Barclay Matt Barretts Journey

American Indian Movement History and Profile

American Indian Movement History and Profile The American Indian Movement (AIM) started in Minneapolis, Minn., in 1968 amid rising concerns about police brutality, racism, substandard housing and joblessness in Native communities, not to mention long-held concerns about treaties broken by the U.S. government. Founding members of the organization included George Mitchell, Dennis Banks, Eddie Benton Banai, and Clyde Bellecourt, who rallied the Native American community to discuss these concerns. Soon the AIM leadership found itself fighting for tribal sovereignty, restoration of Native lands, preservation of indigenous cultures, quality education and healthcare for Native peoples.​ â€Å"AIM is difficult to identify for some people,† the group states on its website. â€Å"It seems to stand for many things at once- the protection of treaty rights and the preservation of spirituality and culture. But what else? †¦At the 1971 AIM national conference, it was decided that translating policy to practice meant building organizations- schools and housing and employment services. In Minnesota, AIM’s birthplace, that is exactly what was done.† In its early days, AIM occupied abandoned property at a Minneapolis-area naval station to draw attention to the educational needs of Native youth. This led to the organization securing Indian education grants and establishing schools such as the Red School House and the Heart of the Earth Survival School that provided culturally relevant education to indigenous young people. AIM also led to the formation of spin-off groups such as Women of All Red Nations, created to address women’s rights, and the National Coalition on Racism in Sports and Media, created to address the use of Indian mascots by athletic teams. But AIM is most known for actions such as the Trail of Broken Treaties march, the occupations of Alcatraz and Wounded Knee and the Pine Ridge Shootout. Occupying Alcatraz Native American activists, including AIM members, made international headlines in 1969 when they occupied Alcatraz Island on Nov. 20 to demand justice for indigenous peoples. The occupation would last for more than 18 months, ending on June 11, 1971, when U.S. Marshals recovered it from the last 14 activists who remained there. A diverse group of American Indians- including college students, couples with children and Natives from both reservations and urban areas- participated in the occupation on the island where Native leaders from the Modoc and Hopi nations faced incarceration in the 1800s. Since that time, treatment of indigenous peoples had yet to improve because the federal government had consistently ignored treaties, according to the activists. By bringing attention to the injustices Native Americans suffered, the Alcatraz occupation led government officials to address their concerns. â€Å"Alcatraz was a big enough symbol that for the first time this century Indians were taken seriously,† the late historian Vine Deloria Jr. told Native Peoples Magazine in 1999. Trail of Broken Treaties March AIM members held a march in Washington D.C. and occupied the Bureau of Indian Affairs (BIA) in November 1972 to spotlight the concerns the American Indian community had about the federal government’s policies towards indigenous peoples. They presented a 20-point plan to President Richard Nixon about how the government could resolve their concerns, such as restoring treaties, allowing American Indian leaders to address Congress, restoring land to Native peoples, creating a new office of Federal Indian Relations and abolishing the BIA. The march thrust the American Indian Movement into the spotlight. Occupying Wounded Knee On February 27, 1973, AIM leader Russell Means, fellow activists, and Oglala Sioux members began an occupation of the town of Wounded Knee, S.D., to protest corruption in the tribal council, the U.S. government’s failure to honor treaties to Native peoples and strip mining on the reservation. The occupation lasted for 71 days. When the siege came to an end, two people had died and 12 had been injured. A Minnesota court dismissed charges against the activists who participated in the Wounded Knee occupation due to prosecutorial misconduct after an eight-month trial. Occupying Wounded Knee had symbolic overtones, as it was the site where U.S. soldiers killed an estimated 150 Lakota Sioux men, women, and children in 1890. In 1993 and 1998, AIM organized gatherings to commemorate the Wounded Knee occupation. Pine Ridge Shootout Revolutionary activity did not die down on the Pine Ridge Reservation after the Wounded Knee occupation. Oglala Sioux members continued to view its tribal leadership as corrupt and too willing to