Concept of Marketing and CSR †Free Sample to Students

Question: Talk about the Concept of Marketing and CSR. Answer: Presentation This task has talked about the idea of showcasing and idea of Corporate Social Responsibility which assumes a fundamental job for each business. Each association needs to satisfy their duties towards the general public. CSR activities can be taken for upgrading the fulfillment level of representatives, condition, society and commercial center. The term showcasing can be clarified as the special exercises attempted by the organizations which are identified with the buy or offer of an item or administration. Advertising has given an approach to arriving at the clients and upgrading the clients of the organization. Advertising capacity gives an upper hand to the organization and aides in driving the clients towards the items or administrations. Corporate Social Responsibility can be clarified as the corporate activities taken by the organization for satisfying the duty towards the general public. Each association needs to put forth attempts for improving the general public and diminishing the effect of the organization on condition and prosperity of the general public (Elliott, et. al., 2014). Presently based on what you have just realized in Marketing and Society, clarify how Coca Cola show CSR activities and assess their present activities against the CSR model Coca Cola is concentrating on the satisfaction of the Corporate Social Responsibility. Coca Cola is enabling female business visionaries, expanded the utilization of manageable bundling, securing the atmosphere, prosperity of the general public and guaranteeing that human and working environment rights are given to the representatives to upgrading working environment condition. Coca Cola is following a CSR model which guarantees the security of the representatives, condition, society and commercial center. Significant creation of Coca Cola is delivered by the neighborhood individuals by utilizing nearby assets. Coca Cola has taken activities for preserving water and decreasing the wastage of water. For monitoring water, it has received diminish, reuse and recharge approaches. Coca Cola has taken activities for the executives of water for decreasing wastage, feasible bundling, the board of vitality assets and ensuring atmosphere (Elliott, et. al., 2014). It is giving business chances to upgrading the state of the poor networks. It is offering help to the ranchers and agrarian networks and aiding in keeping up the fitting flexibly of the fixings. A human rights strategy has been trailed by Coca Cola which incorporates different parts for the wellbeing of workers. These segments are regarding decent variety, no to kid work, disposal of constrained work and human dealing, advancing wellbeing and security at the work environment, drawing in partners and advantages for the additional time to the representatives (Elliott, et. al., 2014). In view of your investigation make a proposal on how they could improve their present practices Coca Cola is concentrating on meeting its duties towards the general public. Different CSR activities have been taken by Coca Cola. CSR activities of Coca Cola can be improved by applying hardly any ways which are referenced beneath: Straightforwardness ought to be elevated in order to introduce a reasonable image of the activities of Coca Cola. Buying choices must be taken reasonably. Supportability helps in dissecting how powerful organization is in satisfying its obligation. Bolster must be given to the neighborhood network to improving the fulfillment level of the networks (Elliott, et. al., 2014). End In this way, it tends to be inferred that CSR is a significant perspective for each association. The idea of showcasing the board and CSR have been characterized in this task. CSR activities must be taken by the organizations for agreeing to the duties. Suggestions have been made which will help in improving their present practices. References Elliott, G., Waller, D., Rundle-Thiele, S. (2014). Showcasing (Third ed.). Milton, Qld: John Wiley and Sons Australia.

Logistics Management. Supplier Evaluation at EADS Company Case Study

Coordinations Management. Provider Evaluation at EADS Company - Case Study Example The organization recorded a business volume of roughly â‚ ¬30 billion, a figure just predominated by its greatest rival in the aviation showcase, which recorded around â‚ ¬40 billion worth of deals. Different contenders followed intimately with deals averaging between â‚ ¬10 billion to â‚ ¬20 billion. The majority of the company’s deals originated from Europe and North America and hence the organization proposed on making changes in accordance with improve deals in the Asian and South American locales. The company’s primary customers included significant aircrafts around the world. These aircrafts utilized the business procedure of expanding buys so as to get value decreases dependent on exchanged volumes. The idea of the airplane business was to such an extent that esteem expansion on stock was topped at between 25%-35%. Accordingly, the associations that were entrusted with providing these items framed an indispensable part in creating upper hands for EADS and different organizations in the business. They also turned into a potential bit of leeway for decreasing costs and hazard other than improving incomes. Providers in the Aerospace Industry The idea of the airplane business requested that providers give products and product of the highest caliber. The products should have been strong, and needed to meet some particular quality necessities.

