History Of The Muscle Car English Language Essay

History Of The Muscle Car English Language Essay at the point when a great many people think about a muscle vehicle they think about a fair size model vehicle, with V8 motors, by and large delivered somewhere in the range of 1960 and 1973. Most muscle vehicles were current fair size models being delivered [The inactive voice is a type of be (being) and a participle (created). Over-utilization of the inactive voice can make sections repetitive to peruse and meddlesome. Attempt to utilize the dynamic voice frequently, e.g., the understudy finished the paper on schedule. The aloof voice versionThe paper was finished on time by the studentSee eCampus>CWE>Tutorials Guides>Grammar Writing Guides>Active inactive voice] via vehicle makers, and they included an enormous V8 motor, uncommon trim, and generally better taking care of and execution choices like suspension, slowing down, and so on planned for most extreme increasing speed in the city or in racing rivalry. It is [It is a clumsy expression on the off chance that it isn' t obviously a thing] recognizable from sports vehicles, which were generally viewed as [Passive voice] littler, two-seat vehicles, proposed for fast visiting and conceivably street dashing. Yet, truly [Clearer composing suggestionreal or truly implies existing in actualityit adds little to the importance (and utilizing it to mean huge, very, or certifiable is slang); supplant it with an increasingly expressive word] the firs muscle vehicle each made was a 1949 Oldsmobile Rocket 88. In any case, it wasnt tell 1951 that the Oldsmobile Rocket 88 got [Doctoral rule (albeit a word of wisdom for any scholarly writer)got is casual English and can mean numerous things; in scholastic composition, use types of show up at, can, could, develops, can, etc.] extremely well known with the formation of the Hudson Hornet the first of the American muscle vehicle to be a celebrated race vehicle. In what capacity can you [Eliminate second individual (you, your) in scholarly reports and abstain from tending to the peruser straightforwardly. Utilize third-individual pronouns (he, she, it, they)] tell if a vehicle is a Muscle Car? [Unless in a statement, maintain a strategic distance from non-serious inquiries in scholastic writing] First the specific vehicle would almost certainly be a restricted creation form of a road vehicle, similar to the Boss 302 Mustang and the Mach 1/GTs. It had an exhibition suspension intended for going from 0 [Write out numbers under 10] to 100 as fast as could be expected under the circumstances or to deal with well on a track and frequently to do both. Second it will have a high yield engine or the greatest engine that could be full [Passive voice] in the engine, Till [Check spelling: Although regularly utilized conversely, for most noteworthy lucidity in scholarly composition, use until to mean a period of time yet to pass, work to mean turning the dirt, and keep away from until altogether] the finish of 1950s, vehicle fabricate was cornered [Passive voice] by England, France, Italy, and America, and so on. Be that as it may, during the 1960s they saw an exceptional change in the market as European makers began receiving better innovation that brought about imaginative models. In the mean time, Japan also began effectively producing vehicles in a significant manner, beginning with its Keicar. The most well-known muscle vehicle you [second person] consider is likely the Ford Mustang. Be that as it may, the bronco wasnt consistently made by portage initially it was made by Shelby. At that point in Mustang appeared in 1965, yet did [Remove comma if coming up next isn't an autonomous clause] you [second person] realize that it wasnt the firt muscle vehicle envented the first mucsle vehicle was an Oldsmobile Rocket 88 vehicle organizations have been battling attempting to see who could think about an approach to make the most remarkable and quickest vehicle since the time the main vehicle was delivered [Passive voice] in 1885,. at that point in 1949 Oldsmobile achieved that objective with the production of the Oldsmobile Rocket 88 the absolute first muscle vehicle to be created. [Passive voice] After that Performance remained the for the following 6 [Write out numbers under 10] year. In any case, Then in 1955 Chrysler designed the C-300 on of the works of art putting them on top with there execution. The C-300 had a 300 pull Hemi motor the most remarkable motor around then creation the C-300 American quickest and witticisms amazing vehicle produced in 1955 which [Use that for a prohibitive expression (or spot a comma before which)] incorporated the Ford Thunderbird, the Corvette, and the Chevy Bel Air. The explanation the C-300 was all the more remarkable then every one of those different vehicles was that the Hemi motor could [Typographical blunder: dispose of copy word (if on the equivalent line)] go from [Typographical mistake: wipe out copy word (if on the equivalent line)] zero to sixty [Express numbers higher than nine in digits (when not the main word in the sentence)] in 9.8 seconds and it had a top speed of 130 mph. Yet, these presentation numbers were nothing contrasted with what they would see during the following decade. Since as the other vehicle com panys scaled in the opposition, the vehicles turned out to be all the more remarkable. There for the American muscle vehicle period was conceived. The muscle vehicle period concurred with the time of increased birth rates age toward the finish of World War II, as the troopers got back home there babies were all over! What's more, [In scholarly composition, abstain from beginning a sentence with a combination ] vehicles during WWII and after were pretty [Vague wordingpretty is a powerless word (old Fifties slang) whenever used to mean very. It implies alluring. Utilize very or another adjective.] moderate in their styling and speed. So the Chop Shops and execution shops jumped up rapidly as the war reached a conclusion, prompting the introduction of the speedster. In any case, the main issue was that it was to [Misspelling: too] costly, and took a ton of [Only business shipments and land are estimated in parts. To utilize a great deal of to mean some, much, or an enormous sum is an idiom (not generally clear). Utilize another term.] exertion and time to adjust a vehicle. Be that as it may, It was not affordable workable for a gr eat many people around then. In any case, it was a great deal [Avoid utilizing parts or a ton of] less expensive to make a muscle as a result of the industrial facility upkeep so they had the option to sell the muscle vehicles for a ton [Avoid utilizing parcels or a ton of] less so which [Use that for a prohibitive expression (or spot a comma before which)] is the thing that made muscle vehicles such effective merchants with the new people born after WW2. In any case, since [Check word decision: Since is increasingly exact in alluding to time (after that); in any case use because] it was less expensive certain models needed force and speed. However, by the 1960s [Check spelling: if the first is a year, following the year with punctuation s implies possessive; forget about the punctuation before s] that all changed This is the decade [Passive voice] that fabricated the muscle vehicle explicitly for the racing swarms. Its [Check spelling: If intended to be it is, maintain a strategic distance from withdrawals in formal writingwrite it out; whenever implied as the possessive of it, evacuate the punctuation. Its possessive type is its] likewise the decade that made the muscle vehicles we [Use we, us, or our to mean yourself and coauthors, not general mankind (or yourself and the reader)] consider today was imagined. [Passive voice] Such as [Beginning with these words, coming up next is probably a sentence fragment] [Check word decision, for example, alludes to things that are actually what you are talking about; like methods something like what you are discussing] the charger, GTO, Chevelle, Mustangs, Firebird, and Camaros. In the mid 60s [Check punctuationSingle quotes are just for a citation inside a citation. Something else, utilize twofold statements ] the main American games vehicle that was considered [Passive voice] a muscle vehicle was the Chevy Corvette at a value that was unreasonably high for most. The Ford Thunderbird had developed into an enormous extravagance vehicle (and Ford heard numerous grumblings about this). Imported games vehicles, for the most part from England, were selling great. Inside a couple of years the post-war children of post war America would purchase their first vehicle. The Mustang II idea vehicle produced a great deal of [Avoid utilizing parcels or a ton of] energy and drove straightforwardly to the main Mustang not exactly a year later. The 1960s additionally observed the chance of horse vehicles and muscle vehicles in America, where [If not alluding to a spot, use in which] execution of vehicles made a difference the most. The Ford Mustang was another mainstream vehicle of this period and appreciated a lot of exhibition till Chevrolet discharged its Camaro Z28 in 1967, to contend with it. Passage thusly acknowledged the demand and delivered the Mustang Boss 302 and the Mustang Boss 429 of every 1969, which again was lapped [Passive voice] up by individuals as a rule. At that point in 1964 Pontiac made one of the enormous brake through in muscle vehicle history with the Pontiac Tempest. The GTO bundle on this model included a 389 V8 motor, and a story moved transmission, just as [No comma before just as (which implies notwithstanding and isn't a combination what might be compared to and)] extraordinary trims and GTO identifications being [Doctoral rule (however solid counsel for any scholarly writer)If not a thing (as in person), the word Being is difficult to envision; it implies existing. Attempt to modify this without utilizing beingwith words like joining in, working, living, encountering, just asor in any event, evacuating being completely] the quickest muscle vehicle made that year. The main issue was that GM Corporate had an approach right now [Wordiness: these words mean just now] that didn't permit something besides a full size model to have anything bigger than a 330 cid motor. So Pontiacs engineers chose to work around that strategy by offering the 389 cid motor as an alternative too, rather than making another model for it. Pontiac anticipated selling 5,000 GTOs that first year; however rather they wound up selling 32,450 GTOs that first year putting them path over yonder objective. In 1967 GMC chose to come out with the Chevrolet Camaro. In the wake of watching passage two years bringing in cash off the Ford Mustangs achievement, General Motors at long last propelled its entrance into the elite [Spellingas a modifier, these two words ought to be a solitary hyphenated word] horse vehicle portion presenting the Chevrolet Camaro. Albeit accessible with a fair six chamber for volume deals, th

