The Need For Employee Motivation In Mexico Commerce Essay

The Need For Employee Motivation In Mexico Commerce Essay It is impossible to understand a Mexican worker without understanding the Mexican history and culture in its basic aspects. The Mexican culture is a very traditional, family oriented, religious and also nationalist organisation in corporate identity. This is to the extent of, the only way of knowing the person is by knowing the family and without knowing the person they wont do business with the person. The Mexicans given more importance to the time they spend with their family and do not reduce that time at any cost. The close family concept includes the parents, children, grandparents, uncles, aunties and cousins and the weekend recreation includes relatives and friends also in the above said. This kind of extended family gives them a sense of stability. The culture is more of traditional gender egalitarianism with the father as the authority and the decision-maker. The Mexican males believe nothing must be done in such a way that it would tarnish their image as a man. The role of Mexican women has been homemaking and family, regardless of their great position in workplace. Education, title and family background provide social status, as they value title and position as important as money. In organisational structures Mexicans accept a large power distances and emphasize hierarchical relationships. In Mexican culture they are used to work like, company and society as a unit. They avoid uncertainty and respect their authorities, expect them to guide and take decisions. But still personal relationships must be nurtured and maintained carefully to get commitment from the working Mexicans. The personal respect and recognition motivate Mexicans. The Mexican cultural employees are very diplomatic, very courteous and have fixed loyalty towards the organisation they work. The Mexican culture is not task oriented. They are more punctual and optimistic in calculating time. They are warm and gracious and give respect to their sense of time and traditions. It is also imp ortant to give more stress on friendship in Mexican culture. There are staffing practices such as internal recruitment, personal references, succession planning, psychometric tests, and elaborate bio-data associated with these cultural dimensions, e-recruitment and panel interviews are not predominant in Mexican culture. After the basics in the Mexican culture and outline knowledge of how it works in the organisation, now we are going to see on the hurdles that it causes in the implementing an environment with learning strategy focussed on employee involvement and empowerment. On global focus organisational learning is very important in an organisation not only for the progress of the individual but also for the organisation attain a steady growth as the organisations are dependent on individuals. The organisational learning strategy focussed on employee involvement and empowerment gives more focus on the growth of the individual in accordance with the growth of the organisation. But the Mexican culture does not give or very less room in organisational learning or in a strategy of it focussed on employee involvement. The employees in the Mexican work very much dependent on the hierarchical structure in their organisational culture. They dont take any decisions on their own and relay on their immediat e boss for everything they do. If they take also the decisions are very conscious in relevance to their bosss decision making. They listen to the boss very carefully without any intervention and also with full consciousness and do what the boss recommends. This procedure in an organisation will not give any space for organisational learning or individual learning as the decision making process facilitates a lot in it, by which you can learn by mistakes and experiences. There is no way for knowledge diffusion inside the company or organisation. In the western organisation they persuade what they think, listens half to boss and learn a lot in experiences and mistakes. The acceptance of status in the organisation is very much and not demanding for human rights. Next is about communication styles, in the Mexican culture the way of communication to the top management is indirect as they have to communicate through their immediate boss. They have lots of inequality in the organisation and because of that they become very reserve, introvert less expressive of their views to the management of their organisation. In the highly stratified and vertically structured way of organisation promotions are not performance based and are on age and seniority based which does not facilitate any learning. The learning strategies relay heavily on the employee involvement in everyday decisions and experimentation but all the above said factors does not involve employees in anyway resulting in no room for organisational learning. There is lots of importance given to relationships than to the facts and figures within an organisation. Their organisation is more focussed on collectivism than on individualism which is again a hurdle for learning. They also take contracts inside the organisation for renegotiation than taking them as binding with and working on them by learning more new concepts. Moreover to all these Mexican organisational structures are more male dominant making the views of one gender of the society less or non expressive. This also contributes to the hurdles. All these factors make the Mexican culture as a less ideal environment in which to implement a learning strategy focussed on employee involvement and empowerment. EMPLOYEE MOTIVATION TO ENGAGE IN LEARNING: Equipos is a plastics producing company in an industrial city in the Gulf of Mexico. This plant is a technology-driven plant with employee strength of 170. In 1995 the company was bought by the American partner which was initially a joint venture with a Mexican partner. Initially there were Mexican managers heading the plant and the organisation was in the Mexican was of organisational culture. Then the employee empowerment began resulting in implementing self-managed teams. The teams divided functional roles within the team and the role of team leader changed every three months. The plant was down to three managers others becoming the team facilitators and served as team leaders in the absence of team leaders. Then the interviews were conducted asking the managers, facilitators how to reduce the cultural difference and the barriers in implementing learning. The interviewed Mexican managers, facilitators and employees who attended the meeting were asked for the direct feedback reduci ng the communication gap and also making them responsible towards the company. The teams also gave issues inside the plant with the problems they have and the management also believed in the employees and consequently trust built between the employees and the managers. By the way of having both horizontal and vertical way of communication and facilitating the reduction of hierarchical and moving towards flat organisational structure. There are lots of factors that surfaced in the process of doing the interviews and few of the important factors are going to be discussed. Environmental factors are being one of the most important factors in this case. The work stability over the region, the plant had an advantage of permanent work-force due to the family atmosphere in their region while others have high turnover rate due to constant mobility. Education was another factor as there was a low level of education as the average level of education for the manufacturing sector in Mexico is 5 to 6 years. They hired younger age employees who are more open to change and wanted to learn new things. Finally they also came up with powerful unions and Equipos chose to work with unions providing high wages and cooperative relationships, these unions dint have any objection to the use of teams and increased participation. The primary organisational factor they found was the joint venture between an U.S and a Mexican partner. The joint venture gave a Mexican top management team to afford a thorough understanding of the Mexican culture and aide in the implementing if these programs. The other factor is, the