Environmental Law, Crime, and Justic Research Assignment - 275 Words

Environmental Law, Crime, and Justic Research Assignment (Essay Sample) Content: Environmental Crime TheoriesNameInstitutional AffiliationINTRODUCTIONAccording to Lynch et al. (2014), there are several theories that expound on the tenets governing environmental crimes. Lynch highlights the underlying principles that form the basic framework of these theories. This paper seeks to point out theories which best describe environmental crime and which describes it the worst (p.66)The Marxist theory, for instance, has a prime proposition that resource allocation and distribution between distinct levels (or classes) are not equal. Marxist theory affirms that the link between capitalism and resources is biased and inequitable and hence increasing the probability of occurrences of environmental crime. Marxists narrow to class divergence and contrast and the merits bequeathed to individuals who have great social influence. As per the Marxist theorists, the essence and presence of laws do not necessarily imply that firm or bodies that contravene the environm ental acts will face the full force and penalty. According to this theory vantage point, laws permit incredible levels of destruction to mushroom prior to imposing any serious fines or penalties. This is done to promote capitalism. The Marxist Theory perfectly describes environmental crimes since it uniquely elaborates what propagates it and hence I vote it the best theory propounded in this chapter (Lynch, Burns, Stretesky, 2014).Environmental Racism theory highlighted by Lynch has a proponent that displays a relationship between environmental integrity, justice and racism. Environmental Racism Theory affirms that environmental vandalism and abuse is not equally dispersed, shared or distributed across different races. Lynch et al. (2014) affirms that fundamental tenets such as environmental wastes, pollution and products eradication have far-reach...

Sexual Harassment Within The Workplace Essay - 4574 Words

SEXUAL HARASSMENT IN WORKPLACE Lesa GlennTracy ABSTRACT This research is about sexual harassment in workplaces. Sexual harassment has been seen all over the world, and it is more directed to women and also some men have reported the issues although not that much. The research was done due to the vast number of people complaining of harassment in their workplace and wanted to prove if it’s true. Harassment in workplaces is not only directed to job advances but also as a way to bully other employees, and this makes work productivity in any company. The essential of this research is to show that harassment is either real or is just a way of escaping one s obligation in a corporation. The article will also have relevant materials like surveys showing, if it’s real, harassment in companies. It also shows how this act can be reduced and eliminated in all workplaces and make the environment stress free for our lady partners in offices. The primary significance of the research is to help those who have undergone the issue recover and get justice and also warning those in companies with the idea and respect everyone. TABLE OF CONTENT 1.0 Introduction 1.1 Background 1.2 Purpose 1.3 Scope 2.0 Review of the Literature 2.1 Research Statement 2.2 Literature Review 3.0 Methodology 3.1 Primary Survey Methodology 3.1.1 General Research Design 3.1.2 Synopsis (instruments participants) 3.1.3 Survey Participants 3.1.4 Survey Instruments 3.1.4.1 WrittenShow MoreRelatedSexual Harassment Within The Workplace949 Words   |  4 PagesSexual harassment (SH) in the workplace, as defined by the Ontario Human Rights Commission, is a form of discrimination based on sex. SH can be subjective, in the sense that it can range from anything as severe to asking for sex in exchange for something to gloating about sexual capabilities. While both women and men can be victims, trends indicate that women are greater times the recipient. According to Kubik (2016) 40 – 75% of women and 15% of men experience sexual harassment in the workplace.Read MoreSexual Harassment Within The Workplace1382 Words   |  6 PagesNovember 2015 SEXUAL HARASSMENT IN THE WORKPLACE Sexual harassment is any form of unprecedented sexual conduct in which the offender uses inappropriate language and actions that humiliate the sexuality of the offended. At workplaces, sexual harassment occurs when stakeholders of an organization engage in unwelcomed conducts of sexual nature, which makes the recipients (of the conduct) intimidated and uncomfortable. As Solotoff and Kramer (2014: 67) assert, sexual harassment