Reigning In Hermits: The Conflict Between Individualism and Participation :: Essays Papers

Reigning In Hermits: The Conflict Between Individualism and Participation In the wake of Enlightenment thinkers like Hobbes and Locke, who asserted the primacy of the individual as the possessor of rights and emphasized the resulting legal equality of all men, the question arose of how an individual who originates in a state of nature interacts with society. Early 19th Century writers had an advantage in answering this question over the original thinkers in the form of a grand experiment in Enlightenment theory currently being conducted in America. Here, for the first time, was a democracy run by consent of the governed, all of whom were equal individuals before the law and, according to the dominant religious tradition, before God. The more thorough this leveling, Alexis de Tocqueville argued in Democracy in America, â€Å"the less [men] are inclined to believe blindly in any man or any class†¦all having the same means of knowledge, truth will be found on the side of the majority† (Tocqueville, 435). At the same time that the power of self-sty led authorities fades in both public and religious life and people are more apt to simply tow the line, he sees the ties that once created interdependence in aristocracies—economic dependency and social hierarchy—weaken, resulting in the isolation of the individual from public life, or, â€Å"individualism† (Tocqueville, 506-7). Tocqueville’s apprehension towards individualism was not merely a passing worry—he saw in its extreme form the potential for despotism to replace democracy. â€Å"Despotism, by its very nature suspicious, sees isolation of men as the best guarantee of its own permanence† (Tocqueville, 509). This tension between personal isolation and participation in civic life surfaced in other contemporary works as well, including Charles Finney’s â€Å"Lectures on Revival of Religion† and Ralph Emerson’s â€Å"On Self Reliance,† in which the former argued in a vein similar to Tocqueville’s that the nature of democracy will always create this conflict, and the latter disposed of democracy in favor of the individual. Tocqueville’s own reconciliation of the individual’s natural inclination toward isolation is found in his analysis of the nature of knowledge in democratic societies. On a purely practical political level, there must, he argued, be certain beliefs held in common by all citizens in order for common action to be taken to administer government (Tocqueville, 433). Local government is the individual’s closest connection to the public sphere, and the same selfish impulse that leads to individualism will make it necessary for him to form political associations to secure his interests.

Plain English Communication :: Free Essay Writer

Plain English Communication INTRODUCTION After researching Communication, I have developed the following conclusions, which I will explain in this memo. I will attempt to answer several questions that pertain to communication and the importance. I developed my conclusions from researching provided handouts and the Internet. HOW IMPORTANT IS COMMUNICATION? In every society, humans have developed spoken and written language as a means of sharing messages and meanings. Readers need to know what is being said not how it is being said (1). Plain English is defined as something that the intended audience can read, understand and act upon the first time they read it (4). Plain English is needed in all kinds of public information, such as forms, leaflets, agreements, and contracts. The golden rule is that plain English should be used in any information that ordinary people rely on when they make decisions (4). People have the right and the need to make informed decisions about money and the law. If the way a document is written affects that decision then that creates moral issues. WHAT ROLE DOES WRITTEN COMMUNICATION PLAY IN BUSINESS? Businesses are successful when they communicate well with their customers. There are several benefits to businesses who practice Plain English. The benefits to businesses are saving time and money with: Less paper Reduces error Less ink Increases cash flow Less printing costs Decreases storage cost Less postage Environmentally friendly Increase Sales Fewer customers complaints WHAT ISSUES OF WRITTEN COMMUNCATION MUST THE MANAGEMENT OF A BUSINESS BE AWARE? WHY? The legal, medical, pharmaceutical, and finance industries cause the most concern. Management in these industries need to remove the jargon, legal language, and technical terms from documents written for people who are not familiar with these terms. Management should use Plain English because it saves the writer and the reader time and it saves money. Also, Plain English creates a good image for an organization Plain English Communication :: Free Essay Writer Plain English Communication INTRODUCTION After researching Communication, I have developed the following conclusions, which I will explain in this memo. I will attempt to answer several questions that pertain to communication and the importance. I developed my conclusions from researching provided handouts and the Internet. HOW IMPORTANT IS COMMUNICATION? In every society, humans have developed spoken and written language as a means of sharing messages and meanings. Readers need to know what is being said not how it is being said (1). Plain English is defined as something that the intended audience can read, understand and act upon the first time they read it (4). Plain English is needed in all kinds of public information, such as forms, leaflets, agreements, and contracts. The golden rule is that plain English should be used in any information that ordinary people rely on when they make decisions (4). People have the right and the need to make informed decisions about money and the law. If the way a document is written affects that decision then that creates moral issues. WHAT ROLE DOES WRITTEN COMMUNICATION PLAY IN BUSINESS? Businesses are successful when they communicate well with their customers. There are several benefits to businesses who practice Plain English. The benefits to businesses are saving time and money with: Less paper Reduces error Less ink Increases cash flow Less printing costs Decreases storage cost Less postage Environmentally friendly Increase Sales Fewer customers complaints WHAT ISSUES OF WRITTEN COMMUNCATION MUST THE MANAGEMENT OF A BUSINESS BE AWARE? WHY? The legal, medical, pharmaceutical, and finance industries cause the most concern. Management in these industries need to remove the jargon, legal language, and technical terms from documents written for people who are not familiar with these terms. Management should use Plain English because it saves the writer and the reader time and it saves money. Also, Plain English creates a good image for an organization

