Influence of Psychological Empowerment †Free Samples to Students

Question: Discuss about the Influence of Psychological Empowerment. Answer: Introduction Motivating company employees makes them have an interest in the future of the company, and therefore, will always exploit their full potentials at work. Motivated people are always full of the desire to accomplish given tasks. When employees are working in harmony, and mutual cooperation is observed, then it can be described as good employee engagement. Employees give their best to achieve the goals and ambitions of the organization. The extent at which the employees are motivated is directly reflected on their engagement. Therefore, for a company to increase the engagement of their employees, they need to find means of motivating them accordingly (Macey and Schneider, 2008). This paper examines various motivational theories that can be used in improving employee engagement. The various theories will be discussed as well as how they boost the employee engagement. The paper also discusses the relationship between the theories. There is close relationship between all the motivation the ories in that, in all of them, the employees must meet regardless of their different levels or stages or ranks in the workplace. It is attributed to Abraham Maslow, a Jewish, whose parents had migrated to Russia. According to Maslow, the basic needs of an individual must be met for one to be motivated to achieve their maximum potentials in their endeavors. In this hierarchy of needs, he translated it into a triangular design, where the bottom or base of the triangle represent the most basic need, to the top most, where an individual realizes their self-actualization (Miner, 2015). According to his believes, individuals are always motivated to satisfy their basic and general needs. The needs should be met, one after the other, which means that one cannot satisfy the upper needs before satisfying the lower or bottom needs in the hierarchy (Elliot, Dweck and Yeager, 2017). The needs on a particular level of the pyramid must be completely met, otherwise there will be a possible stagnation or fallback to the initial needs in the pyramid. Psychological needs refers to those needs that one can never do without their availability. Clothing, water and food can be described as basic requirements for every living person. These needs are mandatory, and should be met for one work or perform any activity. Individuals safety or security is the next level in this hierarchy. The environment should not pose any possible threat to individuals, or members of their families. Safe environment provides for consistency and stability necessary smooth flow of work (Latham, 2012). Financial security plays a critical role as well since it provides an assurance of a better future. Financial security is met by ensuring proper salaries, provision of insurance and job promotions. After security is the sense of love, which is the third in this hierarchy. Workers should always feel loved and feel included as part of the team. This refers to the sense of acceptance by other group members or employees. The second last in the hierarchy is esteem, w hich is essential since it comes from an individual. This need gives a person to feel confident of the work he or she is assigned. It also, encompasses the respect from the rest of the colleagues. The final stage is the self-actualization. For an individual to attain self-actualization, all the other needs must have been satisfied (Lunenburg, 2011, p.4). This is the level where the full potential of an individual is achieved. According to Maslow, individuals cannot reach their maximum level of self-actualization. Individuals always try their best to utilize their talents and gifts in various ways, therefore, it is always important to motivate workers by meeting their needs so as achieve subsequent levels and realize their self-actualization levels (Roca and Gagne, 2008). Chip Conley, who started the Joie Vivre chain of hotels applied the hierarchy of needs to its management. This led to an enormous growth of his business, where he saw the need of helping his employees to perform their individual roles. He valued the individual contribution of the employees, and therefore, team members realized that they are being respected and recognized. The employees were motivated, and thus, worked hard. For every business to succeed, they need to organize their employees and offer full support. Employees need to be supported either in their respective work places or outside work place. All their needs, such as flexible working hours, among other basic needs should be served. By meeting their needs, the engagement at work will subsequently increase (Meyer and Gagne, 2008, p.61). Apple Inc. also, applied the Maslows theory in their management. Most of the companys focus is to meet the needs of their individual workers, from the most basic, up to the higher level needs. The company offers good salary to their works, and apart from this, the employees are acknowledged in form of rewards such as percentage of up to 5 of their monthly salaries. This gives the employees a greater motivation as well as a feeling of recognition of the work they are doing for the organization. Other rewards includes giving them material products of the company such as iPhone or mac gadgets. Two-Factor Theory This theory of motivation was developed in 1950s by Fredrick Herzberg, who was a psychologist. From the research he conducted, he concluded that performance of employees is directly connected to their mental health (Lundberg, Gudmundson and Andersson, 2009, p.892). The theory is closely related to Maslows theory of the hierarchy of needs. The data used in the research was obtained from two hundred individuals who were engineers and accountants by profession. They were asked about their feelings (either positive or negative) about their work. The outstanding factors that he concluded from the research were the motivator and hygiene factors. Motivators focuses on work, where satisfaction is realized. It includes several factors such as recognition, growth or progression and work itself. Hygiene factors are those that may lead to the general dissatisfaction as well as lack of motivation is they unavailable. Business policies, salaries, working conditions, mutual relationship between management and the employees, benefits and personal life are some of the examples. The organization have partial control over these factors. Factors such as individuals behavior and