is a widespread practiceRead MoreSexual Harassment Within The Workplace1567 Words   |  7 PagesSexual harassment is a continuing, persistent occupational health problem in corporations and work environments. There can be extensive, negative consequences for individual victims and the corporations involved. Assailants and harassers can impact and hurt victims by affecting both their professional work lives and personal lives. The purpose of this paper is to heighten awareness and sensitivity to this important issue, recognizing that institutions, clinics, corp orations, organizations and office-basedRead MoreSexual Harassment Within The Workplace1349 Words   |  6 PagesWhat is sexual harassment? According to U.S. Equal Employment Opportunity Commission defines workplace sexual harassment as unwelcome sexual advances or conduct of a sexual nature which unreasonably interferes with the performance of a person s job or creates an intimidating, hostile, or offensive work environment. Sexual harassment refers to the action of repeated, annoying sexual comments, gazes and physical contact at the workplace. Sexual harassment refers to sexual actions that annoy the partyRead MoreSexual Harassment Within The Workplace1757 Words   |  8 Pages Sexual and Non- Sexual Harassment in the Work Place Sexual harassment is discrimination that involves any uninvited comments, exploits, or behavior regarding sex, gender, or sexual orientation. If any type of violation is made by a co-worker, a boss, a work acquaintance, or even a non-employee such as a client, vendor, or contractor, this will be considered unlawful sexual harassment within the work environment. Sexual harassment can create a hostile and uneasy work environment. SexualRead More Sexual Harassment and Workplace Violence Essay1416 Words   |  6 PagesHarassment has plagued the world for centuries. Why should the workplace be any different? Sexual harassment and workplace violence are not only of historical roots, but contemporary issues are still present in the workforce today. Managers are addressing and combating modern sexual harassment and workplace violence, however instances still occur (Robbins, Decenzo Coulter, 2011). â€Å"Sexual harassment is defined as any unwanted action or activity of a sexual nature that explicitly or implicitlyRead MoreSexual Harassment1405 Words   |  6 PagesSexual harassment Sexual harassment in a healthcare workplace is a very important topic to discuss even though it is often swept under the rug. Even with all law, literature and discussions on sexual harassment, people still remain confused about what exactly constitutes sexual harassment. Therefore knowing what sexual harassment entails and looks like is a crucial step in the prevention of it from taking place. Sexual harassment is a form of gender discrimination; it can therefore be definedRead MoreSexual Harassment At The Workplace1253 Words   |  6 PagesSexual Harassment in the Workplace What cause sexual harassment in the workplace? Sexual harassment is defined as discrimination towards sex. It is unwanted verbal and/or physical contact between two human beings, however, in this case I would like to focus on the workplace (co-worker or supervisor). Based on Civil Rights Act of 1991, there has been an increased amount of incentives for employer’s prohibition conducts of sexual harassment. How people perceive and evaluate sexual harassmentRead MoreThe State Of Sexual Harassment858 Words   |  4 Pages Machin, L. (2012). The State of Sexual Harassment in America: What is the Status of Sexual Harassment in the US Workplace Today? Journal of Global Business Management, 8(1), 133-138. Unwanted sexual advances are inappropriate whether or not an individual is at work. This article speaks to the minds of people who have been sexually harassed at work in the 2000s. When written, the article explained that in the last two years sexual harassment in the workplace had actually increased. It also explainsRead MoreIntroduction. The Purpose Of This Article Is To Provide1362 Words   |  6 PagesIntroduction The purpose of this article is to provide a concise summary of what sexual harassment is, discussing who it affects, and its prevalence in organisations using evidence and examples. A range of views will be provided to describe how sexual harassment affects organizations and employees. This article will examine the primary alternative interventions aimed at resolving for sexual harassment in the workplace. The alternatives are all considered to be preventions, rather than reactions to

The Impact of Training and Development on Employees...