top management gave a management philosophy that geared towards the empowerment and learning. This was first initiated by the Mexican top management by approaching the U.S partner for management aide. One of the important factors in this case is the size of the plant with strength of 170 facilitating the implementation such programs. Equipos had basically three sets of H.R practices that facilitated the learning. First set of practices were the standard H.R practices that equipos implemented were self-managed team works, setting up clear goals, open communication, ongoing training, reward system, managers were given new roles. To attract and retain the skilled labour they gave the highest pay in the area. The second set of practices to say on a whole were on setting culture specific H.R practices such as retaining the Mexican managers and the other advantageous environmental factors that aided their implementation. The third set of practices was the most important one as it dealt with the translation of U.S MNCs practices to fit in with the Mexican. These three sets of practices contributed to the human resources practices of equipos. INTEGERATED MODEL: This integrated model of the relationship between organisational, environmental and HR practices on employee behaviour show the important environmental and organisational factors that influence the choice of HR practices to be implemented in these kind of culture adopting processes. These variables are similar to the exogenous and endogenous variables given by the Schuler, Budwar, and Florkowski but still the model is based on a case described in the articles by Negandhi and Prasad-1971, schuler-2002. This model highlights the critical importance of the HR practices that support the theories of IHRM that propose the HR practices that can be used to align the MNE goals and objectives with the host-country affiliate dynamics. This also shos the importance of HRM in the task of implementing practices that strategically deal with the challenges provide by the foreign environment. The model first the organisational factors that are to be taken into consideration, they are method of foundi ng joint venture play an important role in the understanding and getting adopted to the foreign environment. The management philosophy and management attitude towards the culture also plays key role in adopting or implementing new culture into an existing one. In addition to all these the ability to deal with the culture size is also given high priority. The environmental factors like national values, regional values, education also play a vital role. Here the socioeconomic and industrial factors also are added as factors in the environmental factors. Now keeping these organisational and environmental factors as variables important HR practices have been selected, first are the standard practices and then the culture-specific practices as the influence the people and can well understand the locals than anybody else. For this they retained the local managers and given them all the freedom to develop a trust between the employees and management. The final and the most important one is the translation of U.S MNC practices into such practices that can suite into the Mexican environment as the practices implemented as like the same will not be accepted in any foreign environment. All the factors, human resource practices all integrated together give a model that was very helpful in implementing organisational learning. CONCLUSION: From the case study we saw how a foreign organisational culture can be implemented into an existing culture. This is to the extent that the management culture which is not congruent to the countrys culture can be also implemented with the help of HR practices. Even though both the organisational and environmental factor are taken as variables for the deciding of HR practices, the environmental factors have influence on the organisational factors or it can also be said it is highly influenced by the environmental factors. This is also shown in the model as the flow from the environmental factors goes to all the boxes in the model, to HR practices, to organisational factors and also to the organisational employee behaviour and culture. The high light of this study is importance of joint venture in the cross-culture management. But when ever implementing cross-cultures the size and the age of the plant must be taken into account as an important caution factor. Thus we studied about the Equipos case study and how it motivated its employees in becoming engaged to an unfamiliar strategy. Also thus we studied about the different cultures and how to manage changes in cross-culture making us easy to implement any strategies in a management in any culture.

Importance of Karachi in Pakistani literature Essay

Discuss the connection between 1947 partition and the fiction of second generation writings. In 1947 partition when people started to migrate most of the Urdu speaking settled in Karachi. The local Sindhis were not very literate but laborers, workers etc but when the Urdu speaking migrated, most of them were highly educated, thus the white collar jobs were given to them. This gave rise to a major conflict between the local Sindhis and the Muhajirs. Mujajirs were looked upon with hatred because the local people thought they’ve snatched their rights. There was a tussle between the two groups. Karachi was becoming the battleground of ethnicity. Karachi is the biggest metropolis of the country with its economic, industrial and financial hub and the main commercial port. According to past census, half of Karachi’s 8.9 million populations had Urdu as its mother tongue, another quarter was made up of speakers of Pashtu and Punjabi while Sindhis were just five per cent of the p opulation of the capital of Sindh, and half of them lived in the suburban area of Malir. On the other hand, Karachi had more Pashtuns than Peshawar, the capital of Pakhtunkhwa! In late 70s and early 80s there were economic issues over the country and the workers from different areas migrated to Karachi, especially the Pathan and Punjabi purely of economic reason. Most of the transport system was dominated by Pathans so it was a blow for the local Sindhis that these strangers are coming to our cities snf tking jobs that belong to us. Same was the case with the Punjabis. They were laborours who used to work on low wages but the main thing was that they were employed. Karachi is a multiethnic, multilingual, multicultural and multireligious metropolitan city. There are many communities in Karachi. There are: Ethnic minorities Sectarian minorities Religious minorities Same thing was happening with the karachians as it was with Bengalis. Bengalis were immigrants on 1947 but in 1971 they were once again asked to leave the country and move to Bangladesh. There was ethnic crisis in Karachi in 1980s and 1990s. It was really hard to live there at that time. Every single day people were massacred. When you have grudges in your mind, it multiplies, you can’t forget about it. These conflicts are highlighted in  Kamila Shamsie’s novels as well as in Tawfeeq Rafat’s poems. In his poem â€Å"Karachi 1968† he writes, â€Å"No, I do not think I shall come in terms With this grey place. It shortens my breath And pinches my eyes.†According to Tawfeeq Rafat, Karachi is a dead city. There is no activity there except that of violence. There is eco melancholia everywhere. Jonathan Raban has described city into two types. Hard city: Material fabric of built environment. Soft city: individualized interpretation of city. So when the karachians dream about Karachi, how it will return to its normal place is example of soft city. Likewise Tawfeeq Rafat talks about a positive region. â€Å"Children salute smartly as we pass, And the old women gathering faggots Have a smile to spare for the stranger.† The people of Karachi never truly got independence. They are suffering from 1947 till now. All they do is hope for a positive region where they can live happily, where they are not taunted for being a muhajir, where they can live a peaceful life according to their own will and all these things are highlighted by the second generation writers. They refer back to 1947 because all of this started from that point.