National Cancer Institute Research Paper Example | Topics and Well Written Essays - 2500 words

National Cancer Institute - Research Paper Example The hypothesis was grounded on the 1978 physical book The External Control of Organization. The hypothesis of Both Pfeffer and Salancik embraced that outside elements controlled or influenced the organization’s accomplishment of its objectives and targets. The entities’ requirement for outside assets was the outer control. For instance, the cafés need the food fixings so as to prepare the customer’s food. Thus, substances actualize techniques to augment the reliance on outer assets to effectively improve accomplishment the elements objectives and destinations. To achieve this, the two creators demands substances must go into joint endeavors, expansions, combination, co-optation, and mergers (Johnson, 2009). Question 7: Development of Institutional Theory. Powell, Meyer, Scott, DiMaggion, and Rowan built up the Institutional hypothesis. The hypothesis was created to clarify the psychological just as social part of associations. The creators demand that the entities’ reactions are grounded of elements having miniscule or no relationship to the entities’ hierarchical effectiveness. The creators demand that the substances must fit into a built up structure, condition, or framework so as to endure. The substances incorporate the regularizing, intellectual, just as regulative structures and schedules (columns). For instance, the substances must comply with the administration institutions’ laws rules and endorses. The substances must not sell cocaine or contaminate the earth. Scott saw that the administration organizations molded how substances work. The administration foundations will punish elements that damage set up laws and different rules. The hypothesis expresses th at as the entity’s field begins, there is assorted variety of approach just as structure. As the entities’ condition turns out to be entrenched, homogeneity among the substances inside a portion begins to create (Johnson, 2009). The hypothesis demonstrates that the association,

5 Persuasive Essay Samples You Can Use

5 Persuasive Essay Samples You Can UseIf you want to learn how to write a persuasive essay, the following five persuasive essay samples will help you. Each one illustrates a specific tactic or technique that is necessary to convey your message with authority and sophistication. All of these essay examples will give you ideas and inspiration for coming up with your own persuasive essay.Sample A: What's in a Name? By Ralph Waldo Emerson This persuasive essay demonstrates the importance of an essay's title. You will find that the goal is to capture the reader's attention before he can get to the main points of the essay. The writer, by carefully spelling out the title of his essay, has done precisely that and also provided clarity and organization that lead the reader to the main points of the essay.Example B: Who Is Who? By H. L. Mencken You can see the process of framing an argument in this persuasive essay example. There are many ways to frame an argument in an essay. The topic is re ally a matter of taste, but this argument contains some of the most popular ways of framing a compelling argument. Mencken is a master in this type of writing and can easily create one of the best persuasive essays.Example C: Choosing Your Words By Duane P. Gish You will find that Gish uses an unconventional approach to writing a persuasive essay. In order to frame your argument, you must be certain of the way you think about things and the words you choose to communicate with them. If you are unsure of how to frame your argument or do not feel you know what to use, consider trying a different approach. Gish's persuasive essay shows you the choice that will allow you to communicate your thoughts with confidence.Example D: Expressing Your Feelings By Frida Kahlo One of the most powerful ways to communicate one's feelings is through direct communication. Theessay by Kahlo helps you discover what kind of direct communication will accomplish your goal. She presents a list of common conv ersational expressions that give the impression of how others feel. By learning the correct approach to express your feelings, you will be able to communicate the way you feel and persuade those around you to agree with you.Example E: Never to Bet Against The Power Of Personal Experience By Saul Bellow This persuasive essay is interesting in the way it uses personal experience as an explanation of a problem. It is also instructive about what you should not include in an essay. By using personal experience to explain a problem, you present the experience of a person and the results you expect to achieve from that experience.Example F: What's the Best Ever - Wives? By Robert Frost Although sometimes simple, this essay demonstrates a powerful way to convey a simple idea. In order to avoid boring your readers, make sure you have the subject of your argument down cold. Use vivid illustrations and analogies in order to keep your audience interested in understanding more about your problem .When you read the examples given in this article, you will have ideas for how to write a persuasive essay. For those who want to be masters of their craft, these persuasive essay samples will help you do just that.

Stalin And Stalin s Theory Of The Soviet Union - 2062 Words

Ulises gerardo Ms. whaley Ninth grade academy 2015-2016 History introduction This essay is about hitler and stalin we make clear what they think of differents terms of ideas they had and make sure if they have the same answers or difference and then we compare what they think about they differents mains. Stalin and Hitler essay: Political ideology(2): Stalin s ideology is interesting and not as clear cut as many people think. In theory, Stalin was a communist, but he was not a communist along the same lines as Marx or Lenin. During the Russian Civil War, the Bolsheviks resorted to War Communism to save their collapsing country. War Communism involved central planning and a bureaucratic structure that was meant to be eliminated as soon as the war was over, and it was, in favor of the New Economic Policy which allowed capitalistic elements in the Soviet Union. Lenin understood the need for capitalism in such an underdeveloped nation as Russia. This is where Trotsky s idea of permanent revolution comes into play. Russia would not become socialist nation overnight, it would take years of work to reach a Socialist Russia. This is where Stalin steps in. Stalin desired power for himself and he needed to oppose Trotsky who was the natural successor to Lenin and the NEP. Stalin had become General Secretary of the Com munist Party in 1922 and began to build a bureaucratic system similar to the one in place during the War Communism years. Stalin claimed that it hadShow MoreRelatedStalin And The Soviet Union1700 Words   |  7 PagesWhen Joseph Stalin came into power the Soviet Union was a large and under developed country. Mostly agriculture, a high producer of grain but without industry. Only the capital Moscow had started to industrialize but in a very centralized area in small and slow steps. The Russian people had just been through World War 1, two revolutions in 1917, civil war and famine by the time Stalin took the reigns of the country. All which had massive impacts on the state of the economy. Stalin saw Russia as weakRead MoreWorld War I And The Atomic Bomb1742 Words   |  7 Pages(explain end of World War 2) 3. Reparations of Germany 4. Tensions with Soviet Union that led to cold war 5. Surrendering of Japan/ atomic bomb 6. Conclusion / overview of impacts PARAGRAPH 2- EXPLAIN WHAT IT WAS (WHAT IS THE POTSDAM CONFERENCE/HOW DOES IT RELATE TO WORLD WAR 2/WHAT WERE its GOALS) †¢ World war 2 left Europe in ruins (6) †¢ Allied powers defeated axis powers (6) o Allied- United States, Great Britain, Soviet Union (the big three) (6) o Axis- Germany, Japan, and Italy (6) †¢ The big threeRead MoreLeon Trotsky s Influence On The Soviet Revolution1496 Words   |  6 Pagestarget and influential leader in the Soviets. From his studies on Marxism, he created Trotskyism, a Marxist ideology based on the theory of permanent revolution. Also, his organization-building skills and revolutionary military ideas made him a great military leader. However, Leon Trotsky was also prone to arrogance, fatal over-confidence, dismissiveness and sarcasm, qualities that contributed to his demise. His downfall was caused by Joseph Stalin as well. Joseph Stalin set out to destroy the old partyRead MoreShould mobile phones be banned in schools1115 Words   |  5 Pagesexpressed concern over the increasing power of his eventual successor Joseph Stalin. Lenin died on 24 January 1924. His corpse was embalmed and placed in a mausoleum on Moscow s Red Square. TROTSKY Trotsky was a key figure in the Bolshevik seizure of power in Russia, second only to Vladimir Lenin in the early stages of Soviet communist rule. But he lost out to Joseph Stalin in the power struggle that followed Lenin s death, and was assassinated while in exile. Trotsky was born Lev DavidovichRead MoreThe Battle Of Moscow During World War II1018 Words   |  5 Pagesor Hitler s affect on the World War II, there are other important events that have affected many countries. The Battle of Moscow was a major battle between the Soviet Union and Germany. Ironically, the Soviet Union and Germany previously had a secret agreement (the nonaggression pact) not to go to war on each other, but the promises turned to be broken when Germany s plan to capture Moscow went into action. (German-Soviet Nonaggression Pact, History Site) Germany and The Soviet Union were not thatRead MoreCommunism : A Theory Or System Of Social Organization1376 Words   |  6 PagesCommunism Communism is a theory or system of social organization based on the holding of all property in common, actual ownership being ascribed to the community as a whole or to the state. The word ‘communism’ derived from Latin word ‘communis’ which means common, universal. ( Dictionary Reference- Communism) In the 1840s, a German philosopher named Karl Marx published books that talking about Marxism which is known as communism nowadays. Marx said class struggle is a problem of the society. MarxRead MoreWhen Joseph Stalin Took Over Russia After Lenin By 1928,1147 Words   |  5 PagesWhen Joseph Stalin took over Russia after Lenin by 1928, the country s policy on how it was going to industrialize changed. Stalin said, We are fifty or a hundred years behind the advanced countries. We must make good this distance in ten years. Either we do it, or we shall go under.12 Stalin believed that if the USSR did not industrialize then it would be the death of them because they will be vulnerable both economically and militarily. Stalin said, Everything can be achieved, everything canRead MoreEssay #2. 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Or if it is already has reached it, will these forms of government fail? THE RUSSIAN GOVERNMENT The Russia of today is not that of the past; Russia throughoutRead MoreEssay about Karl Marxs Communist Manifesto1353 Words   |  6 Pagescountries that I am talking about are the Soviet Union, or Russia as it is called today, the Peoples Republic of China, and Cuba. Communism is a theory that states that society should own all property. There should be no private ownership and labor is organized so that all members of society will benefit. Communism is based on the theories of Karl Marx and writing, â€Å"The Communist Manifesto.† The start of communism in the Soviet Union took place in October of 1917. At this