Human Resources function Essay

In this assignment we were instructed to select a business in which to analyze its Human Resources function. After a long deliberation I chose to discuss Tesco. There are several factors that influenced my choice one of these factors was accessibility of information on Tesco. I feel that in order to produce a vivid and constructive assignment, accessibility of background information is essential. Another factor that influenced my choice of business was familiarity, and the fact that I am a regular customer of Tesco’s and have friends and relatives that work for the company presently or have done in the past makes producing an in depth assignment on Tesco’s Human Resource function, much more straight forward than if I had no awareness of the company at all. Tesco is a nationwide food retailer and has stores all across England as well as some parts of Europe it specializes in the sale of food and other household goods and necessities. Tesco is today’s leading food retailer in the country, however without good employees the company would have never reached its current status and this is the case of most of the nations leading stores and companies. It is a well known fact that human resources is the most significant resource to any large scale business or company overweighing capital, buildings, land, equipment and materials or any other resource. The purposes of human resources are to attract and keep good, hard working, high quality staff. And the other purpose of the human resource sector is to dismiss low quality, lazy unhelpful workers who are known as liabilities to the company. This is important to a company like Tesco for high quality staff is hard to come by so it is important that the functional area under which the human resources is in does its best to retain good, hard working internal customers for as I previously mentioned the staff is considered to be the company’s most significant resource. Another purpose of the human resources section in Tesco is to train and develop all their employees to enable them to reach their full potential and do the work in which they have been employed to do to the best of their ability. By Tesco training and developing their staff even the members of staff who are not the best at their jobs develop into sufficient high – quality workers and this benefits Tesco for they could possibly save money, for instead of employing 10 workers to do one particular job for instance they can use 4/5 of the employees that they have been trained for the employees would be highly sufficient and would probably do the work quicker and of a higher quality than 10 new employees and in addition save Tesco money. Another purpose of the human resources sector is to ensure that Tesco’s avoids unlawful or unfair discrimination. This purpose is important for the company for if discrimination was not unavoidable by the human resource sector many workers would find Tesco an unpleasant working environment and when they come to work would put limited effort into their job hence developing a bad name for the organization. The last purpose of the human resource sector, which I am going to put into perspective, is to ensure that Tesco operates within the law in relation to employment and health and safety. This purpose is very significant for it provides employees with information about laws which apply to health and safety and employment therefore they wont violate these laws unknowledgeable. Like most functional areas in Tesco the human resources sector also have activities that staff within the human resource sector have to undergo. One of the human resources activities in Tesco is to recruit, retain and dismiss staff this is an important activity and requires a lot of attention. The human resources center has to deal with the recruitment of staff, they have to hold interviews and undergo research for applicants who want to work for Tesco. This activity requires not only interviews and research but it also requires the human resources sector to advertise placements. Another thing this activity requires is to retain good high quality staff; the human resources can manage this by acting as consultants and helping members of staff in everyway possible. In addition the human resources have a duty to ensure that Tesco maintains a good working environment and therefore form good working relationships between staff so there is an endless pleasant felling in Tesco and it would prevent good workers from leaving Tesco as a result of hostility within the organization. It is also very important that Tesco allows its internal customers to have sick leaves lunch brakes etc. to relieve any pressures of work which the employees could fell they would need to resign. One more activity, which I am going to put in to perspective, is the dismissal of staff. The company has to deal with many incidents of staff dismissal every year but it is the human resources sector that deals with them directly. It is the human resources job to give warnings to employees i.e. verbal warnings for lateness and then written warning etc. so when a employee violates Tesco’s company policy whatever it