Income Inequality in United States - Free Essay Example

Sample details Pages: 7 Words: 1990 Downloads: 1 Date added: 2019/07/01 Category Finance Essay Level High school Topics: Income Inequality Essay Did you like this example? Introduction The United States has come a long way since it was first established in 1776. The U.S. economy has had its ups and downs, but still manages to be the strongest in the world. Don’t waste time! Our writers will create an original "Income Inequality in United States" essay for you Create order Just because the U.S. has the strongest economy, does not mean that it does not have its fair share of problems. Beginning in the 1970s, one problem that has been hurting the U.S. economy is income inequality. The 2013 documentary, Inequality for All, presented by Robert Reich has shone a light on how and why income inequality has hurt the economy over the years. There are many components that contribute to income inequality. Some of these components consist of rising inequality in wealth, debt, education, and the diminishing of the middle class. Rising Inequality in Wealth Over the years, the gap between the average earning workers and the top 1% of earners has widened. This creates an unequal distribution of wealth and is harming the working class. Robert Reich stated that the typical male worker earned $48,302 in 1978 while the top 1% earned $393,682 (Reich 2013: 5). These statistics drastically changed because in 2010 the male worker was making $33,751 and the top 1% was earning over a million dollars. Many factors come into play when discussing the reasons why income inequality has increased. Some of these factors include technology, government policies, the decline of manufacturing, and globalization. Technological advances have impacted society because it has improved conditions for some jobs, while replacing others. Advancement in computer technologies has minimized the need for bank tellers because there are now ATMs and access to bank statements and transactions online (Manza, 2018, p. 224). However, these advancements have created jobs for financial analysts, who need to have college degrees. Technology has created a college wage premium where people who have less than a college degree have had difficulty finding good jobs and their earnings have declined. This has happened because higher education has not grown as fast as technology has advanced. Therefore, people who have obtained college degrees have become scarcer, respective to the needs of the economy, and their scarcity results in higher paying salaries (Manza, 2018, p. 225). The college wage premium increases if technology advances faster than higher education because the educational system cannot produce enough train ed workers who are qualified to work with the new technology. It is important for people to have affordable access to higher education, so they will be able to find good jobs and better the economy. The government should be funding more money towards higher education and making it more affordable for everyone. The government can do this is by implementing a strict progressive tax system and not allowing the rich to report their income as capital gains. Reich says that the upper class pays about 15% in taxes, while the working class pays around 33% (Reich, 2013: 67). The taxation system is in favor of the rich and this causes problems for the economy. The government is in debt and by not having enoughtax revenue they have to cut spending for things like education, Medicare, and welfare. Giving tax breaks only makes rich people richer and hurts the working class. Another government policy that would help decrease income inequity is raising the minimum wage in relation to the inflation rate. In recent years, about 70% of people who are earning minimum wage are adults and many of them are women and minorities (Manza, 2018, p. 228). It is hard for people to take care of their familie s and pay for all their expenses when they are barely making ends meet. Increasing the minimum wage will help grow the economy because it will increase consumer spending. It will also improve worker productivity and reduce the number of resignations due to low wages. People will want to go to work if they believe they are being paid a reasonable wage. The United States has experienced a constant decline in manufacturing and industrial jobs, also known as deindustrialization. In 1950, nearly 40% of jobs were in manufacturing and industry, and the wages were fairly high for skilled manufacturing workers, but nowadays, merely 20% of jobs are in manufacturing (Manza, 2018, p. 225). The end-less threat of outsourcing jobs to other countries has helped constrain salaries for manufacturing workers. Deindustrialization has harmed workers because they are swapping out good jobs for bad ones that pay less and provide fewer benefits. Globalization is also a key factor in flattening out wages and increasing income inequality. Products that could be made in the U.S. are instead manufacturedoverseas because of cheaper labor. This takes jobs away from U.S. workers, but it gives jobs to people in other nations. However, these people in other nations are working in terrible conditions that are poor and unsafe and are paid immensely low wages. Globalization has caused companies to cut costs and increase their profits by holding down wages, reducing benefits, and disregarding their employees. This creates income inequality because the lower-level workers are making less money, while the executives are profiting and earning more money. Countries that prioritize higher education have dealt with globalization better because they created a highly skilled workforce (Reich, 2013: 41). Their wages are higher, but it is worth it to produce things that are so well made and meticulous. Debt Debt is something that everyone tries to avoid, but it is inevitable. With the rising costs of medical insurance, housing, college tuition, etc., people are taking out loans and mortgages to keep up with their living standards. Since wages are stagnant, people have accumulated more and more debt to cope with not having enough money. According to the U.S. Census Bureau, the median household income was $57,617 in 2016 (U.S. Census Bureau). However, the average American household is