personal relationships are out of control of the organization (Albrech, 2011). According to Herzberg, there is a clear distinction between the job satisfaction factors and the job dissatisfaction factors. From his studies, he found that progression needs are the main real motivators of the workers. The workers only feed dissatisfied by the hygiene motivators, bur are motivated the rest of the motivating factors. According to Stone and Ryan, (2009, p.80) if a manager desires to fully motivate their employees, then they should create a conducive working environment where all the employees are entitled to equal recognition, growth in terms of job promotion and stimulation. Employees get motivated if they are allowed to feel responsible for the output of the production process or any product produced from the work done. When managers encourage such kind of recognition, the employees will be motivated to attain their individual success, and also, the organizations targets. Most of the workers are encouraged, especially when the work that they are doing are seen by t he management and other colleagues as meaningful (Zhang and Bartol, 2010, p.122). Apple Inc., for example applied the Two-Factor Theory in their management. The employees are always recognized for their efforts in producing the quality product that the company produces. They praise and recognize their employees by offering then bonuses, as well as job promotions in different departments within the company. These are examples of the motivating factors. The workers finds their environment to be challenging and interesting at the same time. In terms of hygiene factors, the salaries of the Apple Inc. employees are appropriate and satisfies the needs of most of their workers. Apart from the good salary that the employees receive, the management offers to all their workers a health care plans. This ensures that the employees feel secure, work in a conducive environment and up to-date equipment that makes their work efficient (Stone, Deci and Ryan, 2009, p.79). Tesco Company in their practice have adopted this two factor theory in their practice, where the employees dissatisfactions are completely dealt with by the management. The management pays attention to all factors that possibly cause satisfaction as well as dissatisfaction. In this manner, the employees feel motivated due to timely response to their communication. The managers should offer a total job freedom to the employees, provide periodic reports on the employees progress and provide specialization to workers as they prove to be achieving best in their respective production sections. Through application of this Two-Factor motivational theory, the employees get motivated and subsequently, there will be an increased employee engagement. Expectancy Theory of Motivation The theory was first initiated by Victor Vroom back in the year 1964. This theory stresses on the final outcomes unlike the Herzberg and Maslow theories that dwells on the needs. According to this theory, the motivation that an individual employee has is as a result of the individuals desire of the reward ahead after completing the assigned task. Once enlisted, keeping in mind the end goal to hold able representatives, administration can utilize many instruments. One of the instruments available to them is Expectancy Theory hypothesis recommends that a person's apparent perspective of a result will decide the level of inspiration (Chiang and Jang, 2008, p.317). A few workers are roused by cash, while others incline toward acknowledgment for a vocation well done, a corner office, or the parking spot nearest to the building. Every individual is unique. In this manner, nobody measure fits all arrangement will work. There are three key parts to Expectancy Theory, hope, instrumentality, and valence. Anticipation can be depicted as the conviction a man has that the more exertion they put into an undertaking, the good the result will be (Chalofsky and Krishna, 2009, p.195). The theory relies on individual perceptions of individuals. The senior staff may feel that the workers are motivated due to the service and improved working environment, this will never mean that the junior staff will equally recognize it. This theory requires management of the valence, instrumentality and expectancy in equal measures to ensure that the working environment is suitable for general operations by all the employed workers. Hallmark, which is one of the leading company in manufacturing cards applies this Vrooms theory in motivating their company workers. Their employees are motivated to achieve their tasks through instilling of confidence to individual employees. This results in high performance in terms of the outputs of the companys products. The company is concern on their employees abilities, whereby, they improve their expectancies in their abilities to perform better in accomplishing their tasks. The resources, as well as all the necessary training skills are provided by the company hence creating a positive valance among the employees which will be subsequently translated into success and quality performance. The Four motivators The four motivators can also be included as part of the theories that defines motivation. Identified motivation, intrinsic, introjected and extrinsic (external) motivation are the key motivators discussed. These motivators are well known in increasing the employee engagement. In external motivations, it is predominantly dependent on the environmental characteristics such as rewards given after doing certain given or assigned work (Hsu and Wang, 2010, p.410). In most cases, people work hard just because they are being paid. This means that the better the salaries, the more the effort individuals will apply. As opposed to external motivations, in the intrinsic motivations, people are motivated from within, whereby, they do not require external or material rewards to be provided. In the introjected, a person feels self-motivated to achieve the goals of the organization or individual goals, but, in the event that the person fails to explore or exploit their potential, guilt arises. This feeling of guilty separates the intrinsic and introjected motivation. For the case of identified motivation, an individual neglects what he/she understands it should be accomplished. All these for motivators needs to be identified for the various individuals working in each organization. They are crucial in dictating the employee engagement in the work place. Individuals have varying triggers of motivators