The Struggle of the Educational System Essay - 1151 Words

The Struggle of the Educational System It seems as if the American government has struggled to evaluate the current educational system in order to determine if significant social issues, including increasing regional poverty, and declining literacy rates in specific urban regions are related to economic differentiations in the education system. There needs to be more emphasis placed on determining a system that provides greater equity between disadvantaged inner-city schools and wealthier suburban, middle class schools. The gap between the nation’s best and worst public schools continues to grow. Our country is based on freedom and equality for all, yet in practice and in the spectrum of education this is rarely the case. Many obvious†¦show more content†¦This guarantees that every child receives an education, but it is not an equal education† (Kozol, 238). State officials determine the sufficient funds, but due to the dynamics of politics they are shaped by what the richer districts determine to be enough. So, in turn, what they are doing is placing the education of the inner-city students in the hands of the supporters of the suburban schools. If the officials are to allocate more money to the poorer districts, then they will be the ones that are affected by additional tax levies on their higher incomes and property values. â€Å"What is at stake is the future of a heterogeneous America, a place where there is equal opportunity for everyone, not just for those who can afford to pay for a good education and the chance to have a more prosperous life† (Kozol 237). It seems as if â€Å"Those who do not want their children to be handicapped by the learning problems of others who have suffered generations of oppression, ignorance, and neglect simply abandon the city schools that these students were being integrated into and fled to richer suburban schools† (Kozol 238). Today, Blacks, Hispanics, and poorer children dominate 23 of the nations 25 largest urban school sy stems. This has raised a permanent fissure in our public schools and has separated them into two separate and unequal classShow MoreRelatedHow Bilingualism Has Impacted The United States Modern Education System1114 Words   |  5 Pageshas impacted the United States’ modern education system. He describes an amendment that would constitute English as the official in the United States, which he believes can be a potential threat to the educational system. 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Partnership Act - 17725 Words

IBS Gurgaon A PROJECT REPORT ON The Partnership Act 1932 amp; Its Registration. SUBMITTED ON:- SUBMITTED TO:- 9TH January,2012 PROF. UPDESH SINGH SACHDEVA MONDAY. BY:- ABHISHEK ANAND. 11BSP0010 SECTION- â€Å"A† TABLE OF CONTENTS. TOPIC PAGE NO 1. Acknowledgement †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3 2. Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦... 4 3. Defination of Partnership Firm†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5 4. Features of†¦show more content†¦Partners may have a Partnership agreement, or declaration of partnership and in some jurisdictions such agreements may be registered and available for public inspection. In many countries, a partnership is also considered to be a legal entity, although different legal systems reach different conclusions on this point. 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This agreement contain so the amount of capital contributed by each partner; * profit or loss sharing ratio; * salary or commission payable to the partner, if any; * duration of business, if any ; * name and address of the partners and the firm; * duties and powers of each partn er; * nature and place of business; * any other terms and conditions to run the business. *Show MoreRelatedThe Long History Of Partnership Act934 Words   |  4 PagesPartnerships have been in existence since people could trade or do business. The long history of partnership spans through the Medieval times in Europe and in the Middle East and lasted through the commercial revolution. Partnerships were formed to mutually strengthen the involved parties. They were set up to save time, money and to share knowledge and expertise. 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Strategic Human Resource Development