placate U.S. government agencies such as the BIA. Moreover, AIM members continued to have a strong presence on the reservation. In June 1975, AIM activists were implicated in the murders of two FBI agents. All were acquitted except for Leonard Peltier who was sentenced to life in prison. Since his conviction, there’s been a large public outcry that Peltier is innocent. He and activist Mumia Abu-Jamal are among the most high profile political prisoners in the U.S. Peltier’s case has been covered in documentaries, books, news articles and a music video by the band Rage Against the Machine. AIM Winds Down By the late 1970s, the American Indian Movement began to unravel due to internal conflicts, incarceration of leaders and efforts on the part of government agencies such as the FBI and CIA to infiltrate the group. The national leadership reportedly disbanded in 1978. Local chapters of the group remained active, however. AIM Today The American Indian Movement remains based in Minneapolis with several branches nationwide. The organization prides itself on fighting for the rights of Native peoples outlined in treaties and helping to preserve indigenous traditions and spiritual practices. The organization also has fought for the interests of aboriginal peoples in Canada, Latin America and worldwide. â€Å"At the heart of AIM is deep spirituality and a belief in the connectedness of all Indian people,† the group states on its website. AIM’s perseverance over the years has been trying. Attempts by the federal government to neutralize the group, transitions in leadership and infighting have taken a toll. But the organization states on its website: â€Å"No one, inside or outside the movement, has so far been able to destroy the will and strength of AIM’s solidarity. Men and women, adults and children are continuously urged to stay strong spiritually, and to always remember that the movement is greater than the accomplishments or faults of its leaders.†

Exploration of drug in a specific sport springing from Why should Essay

Exploration of drug in a specific sport springing from Why should Allow Performance Enhancing Drugs in Sport - Essay Example I plan to explore the need to use performance enhancing drugs in sports. Performance enhancing drugs have been used by athletes for a long time. Among these drugs are steroids whose use has attracted a lot of controversy and criticism (â€Å"Position Statement†). Steroids decrease the level of high-density lipoprotein (HDL) while increasing the level of lower-density lipoprotein (LDL) (â€Å"Anabolic Steroid Abuse†). Excessive use of steroids causes physiological feminization of male athletes and physiological masculinization of female athletes (â€Å"Steroids Vs Human†). There is lack of sufficient research regarding what are the safe levels of consumption of performance enhancing drugs in sports. For this research, I shall choose a particular sports i.e. swimming and find out the benefits of using performance enhancing drugs for the swimmers. This research will also identify safe levels of consumption of performance enhancing drugs for swimmers. Another outcome of this research will be testing the reliability and validity of information in the literature regarding the medical disadvantages of drug use in

Paper on Freeman Dyson's Technology and Social Justice Essay

Paper on Freeman Dyson's Technology and Social Justice - Essay Example As a matter of fact, he effectively counters the arguments of some sections of the society maintaining that technological sophistications have in fact led to a rise in social injustice and inequalities. Dyson elaborates this by coming out with a real-life example. He states that, the invention of diverse household appliances have enabled the advent of a scenario where, the need for servants was eliminated. In addition, sons and daughters of servants have been enabled to pursue higher education, and thus get elevated to middle class. (1) Dyson considers that as a vivid reflection of a key facet of social justice: the segment that was hitherto downtrodden has now been empowered by the knowledge gained through education. And according to him, that became possible solely because of the advent of the aforesaid technologies (domestic appliances). (1) Dyson emphatically argues that technology should be more focused on meeting the needs of the poverty-stricken people, rather than providing m ore luxuries for the affluent. He goes on to add that poverty could be eliminated by appropriately combining the technologies of genetic engineering, solar energy and Internet. In this context, he strengthens his argument by focusing on the fact that there is plenty of untapped solar energy in some zones of the Globe where, severe poverty is the order of the day.