which needs to be critically analyzed, and that is the work of the management (Lin and Lu, 2011, p.1156). According to Schunk and Zimmerman, (2012) all the theories of motivation are in harmony, and if the management is keen in observing them, then the engagement of the workers is greatly improved. For workers to be motivated, management need to provide a constant feedback to the rest of the employees, which is essential as it enables to evaluate their performance. Workers will be updated on their progress, understand their strengths and weaknesses and subsequently use the feedback in their subsequent tasks. Their achievements needs to be recognized by the through various means such as rewards (Elliot, Dweck and Yeager, 2017). This boosts their morale and makes them to exploit their full potentials in providing future services to the organization. Effective management motivates individuals and triggers quality engagement of the employees. The employees requires privacy and periods of minimum interruptions which makes them more productive. Minimum interruptions increases the employees con centrations in their respective assigned duties. Providing open periods to employees makes them free to communicate with each other and share ideas (Halbesleben and Bowler, 2007). This interaction of employees boosts their engagement. Google, for example, offers multiple types of rewards to their employees in their quest to boost the motivation of their employees. They offer benefits such as reimbursements for expenses in legal affairs, financial support and medical care support to all of their employees. They also listen to their employees, and at the same time offer flexible working schedules. All these offers motivation, and subsequent improved employee engagement in the work place. Comparison of the Theories All the motivation theories discussed here are similar in the fact that, all create motivation for workers or employees. The Herzberg and Maslow theories have a close similarities as the safety and psychological needs that Maslows theory focuses are equally the same as Herzbergs hygiene factors. Both needs are basic to every living individual. For one to attain or obtain safety status outlined in the Maslows hierarchy, money, hygiene factor (according to Herzberg) must be used or earned in terms of salary. Both theories maintains that certain needs are responsible for boosting individuals behavior. Expectancy theory on the other hand, describes the engagement of employees on certain actions or behavior in their quest to come up with a desirable outcome, which is concurrent to the extrinsic motivation. Expectancy theory explains the reason behind particular approach that the employees use in completing assigned tasks, and extrinsic theory is a basic reason for employee performance in the work place. Conclusion Motivation is the key to employee engagement in every working place. The management, in this case, plays critical role in ensuring that there is good engagement of employees for work to flow smoothly. Motivation ensures flexibility of staff members and general workers. Working hours that are favorable to all employees motivates them, and makes them accountable on every task. The theories also, explains that there should be good flow of communication which is key motivator to the company staff and all the employees. When the senior staff uses appropriate language and other means of communication to the junior staff, all workers feel motivated, and in return, the engagement is greatly improved. Listening to employees and adopting their ideas increases productivity. The motivation theories suggests to the management to be an example to the rest of the junior employees. Employees works and adopts a culture that is set by the senior staff. A kind of management that acts a good role model will motivate the employees to achieve the best, while at the same time improving their engagement in the work place. References Albrech, S.L., (2011). Handbook of employee engagement: Perspectives, issues, research and practice. Human Resource Management International Digest, 19(7). Chalofsky, N. and Krishna, V., (2009). Meaningfulness, commitment, and engagement: The intersection of a deeper level of intrinsic motivation. Advances in Developing Human Resources, 11(2), pp.189-203. Chiang, C.F. and Jang, S.S., (2008). An expectancy theory model for hotel employee motivation. International Journal of Hospitality Management, 27(2), pp.313-322. Elliot, A.J., Dweck, C.S. and Yeager, D.S. eds., (2017). Handbook of Competence and Motivation: Theory and Application. Guilford Publications. Halbesleben, J.R. and Bowler, W.M., (2007). Emotional exhaustion and job performance: the mediating role of motivation. Journal of applied psychology, 92(1), p.93. Hsu, H.Y. and Wang, S.K., (2010). Using gaming literacies to cultivate new literacies. Simulation Gaming, 41(3), pp.400-417. Latham, G.P., (2012). Work motivation: History, theory, research, and practice. Sage. Lin, K.Y. and Lu, H.P., (2011). Why people use social networking sites: An empirical study integrating network externalities and motivation theory. Computers in human behavior, 27(3), pp.1152-1161. Lundberg, C., Gudmundson, A. and Andersson, T.D., (2009). Herzberg's Two-Factor Theory of work motivation tested empirically on seasonal workers in hospitality and tourism. Tourism management, 30(6), pp.890-899. Lunenburg, F.C., (2011). Self-efficacy in the workplace: implications for motivation and performance. International journal of management, business, and administration, 14(1), pp.1-6. Macey, W.H. and Schneider, B., (2008). The meaning of employee engagement. Industrial and organizational Psychology, 1(1), pp.3-30. Meyer, J.P. and Gagn, M., (2008). Employee engagement from a self-determination theory perspective. Industrial and Organizational Psychology, 1(1), pp.60-62. Miner, J.B., (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Roca, J.C. and Gagne, M., (2008). Understanding e-learning continuance intention in the workplace: A self-determination theory perspective. Computers in Human Behavior, 24(4), pp.1585-1604. Schunk, D.H. and Zimmerman, B.J. eds., (2012). Motivation and self-regulated learning: Theory, research, and applications. Routledge. Stone, D.N., Deci, E.L. and Ryan, R.M., (2009). Beyond talk: Creating autonomous motivation through self-determination theory. Journal of General Management, 34(3), pp.75-91. Zhang, X. and Bartol, K.M., (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of management journal, 53(1), pp.107-128.