Impact of Training and Development on Organizational Performance Abstracts - Training and Development, On the Job Training, Training Design and Delivery style are four of the most important aspects in organizational studies. The focus of current study is to understand the affect of Training and Development, On the Job Training, Training Design and Delivery style on Organizational performance. The back bone of this study is the secondary data comprised of comprehensive literature review. Four Hypotheses are developed to see the Impact of all the independent variables on the overall Organizational Performance. The Hypotheses show that all these have significant affect on Organizational Performance. These Hypotheses came from the literature†¦show more content†¦The focus of current study is to understand the effect of Training and Development, On the Job Training, Training Design and Delivery style on Organizational performance. The back bone of this study is the secondary data comprised of comprehensive literature review. Four Hypotheses are developed to see the Impact of all the independent variables on the overall Organizational Performance. The Hypotheses show that all these have significant effect on Organizational Performance. These Hypotheses came from the literature review and we have also proved them with the help of literature review. Results show that Training and Development, On the Job Training, Training Design and Delivery style have significant affect on Organizational Performance and all these have positively effect the Organizational Performance. It means it increases the overall organizational performance. We also prove our Hypothesis through empirical data. However, results are strongly based on the literature review.Results show that Training and Development,On the Job Training and Training Design and Delivery style have significant effect on Organizational Performance and all these have positively effect the Organizational Performance. JulyShow MoreRelatedThe Impact of Training and Development on Employee Performance and Organizational Growth1454 Words   |  6 Pagesedge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage. Training and development is an essential element of every business if the value and potential of its people is to beRead MoreThe Impact of Training and Development on Employee Performance and Organizational Growth1446 Words   |  6 Pagesedge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage. Training and development is an essential element of every business if the value and potential of its people is to beRead MoreBenefits And Benefits Of Compensation Essay886 Words   |  4 PagesCompensation is output and the benefit that employee receives in the form of pay, wages and also same rewards like monetary exchange for the employee’s to increases the performance Holt, 1993). Compensation is the segment of transition between the employee and the owner that the outcomes employee contract. As the prospective of employee pay is the necessary of life. The payment receives from work done on the behalf of people getting the employment. From the employee prospective one of the most importantRead More The Training Practices of Results-Oriented Leader, by Clinton O. Longenecker1482 Words   |  6 PagesClinton O. Lo ngenecker wrote the article titled ‘The Training Practices of Results-Oriented Leaders’. It was published in the Industrial and Commercial Training Journal, Volume 39, Issue 7, in 2007. This article sets out to demonstrate that for many organizations, though training is becoming an important tool in improving organizational performance; front-line managers are often passive or indifferent on the issue of providing proper training to employees. The article addresses business leaders, humanRead MoreChapter Two. Literature Review. 2.1 Employee Training And709 Words   |  3 PagesCHAPTER TWO LITERATURE REVIEW 2.1 Employee Training and Development Overview: (Kum, F.D. etc., 2014). indicated that Training and development is a critical process, which seeks to improve the performance of workers in the organization. In order to form competent committees, employees’ relevant expertise and intellectual capacity needs to be improved. Some of the projects executed by ESCON fail at an embryonic stage owing to the fact that tenders are awarded to the lowest priced contractor. MoreoverRead MoreMicrosofts Human Resource Management Strategy679 Words   |  3 PagesImportance of Strategic Human Resource Management Talent Management Strategies Compensation and benefit packages for employees Policies and practices for Labor relations management Comparison with the Competitors Conclusion OBJECTIVES OF THE HRM STRATEGY To design effective talent management strategies; including recruitment and selection, motivation and retention, performance management, etc. To design competitive salary and compensation packages and decide their major components. DevelopRead MoreLearning Team Deliverable Week 3 1055 Words   |  5 PagesPhillips-Tate, Latrina Taylor, and Suzane Tenorio University of Phoenix HRM/552-Organizational Training and Development Sherri Johnson December 1, 2014 Learning Team Deliverable- Week 3 The assignment for this week focuses on the team’s understanding of the goals and objectives of training program development and delivery. Team C summarizes the following highlights of this week’s discussions: determining organizational development theories and applications; differentiating between mentoring and executiveRead MoreThe Effect of Training and Development on Employees Performance1269 Words   |  6 PagesPROPOSAL THE EFFECT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE IN ZTBL SUBMITTED TO: DR. WSEEF