in $137,063, according to the Federal Reserve Bank (Sun, 2017). This suggests that many Americans are spending more money than they can afford. In the mid 90s onward, there was a vast rise in housing prices and Americans used their homes as collateral to pay for expenses. From 2001 to 2005, Americans cashed out over $500 billion in home equity to cover the costs of things like credit cards, student debt, and medical expenses (Reich, 2013: 58). People are in desperate need of money to be able to support thems elves and their families when their wages are going nowhere. How does this relate to income inequality? Well, when rich people are stockholders of a bank, they also own the mortgages and loans the bank has made. So, when someone makes an interest payment, that money is going to the rich stockholder. Education As previously mentioned, higher education is a possible solution to decrease the gap in income inequality. Robert Reich says that inequality is clearly related to education. During the Great Prosperity, higher education is what raised Americans out of poverty and into the middle class (Reich, 2013: 40). It was not until the late 1970s where college graduation rates started to level out. Over the years, tuition rates and fees have risen due to the government reducing spending for higher education, making college less affordable to the average American. Social reproduction is a factor when it comes to inequality in education. Children who grow up in a wealthier class receive more education than a child born into poverty. People born into poverty are stuck in a vicious cycle and it is hard for them to climb the social ladder when they do not have access to a good education system or the money to further their education. Over the last 50 years, the educational achievement gap can be better explained by family income rather than race (Manza, 2018, p. 370). Even though efforts have been made to improve the standards of schools, there has been a growth in the gap between poorer children and richer children. One of the reasons for this inequality is the quality of the access that these children have. Low-income families usually live in neighborhoods that have poor and under-funded public schools. When their children attend these schools, they are at a disadvantage because the schools lack the resources to fully educate their students. On the other hand, wealthy families invest a lot of money and resources to make sure their children are getting the best education possible. This leads to income inequality because the rich children had the opportunity to attend college and learn the skills needed to get a high paying job, while the poor child could not afford college and had to settle for working at a low wage job. Compared to other developed countries, the United States falls behind when it comes to international student assessment and high school graduation rates (Manza, 2018, p. 376). This is concerning because if other countries exceed the U.S. in education, they could potentially gain competition for economic growth and global business. Knowledge-based industries, such as pharmaceutical and software companies, are expected to be the future sources of economic growth and that is why it is important for American schools to continue competing with other countries. The United States should be investing in people, so they can attend colleges and learn the skills needed to join the workforce and in return better the economy. The Diminishing of the Middle Class In order for a country to be prosperous, it needs to have a stable economy and a strong middle class is what makes an economy stable. The United States economy is 70% consumer spending and the heart of consumer spending is the middle class (Reich, 2013: 10). As income inequality increases, the middle class begins to diminish and that is what is hurting the economy. This means that people are spending less money, wages stagnate, tax revenues decreases, companies downsize, government cuts programs, workers are less educated, and unemployment rises (Reich, 2013:59). This is known as the vicious cycle and it happens when the middle class doesnt have enough purchasing power. The middle class has gone into debt because of stagnating wages and this has created a debt bubble. This hurts the economy because people are spending less and GDP decreases. The United States still has one of the strongest economies, but that does not mean anything when it is screwing over Americans. GDP is supposed to represent quality of life and living standards for a countries residents, but that is clearly not the case for the United States. Income inequality and stagnating wages are the reasons the middle class is disappearing because the rich keep getting richer and the poor keep getting poorer. The rich are not the ones that keep the economy going because they do not spend enough money to produce a sufficient amount of economic activity. That is why the middle class is so important for economic stability, and without a strong and vibrant middle class, the U.S. will be stuck in a vicious cycle. Conclusion The United States economy cannot grow, if things remain the way they are. Change and reform need to occur, so that the quality of life and living standards of Americans can improve. The U.S. needs to be a part of a virtuous cycle in order to prosper. Since income inequality keeps increasing, social mobility has decreased. It is becoming harder for people to move up in social status because they do not have the resources to better themselves. The government needs to increase taxes for the rich because this will allow more tax revenue to be put into education and other beneficial programs. Investing in higher education will allow people to learn the skills needed to be able to compete in this current global economy. Creating a vibrant middle class will boost the economy by increasing consumer spending, but this cannot be achieved if wages continue to be stagnant. Increasing wages will help improve economic mobility and this in turn will allow for a big and wealthy middle class. No one wants to be financially struggling and having to live paycheck to paycheck. Change will not occur overnight, but society needs to speak up and address the problems in our economy, so solutions can start to be made.