Question: Discuss about the Strategic Human Resource Development. Answer: Introduction Training and development of employees are considered to be an important segment of human resource practices. With the intense competition within the market, it is imperative for companies to heavily invest in this field to reap substantial benefits in future. In the current report, discussion shall be made on managing different attitudes of employees to ensure that the company can obtain a more productive and efficient workforce. According to Delahaye (2015), Strategic Human Resource Development is the used to develop strategies ensuring that the training and development program is effective in performing the job and enhancing the overall productivity for the firm. For the purpose of conducting this report with efficacy Woolworths a leading name in the retail sector of Australia is chosen. Woolworths Limited Woolworths Limited was established in the year 1924. Woolworths Supermarket is retail store chain owned wholly by Australia. Woolworths specialises in retailing groceries but moreover sells DVDs, stationery and magazines also. It currently is operating across 980 stores in Australia and has 16 convenience stores (Wang, 2015). It currently employees 205000 employees including employees forms its subsidiaries. Furthermore, it serves 21,000,000 customers each week, i.e., 3 million an average per day. Woolworths limited is also the largest hotel and gaming poker operator in Australia. In the list of biggest retailers worldwide, Woolworths limited was ranked 19th in 2008. Since its establishment, it has acquired many stores including 126 Safeway stores in 1985 in eastern Australia and many companies as well. This has helped Woolworths limited to cement its place as one of the biggest and one of the most flexible companies around the globe. The company wasnt just expanding its operations in Australia, but in New Zealand as well. Starting in 1929, Woolworths limited was slowly expanding and finally, in 1956 they opened their first fast food store in Auckland, and by 1971, supermarkets were opened across New Zealand (Keith, 2012). The expansion worldwide wasnt possible without the help of proper management, administration and training. Woolworths limited made sure they knew when and where to allocate its resources and how to make use of those resources to grow as much as possible in order to grow quickly. Every now and then, as previously mentioned, Woolworths limited kept acquiring other companies in order to reduce competition, and this helped them gain as much market share as possible, after all, its not an easy task to be 2nd largest retailer across Australia and New Zealand. Although there were some hurdles, one of such was during the period of World War II, when the growth of Woolworths was very badly affected as the military of Australia and the United States used the warehouses for storage (Herington, and et.al. 2012). But since then, the growth has been rapid, and in 1955, Woolworths limited opened its 200th store. As diversity is very important for a company as big as Woolworths limited so that it doesnt depend too much on just one department, they entered the petrol market in 1996. This wasnt just it, in 2004, they wanted to attract more customers, and so they started offering discounts on petrol prices but only if the customers are willing to shop at their supermarkets. Importance of developing SHRD through Training and Development To meet the competition, it was important to adopt various smart strategies from time to time in order to make sure customers are attracted towards Woolworths limited instead of choosing another supermarket. Another important aspect of Woolworth's limited growth was its location and range of products it offered, and this was important because when a customer entered the supermarket, he/she must be able to find everything that they needed (Mello, 2014). This wasnt just profitable for the company, but also for the customers as well as it helped them to cut down the burden of travelling from one place to another and save their time. One of these strategies is to provide efficient training and development to its core employees. The training and development will help in circulating the requisite information aesthetically, and the technical changes can be updated within them to progress towards achievements (Werner and DeSimone, 2011). The organisation can install top quality programs that will help in the detailed understanding of the customer-supplier relationship. This will help in meeting the level of quality and shortage of supply. Furthermore, it has been observed that training and development through strategic human resource development will help in resisting changes that occur under regulatory context like taxation issues, deregulation, privatisation, etc. Need for training program The retail sector has been playing a crucial role in the world economy. Over the past three decades, the significance of retail has grown drastically in varied economies of the world. With the change, there has been an increase in both size and resources managed by retail (Cekada, 2010). This has made it imperious to recognise the impact of dynamic features of retail on its respective performances and strategies. Woolworths has been showcasing its best efforts to be recognised as a leading retail store in Australia. It just not aspires to gain best in class position in retail industry but also to exceed the demands of its customers. Training can be referred to as an endeavour one aims to enhance or develop additional skills or competencies within an employee to increase its performance and productivity. The aim of this task is to assess the key Training and Development need due to the following issues that were predominantly seen in Woolworths are: Imbibing the competitive challenges spread across the retail sector, Lacking employees in delivering efficient customer services, Shortage of supply of stock (Herington, and et.al., 2012), Price hike, and Popular brands werent able to see the likely demand of customers. The training and development shall help in gaining the possible solution and best resort to solve these issues. Training and development are proposed to recognise the reliability of employees and to motivate them to perform with an efficiency which enhances their business overall productivity (Niazi, 2011). The training industry in Australia is strong and currently, stands at an estimated $1.7 billion of which 1/3rd indicated behavioural and soft skills training. The growth in the industry signifies the importance of training within the workplace to endure more proficient workforce within the workplace. The training strategy focuses on narrowing the gap between organisational needs and employee needs. The target is towards sustaining the quality of labour that possesses varied education, analytical and technical skills Training, vocational and education programs can help in meeting out the productivity, enhanced performances, motivation, job satisfaction and uniformity at work. It has been evident that the presence of these variables within the training program can help in enhancing the overall productivity rate of the organisation. The presence of such factor ensures the increasing employee commitment through such training program can lead towards company enduring growth and success. The training strategies shall be developed in the light of motivating and retaining employees for a substantial period of time (Goetsch and Davis, 2014). Such strategies will help in developing an emotional and psychological relationship between the employee and its organisation. The training is done to tie up employees for a longer duration of time within the organisation, which will reduce company costs in hiring new talents. This form of commitment strategy introduced within the training program shall help Human resource managers in gaining requisite loyalties and sheer commitment from its employees. Thus, it can be seen that training and development are advantageous not for the organisation only but also equally holds relevance for individual workers as well. From one perspective the training prompts towards profitability as well as gaining optimistic attitude towards profit augmentations, enhance the base of its current workforce and help employee relate to organisational objectives (Kadir and et.al., 2011). Similarly, on the other hand, individuals can reap better choices, gain critical thinking, help them in empowering self-advancement, gaining esteem level of satisfaction and ultimately enhancing its interactive skills. Training Need Analysis The analysis to evaluate the need for training is to identify the training gap between the current performance and desired performance. The training and development plan shall help Woolworths in recognising what skills, behaviour and knowledge is needed to persuade employees to work effectively and embrace the changes in an enhanced manner to fulfil the aim of the company. Successful evaluation of training needs can help in identifying who is required to be training and what means of training it should seek. The Sources that are necessary for determining the type of need analysis is: Organizational Analysis: Woolworths needs to assure that the strategic wants of the company are taken into consideration. The training and development program must be arranged in a manner that it ensures company to reap benefits from employees effective performances (Needs Analysis: How to determine training needs, 2015). Personal Analysis: this component specifically targets towards worker distinctively. It is vital to research about what necessary KSAs (skills and abilities) have been already gained by the potential trainees this helps in sustaining the valuable time by not repetitively imparting something that has already been obtained. Operational Component: in evaluating the need for training it is important to have an outlook over the company objective whether its short or long term (Niazi, 2011). Woolworths needs to be sure that company potency is able to make enhancement in functional productivity. Training Needs at different level It is requisite to provide a different level of training for different functional employees. Every employee showcases its performance differently based on the skill and efficiency acquired by him. Thus, below training needs are shown differently at supervisory and operational level: Training Method Level of Management Goals Workshop, Role playing, Performance Appraisal Supervisory Level Enhance the overall decision-making aptitude. Recognise the areas of improvement, performing team leadership and development of effective career path (Pineda, 2010). Supervision, Workshop Operational Level Gaining practical knowledge, development of skill, improvement in production and adaptability towards change Proposed training program In order to gain faster adaptability towards change, the employees require more determined and adequate training to be initiated. For this Problem Solving technique of training program can be initiated, as this will help employees in facing the current issues within Woolworths. Herein the employees will be placed within a real-time problematic situation and will be asked to undertake adequate analysis and serve its possible solutions (Corsica, 2011). Then final assessment will be undertaken by the expert team, which shall come up with best solutions relevant to the situation. This is a continuous process where employees are motivated to develop their analytical skills whenever a new problem occurs in context to customer service enhancement, efficient production, changing dynamics of the competitive market, etc. This training program will boost employees to participate in decision-making to provide more convincing solutions to a specified problematic situation. The experts before conveying their solution will undergo a prolonged session with the management team. This will bring forth with the managers the gaps that are persisting in the performance of employees. The QA session for staffs will also give employees a chance to understand the scenario (Frensch and Funke, 2014). The requisite discussion and findings will be disseminated by the managers and will