The concept of strategic human resource management (SHRM)

Strategic human resource management is not a simple process as it keeps on evolving over time. The concept does not have an absolute definition since opinions about it vary between various scholars and analysts. However, one thing that remains clear is that the concept is essential for improved business performance.Advertising We will write a custom report sample on The concept of strategic human resource management (SHRM) specifically for you for only $16.05 $11/page Learn More It can be regarded as a strategic approach to human resource management which links human resource to the future plans and directions of an organization. Basically this implies that the strategic HRM seeks to ensure that resources are matched with organizational future needs by concerning itself with long term issues relating to employees, organizational culture, values, and commitments. Harter et al. (2006) says that strategic human resource management focuses on increasing prod uctivity and effectiveness by motivating employees to give their best and work towards achievement of organizational strategic goals. The approach revolves around policies that motivate employees and cause them to be committed towards their work. It entails practices such as employee comprehensive training, employee development activities, developmental appraisal, and staff selection among many others. In the recent years, the notion of high commitment human resource management has been of much interest in many organizations and research studies. Elwood et al. (1996) agrees with the fact that strategic human resource management focuses on shaping organizational culture. HR practices within organization directly affect their culture which eventually is reflected in the company’s overall success. Employee attitudes are affected and shaped by systems of human resource management. Strategic human resource management therefore is linked to increase in organizational effectiveness. It helps create a working condition where employees become highly motivated and focused on the goals of the organization. Employees tend to assume that high commitment practices of human resource are a direct show of commitment by the organization to them. They therefore tend to reciprocate the same gesture by being committed to the organization. Relationship between SHRM and Outsourcing HR The concept of outsourcing human resource can be regarded as part of strategic human resource management. It involves the use of a third party provider to administer the human resource functions in an organization. The popularity of HR outsourcing has increased as most companies seek the expertise of HR outsourcing firms to effectively manage their internal human resource activities.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The main reason why companies opt for the option of outsourcing key HR f unctions is because it is less costly and more efficient than employing HR personnel to execute these functions. According to Galanki and Papalexandris (2005), the HR vendors are able to provide the services at a lower cost because they benefit from economy of scale. The companies then transfer these benefits to their clients. As a result, Galanki and Papalexandris (2005) argue that small and medium sized companies are the ones who benefit the most from the HR vendors. Delmotte and Sels (2008) say that companies may also decide to outsource their HR functions because of the need for knowhow. According to the authors, such companies may lack the necessary knowledge about strategic human resource management or they may simply have outdated information. This therefore requires them to make significant investment into their human resource functionalities. The idea that Delmotte and Sels (2008) are contending is that outsourcing human resource functions offer knowledge and competence whi ch in most cases are usually absent from within companies. Case study: discussion of the key HR functions in the organization In this section, the case study of a nonprofit organization based in California shall be analyzed to develop a discussion of key HR functions for organizations. Strategic human resource management is an important aspect for nonprofit organizations. The company had to ensure that its HR functionalities are aligned to its strategic goals in order to experience effective functioning. The organization was found over 25 year ago with the intention of helping individuals struggling with domestic violence, trauma, mental illness, and substance abuse. The main goal was to help children, women, and communities rebuild their lives. The needs within the community increased forcing the company to also expand its operations to meet the increase. However, in the process of this expansion, the company encountered business challenges in its human resource management. The dep artment was not fully equipped to handle the requirements that accompany large organizations. The company faced a situation where its employees were overloaded with work. There were numerous challenges relating to the employment and staffing. These challenges also began affecting the finances of the organization. Even with the HR manager and a few other HR personnel in place, the department was overwhelmed with the new emerging HR needs.Advertising We will write a custom report sample on The concept of strategic human resource management (SHRM) specifically for you for only $16.05 $11/page Learn More Key HR functions in the organization include: global mobility, benefit pans, health and welfare, recruiting, payroll, staff performance, and staff development. Cook (1999) suggests that three additional functions can also be effectively outsourced. The three include organizational culture, human resource planning, and performance appraisal system. Critical analysis of the HR functions that can be outsourced Outsourcing key human resource functionality is designed to help companies integrate their human resource into their needs and goals. With regards to pay and benefits, the payroll clerk job measurements are usually done narrowly since it is considered to one of the back office jobs. This is mostly done by considering the output in terms of paying the employees on time and accurately. Also measures can be done by the finance people to determine the how cost effective and proficient is the job. Outsourcing this function can prove cost effective for the organization since the job of a payroll clerk may not be necessary. Another area that needs outsourcing in the organization is staffing and recruitment. This area falls under organizational man power planning. It seeks to improve and maintain the ability of an organization to attain its entire strategic objective through development of manpower contribution. When an organization develo ps a wrong man power planning, there can be a lot of disruption which will affect the organization adversely. The process of staffing in companies includes recruitment of human resource, selection, training, and promotion. Other processes such as retirement, transfer and demotion also make part of the staffing process. Therefore, recruitment is an initial step of staffing. The entire process of staffing continues with the experience of employees within an organization. Outsourcing firms have the resources and capabilities that ensure staffing and recruitment is done effectively. External sources of recruitment would even be more appropriate in reducing all the chances of biasness. However, despite the recruitment team appointed for conducting the process, that is whether internal or external recruiters, it is appropriate that they be well trained. They have to be aware of the skills and parameters that the company needs from the candidates. All the evaluation processes have to be pl anned in advance and these include both the technical and human resource interviews and the tests. The systems of performance appraisals focus mainly on the employees who have contributed to the achievement of organizational goals and are also still in a position to assist the organization continue attaining its goals. Promotion is a human resource management best practice that helps to retain employees for long as well as motivating them to perform.