may be, it is then the human resources responsibility to provide a notice to the member of staff who has violated company policy that they have been dismissed from the company in other words â€Å"sacked†. Another set of activities, which the human resources sector has to deal with, is the training, development and promotion of employees. The training of employees in Tesco is done solely by the human resource sector. It is human resource that decides what kind of training a particular employee needs, when the particular employee needs training and how long will the employee need to be trained for. For instance if a member of staff was appointed trainee manager of Tesco it would then be the responsibility of the human resource sector to decide how long the employee should train for depending on the particular employees personal ability. The training of Tosco’s internal customers is part of its employees development, the reason for this is because the training of employees is to do with the development of skills i.e. communication with customers. The provided training at Tesco’s helps develop skills for many employees every year for Tesco’s nurtures all its employees and gives them skills to carry along with them to future employment when they leave Tesco if they should leave. Another aspect, which the human resources sector in Tesco has to deal with, is the promotion of its staff. I feel every member of staff regardless of their role whether they are toilet cleaners or till assistants are entitled to promotion after being part of a company such as Tesco for a certain amount of time. However, the statement I have just made is not how Tesco runs its promotion opportunities there are other factors that Tesco’s human resources look into when considering an employees promotion. One factor that the human resources look at is how interested you are with your work and how interested you are with Tesco itself, the human resources look for employees who have actually gained an interest with their work and the organization when selecting an employee to be promoted, this is important for Tesco for an employee who has an interest with the company and their job is likely to put more effort and sufficiency in their work than somebody who has a low amount of interest for the company and their job. Tesco’s human resources sector also looks at a promotion candidate’s ability to get along with their fellow employees. This is also an important factor for Tesco when deciding to promote a member of staff to a higher role for they want to promote friendly/pleasant characters as opposed to hostile/rude employees who don’t get along with anybody in their current role let a lone a higher role where they will be in contact with more employees. Another factor that the human resources look at is the employee’s ability to manage their current job exceedingly well. In my own personal opinion this is the most significant factor apart from † how long the employee has been working with the company for† when deciding to promote a member of staff into a higher position. I feel this is the most important factor the reason being is that you cannot possibly promote a member of staff onto a higher position with higher pay cheque and higher responsibility when they are struggling or just about managing with their current job. The next set of activities that the human resources sector have to undergo in Tesco that I am going to put into perspective in this assignment is the monitoring and maintenance of good working conditions. Good working conditions are enforced by Tesco’s human resource sector and list of the conditions are presented to all new employees when they start at Tesco. Some of the information presented to the new employees on the list of terms and conditions include, the address of their work placements, the employees hours of work, the employees wage and also additional payments such as commission, bonuses and overtime. Also in them list of terms and conditions are employees holiday entitlements per year both personal and statutory days e.g. Christmas, whether the employee will receive sick pay and if so on what basis i.e. only with a Doctors note. In addition the list of terms and conditions, which are presented to all new employees at Tesco’s, include pension rights and any f ringe benefits, for example share rewards staff vouchers etc. The working conditions are regularly inspected by staff from the Human resource sector to ensure that the working conditions in Tesco is kept at a superior standard to ensure that employees can do there work well without worrying about any obstacles distracting them from their work. The physical environment such as good lighting and ventilation, modern furnishings and equipment, adjustable heating, low noise pollution and a restful color scheme. In Tesco, in their attempt to make sure there is an endless pleasant environment and good working conditions in the store the human resources offer employees personal services such as free medical screening and the availability to talk to counselors whenever they are experiencing any personal problems. By Tesco helping their internal customers in this way it can help to relieve a lot of tension and maintain a good working environment for Tesco’s employees. The last activity I am going to put into perspective that Tesco’s human resource sector undergoes is health and safety. The UK law requires internal customers as well as employers to conform to the health and safety legislation. Like most organizations Tesco have a health and safety officers who advises the managers at Tesco about their responsibilities in regards to the health and safety law it is, also it is the role of the health and safety officer to ensure all employees are kept informed about the health and safety law via the manager. In addition it is the human resources sector that makes sure that there is a display of the details of the health and safety law that is displayed where everyone working in the store can in the store can see it.