August 26, 1920 Final Womens Suffrage Victory

Groupon Marketing Plan - 4784 Words

Groupon Marketing Plan Table of Contents I. Executive Summary II. Market Summary III. SWOT Analysis IV. Competition V. Product (Service) Offering VI. Keys to Success VII. Critical issues VIII. Mission IX. Marketing Objectives X. Financial Objectives XI. Target markets XII. Positioning XIII. Strategies XIV. Marketing Mix XV. Marketing Research XVI. Implementation XVII. Marketing Organization XVIII. Contingency Planning XIX. Conclusion Executive Summary Groupon, Incorporated (Groupon) is a national e-commerce marketplace that connects local merchants to local consumers by offering goods and/or services at a discount. Each day Groupon e-mails its subscribers discounted offers for goods and services that are targeted by†¦show more content†¦previous $5.3 billion offer from Google) Extension partners Growth of e-commerce (Online shopping advertising) Newspaper advertising Market goes as far as new products and services Partnership with social networks More companies will participate resulting in becoming business partners Strong competition and new players such as Google Many small, imitator sites Industry leading position - needs to stay on top Technology barrier Economic slowdown Side-effects of aggressive expansion including managerial problems Strengths It is hard to imagine talking about operating or using businesses without online services these days, as online shopping has caught attention of, and is used by so many customers. Because of the increased use of online shopping, Groupon has been able to enter and dominate an area that has the potential for great expansion. Groupon online discount coupon service provides opportunities for users to receive significant discounts on goods and services and has already established itself in many bigShow MoreRelatedMarketing Plan For Groupon : Marketing Strategy2551 Words   |  11 Pages Marketing Plan For Groupon Mehmet Ozkara Irmak Tuncer Serra Tankut Mehmet Burak Sezer Meltem Merve Aydin Marketing Strategy Ted Clark SUNY – New Paltz 22/06/15 MARKETING PLAN FOR GROUPON 1. Executive Summary Groupon is a deal based business that brings customers discounted deals from the businesses. 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As at 2010, Groupon had over 35 million registered users, 150 markets in North AmericaRead MoreGroupon1219 Words   |  5 PagesCase Analysis Groupon Groupon is an internet website company focused on generating revenue by utilizing relationships with merchants to provide consumers with discounts on select items. The goal of the discounted vouchers is to drive additional consumer store traffic and generate revenue for merchants which are shared with Groupon via a predetermined contractual percentage. Groupon generates visibility and exposure with email and social networking to increase consumer spending at specific merchants

Does management affect coastal processes at Walton-on-the-Naze Free Essays

Walton-on-the-Naze is a small retirement town, located near Colchester via the A133 with a population of 40,000. Run by tendering local authority it relies mostly on tourism economically, which is one of the reasons they have a coastal management scheme which has recently been extended to the north to protect the luxurious houses situated there. In the course of this project I will be investigating the ways in which management has been used in Walton-on-the-Naze to prevent and encourage different coastal processes in order to stop the cliff retreating and then comparing this to the unprotected cliffs and beaches in Walton to find out if management truly does affect the coastal processes present there. We will write a custom essay sample on Does management affect coastal processes at Walton-on-the-Naze? or any similar topic only for you Order Now Coastal processes affect our lives. Our families pay taxes to go towards coastal protection etc. which is essential for the whole town to function and benefit the whole community. I have decided to study Walton-on-the-Naze for a number of reasons. Firstly it is the nearest place along the coast to Southend which has unprotected cliffs as well as protected ones. At Walton the geology is the same and the processes are very similar along with the protection. Also Walton is subjected to much more energy from the sea than Southend. There are various ways the coast can be managed, firstly I will explain how the cliffs can be protected. Cliffs are protected in two places, the cliff face and the cliff foot. Energy from the sea in the form of destructive waves can undercut the cliff over time, this causes a cliff collapse because the weight cannot be supported now undercutting has taken place. To combat this, at the cliff foot a sea wall may be built to act like a natural barrier against the sea, along with a revetment to further decrease the energy of the waves. Or groynes could be put in place to encourage a build up of sand and create a â€Å"beach.† This is why beaches are usually sloping towards the sea to make the waves break and decreases the energy they have. The incoming destructive waves break on the sand and cause a weak swash up the beach followed by a strong backwash which has more energy than the swash and ‘drags’ sand back down the beach, although this is partly complicated by prevailing winds and LSD which I will go on to explain further later on in this project. Also as waves undercut the cliff rubble collects at the foot of the cliff and acts like a natural barrier in some places, this can also be recreated by man by placing massive rocks and boulders at the foot of the cliffs to protect them, this is usually called rip-rap and is the cheapest and easiest method of management. On the cliff face Gabions can be put on which are basically mesh boxes to keep the rock in place and catch any loose rocks. Cliff ‘pinning’ is another way the rock can be kept in place. Vegetation may also be planted there to hold together the rock and prevent erosion, along with sculpturing and draining of the cliff face. It is very important that these two areas are integrated, for you cannot only protect the cliff face and not the cliff foot and you cannot only protect the cliff foot and not the cliff face! These types of management are put into two categories – hard engineering and soft engineering. Hard engineering is physically building something e.g. a Sea wall. Whereas soft engineering e.g. planting is a far more natural management process. We as humans can only militate the worst effects of flooding, that is to say that floods are always going to happen, we cannot stop them. Instead sea walls and tidal barriers are put in place to reduce the energy of the destructive waves produced crashing against the cliffs. If this management was not put in place coasts would be forever retreating causing chaos and destruction that would not be tolerable in today’s society. Now I will go on to describe the coastal processes involved. There are 4 main types of coastal processes that affect the cliffs and coast at Walton-on-the-Naze, these are: 1. Destructive Waves (erosion) 