Judicial Corruption in the US Research Paper Example | Topics and Well Written Essays - 750 words

Judicial Corruption in the US - Research Paper Example A censor of the previous judge of the Michigan Supreme Court, Justice Betty Weaver, which was termed as â€Å"a formal censure without any adjudicative proceeding† (Zernik, 2011), for her role in criticizing the judiciary and calling for its reform is a true revelation that corruption has taken strong roots in the US judiciary. Justice Weaver has for long been an advocate of judicial reform in the USA, arguing that corruption has exacerbated to levels that are completely threatening to erode the credibility and confidence in the USA justice system (Zernik, 2011). The USA judicial system is now characterized by discrimination and prejudice, where the richer are favored at the expense of the poor, while the whites are treated different in the interpretation of the law, from the Blacks (Konzy, 2013). Needless to say, the corruption in the USA judiciary started as early as 1803, when the judiciary was barely 15 years old, as can be traced in the ruling of the Marbury vs Madison, i n which the District of Columbia ruled that Marbury as the plaintiff was entitled to his claimed commission, but the ruling further denied him the commission, on the basis that the court did not have jurisdiction to such cases, yet it had previously issued rulings in similar cases and circumstances (Kozy, 2013). It is such precedents that have now become the norm of the current USA judicial system, as can be traced in the recent rejection of an application by the USA Supreme Court, filed by over two million subscribers, seeking to have Comcast Corporation be charged for overcharging the subscribers for far too long, through unfairly eliminating competition (Konzy, 2013). The Supreme Court surprisingly rejected the proposed legal action against the company, on the grounds of technicality, notwithstanding the case entailed an injustice perpetrated against 2 million people. The incidences of corruption in the judiciary have significantly increased, and the system seems to be forming a cartel of judges and lawyers, who collude with wrongdoers to perpetrate these injustices (Zernik, 2011). No wonder that major companies have managed to apply taxation gimmicks to avoid taxation, and have placed the burden on the already suppressed tax payers. Causes of corruption in the USA Judiciary The causes of corruption in the judiciary is the established culture of reshuffles within the judiciary, where the office holders of different official capacities in the judiciary have remained there for long, and the only thing that effectively happens as a change is a reshuffle from one office to the her, creating a fertile ground through which such individuals continue to perpetrate corruption (Cruz, 2013). Further, the ability of the different parties in the judicial system to operate as a cartel has made the culture of corruption in the judiciary continue to breed, considering that the lawyers and the judges who have worked together for many years are now able to establish their ow n system of injustice, through which they can collude to deny victims their justice, while favoring those they feel are responsive to their needs and demands (Cruz, 2013). Finally, corruption in the USA Judiciary has arisen and continued to thrive, courtesy of an increasingly backtracking of the American Nationalism that was

Effect of Reward Management on Employee Motivation

Effect of Reward Management on Employee Motivation How can Multi National Companies use Reward management to motivate the Employees of Different Countries? : A Case of Marriott Hotels in UK. Abstract Employees are always considered as people who play a vital role in each and every organisation. The relationship between employee and employer changes frequently through out the years. Several concepts of employees are also varying time by time. Now a days employees are having the bargaining power and they are more concerned about their individual needs and well being of their working environment. This dissertation analyses various factors which motivates an employee to work within an organisation. Employee will stay in an organisation only when their expectations are satisfied or otherwise there is a chance for him/her to leave the company. High employee turnover is a big issue in companies today. Organisations will look forward to retain only the potential key employees who will make real difference to their customers and their stake holders. This dissertation proposes a frame work to retain the employees and to reward those employees for their potential by which they are taking the organisation to a different level. This research has been progressed through literature study on employee concepts, Human Resource Management and Reward management of employees. The data from the primary research has been analysed compared and verified with the findings of secondary research and produced recommendations for the effective management of employee in multi national companies. Introduction Reward management is nowadays considered as an important topic in order to achieve the goals of a company. Employees are considered as the main factor which plays an important role in the organisation. The success of each and every organisation is its dedicated employees .Current world is filled with changes and competition. In order to survive in the current situation companies should be having employees who are loyal and expert in their own field. New technologies are developed constantly and the companies are eagerly trying to catch up those talented employees with right expertise in their own areas. Human resources as an important factor should get increased attention in managing business (Lindergen Paulson ,2008)`. Multinational companies are facing increased challenges from all around the world due to globalisation. 