American and British Labor

The dramatic rise of the British Labor Party to the position of His Majesty's opposition in the House of Commons has focused the attention of the entire Western world upon the British labor movement. On the benches where Burke and Gladstone once sat there are now over 140 miners, machinists, weavers, boilermakers and working class leaders ready to take over the government of Great Britain if the conservative parties fail. The movement which has brought the British working class to the thresh-old of power is not the sudden spurt of a handful of insurrectionists working upon the discontent of the people. It is a conscious and highly organized section of the state moving deliberately toward a new kind of industrial and political society. The movement has tremendous significance for America because it is a movement of kindred peoples, speaking a common language and struggling in the midst of industrial problems which are not unlike the problems of America. What British labor does in one decade may be done in America in the next. To understand the British labor movement it is well to note first of all that it is a movement of one hundred and twenty-five years' growth. Many of the issues which are today vital in the American labor movement were disposed of fifty years ago in Great Britain. When America was still predominantly an agricultural country Great Britain had passed through the first and worst stages of the Industrial Revolution. With the introduction of power  driven machinery great numbers of workers were brought together under one employer in factories and mills. They were forced to work fifteen and eighteen hours a day for   wages that would now be refused by an errand boy. They formed unions and went on strikes only to be beaten, imprisoned and exiled. When they demanded a ten-hour day   they were denounced as criminals. When they formed a picket line, they were imprisoned for intimidation. Although temporarily defeated in times of industrial depression they did not lose courage. Step by step they won the right to organize, the right to strike, collective bargaining, political power in the state, the reduction of hours, the enormous increase of wages, and a measure of joint control over working conditions. Every forward step which the British workers have taken has been bitterly fought by the employing classes and has been conceded only when labor demonstrated its superior economic or political power. With such a background of struggle the British labor movement is not a delicate thing. It does not depend on employers' sanctions: it is not concerned about its respectability. It is proud with the pride of a hard won success. The Rise of the Labour Party From the back bedroom of Ramsay MacDonald's house in No. 3 Lincoln's Inn Field to the front benches of Parliament in twenty years the Labor Party has come. Its growth is the most inspiring achievement of the British labor movement. It is a party of manual and brain workers, controlled by workers and led by workers. Fifty years ago there was no indication that the workers would ever reject the old parties and create a party of their own. The growth of the idea of a separate labor party was at first painfully slow. In 1892 Kier Hardie sat alone as the first independent worker to be elected to the House of Commons. He helped to organize the Independent Labor Party, a group of vigorous young socialists who set about to convert the trade unions to believe in the political action of labor. By 1900 they had so far succeeded that the Trades Union Congress appointed a Labor Representation Committee. Since the formation of this committee, the power of labor in politics has steadily grown. The Labor Party, officially   formed in 1906, startled the country in that year by electing 29 members to Parliament. In 1910 the party elected 42 members and in 1918 about 70. In November, 1922, the Labor Party returned 144 representatives and some 10,000 local and municipal officials. If the increase in the Labor Party vote continues to be as rapid as it was in the years from 1900 to 1922, Great Britain will have a clear majority of labor voters by 1926. The labor votes have increased from 62,000†¦ socialist societies affiliated in a body of individual members. The brain workers are joining the party in increasing numbers are being provided for by separate local organizations. The Labour party is controlled by annual conference of delegates from the affiliated organizations and by an execute committee of twenty-three members elected by the conference. The party carries candidate becomes official when he has been approved by the National Executive Committee of the Labor Party. In this scheme of nominating candidates the individual members of the Labor Party are not forgotten. Their candidates immediately before election, often a constituency has a â€Å"prospective† candidate who may be chosen shortly after an election and approved by the national Labour Party who have 43 representatives, but there has been no fundamental clash of interests between the trade-union leaders and the intellectuals. The chief reason for the opposition to the Communist International is that the British workers do not favor the method of revolution adopted by the Communists. Operation in international affairs will be more successful than the similar pledge given by the European socialists before the war. THE POWER OF THE UNIONS There are more than twice as many members in trade unions in Great Britain as there are in the United States in proportion to population. Almost every industry has its union or unions with recognition and collective bargaining. The membership of unions affiliated to the Trades Union Congress increased from one million in 1895 to six and one-half millions in 1920. During 1921 and 1922 there was a serious loss in union membership because of unemployment and the financial depression but there were no indications that this loss would be permanent. The 1922 figures showed about five million union members. The Federation of British Industries, the largest employers' organization, representing 16,000 firms and over 19 billion dollars of capital, in its official report on the control of industry, says: â€Å"The principles of trade union representation and collective bargaining are now fully accepted by employers.