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Promotion can be monetary or non monetary. Nonetheless, it has to be an opportunity for the individual employees to grow personally. Performance appraisals are not only aimed at identifying best performing and highly productive employees, but are also aimed at identifying poor performing employees. This is important for an organization because poor performing employees negatively affect performance of an organization. The human resource personnel manager is responsible for coordinating the process of staffing and recruitment. This is a very conscious process that does not require mistakes to be made. Mistakes can lead to major consequences that would pose a serious threat to an organization. The mistakes can affect the brand value of an organization as well as disrupt operations. The manager in charge of recruitment has to define primary and essential skills that are required for each role within an organization. In addition, the education qualification and experience are also to be defined. The entire experience and stages of an employee in an organization constitute the existence of the process of staffing. Once an employee has been recruited for a position, the human resource team needs to identify the individual skills of the employee’s individual skills and integrate them to the skills required for the job. This is achieved through proper training. There is usually a difference in the required skills for the job and the employee’s individual skills. Depending on the size of the gap or difference, the human resource team should be able to come up with proper training for bridging the gap. Training therefore serves an important role of making the employees competent by giving them the confidence to face the task before them. Each employees within an organization needs to be developing and growing in their career. Therefore staffing process takes care of transfers and promotions of employees. Employees need to be aware of the opportunities for growth within the company. This should be clearly communicated to them and the procedure blueprinted. For instance, in most organization, the path up the career ladder is usually certified through performance appraisals. The employees that qualify for promotions must have performed extremely well to deserve the promotions. Such organizations also require work place diversity. Internal human resource personnel may be challenged to ensure the internal working environment is as diverse as a possible. However, outsourcing firms have the skills and expertise in recruitment and staffing needed to ensure diversity within the workplace. Workforce diversity is one of the main dominant staffing issues experienced by organizations. With increase in globalization, many organizations find themselves having a multicultural workforce. Women, minority community, immigrants and the elderly are making job applications. Labor laws in almost any country require that companies have a balance workforce i n terms of gender, and ethnic communities within its location. The challenge is in staffing professionals and specialties. The organizations also have to recognize the cultural needs of their employees and address them appropriately. Adapting to the diversity provides the organizations with the opportunity to retain staff for longer periods. At the same time, such an organization is able to get the best out of each of their employees. Another area that can be considered challenging for the in-house human resource management of the organization is training and development. The demands in employee training and recruitment can be overwhelming for the nonprofit organizations. The workforce definitely matures over time and this requires that the organization creates opportunities for their growth. Training and education of various fields in the market is advancing with time as current technology is integrated in almost every aspect of life. Organizations find it challenging to retain the old employees who do not the current skills and knowledge required for a company to remain competitive in the market. This therefore forces companies to make new recruitments who are enthusiastic and motivated with the latest education and training. Conclusion Outsourcing provides the company with the necessary human resource expertise which may sometimes be difficult to have from within. An HR outsourcing firm would work close with the company to plan, develop, and implement necessary HR capabilities. Outsourcing critical functionality of human resource management works best in a small and medium sized company. This is primarily because employing HR personnel in such a situation can prove more costly for the company than when the functions are outsourced. The outsourcing firms offer end to end services which sometimes the internal human resource personnel may not be able to fully provide. For large companies, the idea of outsourcing HR functionalities may make sense because HR adm inistration can be time consuming. Outsourcing therefore can free up time and employees who can be made to support in other important company activities. In most cases, companies do assume that HR functions can be handled in a short time. However, human resource requires a full time input for it to be effectively handled. Companies may also try to handle the HR functions with a single human resource personnel or a team of unqualified employees. Such an approach can never be effective and does not offer sound solution to the HR issues faced within the companies. Outsourcing the functions of HR ensures that they are handled by experts with the necessary resourcing to for a fulltime input. Management of human resource has a lot of legalities involved and sometimes companies may lack the necessary resources and expertise to handle these legal implications. However, the outsourcing firms are equipped with professional expertise and resources to handle the legal implications of human reso urce management. As a result, employees within the company will end up being more productive, healthy, and happy in line with the company’s strategic goals. References Chew, I. Sharma, B., 2006. The effects of culture and HRM practices on firm perfomance. international journal of manpower, 23(2), pp. 560-581. Cook, M., 1999. Outsourcing Human Resources Functions. Strategies for Providing Enhanced HR Services at Lower Cost. 1st ed. AMACOM, New York. Delmotte, J. Sels, L., 2008. HR outsourcing: threat or opportunity?. Personnel Review, 37(5), pp. 543-563. Elwood, F. H. I., W., J. Trott, J., 1996. Trends Toward a Closer Integration of Vocational Education and Human Resources Development. Journal of Vocational and Technical Education, 12(2), pp. 7-14. Galanaki, E. (.-E. Papalexandris, N., 2005. Outsourcing of human resource management services in Greece. International Journal of Manpower, 26(4), pp. 382-396. Gans, N. Zhou, Y.-P., 2002. Managing learning and turnover in emplo yee staffing. Operations Research, 50(6), p. 991. Guinn, S., Phelps, S., Mason, M. Rosen, B., 2006. The Changing Workforce. Training Development Journal, 43(12), pp. 36-39. Harter, J. K., Schmidt, F. L. Corey, M., 2006. Well-Being in the Workplace and its Relationships to Business Outcomes. Flourishing: the Positive Person and the Good Life, 12(3), pp. 200-239. Henderson, L. Tulloch, J., 2008. Incentives for retaining and motivating health workers in Pacific and Asian countries. Human Resources for Health, 6(18), pp. 23-34. Tarique, I. Schuler, R., 2008. Emerging issues and challenges in global stafï ¬ ng: a North American Perspective. The International Journal of Human Resource Management, 19(8), p. 1397–1415. This report on The concept of strategic human resource management (SHRM) was written and submitted by user Giovanny Simpson 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.