1.1 Reward management Reward system usually means the financial reward on organization gives its employees in return for their labour.The term rewards system, not only includes material rewards, but also non-material rewards. The components of a reward system consist of financial rewards (basic and performance pay) and employee benefits, which together comprise total remuneration. They also include non-financial rewards (holiday trips, moving to large office, recognition, promotion, praise, achievement responsibility and personal growth) and in many case a system of performance management. Pay arrangements are central to the cultural initiative as they are the most tangible expression of the working relationship between employer and employee. Many papers examine the role of organizational culture that is, the demand for monitoring compensation. Such investigations conclude that organizational culture places a significant role in determining the level of economic demands. Recent researches on industrial un rest indicate that reward criteria of the organisations both financial and non-financial rewards have tremendous influence upon the employees and employers performance. Reward is a broad construct that can include anything an employee may value and desire that an employer is able or willing to offer in exchange for employee contribution. A conceptual distinction can be made between the three main constituents of rewardtype, system, and criterion. (Henderson 1989, p.2) Chiang, Flora F.T. ; Birtch, Thomas A (2006) An empirical examination of reward preferences within and across national settings. Management International Review Reward type refers to the nature of the reward itself (e.g., financial and non-financial; extrinsic and intrinsic). Financial rewards include direct (e.g., basic salary) and indirect (i.e., benefits and services) as well as incentive (e.g., variable pay) and non-incentive (e.g., fixed pay) categories. Non-financial rewards, on the other hand, do not benefit employees in a monetary sense and consist of both extrinsic and intrinsic rewards. Extrinsic non-financial rewards are tangible rewards attached to the job and are given and controlled by a firm. Examples include employment security, promotion, status, relationships, and work conditions. By contrast, intrinsic rewards accrue from performing the task itself and are self-reinforcing. Job challenge, variety, and sense of achievement are good examples of this category. Reward system represents the method or mechanism (e.g., seniority-based, performance-based) by which organizations determine employee reward outcomes (e.g., pay increases). Systems can be either performance or non-performance oriented. Where performance-oriented reward systems compensate employees based on how well they perform on the job, non-performance systems compensate employees based on a different set of criteria, such as seniority/years of service, and skills/competencies. Reward criterion then, refers to the basis of allocation (i.e., individual or group) used to determine the reward. 1.2 Marriott International Marriott International is a leading, worldwide, hospitality company and has more than 2,300 operating units located in the U.S. and 59 other countries and territories. It employs approximately 154,000 workers. Fortune magazine has recognized Marriott as one of the 100 Best Companies to Work for in America (1997-2001), one of the Top 80 Companies for Minorities (2000), and one of Americas Most Admired Companies overall (2001). In addition, Sales and Marketing Management magazine has named Marriott Sales as one of the top 25 sales forces in the U.S. (1997-2000).(mariott.com 13th jan 09) Marriott is and always has been an equal opportunities employer in all aspects of employment. The company is fully committed to providing a good and harmonious working environment that offers equal treatment and equal opportunities for all its associates, and where every associate is treated with appropriate respect and dignity. It is the companys policy that there should be no unlawful discrimination, harassment or victimisation of any associate, job applicant, customers, providers of service or member of public, whether in connection with recruitment, placement, training, benefits or promotion, either directly or indirectly, on grounds of race, nationality, ethnic origin, gender, marital or family status(Marriott handbook for employees 2009) Marriott is committed to fair treatment of associates and to providing training and advancement opportunities to all. Marriott has an unshakeable conviction that there associates are the most important assets for them. Marriott always look forward to an environment which will always supports associates growth and development. Marriott is a reputation for employing caring, dependable associates who are ethical and trustworthy and is always keen to give a home like atmosphere and friendly workplace relationships. They always try to achieve a performance reward system that recognizes the important contributions of both hourly and management associates. There are two types of associates as explained above. Hourly associates are those employees who are paid on the basis of the hours they worked. In the other hand management associates are those who are paid a fixed salary on the basis of job content assigned to them. Marriott has been selected for the research as they are having employees from all over the world. They employ people not on the basis of ethnicity, caste and religion but on the basis of experience. As they have employees from different parts of the world their needs will be different. They will be looking forward to different types of reward schemes which will suit to their needs and will satisfy them to stay with the organisation. Research has been conducted by taking Marriott as the company because they are facing a high risk of satisfying the needs of employees who are having different tastes regarding rewards which they are looking forward from the organisation. As stated earlier, Marriott has been recognized as one of the 100 companies to work for in America by Fortune magazine. This states that the employees are satisfied to an extent with the rewards which they are allotted by the organisation. As the reward management plays a role in the organisation it will be worth doing a research on the company who cares and gives equal opportunities to each and every employee in the organisation. 