† British employers do not use the term collective bargaining to mean dealing with â€Å"Company Unions† or employees' organizations set up by the employers themselves. There are virtually no â€Å"Company Unions† in Great Britain, except the organizations of foremen and supervisors. Most British employers bargain directly with their employees as members of a national or district labor union. It is generally recognized that the workers have the right to choose their own representatives without restriction. They are usually represented in negotiations with employers by their own elected union officers who are specialists in gathering and presenting information about the trade. In America, the unskilled workers are the last of the manual workers to be organized, with the result that strong craft unions may be found working with unskilled non union, demonstrated during the conduct of great strikes. In the coal strike of the spring and summer of 1921, over 1,000,000 miners were on strike, and approximately 3,000,000 other workers of organizers. It is controlled by the votes of the delegates who have power in proportion to the number of members they represent. (Paul Blanshard – author, Paul Blanshard – author. Publisher: George H. Doran Company. Place of Publication: New York. Publication Year: 1923. Page Number: 20.) The Labour Party was created in 1900: a new party for a new century.   Its formation was the result of many years of hard effort by working people, trade unionists and socialists, united by the goal of changing the British Parliament to represent the interests of everybody.   Ignored by the Tories and disillusioned with the Liberals, a coalition of different interests came together to push for change at a Conference on Labour Representation in London's Memorial Hall in February 1900. For many years the new organisation struggled to take root in the British political system.   The conference of February 1900 had not even created a proper ‘party.' Instead the new body was called the Labour Representation Committee and it had no members, only organisations affiliated to it.   In the elections of that year, the new group made little ground.   Indeed Labour's leaders worked closely with the 1906-14 Liberal Governments, and relied on their majority to agree measures to help Labour, such as the Trade Disputes Act of 1906, and the payment of MPs in 1911. But while Labour in Parliament was â€Å"hanging from the coat-tails† of the Liberals, Labour in the country was growing apace.   The number of constituency parties affiliated rose from 73 in 1906 to 179 by 1914 and before the outbreak of war prevented the expected election, Labour was prepared to field a record number of candidates.   When the Liberal Party split in 1916, the Labour Party was well placed to make a challenge for power. Until the early 1900s, people often worked long hours for low wages. The labor movement began as people started to work together to improve their work conditions. Although there are many laws to protect workers, there are still concerns about working conditions, particular the use of immigrants and children. In the 1930s, the labor movement gained momentum. With an abundance of labor, employers could easily replace workers. Labor unions were formed to help workers get organized and bargain for their needs and rights. Workers created unions because groups have more bargaining power than individuals. When large groups of employees make joint decisions, employers are forced to listen to their concerns. For example, if all the workers in a factory stopped working at the same time, it would be difficult to keep the company operating. Early unions in North America faced a difficult battle. Employers refused to accept the unions. The courts often declared the unions illegal. The National Labor Relations Act of 1935 and other laws required employers to bargain with unions. Political parties and other groups have also become involved with the labor movement. Organized labor is not as powerful today as it once was. However, many people such as construction, factory,and industry employees are members of unions. Although they have helped workers earn higher wages and better working conditions, some people think they are too powerful.                                                

Technology and HRM- A Better way of Managing your HR

Introductionâ€Å"Human† is the most essential and integral part of a society. The society comprises of all sorts of aspects related to life. These different aspects may include business, social work, entertainment, cultural traditions, family life and many more. These aspects are linked together in a connected system and they revolve around the main subject of all these aspects i.e. human.Business is the most important aspect of the system as the economy of the system is dependant on it. For businesses, human is the biggest asset of all and therefore it needs to be managed. Businesses at either private or public level have requirement of managing there human resources which comes under the vast field of Human Resource Management (HRM).The concept of HRM goes long way back in the 19th century. It has undergone various transitional phases since then and has improved. The birth of innovative technological methods and tools has given a spark to HRM by facilitating it and taking i t to an entirely different and better level then it was 100 years back.The implementation of the technology has improved the standards of businesses and its different sectors. It has enabled managers for better supervision of the employees, has raised performance and has inculcated elements of scrutiny, supervision, administration and better management all over.Hence, technology has become part and parcel of HRM. The maximum utilization and application of technology in HRM have yielded better results. As there is further advancement every now and then in technology, it can be assured that the future holds positive scope for HRM.This paper would highlight how HRM and technology are interlinked with each other. Apart from that it would show how technology has proved effective in various sectors specifically public sector and what upcoming there are in future.HRM As established before, humans are the greatest asset of an organization. These individuals contribute towards the accomplish ment of organizational goals and therefore they need to be planned, controlled, hired, fired, performance monitored and many other functions. All of these functions are performed for the achievement of organizational goals.The various functions that need to be covered under HRM include:Identification of staffing needs and methods i.e. whether to go for subcontracting or hiring of employees. This would give a layout as to what type and number of employees are required†¢ Recruitment, selection and training of the employees who undergo the screening process to be part of organization. The pool of skill is attracted, selected and polished to gain better performance.