JAMAL SUBMITTED BY: Mehboob ali mpa(Hrm) IM|SCIENCES, HAYATABAD, PESHAWAR INTRODUCTION. Zarai Taraqiati Bank Limited (ZTBL) formerly Agricultural Development Bank of Pakistan (ADBP) is the premier financial institution geared towards the development of agriculture sector through provision of financial services and technical knowRead MoreAnalysis Of Management Skills And Safety Hygiene920 Words   |  4 PagesAnalysis Impacts Consequences/or changes 1. Skill Factors In 2017, there are over 1500 employees nationwide. Nando’s presently acquire many skill factors that enable business growth, such as, leadership skills and management skills, food and safety hygiene. These will be continued to decrease any issues raising in the organization. Main skill factors required to meet the envisioned future include, communication skills to build a therapeutic relationship between colleagues. The impact of this wouldRead MoreHuman Resources And Organizational Development1046 Words   |  5 PagesHuman Resources and Organizational Development Employee Empowerment Working together may be crucial since the individual functions of these two departments are not the same. The most important function of Organizational Development is to align the mission, values, and culture of the entire organization to create partnerships between employees and management. Their emphasis is on connecting the employees and departments to work as a team by instilling the company’s main beliefs. Many employers feel

Critically Assess Whether Strategic Hrm Leads to ‘High Performance’’ free essay sample

Two theoretical perspectives to the Strategic Human Resources Management (SHRM) will be introduced and compared to determine whether they manage to ‘high performance’ or not. First, the Universalist approach is ‘one best way’ of dealing human resource to improve business performance. Second, the Contingency approach is to align HR policies and practices with the details of business strategy to create a positive impact on business. In addition, two examples: a large company and a medium-size company will be used to illustrate both approaches practically. At the same time, there are issues associate with theoretical perspectives that need to be discussed. Such issues are the implementation problems as well as the measurement problems. After all, the question will be answered with analysing all of the above. The advantages and disadvantages of each approach will be identified by gathering views of researchers. To the final stage, both approaches are being recognised if the linkage is existence to ‘high performance’ and to the level of measure that are being noticed. Different approaches to SHRM * Universalist approach A Universalist approach is known as ‘best practice’ human resource management (HRM). This approach describes there is ‘one best way’ to manage people in order to improve organizational performance. It argues that all organizations, regardless of sector, size or country, will benefit from identifying, gaining commitment to and implementing a set of best HRM practices. The job of a researcher is to identify what the practices are, and a job of HR professional to implement them. For example, a research from Delery and Doty (1996) identify certain practices that improve organizational performance. The detailed components are ‘high performance work systems (HPWS)’ Berg (1999); Appelbaum et al (2000), ‘high commitment management’ Walton (1985); Guest (2001a, 2001b) and ‘high involvement management’ Wood (1999a). Another researcher by Jeffrey Pfeffer (1998) identifies that seven universally applicable practices will benefit all firms. The components include: 1) Employment security, 2) Careful hiring, 3) Self-managed teams and decentralized decision-making, 4) Comparatively high compensation, 5) Extensive training, 6) Low status distinctions and barriers, 7) Extensive sharing of financial and performance information. The implication is that when a coherent bundle of HR practices is outlined, the integrated HR practices will impact positively on organizational performance. The ‘best practice’ HRM sees there is ‘one best way’ of managing people and that is appropriate across all circumstances. * Contingency Approach On the other hand, the Contingency approach is known as ‘best-fit’ HRM. It takes account of factors such as organizational size, location, sector, strategy and the nature of work. Baird and Meshoulam’s (1998) model advocates that HRM approaches will differ giving to different life-cycle stages. These life cycle stages ranges from start-up to maturity. While an organization is growing and maturing over time, it becomes gradually complex. Therefore, more sophisticated HR structures and policies are needed. This approach focuses on two types of ‘fit’ and ‘line management integration’. The first type is ‘External fit’ and it is commonly known as ‘vertical fit’. It is in coherence and alignment with business strategy and external market factors. When HR policies and practices are aligned to strategic focus, performance will improve. Porter’s (1985) strategic options on 1) Cost Leadership, 2) Differentiation and Innovation and 3) Focus are adopted. The second type is ‘Internal fit’ and it can also interpret to ‘horizontal fit’. HR policies and practices are all fit together so that they are in coherence. They are also mutually reinforcing and are applied continuously. Jeffrey Pfeffer’s (1998) seven practices are adopted. Lastly, ‘Line management integration’ is when line managers act as a critical character in implementing HRM strategy. Best-fit’ HRM suggests that the best to manage people will vary depending on organizational circumstances, and hence, the link to