordingly. Second level is the Safety needs, the need for safety and stability. One good example is for them to live in a well secured environment or community where families can be safe and away from harm, or children being send to schools that has enough and well secured environment. Third level, Social needs, this pertains to social affiliation, and good example for this one is joining in an organizational group, which helps to improve better performance. Fourth level is Esteem needs, desire for self-respect, one good example here is for company recognizing best effort on the job rendered, like in terms of award or cash bonus, which adds value for the person and will motivate them more to perform better job. As well as motivating others to perform better in their respective jobs. Lastly, self actualization needs, these are considered to be the desires for self fulfillment. At this point a good example is by company providing task to challenge the skills or knowledge of a potential employee. This is the most critical part because there are other companies that runs a political system in the company and prevents good people to be recognized and be given better challenges in their work. This is exactly what people within the organization are driven for in working their best. (Maslow’s Hierarchy of Needs, 2007). Performance Management Process  The different parts of performance management are as follows: (1) Establishing Performance Goals, (2) Performance Plans, (3) Observation and Feedback, (4) Evaluating Performance, (5) Rewarding Performance, (6) Recognizing Performance Problems (â€Å"Performance Gaps†), (7) Performance Improvement / Development Plans, and lastly, (8) Firing Employees. In this list, the first one is establishing first the performance goal; this is like the roadmap for the staff. The second one is for the staff to be given the plan which the company thinks in the future whether there are some important changes in his career that may take place. Observation should also be needed in order to provide some follow-ups; the next two is evaluating and of course rewarding, then recognizing them as well through awards and recognition. Find some improvement parts of the task assigned in order to improve and to raise the level of performance. Lastly, there should also be some generated policies in firing employees and should not just removing anyone from the job. (Employee Performance Management, n. d. ). Effective Management of Employee Retention Rate a Reflection of Better performance Management Staff Retention, Employee Engagement and Talent Management Strategies In the US and it might also be common to all industries most especially multi-national companies that retaining a good and highly skilled staff is hard nowadays. Since the growing competition and the usual issue if pirating good stuff from one company to another, which is sometimes, would not even take even days and then the staff, just transfer again to another company is becoming a perennial problem. In the US each day a good staff quits their employers for better job elsewhere, whether it may be better package which is very common or finding better working environment which may cause by too much pressure and demand. Approximately 200 billion USD is spending annually by the business in recruiting and replacing their employees. And this is not a good sign for the business since it incurs cost as well as organizational process dilemma which can affect performance. There are actually some key-points to address these problems and these are seven well applied practice or key factors applied by some of the well known consultancy firm that are being hired to assist companies face problem with retention of employees. First, is Better matching, this is a process on how to find better potentials within the company who maybe best to perform a specific job in the organization. It may also include preparation and training for the staff. Second, is Better Managers, here it will not only teach how managers developed or build teams but also becoming a more personalized type of manager whose main duty is to carefully addressed the issues of the staff for him to perform quality results for the company, typical mentoring and coaching are done. Better integration, at this point, it is more on how to effectively collaborate new staff with existing ones, since there are issues that comes when these types of staff work together. For Better Connection, this is teaching how employees conduct themselves effectively through better relationship from his co-staffs as well as his supervisor or manager. Better Culture, on the other hand is preparing employee in facing multicultural type of customers, how they can be appreciated and can work effectively without experiencing dissatisfaction from their customers or colleagues from other nationalities, which are very common to multi-national companies. Lastly, is Better Accountability for Turnover, this is to teach or guide HR professionals in establishing technically sound approach and best practices in understanding the need of staffs in order to eliminate issues of retaining employees as well as other concerns. High-Turnover to High-Retention, n. d. ). Referral programs can also help employees in their performance because in this way they may not only recommend someone who they know but also they earn extra in every referral they do. The following are the most common reason why these program is being uses: Lessen your recruitment spend, Increase candidate fit your company and teams, capitalize on quality and volume in your talent pipeline, Reduce employee turnover, and lastly, Create a sustainable recruitment strategy by empowering your employees to refer