†¢ Compensation and benefits to employees in exchange of their services to organization†¢ Performance management which should highlight performance standards, ensure that these standards are met and if not then resolution of performance issues†¢ Ensuring that employees activities conform with organizationa l regulations and policies†¢ Maintaining employee records and policiesThese are the main activities that come under HRM department. In a nutshell, HRM department has to conduct job analysis which would further include Human Resource Planning as to what type and how many employees are required, then on this basis recruitment and selection would be conducted to get the best employees, these employees would be polished by training and would be compensated by salary and benefits, maintaining performance standards, ensuring that employees meet the various organizational regulations and health safety standards.Role of Technology in HRMThe summarized explanation of HRM and its purposes and functions reveal that there is lot of activities that needs to be performed by this department. The effective and efficient HRM has reached to complex stages. Question now arises is that how does technology helps in accomplishments of these purposes and performance of these functions?Technology has not only brought revolution but technology itself has revolutionized and improved then what it used to be at its initiation. Technology has proved an effective blessing in the managerial setup as it has come up with tools that have changed the working of employees, the roles undertaken by them and how they get their work done. Similarly, HRM is facilitated as the HR manager has found tons of utilization of technology for performance of HRM functions.Technology and HRM together combine to form processes and systems that are termed as HR Technology or Human Resource Management System. The combination deals as to merge HR activities and functions with technology tools in form of different data processing and software.The main software in this case is Enterprise Resource Planning (ERP) software which is standardized software. Through this software a database is established with integration of various kinds of information. This database has Human Resource Module which has given an edge t o HRM.HRM requires keeping of records of employees. This has been enabled by HRM system as it has provided with different databases and system through which all past record, activity of employee, his skills, performances and all other relevant information can be stored and accessed to easily.Technology has enabled high automation of the processes and data. This has been achieved by use of mainframe computers and client servers. All this technology is capital sensitive and requires high amount of investment but as the technology improved and there came client servers and Application Service Provider which have given businesses an ease.There are various applications of HRM systems in relevance to HRM functions. There is a payroll module which as an automated payroll system. It supervises the employee’s monthly record, his attendance, taxes, deductions and all other payroll activities. All this is automated and after all the rapid calculations the final amount of pay is deduced. Apart from that there is work time system which facilitates to establish standard work time, gather work time information of every employee and his efforts. There is also benefits administration module which checks the degree of employee performance has contribution and accordingly decides on compensation, insurances, allowances and other benefits.There is an HRM module which covers various activities and aspect of the human resource management cycle from its initial level of applying of an employee to his retirement. This module keeps records of applicants, capabilities and skills, then the selection, training and compensation management.Apart from that most famous application of technology for HRM is the online recruitment system. Through this organizations advertise their vacancies and requirements to attract potential candidates to apply. There is also a Learning Management Software which comes under the training module which is used to cater to the training of employees to see how they improve and develop more towards organizational goals (HR Management, 2010).The above are some of the main applications of technology in the field of HRM. There are many other applications as well which have helped organizations to standardize and improve their HRM departments. Businesses from all the different sectors have utilized the technological aids for their assistance and have yielded more effective and efficient results. Technology and HRM are therefore part and parcel and it is necessary for any organization to adopt innovative technological measures and methods to reap good fruit for its HRM as HRM is the main heart core function of the entire organization.HR Technology in different sectors HRM and Technology, or HR Technology is utilized in different sectors across the globe. Though it has different scope and dimensions which vary from country to country but nevertheless we see HR technology being used in one way or another in different components of these secto rs.The main two sectors classified are known as private and public sectors. In simple terms private sector includes business operated by an individual without the state interference and control for profit. In contrast public sector is controlled by the government state and includes services for the citizens. In both sectors we see that HR technology has its dynamics and applications. A special emphasis would be laid on public sector.Private Sector In private sectors there come many educational institutes, health centers, services industry, businesses and many others that are run for profit as well as the well being of the citizens. We see that in all these components of private sectors there is a need to supply of human resources and also important is that these human resources should be managed in form of proper training and other managerial activities. In all of these components, HR technology is witnessed.The first requirement for them is human resource. For this they advertise f or recruitment of the potential candidates through online recruitment methods. After this the CVs and resumes of the applicants are gathered online and scrutinized. HR technology helps feeding in the criteria for hiring online and then these CVs are arranged according to this criterion in chronological order. This facilitates selection stage. The mails are generated through this system automatically to the selected candidates. Then these candidates undergo training modules through different learning software which they apply. The record of their compensation and benefits is maintained in form of payroll modules. An entire HRM module is also there which covers all the activities from step 1 to last step.Public Sector As discussed earlier, public sector involves government i.e. it is services provided by the government. Public sector has varying components from nation to nation. Commonly, every state includes military, police, education, healthcare, society services, public education and public roads and transits.In all these components of the public sector there is a need of proper human resources to run these areas and these human resources need to be managed. HRM is seen in the form of government plans for proper execution and setup of HR plans. The most important of these components undoubtedly is health sector which requires highest expenditure on human resources.The human resource in health sector is in the form of administrative and managerial staff, doctors, specialists and lower