2. Long shore Drift 3. Slumping 4. Deposition Some of these processes must be encouraged and some must be discouraged in order for management to be successful. Destructive waves and erosion along with long shore drift and slumping must be discouraged whereas deposition must be encouraged, next I will go on to explain what each of these processes is, does to the coast and why they must be either encouraged or discouraged. The coast is a narrow contact zone between land and sea. The effects of land, air and marine processes are constantly changing it. But on most coastlines the dominant process results from the action of waves. Although destructive waves are usually resultant from storms out at sea and have much more energy than ‘common’ constructive waves and usually do a lot more damage. Waves are usually created by the transfer of energy from wind blowing over the surface of the sea. It is true to say that the larger the wave the more energy it contains and the largest waves are formed when very strong winds blow for lengthy periods and cross large expanses of water. The maximum distance of water over which winds can blow is called the fetch. ‘In the case of South-West England the fetch is from the South-West. This also coincides with the direction of the prevailing, or most frequent, wind. In Eastern England the fetch is generally from the East.’ As you can see from the diagram on the previous page water particles move in a circular orbit. Each single particle, or a floating object, tends to move vertically up and down, it is only the shape of the wave and its energy that is transferred horizontally towards the coast. But as a wave reaches shallow water the velocity at its base is slowed due to friction with the sea bed, and the once circular orbit changes to that of an elliptical orbit as shown in the diagram. The top of the wave, unaffected by this friction, becomes taller and steeper until it finally breaks. Only at this point does the remnant of the wave, called the swash, actually move forwards. The swash transfers energy up the beach. The backwash returns energy down the beach. Constructive Waves have limited energy. Most of this is used by the swash to transport material up the beach. Destructive waves have much more energy. Most of this is used by the backwash to transport material back down the beach. Erosion Waves, like rivers, can erode the land by a number of different processes, these are: Corrasion (abrasion) – is caused when large waves hurl beach material against a cliff. Attrition – is when waves cause rocks and boulders to break up by bumping into each other on a beach, into small particles. Corrosion (solution) – is when salts and acids in the seawater slowly dissolve the cliff. Hydraulic Action – is the force of waves compressing air in cracks in the cliff. Longshore Drift Although waves do carry material up and down the beach they do not necessarily carry it up and down vertically, the major movement is along the coast by a process called longshore drift. Waves rarely approach a beach at right angles, instead they tend to approach the beach from a direction similar to that of which the wind is blowing. When a wave breaks, the swash carries material up the beach at the same angle at which the wave approached the shore; then the backwash returns material straight down the beach at right-angles to the water, by gravity. The outcome is that material is slowly moved along the beach in a zigzag course. The effect of longshore drift or LSD can be best seen where groynes have been built to prevent this material from being moved along the beach and so there is a build up of sand on one side of the groyne in each case. There are many examples of this in Walton-on-the-Naze (see photos section.) Slumping Slumping is the movement of unconsolidated material (moraine) under gravity. The rock particles in the cliff are held together by frictional forces which are overcome by a build up of ‘pore water pressure’ owing to saturation by prolonged rain. That is to say that when water infiltrates the cliff it causes the rock to ‘slump’ or slide over each other. Of course a wave-cut notch will have already formed at the rock foot, causing the immense pressure above, see diagram overleaf. Deposition Shingle and sand being transported along the coast by longshore drift will, in time, reach an area where the water is sheltered and the waves have no energy, e.g. a bay. The material may be temporarily deposited because there is no longer any energy left to carry them, this could then form a beach. How to cite Does management affect coastal processes at Walton-on-the-Naze?, Essays

Applicants As Desires Of The Organization †Myassignmenthelp.Com

Question: Discuss About The Applicants As Desires Of The Organization? Answer: Introducation Recruitment and selection procedure is led by an organization for giving work opportunities for new applicants as per the desires of the organization. Strategy of Toronto Dominion bank, they hire some brilliant and knowledgeable staff. Toronto-Dominion is a Canadian bank. The headquarters of this bank based on Toronto. This bank was founded in 1995 with the merge from Dominion Bank. In the world this bank stands 19th position and also it is the second largest bank of Canada. Expansion of the TD bank is due to requirement and demand shown by the existing clients. The bank have 85,000 employees and 22 million client across the world. Recruitment and selection process of TD bank is include composition of the workforce, methods of selection and recruitment. Internal, external and other methods like approaching to consultancy firms, placements in universities, etc. recruitment practices follows by the organization as per the conditions and requirements of management (Taylor, 2014). Nature and Composition of the Workforce Diversity in Toronto-Dominion Bank: Recruitment and selection process of TD bank is being affected by the many structural factors such as lessening the cost of the worker, or strength of the workforce, etc. TD bank focuses concentrate more on recruitment of knowledgeable team mates and they do not want to work with the untrained team mates to avoid the problem in the presentation of the TD bank. The TD bank also implements the events of choosing the staffs on temporary purpose, on contract basis, etc. for decrease of the presentation rate. This also affects the employee turnover ratio of the TD bank and to avoid this fixed and enduring recruitment procedure should be followed. Prior to the procedure of recruitment, the branch of HR needs to look at the prerequisites of the group in each segment and according to those results; worthy selection and recruitment methodology ought to be acknowledged. The Toronto Dominion Bank for the most part screens the structure of supporting their current employee individuals and this strategy additionally moves the colleagues. Employee work all the more calmly to exhibit their capacity and methods for getting advanced. This strategy of recruitment is known as inward enlistment and it keep back the cost of the TD bank. External strategy of recruitment, the