Sample Outline of an Informative Essay

Sample Outline of an Informative EssaySample Outline of an Informative Essay provides the proper information to the readers, so that they will not go astray and stray away from the right path. The good thing about the outline is that it can be rewritten as per the mood of the writing, the topic of the essay, the student's needs, and the goals that he has set for himself. Sample Outline of an Informative Essay is really helpful to achieve goals of your college essay.When we see the basic outline of an informative essay, it is also possible to see it for the first time. The writer usually finds out a basic outline of an informative essay in his lectures. Even if it is not mentioned anywhere, we can still use the sample outline to determine our own writing style.The basic outline of an informative essay is like an instruction manual. It is written in simple language and easy to understand by the students. It is the guide through which you will know your way to finish writing the paper. Thus, it is essential to understand how the outline will help you in writing the essays effectively.An outline is a step-by-step guide of writing the essay. It contains in brief some of the objectives of the student, the time frame for completing the work, the knowledge and the methods of the class and his progress of learning. Most often, the students write down all this information so that the teachers will recognize them correctly.If you are preparing for your college entrance exam, the sample outline of an informative essay is extremely helpful to your education. Besides writing the essay, you must also make the copies of the assignment for your instructor. You can use the sample outline of an informative essay for your own personal or private use, but if you wish to publish it on the internet, you must get the permission of the school or the college.If you want to get the outline of an informative essay, then you must first search the Internet. You must see which sample outline of an informative essay would suit you best. Some examples of sample outline of an informative essay include: The 3 R's; New Roots, Old Roots; A Healthy Garden; Campus Life; What is the Future? etc.The online versions of sample outline of an informative essay will definitely give you the information about your topic of your essay. There are some sample outline of an informative essay that can be found on the web. Most often, the samples are actually modified versions of other samples that are on the Internet, so you must check thoroughly for the authentic one.

What Is Commensalism Definition and Examples

What Is Commensalism Definition and Examples SAT / ACT Prep Online Guides and Tips Are you studying commensalism in biology class and looking for a good commensalism definition? Commensalism is one of the trickier types of symbiosis to understand, but we'll break it down for you. Read this article to discover what commensalism is, the different types of commensalism, commensalism examples in nature, and the other types of symbiosis and how they differ from commensalism. What Is Commensalism? Commensalism is a type of symbiosis. Symbiosis refers to any long-term interaction that two organisms have with each other. A hyena and lion who get into a fight then never see each other again would not qualify to be living in symbiosis because their interaction is not long term. However, a lion and hyena who regularly come into contact and compete for prey would have a symbiotic relationship because their interaction is ongoing. In commensalism, one organism benefits from the relationship and the other is neither benefited nor harmedthe effect of the relationship on it is neutral. The term was coined in 1876 by Belgian zoologist Pierre-Joseph van Beneden. The word â€Å"commensalism† comes from the Latin word commensalis which means â€Å"sharing a table.† Types of Commensalism All types of commensalism require one organism to benefit from the relationship and the other to be unaffected, but within those parameters, there are three main types of commensalism. Inquilinism In inquilinism, one organism serves as a permanent home for another organism. An example is a woodpecker drilling a cavity in a saguaro cactus to use as a nesting site. The woodpecker benefits; the cactus is unaffected. Metabiosis Metabiosis is when an organism (often deceased) creates an environment for another organism, such as bacteria growing in the remains of a dead animal. The deceased animal, because it is dead, can’t be harmed or benefited, but the bacteria get a habitat and food source. Phoresy Phoresy is when one organism uses the other for transportation. Barnacles attaching themselves to whales is an example. The barnacles get a free ride to new feeding and breeding grounds, while the whales likely don’t even notice the barnacles. Commensalism Examples in Nature Commensalism can be more difficult to prove than other types of symbiosis (see below) since it can be challenging to show that one organism truly isn’t impacted in any way from its relationship with another organism. However, below are four examples of relationships that are commonly identified as commensalism. Remember, for each of these interactions, one organism will benefit and the other will be unaffected. Example 1: Remora and Large Marine Animals Remora are small fish that have a sucker-like disk on their heads that allows them to attach to other animals. Remora will use the sucker to attach to sharks, rays, turtles, whales, or other large marine animals. The remora benefits by getting to travel to new food and breeding areas without expending energy for travel and while being protected by the larger animal. The remora also benefits in another, somewhat grosser, way: its diet is made primarily of its host’s feces, so it has ample access to food while hitching a ride. Its carrier is unaffected because the sucker doesn’t harm or help it and the remora is small enough not to impede its movement or speed. Example 2: Lesser Burdock and Black Bears Many types of plants benefit from commensalism when it comes to dispersing their seeds. One particular example is the plant species Arctium minus, commonly known as lesser burdock. Burdock species have prickly heads, known as â€Å"burrs† that easily catch onto animal fur. The animal, say a black bear,brushes against the plant and carries the burr on its fur until sometime later when the burr falls off. The seeds within the burr can then germinate in an area far from the parent plant, where there is likely less competition for resources. The burdock benefits from the seed dispersal, and the black bear neither benefits nor is harmed from the burr clinging to its fur for a short period of time. (Note that, for some animals, especially smaller ones, their relationship with burdock wouldn’t be categorized as commensalism because the burrs can harm them. There are some instances of birds becoming entangled in burrs and dying, which