let manager acknowledge about the areas it needs to enhance. Thus with the expert's team of management and discussion made through QA session will be evaluated and most appropriate solution shall be selected. Evaluation of Training program Evaluation is the last step of the entire training process it helps the trainer in evaluating the key efficiency of the overall training program (Saks and Burke, 2012). The Evaluation helps in evaluating the outcomes, actions of employees and the relevant gap between the perceived and desired outcome. This evaluation process thus instigates upon reforming the process of action, which has unlikely results on the performance of employees. Kirkpatrick Four Level Training Model In order to measure the effectiveness Kirkpatricks Four Level training evaluation model is employed. The evaluation segment holds significance, as it is important to measure the benefits gained after all the time and money invested in training (Praslova, 2010). The Kirkpatrick's Four-level training evaluation model will help in analysing the efficiency of training system adopted and its relevant impact so that one could make improvements accordingly as per the future needs. The four levels are as follows: Level 1: Reaction- this level seeks to how the trainees,e., people who are given training, have reacted to the overall process of training. The reaction shall be framed on the basis of what members perceived of the training system like its feature, technique, material, content and rest (Steensma and Groeneveld, 2010). Since the aim of the trainer is to ensure trainee feel good and gain a valuable experience, it is important to measure their reaction to understand how well training purpose was achieved by its trainees. It also helps in enhancing the training segments for which effective reactions were not given to improve the training for future respondents, embracing key areas or topics that are not present in the current training program. Level 2: Learning: this level measure upon what trainees have acknowledged from the training program. Training begins with setting up of some learning objectives, which are the start point for measuring the level of abilities; techniques, information and concepts are gained (Lin, Chen and Chuang, 2011). It is essential to know about what trainees are learning and the difficulties they face in others, this will help in enhancing the future training program. Level 3: Behaviour- at this level the change in the behaviour of the trainee is assessed, and it is done on the basis of training received by them. This aim is of identifying how trainees can apply the specified information. It is essential to identify that behaviour can be changed only if conditions are favourable (Kirkpatrick's Four-Level Training Evaluation Model, 2016). The behavioural change helps in determining the level till which the requisite knowledge and skill have been acquired which can be converted into improvised behaviour as per the job needs. Level 4: Results- this is the last level at which the last results of training is analysed. This incorporates the relevant outcomes that the trainer has determined to be fruitful for the organisation and its employees. For effective and more accurate evaluation following documents can be used to assess the training program: Trainee feedback on every training event shall be taken. The feedback and individual opinion are necessary to evaluate the reactions of employees towards the training program. To take feedback requisite questions can be asked to know the exact participant response to the overall training program (Hogan, 2010). Customer comments is also an important aspect in ascertaining how the effective employee has been applying its learning in the different context of the business Customer comment shall help in stating the positive or negative change that has occurred due to the training program. Conclusion Woolworths is a leading retail supermarket that has been possibly driven by the competitive market dynamics. The management is responsible for bringing requisite facilities to promote faster performance change of employees. The training and development are sought as an alternative to help employees fight in the stiff competitive market and gain a substantial level of customer satisfaction and loyalty. The problem-solving training method is chosen to develop decision-making and analytical skills of employees to fight the competitive market effectively. The lastly evaluation method of Kirkpatricks is chosen to ascertain the efficiency of training system adopted and its relevant impact on the organization. Reference Cekada, T.L., 2010. Training needs assessment: Understanding what employees need to know.Professional Safety. 55(03). pp.28-33. Corsica, J.A., 2011. Problem-Solving Training. InEncyclopedia of Clinical Neuropsychology(pp. 2032-2033). Springer New York. Delahaye, B., 2015.Human resource development. Tilde Publishing. Frensch, P.A. and Funke, J., 2014.Complex problem solving: The European perspective. Psychology Press. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organisational excellence. Pearson. Herington, C. and et.al., 2012. Brand, value and relationship equities and loyalty-intentions in the Australian supermarket industry.Journal of Retailing and Consumer Services.19(5). pp.526-536. Hogan, R.L., 2010. The Historical Development of Program Evaluation: Exploring Past and Present.Online Journal for Workforce Education and Development.2(4). p.5. Kadir, S.A. and et.al., 2011. Entrepreneur training needs analysis: implications on the entrepreneurial skills needed for successful entrepreneurs.The International Business Economics Research Journal. 10(1). p.143. Keith, S., 2012. Coles, Woolworths and the local.Locale: The Australasian-Pacific Journal of Regional Food Studies.2. pp.47-81. Lin, Y.T., Chen, S.C. and Chuang, H.T., 2011. The effect of organizational commitment on employee reactions to educational training: An evaluation using the Kirkpatrick four-level model.International Journal of Management.28(3). p.926. Mello, J.A., 2014.Strategic human resource management. Nelson Education. Niazi, B.R.A.S., 2011. Training and development strategy and its role in organizational performance.Journal of public Administration and Governance.1(2). pp.42-57. Pineda, P., 2010. Evaluation of training in organisations: a proposal for an integrated model.Journal of European Industrial Training.34(7). pp.673-693. Praslova, L., 2010. Adaptation of Kirkpatricks four level model of training criteria to assessment of learning outcomes and program evaluation in higher education.Educational Assessment, Evaluation and Accountability,22(3), pp.215-225. Saks, A.M. and Burke, L.A., 2012. An investigation into the relationship between training evaluation and the transfer of training.International Journal of Training and Development.16(2). pp.118-127. Steensma, H. and Groeneveld, K., 2010. Evaluating a training using the four levels model.Journal of Workplace Learning.22(5). pp.319-331. Wang, Z., 2015. Supermarkets and gasoline: An empirical study of bundled discounts.Resources for the Future Discussion Paper, pp.15-44. Werner, J.M. and DeSimone, R.L., 2011.Human resource development. Cengage Learning. Online Kirkpatrick's Four-Level Training Evaluation Model, 2016. [Online]. Available from https://www.mindtools.com/pages/article/kirkpatrick.htm. [Accessed on 3 December 2016]. Needs Analysis: How to determine training needs, 2015. [Online]. Available from https://www.hr-guide.com/data/G510.htm . [Accessed on 3 December 2016]. Strategic Human Resource Development Question: Discuss about the Strategic Human Resource of Goodman Fielder NZ. Answer: Introduction: Strategic human resource management supports the long term business goals of an organization. As commented by Knies et al. (2015), the management of an organization is responsible for coming up with certain strategic formulae that would support the organizational business activities. These strategies are HR strategies and might include determining better opportunities for reward and performance. The aim of this report is to evaluate a situation in an organization that could be easily resolved by the means of employee training programs. For the analysis, Goodman Fielder New Zealand has been selected. Therefore, the report shall evaluate the present situation of the employees in the Organization. Based on the analysis, a training program will be recommended that shall improve the condition of the organization. Overview of the Organization: Goodman Fielder is one of the leading regional food companies operating in Australia, New Zealand and Asia Pacific. The Company is responsible for manufacturing, packaging as well as distribution and marketing of a wide range of food products (Goodmanfielder.com 2017). The Company focuses on efficient distribution network and has been working for over tens of thousands of outlets in major places including supermarkets, dairies, service stations, cafes and restaurants. With the increase in the number of outlets, the organization has been facing a number of challenges in meeting the demands of the consumers as well as the business activities (Goodmanfielder.com 2017). Identification of the issue: Goodman Fielder being a manufacturing company as well as the largest retailer and food supplier in New Zealand has always focused on delivering services to the consumers as soon as the products are manufactured from the manufacturers end. This activity obvious reason requires fast and effective contribution of the employees working in the organization. It has been found that some of the employees at Goodman Fielder have just school education and thus they are not completely aware of the entire work process that is carried on in the organization (Nz.indeed.com 2015). The Organization always focuses on increasing the productivity of the organization which requires efficient and prompt contribution of the employees. The ultimate motive of the organization is to support the consumers and arrange the best possible help to them. Therefore, it is important to train the employees thoroughly that they can be able to address the needs of the consumers well. Importance of the training program: As commented by Fee (2014), training is important for both new and experienced employees. It is important for the employees to acknowledge a number of things in order to remain active in their work. Effective training of employees helps them to understand their individual responsibilities and duties towards the organization. It is when they understand the actual work that they have to do there remains the possibility of saving time. In addition to this, the employees also feel motivated and good about the particular company for whom they are working. Therefore, even if the employees are trained at the first go, the possibility of better performance increases when they are again trained (Marler and Fisher 2013). Therefore, it can be easily said that there remains a need for the training program to the employees of the organization in order to meet the needs of the regular business activities. In addition to this, it has to be understood in the recent market situation, customer servicing is one of the key elements that drives the success of an organization (Storey 2014). Organizations like George Weston Foods, Steric, Arnott are the major competitors of the brand. Although Goodman Fielder is well known and acceptable among the consumers for the quality of food products that they provide, but there always remain the impact of treating the consumers right (Goodmanfielder.com 2017). Theories of Strategic Human Resource Development As stated by Purce (2014), to an organization, training intervention is an important part of the human resource management. The effectiveness of the training and development program depends on the degree of participation of the employees in the training program. Training provides certain new skills to the employees that are important to perform their job well. Therefore, it can be easily said that training can directly contribute to the development of the human resource of the organization. In this respect, Ford (2014) highlighted that it is by the implementation of certain training programs, it