administration of the TD bank needs to promotion for the occupations available to welcome the candidates. After then the methodology of recruitment and selection in the wake of checking the materialness and appropriateness of the candidate to do the particular assignment. Number of Applications for job in TD Bank: The reputation and image of the TD bank amongst the market of the Canada and in other countries of the world, after beginning recruitment announcement in the market, enormous number of submissions received. Management of the TD Bank, for new branch of organization offers applicants for requirement of 8 relationship officers. These jobs offer were for both working applicants as well as for external candidates. Approximate 125 requests were acknowledged for the job post and around 50 remaining candidates applied for the job. The TD Bank, HR team directed certain essential rounds of interview for the selection of suitable person for the essential post. Toronto Dominion Bank announces jobs for the essential posts time to time internally as well as externally to increase the organization and for delivering more opportuneness to their customers for giving them better knowledge of banking (Siavelis, 2012). Procedure of Recruitments in organization Toronto-Dominion Bank is a world famous bank, every candidates desires to do work with the brand for their growth and good opportunities. And in terms of TD Bank, they also want to recruit the suitable team for the desired position and for the growth of the bank. HR Team alongside the administration of the TD bank acknowledges vital methodology for the variety of the competitors inside and remotely. For determination of interior workers for the updated work positions, HR group ought to declare the opportunities on the official site and wanted hopefuls could apply for a similar position and according to their capacity, individual will be chosen. This technique for enrollment spares the cost and in addition it additionally inspires the representatives to exhibit their ability and aptitudes that will help up the execution of the TD Bank (Robertson, 2011). Recruitment is known as the process of searching and selecting the candidates whether they are in organization or from outside the organization, for the job vacancies in the organizations, every organization follows the procedure of recruitment which includes screening, selecting and hiring the candidate for the desired position, it is necessary for every organization to follow the systematic procedure of recruitment and selection. Below diagram tells about the sales force recruitment procedure which include 5 steps: Conduct the job analysis Prepare a proper job description Analyze and identify the proper sales job qualification Conduct a pool of sales recruits Select the best recruits So, before analyzing the effectiveness of the RS system of the organization, importance. HR group could likewise choose the specific individual for the required position with no meeting by simply inspecting his/her capacities alongside their execution criteria. Designations given by the group pioneers for the advancement for updated work places of their capable tea individuals could likewise be utilized as the choice procedure in interior occupation enrollment. As far as outer enrollment process, bank needs to pay colossal sum on the promotion for the activity opportunities for contracting a satisfactory hopeful or for a gathering of possibility for numerous positions. Stroll in and write in strategy for enlistment, enrollment through situations directed in schools, colleges, and so forth could likewise be utilized for the outer enlistment. In stroll in techniques, a notice is stuck on the site of the association and in celebrated daily paper brands to pull in significantly number of contender to choose the proper possibility for the activity (Patton, 2011). Approaches to Selection in organization HR team is responsible for selecting the candidates for the required potions for the betterment and for growth of the organization. In TD banks selection process, mainly two approaches are used for selecting the appropriate candidate. In the first approach, HR team analyzes the behavior of the candidate, disciplinary actions, adjustability to settle down in the new environment, etc (Miller, Solberg, 2012). These all are terms in relevance to the organizational point of view so that selected candidate could settle down and showcase its skills and talent for the potion his/her selection is done. Person selected for the desired positions should be organizational fit in nature. Whereas the other approach of selection defines the selection of the employees on the basis of requirement of the job only. Person selected should be job-fitted or he/she should be suitable for performing adequately for which his/her selection was done. For performing those two approaches of the selection, HR tea m conduct various steps of selection process i.e. personal interview, aptitude test, group discussion, etc. And HR team of the TD bank mostly concentrates on recruiting the candidates who can be fitted in both approaches of selection (McGraw, 2013). Selection Methods in TD Bank: Selection method is the procedure through which candidates are selected for the job position. Before the selection of candidates, HR team management analyzes some of the features of the person so that suitable and right candidate could be selected. Selecting these features includes aptitude test, screening test, learning and speaking abilities, etc (Liu, et al., 2010). These all aspects should be examined before selection of any candidate. Each and every employee should appear good in front of the HR recruiter because this helps to the employee to put a good image over them. HR team of the company finds the qualities like language skills, learning capability of the candidate, responsibility and other communication features in a candidate before assigning him/her. For every employee, switching companies is very tough task and for adjusting in new environment and learning ethics, principles and other desires of the organization is a challenging job. Hence, different selection procedure are being applied by the HR managers as per the prerequisite of the condition (Lin, 2010). Effectiveness of the Recruitment and Selection process in TD The effectiveness of the RS framework incorporates the determination of methods to choose the general population for the specific positions in the association. Each association needs to reduce its cost of creating and expanding its benefits i.e. minimize the cost and high benefits are desirable for each person and this is profitable for each association (Leslie, et al., 2015). In the case of TD Bank, they likewise need to lessen their cost to expand the benefit of the bank so for this they hire the employee on many contracts, for example, on low maintenance work, on contract premise of a specific undertaking, and so on. Furthermore, workers are the greatest factor through an association could accomplish higher targets and disappointment of the association is additionally relies