business strategy is key. Empirical evidence of SHRM model * A large company – Tarmac The UK quarrying company Tarmac has over 12500 employees at present. The operations function is key to overall company’s performance. It needs the support of finance managers, zone managers and H R managers. A finance manager delivers financial and management accounts to contribute the strategic decision-making process by forecasting financial performance. A zone manager manages operational performance. They meet and improve targets for cost, quality, delivery, safety and business ethics shown in key performance indicators (KPIs). Lastly a HR manager ensures business managers apply HR policies and procedures. The company’s goal is to achieve objectives by motivating all individuals working together as one team across the business units and functions. Each objective has its strategies. The followings practices are to achieve ‘Engage employees’ and ‘Act Responsibly’ objectives. Firstly, Tarmac focuses on a high level of employee involvement and encourages high employee commitment to the organization so that workers feel they are trusted and treated in an open and positive attitude. For example, employees regularly discuss with managers about their viewpoints within development teams. This helps workers feel part of the wider team, strengthens employee engagement and commitment to the company. Secondly, team-working practices create a closer supervision and a flat hierarchy. A coaching style manager develops employees to manage themselves rather than to manage each task. Employee’s suggestions are offered, and this contributes to improvements in organizational performance. An example of Tarmac targets and measures a decline in waste. In 2010, eighteen workshop-training sessions were held for all site employees on CO2 awareness and energy. All district managers were involved in the programme. Some external experts from Carbon Trust were also invited to support the rollout of the training programme. As a result, Tarmac gained benefit from 500 energy and CO2 reduction. Overall, Tarmac adopted a high commitment strategy to meet the objectives. Therefore, it improved the company’s performance. * A small-medium size company – i-LEVEL i-Level is one of the most innovative digital media companies and is ranked the ‘Sunday Times 100 best companies to work for’ in 2004. It has a size of workforce of 60 employees. The i-Level company has a high level of financial performance. There was a 33 per cent increase in earnings per annum. Their guiding principles are used as a framework. This is to ensure the internal fit and the external fit of company. The company is at the growing stage which a lot of the recruitment effort is on discovering the potential staff. -Level frequently seeks appropriate employees to be supported to work with the company. To fit HR policies and practices together, i-Level uses physical arrangements to remove top-down hierarchy in order to encourage employees’ participation, communication, creativity, self-managed teams and organisational values. As a result, a complete, open plan office is the environment where employees conduct their normal day-to-day operations. Moreover, i-Level sees pay is significant for performance. 15 per cent of the company’s pre-tax profit is kept for performance bonuses from 2003 to 2004. Meanwhile, the company argues pay is not their primary motivating force. On the other hand, the company aligns with business strategy and external environment by providing training courses for technical skills in media advertising. The company also offers an unusual training budget. There is an annual allowance provided for personal training and development purposes that are no obvious relation with work. The belief is to develop the skills and interests of workers in ways not studied before. This is expected to enhance i-level workers’ innovative thoughts at work through practices outside the company’s work area. To summaries, i-LEVEL achieves competitive advantage through innovation and which competes in very tight labour markets. It adopted Porter’s strategic option of ‘Focus’ and Pfeffer’s 7 practices to enhance the companys performance. Additional issues to reflect * Problems of implementation Line managers are central HRM performers in the organization, and they play a vital role in implementation of HR policies and practices. They influence their team‘s performance in a direct manner. A number of factors account for the line management problem. Firstly, it seems there is devolution to line managers. For instance, line managers do not want the responsibility of being a line manager or do not have enough time to deal with it accurately. They might not have the skills to handle HR issues successfully or are unaware of recent developments in view of HRM. Some managers do not consider a long-term view of the company or are inefficient for making policy in this area. Secondly, McGovern et al (1997), Marchington (2001) and Hutchinson and Purcell (2003) identify there are differences between ‘espoused’ and ‘actual’ policies that are relatively recognized to line managers. For example, some policies are normative rather than positive. Some descriptions of policies and practices are in general terms rather than analytical about actual situations. Hence, managers are unable to implement them specifically to meet the company’s goals. Furthermore, a broader issue, the line manager jobs in firms become progressively complex due to new firms’ structures. For instance, virtual and network companies have less clear line manager characters than the layered hierarchical company. One observable implication is pressure for reducing