definitely isn’t a neutral impact.) Example 3: Poison Dart Frogs and Leafy Plants Poison dart frogs are a group of frogs in the family Dendrobatidae. They inhabit tropical habitats in Central and South America. Poison dart frogs will often move to the undersides of large plant leaves or under the leaves themselves as protection from the elements or from predators. The frogs benefit by having a place of protection, while the plant is unaffected by the frogs using them as a temporary place to hide. Example 4: Aspergillus and Humans Aspergillus is a genus of fungi. It’s capable of living in extreme environments, one of which includes the upper gastrointestinal tract of humans. For most people, Aspergillus produces no symptoms whatsoever, but the fungus benefits from the living environment and nutrients its host human provides. However, like many other commensalism examples, this relationship isn’t always commensalism in every case. In some humans who are immunocompromised, a fungal infection occurs where Aspergillus grows out of control, which causes a negative impact on the person suffering from the infection. Other Types of Symbiosis Because there are so many different types of organisms, it makes sense that there are many ways they can interact with each other. There are multiple types of symbiosis. The three most commonly studied are commensalism, mutualism, and parasitism, but we’ve included some additional examples as well to give you a fuller idea of the many ways symbiosis exists in nature. Next to the name of each type of symbiosis are symbols indicating whether the organisms benefit, are harmed, or aren’t affected by the relationship. The symbol for commensalism is (+/0) which means one organism benefits and the other isn’t affected. Mutualism (+/+) In mutualism, both organisms benefit from the relationship. An example is monkeys and fruit-producing trees. The monkeys benefit by eating the fruit, and the trees benefit from the monkeys carrying the seeds away as a method of seed dispersal. Parasitism (+/-) Parasitism is when one organism (the parasite) lives on another organism (the host). The parasite benefits from the relationship, and the host is harmed by it. The host typically isn’t killed, although this can happen if a host is invaded by many parasites or if the parasitism goes on for a long time. An example of parasitism is head lice that live on human scalps. Lice feed on the blood of their hosts, but humans who have them suffer symptoms such as scalp soreness, itching, and irritation. Amensalism (-/0) Amensalism is a relationship where one organism is unaffected and the other is harmed (or sometimes killed). Black walnut trees naturally contain a substance called juglone which kills or stunts many of the plants living near its roots. The black walnut trees aren’t impacted by the juglone, but plant species near them can be seriously harmed by it. Competition (-/-) Competition is when two organisms both want the same limited resource. Because they have to compete for the resource (often food, water, or territory), both organisms are negatively impacted. Cheetahs and lions both attempting to hunt the same small herd of zebras is an example of competition. If there aren’t enough zebras for both animals to eat, they will both get less food than what they want and may suffer from hunger/starvation as a result. Predation (+/-) In this relationship, one organism kills and eats the other. Examples include a jaguar killing and eating a tapir as well as horses eating grass. Unlike parasitism, where the host remains alive while the parasite lives off it, predation results in the death of one of the organisms. Summary: Commensalism Definition Biology Need to define commensalism? The simplest commensalism definition is that it’s a type of symbiosis where one organism benefits and the other neither benefits nor is harmed. The three main types of commensalism are inquilinism, metabiosis, and phoresy. Although it can be difficult to prove an organism truly isn’t impacted by its relationship with another organism, there are numerous commensalism examples in nature. The commensalism relationship is just one type of symbiosis; other types include mutualism, parasitism, predation, amensalism, and competition. What's Next? Are you studying clouds in your science class? Get help identifying the different types of clouds with our expert guide. Trillion is a massive number, but what comes after it?Learn about huge numbers like a trillion, googol, and more in our guide tothe names of big numbers. Writing a research paper for school but not sure what to write about?Our guide to research paper topics has over 100 topics in ten categories so you can be sure to find the perfect topic for you.

The Importance of Being Earnest Quotes

'The Importance of Being Earnest' Quotes Oscar Wilde created one of the most delightful and memorable social comedies with The Importance of Being Earnest. First performed in 1895, the play satirizes the stiff and proper customs and institutions of Victorian England. These quotes illustrate Wildes way with words in this witty farce. Social Standing Social standing  was very important during the Victorian era. You did not have a chance to rise to the top, as you might in the U.S., through hard work and luck. If you were born to a lower class generally the poorer and less-educated in society you would remain a member of that class for life, and you were expected to know your place, as these biting quotes illustrate. Really, if the lower orders don’t set us a good example, what on earth is the use of them? - Act 1 My dear Algy, you talk exactly as if you were a dentist. It is very vulgar to talk like a dentist when one isnt a dentist. It produces a false impression...  - Act 1 Fortunately in England, at any rate, education produces no effect whatsoever. If it did, it would prove a serious danger to the upper classes, and probably lead to acts of violence in Grosvenor Square.  - Act 1 Marriage Marriage during the Victorian era was decidedly unequal. Women lost all of their rights when they entered into the marriage contract  and were forced to endure the control and cruelty of their husbands. Women fought to gain more control in the institution of marriage, but they did not gain those rights until after the end of the Victorian era. I have always been of opinion that a man who desires to get married should know either everything or nothing.  -  Act 1 An engagement should come on a young girl as a surprise, pleasant or unpleasant as the case may be. - Act 1 And certainly once a man begins to neglect his domestic duties he becomes painfully effeminate, does he not?  - Act 2 The Roles of Men and Women Like everything else in this era, men and women were expected to behave in a prim and proper manner. But, a peak under to covers so to speak shows that what men and woman thought about their roles was very different than what appeared on the surface. All women become like their mothers. That is their tragedy. No man does. Thats his. - Act 1The only way to behave to a woman is to make love to her, if she is pretty, and to some one else, if she is plain. - Act 1 London society is full of women of the very highest birth who have, of their own free choice, remained thirty-five for years.  - Act 3​​ The Importance of Being Earnest Must Victorian-era social interactions involved a dichotomy between what people said and how they acted in public and what they truly thought. The plays title and many of its quotes allude to Wildes belief that it was important to be earnest, and that truthfulness and honesty were lacking in Victorian society. Pray dont talk to me about the weather, Mr. Worthing. Whenever people talk to me about the weather, I always feel quite certain that they mean something else. And that makes me so nervous. - Act 1The truth is rarely pure and never simple. Modern life would be very tedious if it were either, and modern literature a complete impossibility! - Act 1Gwendolen, it is a terrible thing for a man to find out suddenly that all his life he has been speaking nothing but the truth. Can you forgive me? - Act 3Ive now realised for the first time in my life the vital Importance of Being Earnest. - Act 3 Study Guide Check out these other sources to help you in your studies of The Importance of Being Earnest. Review: The Importance of Being EarnestQuestions for Study DiscussionOscar Wilde Biography

EasyJet Airline Company Essay Example | Topics and Well Written Essays - 2500 words

EasyJet Airline Company - Essay Example The timeline of EasyJet Airline reportedly started in March of 1995 as founder Sir Stelios Haji-Ioannou was noted to have offered flights at significantly low fares in Europe. Currently,it boasts of being â€Å"Europe's leading airline,operating on over 600 routes across 30 countries with our fleet of over 200 aircraft, employing over 8,000 people In its almost 18 years of organizational existence, EasyJet was noted to have been governed by a code of conduct to guide the behavior and decision-making processes of its personnel. The paper hereby presents a critical evaluation of the code of EasyJet Airline through a description of the code and by thoroughly assessing the code’s effectiveness in demonstrating the company’s values and conformity to business ethics. Critical Analysis of the Code The organization’s code was found under the title Governance on their official website: http://corporate.EasyJet.com/about-EasyJet/governance.aspx?sc_lang=en. Upon initial gl ance, the governance page contains information that indicates that the organization’s board of directors commissioned setting principles and ethical policies, of which, it was explicitly emphasized that the â€Å"key to these principles is working in an open and honest manner† (EasyJet Airline, Governance, n.d., par. 2). Likewise, the code was apparently patterned from the UK Corporate Governance Code which allegedly requires the following information to be disclosed:†¢ Terms of reference for the Finance Committee†¢Terms of reference for the Remuneration Committee... ance Committee   Terms of reference for the Remuneration Committee Terms of reference for the Audit Committee Terms of reference for the Nominations Committee   Terms and conditions of appointment / reappointment of the non- executive directors Matters reserved for the Board Non-Audit Services Policy (EasyJet Airline, Governance, n.d., par. 3). Finally, two (2) other documents were disclosed to be incorporated and accessible: (1) Corporate Governance Pages of the Annual Report; and (2) division of responsibilities of the Chairman and CEO (EasyJet Airline, Governance, n.d., par. 4). The Corporate Governance Pages of the 2012 Annual Report are found on pages 44 to 48 and contain the following major portions, to wit: principles statement, statement of compliance, leadership, directors’ conflicts of interest, board engagement with investors, board committees, relations with investors, internal control, risk management and internal audit (EasyJet, Corporate governance, 2012). T he Ethics Resource Center has recommended a code outline that should apparently contain the following format: I.  Ã‚  Ã‚   MEMORABLE TITLE   II.  Ã‚   LEADERSHIP LETTER   III.   TABLE OF CONTENTS   IV.   INTRODUCTION-PROLOGUE   V.  Ã‚   CORE VALUES OF ORGANIZATION   VI.   CODE PROVISIONS-SUBSTANTIVE MATTERS   VII.   INFORMATION AND RESOURCES (Ethics Resource Center, 2009, p. 1). From the course modules, it was explicitly defined that the contents of ethical codes are as follows: â€Å"standard of conduct, obeying the law, employees,consumers, shareholders, business partners, community involvement, public activities, environment, innovation, competition, business integrity, and compliance/monitoring† (University of Salford Manchester, What is the content of ethical codes?, 2012, p. 6; Crane and Matten, 2007).

Adam Smith & UK Income Taxation Essay Example | Topics and Well Written Essays - 4500 words

Adam Smith & UK Income Taxation - Essay Example 42). According to Smith, the first maxim is that â€Å"the subjects of every state ought to contribute toward the support of government, as nearly as possible, in proportion to their respective abilities, that is in proportion to the revenue which they respectively enjoy under the protection of the state† (Smith 1784, p. 639). According to Smith, â€Å"observation or neglect of this maxim consists in what is called the equality or inequality of taxation† (Smith 1786, p. 639). For Smith, the second maxim is that â€Å"the tax which each individual is bound to pay ought to be certain, and not arbitrary† (1784, p. 639). For Smith, this means that â€Å"the time of payment, the manner of payment, the quantity to be paid, ought all to be clear and plain to the contributor, and to every other persons† (1784, p. 639). For Smith, the second maxim is necessary because â€Å"otherwise, every person subject to the tax is put more or less in the power of the tax-gathered, who can either aggravate the tax upon any obnoxious contributor, or extort, by the terror of such aggravation, some present or perquisite to himself† (1784, p. 639-640). Smith emphasized that uncertainty of taxation â€Å"encourages insolence and favours the corruption of an order of men who are naturally unpopular, even where they are neither insolent nor corrupt† (1784, p. 640). The third tax maxim of Adam Smith is that â€Å"every tax ought to be levied at the time, or in the manner, in which is it most likely or most likely to be convenient for the contributor to pay it† (1784, p. 640). Finally, Smith’s fourth maxim on taxes is that â€Å"every tax ought to be contrived as both to take out and to keep out of the pockets of the people as little as possible over and above what it brings into the public treasury of the state† (1784, p. 640). On the fourth maxim, Smith also noted four things. One, the tax levy may require a great number of officers whose salaries may eat the greater portion