becomes easier for the employees to cope up with any kind of changes occurred in the organization. Jehanzeb and Bashir (2013) highlighted a number of steps which are involved in the training and the development process of the employees. The strategic learning strategy is the main aim behind designing the training and the learning program. The primary step of the training program is by evaluating the need of the training program (Fee 2014). The training program should be focused on a particular issue that the organization has been facing in the recent time. After the evaluation of the issue, the viability of the particular training program to be undertaken is checked (Goyal and Chhabra 2016). It has to be understood that whatever the training program has to be designed should focus on the strategic management of the particular organization. The commitment level of the management should be based on long term development opportunities that would in turn increase the productivity of the organization. Training also increases the collaboration among the employees and provides the scope to share and transfer information (Knies et al. 2015). Developing the training program The training session has to be conducted as a means of teaching the staffs. As commented by Goyal and Chhabra (2016), training and learning programs are always effective because it is by this process, a particular organization can easily mold the employees or the human resource according to their needs. Moreover, as pointed out by Ong et al. (2016), in the era of globalization and utter competition, product or service differentiation is a major criterion that an organization should undertake in order to make a positive mark in the market. Moreover, it is also important to service the customers well and help them whenever they look for any assistance. This help can be easily attributed from the employees and the staffs working at Goodman Fielder (Fee 2014). As it has been identified that there are a number of issues and problems that the employees at Goodman Fielders face, a training program can be implemented that shall improve the organizational culture and strategies. It has been observed that the employees are less productive and they have a lot of time to spend in the organization (Falola et al. 2014). Therefore, the employees can be trained easily that can match the need of the organization and at the same time shall improve the productivity of the organization as well. It is expected, that the training program should be applicable right at the basic recruitment step that can be easily adaptable by the recruited employees that would ultimately benefit the organization to improve the productivity of the organization (Knies et al. 2015). The training program can be narrated as below: Key contents to be covered: 1. At the time of recruitment: There remains a sea of applications who apply for the job but it emains on the responsibility of the management to think of the best possible way to hire the most eligible applicant of all. Sometimes, finding the right person might not become an easy part of the recruitment and thus, there should be certain parameters that can be used to determine the right candidate. As stated by Goyal and Chhabra (2016), the cost of hiring and recruitment are borne by the organization and thus, any kind of failure in the recruitment process results in loss of the particular organization. Therefore, the recruitment process should be validated enough to increase the impact of better recruitment. It is expected that Goodman Fielder should adopt social recruitment policy. The social networking sites like Facebook, Twitter and even LinkedIn can be utilized as the source for getting potential employees. 2. On boarding: As commented by Falola et al. (2014), once an employee gets recruited in the organization, the on board process starts. The way the new hires are treated and are launched in the organization holds great importance for the particular organization. Therefore, it becomes very important to train the employees. For a company like Goodman Fielders it holds much importance to train the employees and the staffs to take care of the needs of the consumers visiting their outlets (Knies et al. 2015). A pleasant and good behavior from the staffs is expected by the visitors and if the same is received from the staffs, there remains a greater chance of creation of a loyalty of the brand. In order to train them, the managers and the other authorities are responsible. It is expected that a training program shall be designed where the employees will be trained based on the requirements of the clients needed for a super market like Goodman Fielders. Moreover, as commented by Marler and Fisher (2013), for an organization like Goodman Fielder, caring about the needs of the customers is important and thus, the importance of teaching the employees and the staffs is far most important. 3. Talent management: Another important perspective of the training program has been highlighted by Purce (2014), it is talent management. There are a number of employees in every organization who performs or have the capability to perform better than other employees. These employees can be easily utilized by the management of the organization to increase the productivity of the organization. Moreover, these particular employees can be easily targeted and they can be trained as well to retain the talent in them (Goyal and Chhabra 2016). This particular perspective can be easily applied by Goodman Fielder in order to improve the situation of the organization and increase the productivity as well. 4. Performance management: It is the means by which the employees can be directly involved in the practice of learning and teaching. This method is used by many organizations and a buddy is referred to the employees who could not perform well in the business activities (Fee 2014). This same procedure can be applicable in case of the Goodman Fielder. There is no doubt that there are certain employees who are remained at the organization for a long time and that they can easily guide or help other employees in the organization (Falola et al. 2014). This same process can also be called as on-job training. The process can be easily applied by the organization to boost the enthusiasm of other employees. All the above mentioned process can be utilized by Goodman Fielder to train the employees and at the same time increase the productivity of the organization as well. Employee training and learning process remain one of the sole responsibilities of the management of an organization to undertake. If the management undertakes the entire process correctly, there remains greater chance of getting the desired outcome. Delivery methods: Primarily, the management is responsible for coming up with a proper plan that should be implemented among the employees in order to make them aware about the needs of the organization. Secondly, it is expected that the management will hire a team of experts who shall be responsible for undertaking the entire employee training program (Fee 2014). For the said training method, it is expected that both fresher and the experienced are given the training and they are narrated about the jobs and responsibilities that each of the employee has to perform both as an individual person and as a part of a group (Marler and Fisher 2013). It is recommended that a time frame of 15 days session should be applicable for training a single batch of employees. Apart from theoretical understanding, it is also expected that the employees would be given certain practical examples as well that would clear out their conception on how to deal with the customers at the stores (Purce 2014). With the completion of the complete training session, the employees shall also be asked to pass an exam that would test their development on the particular matter. It is only when they pass the exam thoroughly the success of the training program can be declared. Potential learning outcomes: The potential learning outcome could be either positive or negative. However, it is expected that the teaching and the training program would be effective enough and that it is by the means of the training program, the organization would be much benefitted. If the negative or the risky factors are taken into consideration, it can be said that the organization would have to face certain amount of financial losses (Knies et al. 2015). Impact of the training program: The outcome of the training program can lead to the better success of the organization. When proper training is given to the employees, it is expected that they would become more productive. They could easily understand the needs of the visitors and the consumers also find it welcome and pleasant to visit the outlets of Goodman Fielder. However, there remains a risk of the fact that the company has to incur a lot of expenditure on the training program (Fee 2014). This might cause a financial burden or extra expense for the particular organization. In addition to this, there are chances that the training program does not become an effective one. The learners might not learn the things taught to them properly or the trainers might be not effective enough to train the employees (Storey 2014). Therefore, the management has to be excessive conscious about the type of training program and the intensity with which the employees will be trained. If proper checks and measures are kept into co nsideration, there remain the chances that the training program would be a successful one and the organization would be much benefitted. Conclusion: A detailed analysis of the work culture at Goodman Fielder has been carried on. It has been observed that the organization is facing certain issues regarding the productivity of the employees towards the organization. Keeping this particular perspective into consideration, it has been stated that there is a need for a training program to be implemented on the organization. A number of strategic human resource development theories have been undertaken during the discussion. It has been found that training is an important part of the work culture of an organization. In fact, training can be provided to each level of the staffs and managements in an organization. In case of Goodman Fielder, it has been proposed that the employees or the staffs who are responsible for taking care of the needs of the customers visiting the outlets of Goodman Fielder need to be trained. A training program has been recommended with a proper justification to it. It is expected that if the training program is carried on with greater focus, there remains a positive chance of the improvement in the complete organizational business activities. References Falola, H.O., Osibanjo, A.O. and Ojo, S.I., 2014. Effectiveness of training and development on employees'performance and organisation competitiveness in the nigerian banking industry.Bulletin of the Transilvania University of Brasov. Economic Sciences. Series V,7(1), p.161. Fee, M.C., 2014. Human resources management. Ford, J.K., 2014.Improving training effectiveness in work organizations. Psychology Press. Goodmanfielder.com 2017 Goodman Fielder Available at: https://goodmanfielder.com/ [Accessed on: 14-2-2017] Goyal, S. and Chhabra, N., 2016. Benefits of employee training for developing economy.PARIPEX-Indian Journal of Research,4(10). Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to employee and organization: A conceptual study.Training and Development,5(2). Knies, E., Boselie, P., Gould-Williams, J. and Vandenabeele, W., 2015. Special issue of International Journal of Human Resource Management: Strategic human resource management and public sector performance. Marler, J.H. and Fisher, S.L., 2013. An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review,23(1), pp.18-36. Nz.indeed.com 2015 Goodman Fielder Available at: https://nz.indeed.com/cmp/Goodman-Fielder/reviews [Accessed on: 14-2-2017] Ong, D., Ong, D., Jambulingam, M. and Jambulingam, M., 2016. Reducing employee learning and development costs: the use of massive open online courses (MOOC).Development and Learning in Organizations: An International Journal,30(5), pp.18-21. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Routledge.