on the representatives. It is must to be importance with the legal reviews of the specific place. To confirm the identity of the employee the back ground should check by the HR (Doornenbal, et al., 2012). Recruitment Selection process with Strategic Management System of the TD Bank: These are the techniques through which each organization including Toronto Dominion bank distinguishes its requirements and selects the coveted candidate to accomplish certain objectives in the market. Through this procedure, TD bank got qualified and experienced representatives and results are they are the second biggest bank in Canada regarding market capitalization. Representatives and their hardworking work have helped the bank to accomplish these figures (Djabatey, 2012). Recruitment and selection process should focus on choosing the proper applicants that are reasonable for the activity necessities. Recruitment and Selection process could bring about positive or negative features of the TD bank and this all relies on the working structure of the association. In the event that administration and organization has control over each action of the association then HR group needs to play out their obligations in reasonable way generally HR group could enlist representatives for their advantages (Costen, 2012). Person selected for the desired positions should be organizational fit in nature. Whereas the other approach of selection defines the selection of the employees on the basis of requirement of the job only evaluating the recruiting and analysis. In these strategies every association includes Toronto Dominion bank recognizes its necessities and chooses the pined for possibility to finish certain goals in the market. Through this technique, TD bank got qualified and experienced agents and results are they are the second greatest bank in Canada with respect to showcase capitalization. Delegates and their persevering work have helped the bank to fulfill these figures (Djabatey, 2012). Enrollment and choice process should concentrate on picking the best possible candidates that are sensible for the movement necessities in determined approach. Principles of Recruitment Selection process in TD Bank: Screening of the applicants ought to be performed with extra care and in better way for the improvement of the bank. After area of the hopefuls, HR director need to take look after the fundamental things and administrations needs in the duty hours for accomplishment of the objectives and goals of the bank. Essential standards of the organization to provide refreshment facilities for the workers, adequate break timings, and so forth (Bryson, et al., 2013). These goes about as the convenience for the representatives since worker is a person first and consistent working are impractical for any individual. Break period, refreshment goes about as the vitality sponsor to work in the same successful way for the association. While recruitments of the hopefuls, they should not be chosen on their shading, sex, group, standing, and so forth premise (Brewster, et al., 2012). These all viewpoints should not be considered in a recruitment of association until and unless it is required. In the even t that for a specific post, female or male competitor is required till the time, this training should not be taken after and according to the fairness, both should to be given satisfactory possibilities for showing their capacities (Begum, et al., 2014). Recommendations: Toronto dominion bank expanding their business rapidly through setting their branches in many part of world and performing very well in bank industry. They also set up their image of brand in NORTH AMERICA. Huge number of companies are working with the Toronto domino bank in USA. The selection and recruitment technique of the bank are very effective: they select a very specific procedure for recruitment. The internal procedure are more effective in nature for recruitment in the TD bank. They have their specific research and development for selection and recruitment of candidates (Ash, et al., 2013). Confidence and trust level of employee increased when organization shows their trust level and confidence towards their employee. Conclusion: According to this recruitment and selection system of the Toronto Dominion bank for the appointment candidate for their new branch office which will be soon opened, HR director and administration trust in choosing adequate and suitable candidates, which suits the set of working responsibilities' and they should likewise suit the hierarchical destinations too. HR chief should play out all the significant exercises to advertise with respect to the vacancies in the bank so wanted and sufficient applicant couldn't get a shot due to non-ad about the activity. This report likewise closed about the key procedure of the TD Bank and its association with the recruitment and selection process takes after by the TD bank. This report has reflected all the key understanding on the recruiting and hiring of the employees in best determined approach. With the ramified economic changes and complex business structure, if company could hire best employees in its value chain activities then it will not o nly help in creating core competency in market but also result to making effective business functioning to grab more market share. Ideally, clients get attracted only when they are provided best level of goods and service in market. References Ash, R., Hodge, P., Connell, P. (2013). The recruitment and selection of principals who increase student learning. Education, 134(1), 94-100. Begum, S., Zehou, S., Sarker, M. A. H. (2014). Investigating the relationship between recruitment selection practice and OCB dimensions of commercial banks in China. International Journal of Academic Research in Management, 3(2), 146-154. Brewster, C., Mayrhofer, W. (Eds.). (2012). Handbook of research on comparative human resource management. Edward Elgar Publishing. Bryson, J., James, S., Keep, E. (2013). Recruitment and selection. 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Personnel selection using analytic network process and fuzzy data envelopment analysis approaches.Computers Industrial Engineering,vol. 59 (4), pp. 937-944. Liu, J. T., TSOU, M. W., Wang, P. (2010). Workforce composition and firm productivity: evidence from Taiwan.Economic Inquiry,vol. 48 (4), pp. 1032-1047. McGraw, P. (2013). Recruitment and selection. na, 205. Miller, J. D., Solberg, V. S. (2012). The composition of the STEMM workforce: rationale for differentiating STEMM professional and STEMM support careers.Peabody Journal of Education,vol. 87 (1), pp. 6-15. Patton, M. Q. (2011).Developmental evaluation: Applying complexity concepts to enhance innovation and use. Guilford Press. Robertson, B. (2011). Corporate Social Responsibility Programs for Emissions-Trading Risk Management in Canadian Banks. InEmissions Trading. Springer Berlin Heidelberg. pp. 109-125. Siavelis, P. M. (2012). Pathways to power: Political recruitment and candidate selection in Latin America. Penn State Press. 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