medical staff. There is software available for health sector. This software performs various HR activities. The software provide various HR solutions in the form of user defined answers to the medical problems as well as it provides integration of the entire HRM system in form of HR solutions, Staff Scheduling, Payroll and covers the entire stages from hire to retire.There are many different examples that can be quoted here such as SAP Environment, Health and Safety Management. This ensures that the Environment, Health and Safety standards are followed properly by the HR and that they comply with it. There are other examples such as Quadrant HR which is also a tool with integrated HR solutions for health care.The use of this HR technology has improved the health sector and has eased the managerial problems. Through this, the chances of errors in staffing and payroll have decreased and also it has reduced operational expenditure for governments.There are other examples as well which show how HR technology has helped the Public Sector. There are public sector organizations on various levels such as provincial, national or international levels that require HRM systems. They require some regulatory standards and develop systems and processes through which these standards can be followed. Apart from that there is need of all the HR activities of managing records of employees, payroll, scheduling, benefit administration and all other related HR work.For this pur pose a company PeopleSoft has an HRMS for public sector. This HRMS has enabled the compliance with the regulatory standards and has also fulfilled all other requirements in form of Human Resources, Benefits Administration FSA System, Payroll, Payroll Interface applications and Human Resource Budgeting. Apart from that, their latest release includes a more advanced Web Client and an integrated Online Analytical Processing (The Free Library, 1997).These are few examples which show that how effective the use of technology can prove if the technology is used effectively. HRM and technology work together and together they create a positive impact that is not only flourishing the public sector but all other sectors where there is always application of HR technology.These facts show that the future holds prosperous prospects for HR technology in all the fields of a nation as there will always be a need of human resources and their effective management. The next section of the paper will sh ed some more light on the future prospects of HR technology.Future of HR TechnologyThe future of HR technology can without doubt be said is good because the conditions around the globe are changing rapidly. The companies must have flexible operating tools at hand to cope up with these changes.Technology offers the element of flexibility and change to the HRM in form of technologically capable adaptive tools and HRM systems. These systems not only offer effective results but also capability to take on these changes and challenges. But there is always a room of improvement which can be made in HR technology as well.Improvements can be brought in the form of implementation of better technology by the time. Whenever there is launch of a new technological package which can be helpful to the companies, they must explore it and try to implement it in a way that would facilitate the HR activities.There can be launch of further tools such as Talent Management tools, Strategic HR planning too ls, outsourcing components, better payroll systems, online recruitment system, HRM systems, HR modules and overall an entire HR package.The future of HR technology would have to come up with tools that entail the entire business strategy and accordingly formulate an HR strategy so that it is made sure that organizational goals and HR activities are aligned. This can be possible by developing HRM systems whose processes are not only measurable but they also take it to the entirely different and better level of sophistication.The future of HR technology focuses on bringing together business and believes in the formation of more integrated functionality. There are components like portals, business intelligence (BI) and talent. These components would solely not be very effective, but if they are integrated, their combined effect would yield good results. There must be specific attention towards talent management along with portals and business intelligence which would enhance the future scope of HR technology for the globe (Systematic HR, 2006).There are future projects on hand which incorporate the use of technology to enhance the HRM. The effective implementation of these projects would guarantee success of HR technology in future.Conclusion Human is the basic element of the universe and it is around him that the Earth revolves. Human is a part of society which is part of economy which further is part of the country. Business is the most important aspect of the system as the economy of the system is dependant on it. Hence human is the main resource through which businesses operate, societies flourish, economies prosper and countries improve.Therefore there is requirement of managing the human resources which comes under the vast field of Human Resource Management (HRM). The infusion of HRM with technology has improved the standards of businesses and its different sectors. It has enabled managers for better supervision of the employees, has raised performance and has inculcated elements of scrutiny, supervision, administration and better management all over.There are many HR activities which start from advertising online for recruitment, selection, training, compensation, benefits and many more. Technology has facilitated in the form of many different technological tools such as online recruitment, payroll module, training module, benefit administration, HRM system, HR module and many more.There are many other applications as well which have helped organizations to standardize and improve their HRM departments. Businesses from all the different sectors have utilized the technological aids for their assistance and have yielded more effective and efficient results. Technology and HRM are therefore part and parcel and it is necessary for any organization to adopt innovative technological measures and methods to reap good fruit for its HRM as HRM is the main heart core function of the entire organization. The application of these technological aids has not only facilitated HR activities but has also yielded effective and efficient results.HRM and Technology, or HR Technology is utilized in different sectors across the globe. The main two sectors are public and private. In components such as military, police, education, healthcare, society services, public education and public roads and transits there is wide range of technological application and aids that we witness for facilitation of HR activities.These facts show that the future holds prosperous prospects for HR technology in all the fields of a nation as there will always be a need of human resources and their effective management. The improved and new technological aids in future can even further widen the horizon of HR technology in the form of innovative tools such as talent management, business intelligence and many others.ReferencesHR Management. (July, 2010). Technology Aids the Human Touch.   Retrieved on July 22, 2010, from, http://www.hrmreport.com/article /Technology-aids-the-human-touch/Systematic HR. (June, 2006). The future of HR Technology. Retrieved on July 22, 2010, from, http://systematichr.com/?p=439The Free Library. (1997). PeopleSoft Delivers HRMS for Public Sector Release 7.   Retrieved on July 22, 2010, from, http://www.thefreelibrary.com/PeopleSoft+Delivers+HRMS+for+Public+Sector+Release+7-a020064725