1.3 Current postion 1.3.1Current Policy At present Marriott do not have an existing policy for reward system to their employees. However, their ‘unofficial approach can be viewed below. But they are considering reward management on the basis of â€Å"Spirit to serve†. It is based on the service which the associate delivers to the customer to keep the good will of the firm. The manager will nominate the name of the associate to the Human Res department according to their service. Associates name will be displayed in the notice board and sometimes this is valued more than money as an individual and as an employee. 1.3.2 Current Issues a) There is no documentation for reward management policy. b) There are currently no KPIs (key performance indicators) for monitoring and rewarding for employees performance activities. c) Human resource policy document is rarely provided to employees or its not updated. d) Literature tends to be piecemeal Employee guidelines are a separate document to the job without any details on employee recognition/reward. e) Employee recognition is applied inconsistently. f) Difficult to assess the employee performance and its questionable. g) Employee satisfaction stands at very low rate. 1.4 Expected Results Results are expected by looking through the issues regarding the current policies and try to make changes in order to get it done properly to satisfy the employees. Enhancements are required for the policies for the well being of the relationship between the employees and the employer. After this research it should be helpful for the company to implement activities and to sort out the responsibilities to the concerned parties. Reward management should be monitored and evaluated regularly .Employer should go to the next level to satisfy the reward and needs of the employees to get them done with the job allotted. 1.5 Objectives The objective of this research is to recommend improvements to Marriotts Human Resource policy. Ultimately, the policy will aim to: a) Reduce the dissatisfaction of the employees on promotion criterion, on appraisal system and on salary, bonus and other fringe benefits. b) Improve the work performance and productivity c) Reduce the level of occupational stress that arises from feeling of inequality on reward. d) Describe HRM, IHRM and its importance and various HRM strategies and its importance in the current scenario. e) Identify and analyse various factors that drive employees to dissatisfaction f) Analyse various factors that motivates the employees to stay with the organisation. g) Reduce the perception gap on reward management system and develop a culture of high performance. In order to carry out the above objectives it is necessary to analyse:- >What are the human needs? >What are the organisation various approaches towards employee needs and satisfaction 1.6 Scope The project will cover the following a) Review of all associated literature reward management in service and related industries. b) Review of the front-end activities to understand the extent of the employees work related problems and other dissatisfaction if any. c) Review of current HR policy promises and approach to recognising good work of employees d) Establish links with enhanced HR strategy The project applies to All UK domestic and international employees working in Marriott Both emergency and normal working conditions in and out of the working hours. Establish synergies with employee Performance and HR Policy. Out of scope Developing processes or process mapping. Service delivery project to amalgamate employee and their locations / roles (Including transfers). 1.7 Overview This Report analyzed trends of reward management, and its influence in multi national companies in UK. It analyzed various approaches that the industry has taken to reward employees, primarily through literature reviews, and also through the analysis of questionnaire done with the employees from Marriott in UK .This dissertation also produced recommendations for the effective management of reward process for the improved business case. Chapter 1: This is the introductory chapter that explains the Significance of the chosen field, Aims and Objectives, Rationale, The reason for selection of multi national companies especially Marriott , and end with the Overview of the Project Report. Chapter 2: This chapter proceeds with a literature review about various HRM strategies and approaches taken for the reward scheme , and to maintain the needs of the employees in the organisation for the improved product quality and services etc. Chapter 3: This chapter illustrates the characteristics of Marriott, its business nature, global exposure and the various issues that the industry is currently facing in case of reward management Chapter 4: This chapter explains various research methodologies that are used for collecting data and information to carry out various analyses that are required to complete