the size of the HR department. There will be a cut down in numbers of HR professionals. Ultimately, these factors all affect the organizational performance due to unsuccessful implementation of HR policies and practices. * Problems of measurement Fitzgerald (1991) and Neely (1998) stated that performance measurement is a key issue in guaranteeing the effective implementation of a firm’s strategy. However, using inadequate measurements is poor in supporting managements’ business objectives. The followings are the circumstances. Scientists use large-scale data groups made self-completed questionnaires. This will lead to two problems. First of all, there is dependence on one person, to represent the whole group. Secondly, there is dependence on a design of questionnaires. For example, respondents are answering yes or no questions rather than giving thoughts and opinions. This type of questions may generate a less accurate result. Moreover, there is uncertainty of how the data should be gathered, presented and analysed. The major problem is mis-reporting single respondents. Respondents may have limited knowledge of the area and use of policies. Furthermore, the measures of performance commonly take account of the financial performance, whereas there is a few findings focus on the broader issue of employee attitudes and well-being. Equally, there are matters to the range of HR practices. For instance, a report shows statistics of whether a company has self-managed teams, some may look at the proportion of workers running in a self-managed team. Lastly, Atkinson (2005) suggests that the measurement of productivity in the service sector can be exceptionally challenging. It is always easy to get typical, comparable financial statistics. To sum up, the measurement of data are related to the level of relevance to business performance. Critical analysis of the beyond * Best practice Pros amp; Cons Research states there is a positive link between the HR practices and organisational performance. Firstly, Huselid (1995, p. 667) discovered that ‘the degree of returns for investments in High Performance Work Systems is significant’. In fact, ‘A one standard deviation rise in High Performance Work Systems practices is associated with a comparative 7. 5 per cent drop in labour turnover. On ‘per employee’ base, $27,044, $18,641 and $3814 more in sales, more in market value and profits respectively. Secondly, the workplace employee relation survey (Cully et al 1999) indicates that there is 14 per cent of organisations adopted high commitment strategy. In contrast, researcher (Delery 1998) also emphasized ‘deadly’ bund les of practices need to be avoided. For example, it occurs to managers giving reward based on individual performance while they are working as a team. Furthermore, Boxall and Purcell (2003, p. 64) commented while multi-national companies make the effort standardise their practices across nations, national perspective and organisational sectoral perspectives show criticism on the effectiveness of these practices. Marchington and Grulis (2000, p. 1117) argue the most common example is in labour intensive organisations recognise costs are expensive when they use these practices. To summaries the best practice approach, Guest’s (1987) argues that there is no best practice. At the same time, he also suggests a set of best practices such as high commitment management is the route to survival of UK business. This leads to an argument that in order to enhance company performance, managers must alter their HR policies and practices to the framework that is operational. The interpretation comes to ‘best-fit’ approach. * Best-fit Pros amp; Cons Thompson (2000) conducted two studies of firms in the UK aerospace industry. His first study in 1997 showed that with higher levels of value added per worker encourages greater diffusion of innovative working practices with their non-management employees. These organisations are towards to more heavily engaged in specialist production for niche markets and hired technical and professional workers. The second study in 1999 showed evidence that organizations introduced a larger number of high performance work practices had much enhanced business performance. As a result, companies moving from less than five to more than six innovative practices created a 34 per cent increase in value added per worker. On the other hand, Miles and Snow (1984) align suitable managerial types to three genetic strategies of prospector, defender and analyser. If managerial properties and skills are aligned to company strategy, there will be a higher level of link to organisational performance. Thomas and Ramaswamy (1996) offered such support. As a result, performance in aligned firms was statistically excellent. In comparison, (Purcell 1999 p. 35) outlines that a number of successful organisations features that are unable to model. These are the cultural norms that have been developed gradually over a long period associated with accomplishment. It is easy to identify the key factors that drive to success. Especially when the organisations are large and complex. Imaginably the major problem is that many organisations exist inside complex external environments with multiple contingencies that are not to be ignored or recognized. * Comparing both approaches Each approach has advantages evidence and disadvantages evidence. It could be argued that different approaches can apply in different sectors. For example, Guest (2001) advocates that there is the possibility that a high commitment management is most applicable in manufacturing i. e. Tarmac, while strategic choice for fitting with business strategy, is more credible in the