Emerging issues in environmental disaster management Essay

Emerging issues in environmental disaster management - Essay Example The way the US Coast Guard was able to function in such times of emergency speaks for itself about the efficient organization and working system of the agency, and the impact it has had and will continue to have on the lives ofmillions of Americans.Disaster management is a system of relief operations carried out in lieu of any natural or human-afflicted disasters in the country. These operations can be carried out either before or after a disaster strikes. When they are carried before the calamity, they are in the nature of preparing the people for it, and often involve evacuating the pertinent area. In the case of post-disaster operations, they are mostly concerned with the relief and rehabilitation of the stricken area and people, and often involve medical and housing facilities, and the sheltering of the evacuees. Many agencies and organizations, both governmental and non- governmental, have to work in a highly coordinated manner to bring about these measures. There is a high leve l of internal and external organization in and among these organizations respectively to achieve a high degree of efficiency that is a prerequisite for emergency control and management. These organizations can be at city, state or federal level, depending upon the nature and the need of the agency, and also upon the scope and limits of its operations. This paper focuses on the United States Coast Guard and its workings. The United States Coast Guard had its inception on January 28, 1915. ... coasts and inland maritime region. Although originally operating under the Department of Homeland Security, the Coast Guard, under special circumstances, can also serve the Department of Defense and the Department of the Navy. It embodies the motto Semper Paratus, which means "Always Ready". History: the history of the United States Coast Guard can be divided into two broad factions; the early history, that is before the formal inception of the modern Coast Guard authority, and that of post-modern Coast Guard inception. The early history can be traced back to the 1970s. On the 4rth of August, 1970, the Tariff Act by the Congress authorized the construction of ten vessels, or cutters, with the recruitment of 100 revenue officers, to maintain US maritime laws in the waterways, coordinate the marine taxes and prevent smuggling. This service was known as the Revenue Cutter Service or the Revenue Marine. In 1915, when the Cutter Service was combined with the Life-Saving Service, the organization received the present name of the United States Coast Guard. At that point, it was the single service dealing with both the enforcement of law and the service of personal protection and life saving in the waterways. In 1939, President Franklin Roosevelt transferred the Lighthouse Service to the Coast Guard, so that now the Coast Guard had to carry out maritime navigation and the operation of the country's lighthouses along with its other jobs. But that

Mitosis Lab Report Example | Topics and Well Written Essays - 1250 words

Mitosis - Lab Report Example The prepared and preserved slides were observed under the microscope. The different stages of the mitosis such as interphase, prophase, meta phase, anaphase and telophase of the cell along with the cytokinesis were identified and the stages were differentiated. Introduction: All the living things are made of cells. In a multi-cellular organism, two types of cell division occur: they are mitosis and meiosis. Mitosis or Somatic cell division is the process in which one cell divides into two equal cells with genetic identity. The cell division is necessary for the growth and development of the cells. The transformation of information from one generation to another is called heredity and the genes which are the fundamental part of the chromosome are responsible for the transformation. The chromosomes are present in pairs. Each pair is responsible for a specific part or function in the cell. These chromosomes are distributed equally in new cells during mitosis. Mitosis is thus described a s the chromosomal division. This chromosomal division is accompanied by the cytoplasmic division called as cytokinesis. The mitosis along with cytokinesis results in the formation of two daughter cells. This is also called as cell cycle. Cell cycle is the period in which the cell divides and becomes two daughter cells. ... There are four stages in mitosis. They are prophase, metaphase, anaphase and telophase. (Allen and Harper 2011). Prophase is the first stage of mitosis which is visible. The chromosomes, which are randomly distributed in the cytoplasm condense to form the distinct part. They are held in a single line. Metaphase is the stage in which the chromosome is attached to the centromere through the spindle fibril. The centromeres are connected to the centrioles and the centrioles pulls the chromatids to the opposite directions. This step initiates the cell division. Anaphase is the stage where the chromosomes move to the position of centriole. The chromosomes are seen as complete sets in the opposite side of the cell. Telophase is the last stage of mitosis in which the chromosomes begins to loosen itself from the thicker rigid structure into thin filaments. The division of the cytoplasm starts at this particular point. Materials required: Prepared slide of Allium root tip Prepared slide of whi te fish blastula. Microscope. Method: 1. The prepared slide of allium (onion) root tip was mounted on the microscope. 2. The 4x objective lenswas used to focus the centre of the slide. 3. The cells undergoing the four stages of mitosis such as prophase, metaphase , anaphase and telophase were identified in the slide using the 10x magnification. 4. Using the 40x magnification in the microscope, the distinct chromosomes and the other cell structures were identified. 5. Similarly, the whitefish blastula slide was mounted on the microscope and the blastula sections were observed using the 4x magnification. 6. Then 40 x magnification was chosen to examine the chromosomes. The cells in each phase of mitosis were identified. Result: For the Onion Root tip: 1. In the interphase stage, nucleus,