the research and documentation. Chapter 5: This chapter analyses various reasons in order to maintain a good reward management. This is carried out through literature analysis and through data analysis of the Survey conducted on various employees from the Marriott industry in UK. This chapter ends with the findings from the analysis with critical evaluations. Chapter 6: This chapter explains evaluated recommendations for the findings to the reward management of employees, as a management strategy for improving the brand standards. Chapter 7: this chapter gives conclusion about the future development in the industry if the reward management schemes have been allocated properly, which may provide a solution for the future possible issues. Literature Review The basic mantra for the success of any business organization is the appropriate allocation and usage of resources. The most important resources comprise of four Ms man, material, money and machine. The dissertation under consideration deals with the first ‘M that is the manpower or the employees of an organization. They are the backbone as they put every plan into action which is inevitable for the success of a company. So their importance in business cannot be ruled out and they form the backbone of every organization because they determine the success and failure rates. Since the most important set of public for an organization is its workforce which forms the key ingredient of its success, it is a necessary fact that the employees must be kept happy and well bonded. In todays competitive labour market, irrespective of the size of the organization it has become a major concern to attract and retain employees. One of the important reasons underlying the high turnover is low job satisfaction, appreciation and non competitive benefits package. Corporate should keep one point in mind that there is no lack of opportunities for a talented person. So if he/she is not satisfied means they will switch over to some other firm which provides them with more suitable job. So in order to retain the employees and make them happy, there are so many ways like appreciation, recognition, incentives and awards .In addition to that several motivational tools should be implemented from time to time to keep the employees morale high. These promotional items make for a smart tool because they serve as a token of gratitude and also show that you care. It is a great way of thanking the employees for their services .Moreover they are also expecting some sort of recognition from the company and promotional items help to do just that. Making the employees happy as well as a feel that they are cared is very important if the organization wants them to exhibit performance in a desired manner. Promotional items also give a sense of recognition to the employees. Thus it helps in the strong bonding between employees and the employer which ultimately leads to the smooth functioning and a pleasant work environment which is a must for an organization aiming to reach at the top. In the 1920s, the view on a persons role in the industrial working world started to change, the human was beginning to be seen as a subject with potential (Kressler, 2003). As described by Wilson† Technology can be replicated, capital can be acquired, and distribution channels can be created through new alliances, but the actions of people (what they do or fail to do) have become the critical factor in achieving enduring success† (Wilson, 2002, p.15). Todays competitive world demands the firm to invest in people and skills rather than spending huge capital on physical assets, then only they can achieve competitive advantage .Thus its no surprise that a reward strategy can help the organizations to attract and retain the talented ones and to motivate them to led the company to its desired goal . Companies in the service sectors require skilled and committed workforce to exhibit desired performance and also provide good services in a timely manner to their targeted consumers in various countries across the world .Commitment towards job and in return job satisfaction are unavoidable for the successful growth of the companies across the globe. All these facts interested the researcher to select this topic for research to analyze the reasons for the dissatisfaction of job and various factors which helps in motivating the employees of different sectors especially service sector. Kressler, H.W. (2003). Motivate and Reward Performance appraisal and incentive systems for business success. (S. Pearce, Trans). NY: Palgrave Macmillan. (Original work published 1988.) Wilson, T. B. (2002). Innovative Reward Systems for the Changing Workplace (2nd Ed.). Blacklick,OH, USA: McGraw Hill Companies. Retrieved 20071108,from http://site.ebrary.com.bibl.proxy.hj.se/lib/jonhh/Top?layout=documentid=10153055?nosr=1 2.1 Employee An employee can be defined as an individual who was hired by an employer to do a specific job(web.01). He has to do a specific job efficiently within a functional area or department to accomplish the goals of the firm. In most of the organizations a performance development planning process is undergone which will define the specific task of the employee as well as their expected performance. Employees trade their knowledge, skill and experience in exchange for compensation from the firm. If they are not satisfied with the compensation means the propensity to switch the company will be high, this will result in high turnover. So its high time to give importance to the rewards. Employees, considered as human resources of the organization are used for the benefit of the organizations, employees and the society. (Aswathappa, 2008). In order to drive the flow of business in the right direction for better results