service sector i. . i-LEVEL. As a whole, critically discuss the link between SHRM and performance. Evidence from Patterson et al (1997) examined sixty-seven manufacturing businesses in the UK for a period. The outcomes were 19 per cent of profitability and 18 per cent of the variation in productivity could be certified to HRM practices. This demonstrated HRM practices has a positive impact on organisational performance. C onclusion In summary, SHRM consists of a number of practices and is an organization level analysis of how HRM systems impact on performance. Two theoretical perspectives outline different views. The ‘best-practice’ approach defines there is ‘one best way’ of managing people. It is appropriate across all circumstances. Whereas ‘best-fit’ approach terms the best to manage people will change depending on organizational circumstances. It highlights the essence of linking business strategy. Tarmac was used as an example. It applied the ‘best practice’ approach and adopted a high commitment strategy to meet the objectives. Hence Tarmac improved its firm’s performance. I-Level was used an example to describe the competitive advantage the company had achieved through innovation while competing in extremely tight labour market. It adopted Porter’s strategic option of ‘Focus’ and Pfeffer’s 7 practices to enhance the firm’s performance. Empirical evidences show both organisations are successful with adopting different approaches to their specific, targeted firms. These firms had a positive impact on performance. This can be concluded that SHRM has a clear link to business performance practically. In depth, other issues such as implementation and measurement roblems are considered. Problems of implementation affect the organizational performance due to unsuccessful implementation of HR policies and practices in line management. On the other hand, problems of measurement are valued on the basis of how easy and difficult the data is to represent and most importantly the level of relevance to business performance. If the r elevance is slight, it may have little or no impact on business performance. In the final stage of comparing both approaches, many researchers’ point of views is gathered. ‘Best-practice’ approach has advantages and disadvantages. It seems to argue that high commitment management is the route to successful business performance. On the other hand, the advantages and disadvantages of ‘best-fit’ approach suggest that applying this approach can be rigid and inflexibility due exists of complex external environments. Furthermore, in recent arguments, the product labour market seems to be emerged to a new post-industrial age where employers will tend to hire self-employed workers to carry out specific, time-limited projects for companies. This is due to the prediction of radical change. It can lead to a view that ‘best-fit’ approach should to be managed appropriately. This means practices should be adequate in different company’s life-cycle stage and align with different strategies. So that, it can feasibly enhance the organizational performance. Finally, strategic human resources management gives evidences, views, researches and facts to enhance organizational performance. However, the degree of high performance in context varies in different organizations under their circumstances. Hence, it does not necessary impact to ‘high’ performance.

The African and British Cultures

Early African societies shared certain aspects even though the African culture was non-uniform. Animation was utilized in religious beliefs such that nature was used to elaborate to people their way of life. Traditional beliefs were passed on across successful generations orally hence the elders had unique status. In every society, specific tasks were undertaken by particular kin groups or families. Some of the earliest kingdoms in Africa include Benin, Ghana and Zimbabwe.Advertising We will write a custom essay sample on The African and British Cultures specifically for you for only $16.05 $11/page Learn More Oral literature was the earliest form of African literature. However, the Arabic script was introduced by Muslims in East Africa, which eventually saw the development of Swahili. African artists prepared their works for ritual purposes and secular leaders. Natural phenomena and animals were the common symbols. Masks were used to either transform or conceal identity (Cunningham Reich, 2009, p. 529-530). The cultural and ethnic assortment of the UK has been shaped by its values. First, politeness and courtesy are among the attributes that the British are renowned for. The British society is founded on manners and etiquette following the influence from the social class system and royalty. Second, the British also use the English language to express caustic and sarcastic humor. Third, Britons are time conscious and value punctuality especially in keeping appointments. Fourth, they follow rules and regulations. Queuing is common. Fourth, they value privacy and it’s therefore important to respect personal space. It may be impolite to go asking someone’s income, background and occupation. Additionally, there is gender equality where women are accorded equal rights with men. This applies in all aspects of life such in remuneration, responsibilities and travel (Anon, 2010, p. 52-56). Reference List Anon, (2010). Cultura l values and believes. Web. Cunningham, L.S. Reich, J.J. (2009). Culture Values, Volume II: A Survey of the Humanities with Readings [With Access Code]. Boston: Cengage Learning. This essay on The African and British Cultures was written and submitted by user Cardiac to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.