Youth Violence and Its Relation to Communication Theories Essay Example

Youth Violence and Its Relation to Communication Theories Essay Youth violence is a major social issue that has gained prominence increasingly over the last half century. The awareness raised concerning it seems congruent with the level of penetration of the mass media. This may have two inferences; that prominence has grown purely because more people are exposed to stories on the news regarding youth violence, or that the penetration of mass media somehow has an impact on the level of incidences of violence. This paper approaches the subject from a case point, viewing one incident of teenage aggravated assault in Florida through respective lenses of communication theories. Introduction On the 13th of October 2009, the story of 5 teenage boys being charged with burning their colleague after he reported a theft they committed was featured on most, if not all, of the major news channels in America, from CBS to ABC and the increasingly popular and hugely influential new media forum The Huffington Post. The story is one of unusual brutality, particularly for the age of the teenagers involved. The reporting of the incident was largely factual, but even in such reporting can be detected numerous influences that are best analyzed, in my view, using 4 of the 12 communication theories I’ve learnt so far. The first is ‘Gate-keeping’, the practice of news editors to sort stories and how they are reported at every stage of the process. The second is attitude and attitude changes the cognitive, affective and behavioral results of exposure to mass media. The third is agenda setting, the proposition that mass media does set priorities on issues, even though they might not always people’s take concerning said issues. The final theory is Uses and Gratifications, which in this case will apply to me as an individual consumer of news, seeing as I consciously sought out the story to enable me satisfactorily complete a semester final paper. We will write a custom essay sample on Youth Violence and Its Relation to Communication Theories specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Youth Violence and Its Relation to Communication Theories specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Youth Violence and Its Relation to Communication Theories specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Content Michael Brewer was a regular high school kid before the 12th of October 2009; he had a circle of friends, hangs out at the mall and loved video games. His love for video games, however landed him in trouble when, reportedly, he acquired a video game on credit from a schoolmate. He was unable to pay for it and this led the schoolmate to steal a bicycle belonging to Brewer’s father on Sunday the 11th of October 2009 as payback for the money owed. Brewer reported the theft to the police, the culprit briefly arrested, the bike taken back and the culprit released to his parents the same day. Michael knew he would have a nasty run-in with the schoolmate (we are not given the specific name, but is one of the 5 names released by the police after the incident, and thus it is hard to ascertain) and his gang of four others. He therefore skipped school on Monday, instead going to visit his friend at Lime Tree Village apartments, located in Deerfield Beach. As he was sitting by the swimming pool, the schoolmate and four of his friends appeared and, reportedly, the leader of the group (the culprit in the bike incident) commanded â€Å"pour it on him, pour it on him!†. At this, 15-year old Denver Jarvis poured rubbing alcohol on Michael. Mendez, another member of the gang, lit a cigarette lighter and threw it at the victim, setting him on fire. The latter screamed out, attracting the attention of a neighbor who came out with a fire extinguisher and put out the flames. Michael reaped off his shirt and jumped into the swimming pool while the culprits fled. He was later taken to hospital, and is expected to recuperate for 5 months. The police charged the five suspects on Tuesday 13th October 2009 with aggravated battery charges, and reported that they were considering charging the victims as adults under provisions in Florida law. Mendez, who lit the fire, was separately charged with attempted murder. Deerfield Police spokesman Sgt. Steve Feeley described the incident as â€Å"a horrible case†, and as â€Å"shocking to the community†. Brewer’s mother, brother and sister and the rescuing neighbor were interviewed and all expressed disbelief at how anyone could carry out a crime so â€Å"heinous†. Police also reported that the suspects, as they were being interviewed, were laughing about the incident. Only one of them, Denver, expressed remorse over his actions. Analysis of Media Dynamics The story was very emotive and attracted widespread reactions. An example is ABC’s online article on attracted 166 comments, most expressing outrage at how society had come to this new low. The incident featured lots of television and online coverage. At first the facts were simply reported as they were, but inevitably the reaction soon took center stage. In today’s liberalized information age, the most influential voice is the individual person with the power of the blog and ability to comment on news articles. The combined effect on news consumers of the shocking incident was fuelled by the consumers themselves, as they wrote emotive comments and started up blogs on the issue. This raised the profile of the incident to such a level that individuals and media houses took the initiative to find out the level of violence at Brewer’s school. It was reported by the Florida Department of Education that in 2009, there were 96 incidents of bullying, or roughly one in every two school days. On April 22nd, the victim, Michael Brewer appeared on the Today Show. He mentioned that his school, Deerfield Beach Middle School was â€Å"terrible†, alluding to the numerous cases of bullying at the school. The outrage from the incident led to calls for action against bullying in schools. The Principal at Brewer’s school was followed up on a few months later, where she mentioned that they had managed to bring down the incidences by half. Relation to Communication Theories Gate-keeping The Michael Brewer story, as was disseminated through most networks, was an Associated Press (AP) version. For this reason, most of the news sources were largely homogenous in their content. One noteworthy point in the AP reporting was in the fact that the interviews conducted were lopsided; for some reason, the journalist only interviewed the family of the victim, the police and the heroic neighbor, all sympathetic to the victim, or at the very least neutral to the situation. We hear nothing from the culprits’ families, despite there being more of them, seeing as they were 5 in number. I doubt that all of them declined interviews, and even if any did decline, it was not reported. I believe this is a classic case of gate-keeping on the part of an AP editor, probably aimed at maximizing sympathy for the victim while demonizing the acts of the five bullies.Attitudes and Attitude Changes The news created in the wake of the initial reporting reflected the effect that â€Å"gate-kept† stories such as Brewer’s can create on people’s attitudes. People across the board believe that bullying is wrong, and are vocal against the causes that lead to them. The reactions to the story, as I have read them, have been emotive and condemning, reflecting society’s outrage at incidences such as these. Their subsequent behavior given their feelings is to create blogs and comment angrily on news websites. But such attitudes can be dulled or moderated when sufficient information is given from the bullies’ side, explaining their upbringing and the school environment. It is my belief that had the statistics on the school’s bullying record been included in the original article, most of the outrage would have been directed at school authorities and parent rather than on the offending gang.Uses and Gratifications Theory While I did hear of this story briefly when it broke in October of 2009, I never gave it much attention, considering it just another case of teenage cruelty, one among so many others that happen daily. With this assignment however, I was prompted to actively seek out the story and get as much information about it as I could. I had a purpose for which I was looking for the news, and I dwelt on it in great detail in order to furnish this purpose. Other people that might find purpose in searching it out include education officials, children’s rights officials and politicians. I believe this theory applies to most news articles; there’s always some section of society or other with a special interest in a story.Agenda Setting Theory That the story brought the issue of bullying to the national limelight is unquestionable. The best way this is demonstrable is in the fact that Brewer was featured on The Today Show; a high profile program that only covers the most prominent issues that society is grappling with. The first article by AP has therefore exhibited its power in bringing the issue of bullying to the fore of national debate. This however does not mean that everyone’s opinion on the issue is uniform; some would put more blame on the culprits, some would place more on the parents, other on the school, others on violent TV programs/ movies/ video games, others on the education system in general, etc. Thus the agenda has been set, but not the attitudes and opinions of consumers. Conclusion The Brewer incident is an emotive one, made more so by the manner in which AP reported the incident. A number of communication theories apply to it, including gate-keeping, attitudes and attitude change, uses and gratifications and agenda setting. References Associated Press (Oct 13 2009), Five Charged With Setting Teen on Fire, retrieved 26th May 2010, from www.cbsnews.com/stories/2009/10/13//main5382229.shtml Virginia P. R. (March 1999), Clarifying Communication Theories A Hands-One Approach,   Wiley-Blackwell, 348pp.

The Strategy of Localizing HR Practices from the Perspective of Multinational Corporation

The Strategy of Localizing HR Practices from the Perspective of Multinational Corporation Localization of International Human Resources Management Contemporary international human resources management strategies are focusing on how they can be able to localize human resources policies and practices for the betterment of their organizations; when localizing human resources policies, it takes the forms of international coordination, global leadership development and management, cultural intelligence, and diversity management.Advertising We will write a custom essay sample on The Strategy of ‘Localizing’ HR Practices from the Perspective of Multinational Corporation specifically for you for only $16.05 $11/page Learn More When managing a diverse global human capital, multinationals (MNCs) have the mandate of facilitating production of work of difference cultural beliefs, social settings, with diverse views, thinking styles, personalities, and emotional intellectualism. Despite the differences, they offer a rich ground for diverse views and decisions that when effectively managed they can be of high benefit to the multinationals (Kaplan and Norton, 2001). In international human resources management (IHRM), there are three main approaches, they include, the MNC may send people from the country of incorporation to represent the company abroad (expatriates approach), hire host countries employees, or hire a third countries employees. With globalization and improved education across binderies, the countries are able to produce people with the knowledge and the expertise to operate and run multinationals; this has come as a blessing to the multinationals that are nowadays relying on local people to manage and run international businesses, the approach is called localization of IHRM (Maznevski and DiStefano, 2000). This paper evaluates the emerging strategy, localization; it will evaluate how the concept came into operation, how MNCs manage/adopt it as well its advantages and disadvantages. The emergence of localization The idea to use local people for the management and running of multinational came from the challenges that use of experts had on MNCs; the main issue that expatriates had is the costs that are associate with their deployments. In most cases the costs of deploying expatriates is high and calls for increased operational costs to the MNs. Other than the general operational costs, in most cases, the company is responsible other human needs like housing, security and the welfare of the expatriate. Expatriates have higher remuneration than local employees who have the same post, qualification as well as responsibilities; the high remuneration does not necessarily mean that they can perform better but the notion that they are foreigners and experts creates the urge for high pays.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to Warner 2003, the cost of an American expatriate in China is about six times higher than that of a Chinese expatriate; with this kind of a difference, then when dealing with the expatriates, then the firm violates the noble objective of efficiency, cost management and profit improvements. Other than remuneration, there are other costs that come along with an expatriate, they include, cost of families, including relocation expenses, special allowances like education, mileage, accommodations, recruitment and training costs; it is also a challenging task to get a person who is qualified and willing to work in a foreign country (Takeuchi, Chen, and Lam, 2009) When a manager is operating in an industry, it is by default required that he understands the cultures, environment, and the general conditions that he is working under; when they are understood, then the firm will be able to make such responsive decisions. The issues of using expatriates come into play here; they are people with different backgrounds, culture and belief thus the y may not be able to connect with the situation on the ground (both market and the work force they are managing). With this the MNCs is not bound to be competitive and chances of loss of business to the local venders is high. Other than the personal bias, the expatriates may not have the drive and motivation to follow the market situation as well as the day-to-day occurrences of the market. This may be aggravated more by their temporary job assignments in the foreign country. When it comes to the issue of local employees, they are able to connect to the market and have deeper analysis of the situation on the ground; this facilitates making of market effective decisions and the use of the local information and experience to make sound decisions. Cultural differences, language barriers, and perception of the locals is another issue that faces expatriates; they are people with differences with the locals and thus they need incur further costs in their efforts to seek acceptance and und erstanding of the locals behavior and their character traits. In the case of a local executive, he has grown in the country and developed such special skills and culture intelligence that he can understand and make more business responsive questions to the good of the organization (Triandis, 2006). The concept of localization In simple terms localization means MNCs relying on local people for the provision of technical and otherwise jobs in their country; after an establishment, the MNC decides instead of having other people to manage and operate an international business, the choice made is local people. When using this model, the normal process of human resource that starts with planning, recruiting and selection is done to ensure that, the local person to secure the position has been vetted for experience, qualification and capability.Advertising We will write a custom essay sample on The Strategy of ‘Localizing’ HR Practices from the Perspective of Multinati onal Corporation specifically for you for only $16.05 $11/page Learn More After choosing the local person, sometimes there is need to orient, train, and inform the person o matters of the company that may be special to the company’s management or otherwise. This may be done through seminars, or in some cases, the employee may travel to the parent company for such training and assist in making the final plans. When the employee starts working, it will be assumed that he performs his duties with diligence and for the best interest of the employer; he will need to be appraised, motivated and appropriate measures to keep him going put in place. Recruitment and selection After knowing the country of venture as well as the human resources method to adopt, the MNC must on the ground and start the recruitment method; the method is slightly special and takes different forms where the company can hire a recruiting firm in the local country to make the recruitments. Al ternatively, the MNC can get on the ground and undertake the task; the earlier is more preferred. The recruitment and selection of appropriate staff is the foundation of any quality-conscious firm; thus, the MNC needs to enact such appropriate measures that ensure they have recruited people of high dignity, experience and who can perform effectively (Hollinshead, 2009). In the past, professionals were recruited based on technical criteria, experience, and membership of an appropriate professional body; although these criteria are still important, technical skills are only a part of the overall service delivery, which also includes functional criteria such as marketing and business skills and the ability to foster client relationships. Different countries needs different category of people thus when called upon to recruit for particular company; there are some special traits that may have much weight in a country A than they have in country B. The customer-centered firm should take i nto account all these criteria and consider recruitment as the first stage of retaining loyal, well- motivated and happy employees. Technological changes call for competent and skilled employees thus; organizations should ensure that their employees match the current technology. During the interview, the panel should ensure that they identify the strengths and weaknesses of the candidate. This will assist them in making the final decision (Trudel, 2009).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Training and development With the people deployed, the next major and very important step is t orient, train, and mentor the recruiting; every company has its own organizational culture that makes them what they are; the recruits needs to be well acquainted with the culture as he will be needed to instill such culture to the international branch. To get such mentoring and orienting, the parent company may decide to have him on board in the parent company or can use trainings, seminars and one-on-one training to orient and get the manager on board. On the other hand, when on the ground, professional employee, need to be continually trained to improve their skills, decision making, and expertise; they have limited set of skills that require continual upgrading to match the changing market demands and technology. Only by updating these skills using well-developed programs, can professional firms ensure that they equip their staff with the skills needed to respond to future business exp ectations. The management should ensure that employees are well motivated; highly motivated employees are more productive (Harzing and Van Ruysseveldt, 2004). To enable employees perform their duties effectively, continuous training system and employee’s appraisal is important. It helps management establish areas that needs improvement. Some organizations have employees training as a continuous process to ensure that employees are up-to-date with the changes in the industry. Motivational measures should be put in place to ensure that employees are loyal to the organization and they work efficiently. This ranges from attractive salaries or/and benefits, to developing a good working environment. This ensures that employees are retained as assets in the organization (Hampden–Turner and Trompenaars, 2006) Motivation, appraisal and evaluation With all policies and strategies set, the parent company management should be keep to appraise, motivate and evaluate the local emplo yees to ensure they live to the expectations of the MNC. When appraising, care needs to be taken to ensure that the situation and condition on the ground has been well understood and advice coming from the locals understood effectively. The employee must be appraised appropriately to enable the human resources department to establish the areas that need to be improved. It is through effective communication and feedback that these areas of weaknesses can be established; programs to facilitate communication should be put in place. Those who meet expectations of the management should be rewarded accordingly. With contemporary business environments, there are a number of scientific appraisal models that an employer can use, they include balanced score card appraisal model (Trudel, 2009). Retaining It is more cheap, efficient and easy to retain employees within an organization; as the employees meet the organization’s expectations, it is important for the organization to realize t hat the employees also have their targets that they want met. Many employees think of looking for another job if the current job is not satisfactory this stage. The human resources department must come up with measures that are aimed at retaining employees. One of the ways is to make the working environment as comfortable as possible. Remuneration and rewards of employees are other ways that can be used. Rewards mean that the efforts of the employee are recognized (Fernandez-Alles and Ramos-Rodrà ­guez, 2009) Advantages of localization Numerous advantage have come with the new MNCs human resources management style.  From a wider angle, when a company employ’s locals, they eliminate the risks and business challenges associated with deployment of expatriates. When an MNC employs the local people, they are developing opportunity benefits of developing local managerial skills that promote talents and develop talents to the local people; when this happens, the locals feel they are working with a company of their own that they can depend on and respect as their own. With such moves, an improved business-customer relationship can lead to customer loyalty and growth in business. People are more willing to trade with local companies that seem to be promoting their own culture, and wellbeing’s; they will be able to develop good business relations with the customer, suppliers and other stakeholders like the government and shareholders if any. The costs of personal culture contexts/tensions and cross-culture misunderstandings will be saved as the locals understand what the nation or the country they are operating in wants.  One of the most important attribute of a well-managed company is the motivation of its local staffs; when an MNC is, manage by a foreigner, the local workforce feels less motivated than when a local person is the business leader. When accompany has high employees motivation, then it is bound to perform better than when the motivation is minimal and wanting (DiStefano and Maznevski, 2000).  When locals are given the task of managing MNCs, other than using their experience and qualification, they use the general understanding and learnt social aspects about the country to make such decisions that are responsive to the needs of the country of operation. For example, they may be able to know the cultures or tribes they should deploy in certain areas, as they have been known to have some special attributes that can favor the MNC. The net effect is an improved business. Through inpatriation, local managers are able to combine any international experience with the local experience for the good of the company; when they successful do this, then the company stands to benefit. For example, they may combine root-marketing methods to international marketing approaches and come-up with a strategy that fits the county of operation.  Despite the above advantages, a number of challenges MNCs face when they take the option of using local people. Disadvantages of localization When the MNC rely on localization method of recruitment, then the control and the influence that the parent management has will be diluted and the locals may highjack the management. When this happens the running of the organization as a single unit moving to single noble destination is lost. In the case that the concept has been adopted by all MNCs they risk the career development of international managers and expatriates; in some companies, the method of expatriates had been used for rewarding and motivating employees in the organization; when the chances has been lost, then the MNC is likely to suffer demonization. When deploying the local people, there is needed to have training, mentoring, and coaching of the local people to align them with the needs of the organization; this task may become expensive and challenging task to the organization. Sometimes, the trainings may be done but the expected outcome fails to come outs lea ding to cost losses. It is also very challenging to get a person who can be molded to the needs of an MNC since there is much influence from experiences and exposure. Another challenge that comes with employing local people is lack of new ideas, creativity and sometimes innovativeness in a foreign company; this is caused by the similar ideas and decisions or way of thinking as may be expected from the local employee. The lack of exposure can lead to decisions that do not favor the business (Bullen and Eyler, 2010) Conclusion MNCs need to have an effective and efficient human resources team; there are three main options available to the company they are deploying expatriates, deploying local people or using people from a third country. When using the localization method, using country is of operation employees, the MNC stands to benefit reduced human resources costs, cultural intelligence, and builds customer confidence. The main challenge with localization is loss of parent’s company management controlling power as well as scarcity of creativity in the companies as the local people experience is confined in their country. International human resources management team has the role of ensuring the MNC’s human capital is highly motivated for favorable working environment. References Bullen, M. L. and Eyler, K. ,2010. Human resource accounting and international developments: implications for measurement of human capital. Journal of International Business Cultural Studies, 1(1), pp. 31-16. DiStefano, J. J. and Maznevski, M. L., 2000. Creating Value with Diverse Teams in Global Management. Organizational Dynamics, 29(1), pp. 45-63. Fernandez-Alles, M. and Ramos-Rodrà ­guez, A. ,2009. Intellectual structure of human resources management research: A bibliometric analysis of the journal Human Resource Management, 1985–2005. Journal of the American Society for Information Science Technology, 60(1), pp. 161-175. Hampden–Turner, C. and Tromp enaars, F.,2006.Cultural Intelligence: Is Such a Capacity Credible? Group Organization Management, 31(1), pp.56-63. Harzing, A.W. and Van Ruysseveldt, J. ,2004. International Human Resource Management. London: Sage. Hollinshead, G. ,2009. International and Comparative Human Resource Management. Basingstoke: McGraw-Hill Kaplan, R. S. and Norton, D. P.,2001. Transforming the Balanced Scorecard from Performance Measurement to Strategic Management: Part I. Accounting Horizons, 15(1), pp. 87-104. Maznevski, M. L. and DiStefano, J. J.,2000.  Global Leaders Are Team Players: Developing Global Leaders Through Membership On Global Teams  . Human Resource Management, 39(2/3), p.185. Takeuchi, N., Chen, Z. and Lam, W. ,2009. Coping with an emerging market competition through strategy-human resource alignment: case study evidence from five leading Japanese manufacturers in the Peoples Republic of China. International Journal of Human Resource Management, 20(12), pp. 2454-2470. Triandis, H. C.,2006. Cultural Intelligence in Organizations. Group and Organization Management, 31(1),pp. 20-26. Trudel, J. M. ,2009.  International human resources management: a new challenge.   Portuguese Journal of Management Studies, 14(2), pp.149-161.