they have to be valued, respected, encouraged and appreciated .These can be done with the help of rewards. In a good working environment with efficient working methods and equipments employees will exhibit a better work performance and in addition to that natural motivation to do a job for an appropriate reward will surely pave the way for improved productivity and high profitability. For service sector employees are the most important factor, so implementation of new reward strategies and techniques are unavoidable for high quality performance of the employees, also to reduce the high turnover rate. 2.1.1 Impact of Changes on Employees Change is an inevitable part of life especially in the fast changing world. Todays commercial climate is compelling companies to implement changes in order to survive and grow in the global market. Changes always uproot a person and alter his lifestyle. The organizations adopt changes in order to meet the current standards; its employees also have to undergo change and should accept the new circumstances. Due to the technological, social and economic changes employees face a lot of insecurity and its the human nature to resist those changes without knowing about its real benefits. Its the duty of the management to handle this delicate situation in a tactful manner. One of the effective ways is to motivate and encourage the employees to put their best effort under the changing circumstances so that the net result will be high profitability and ultimate success of the business. By creating a good working environment and high morale, employees wont be negatively affected by the new changes. In order to cope up with the commercial changes companies need to be competitive and should attract employees to the job as well as should retain the employees. Employee compensation and benefit packages are the backing up factors for many potential employees who may face discomfort in their work environment due to the social, economical and technical changes without financially jeopardizing the success of the business. Today its a necessary fact that irrespective of the changes which companies are undergoing they should keep their employees motivated by providing them with rewards and recognition. So by communicating the change to the employees, by making them clearly understand about its impact on organization and its benefits, the company can encourage them to do the work in an efficient manner and in exchange employees will get the rewards for their expected performance. 2.1.2 Employee Management Engagement Employee management is the key to effective performance management and employee engagement. Employee engagement is the psychological commitment of employees towards their job. As said by Charles Kettering There is a great difference between knowing and understanding†. It holds true in the case of business and employees. Know your employees and make them understand about the goals to be accomplished. Understanding in business means the proper management of the employees and providing them with what they expect in return for their commitment and efficient work. Compensation can take the form of rewards, recognition, and reasonable benefits package. The first and foremost need for the employee management is the right employee for the right job. The keynote tip which helps to exercise a proper employee management are Structure establishment, which means that there should be a well defined structure for bringing out the desires performance from the employees such as setting of deadlines for a specific task etc. Another one is the value for employees. An organizations greatest asset are its employees so they should be motivated as well as their skills, knowledge and effort should be valued. Company should treat employees with respect by providing a positive work environment to the employees which will definitely boost their performance and to encourage them to meet the goals in an efficient manner. Listen to the employees and appreciate them for the effort they put to meet the goals and provide them ways to improve their potential, thereby creating belief that the company is taking care of them. If the organization wants to capture great heights, all it need is an engaged workforce. It is connected to three forces in an organization attrition, productivity and profitability. In order to reduce the attrition rate organizations should take care of the employees by incrementing their salaries, providing necessary incentives and bonus. Engaged workforce are always aware about the degree of expectation of work by the organization which yields high productivity. Thus they will result in an increase in the profitability of a concern which is the relative measure of success of a business. 2.2 Human Resource Management The overall management process represent five basic functions for the managers to perform: planning, organizing, staffing, leading and controlling. This research focuses on one of those functions the staffing which is the personnel management or human resource management (HRM) function. Human Resource Management is the process of acquiring, training, appraising and compensating employees and of attending to their labour relations, health and safety, and fairness concerns (Dessler, 2008pg 2). Heathfield, (2008) defined â€Å"Human Resource Management (HRM) as the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization†. This can be further explained as â€Å"Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training†(Heathfield, 2008). HRM is vital to the organization. It is the function which focuses its direction towards the management of people working in an organization. Dessler and Chiat (2009) states that, ‘Without HRM, organizations may find themselves in different kinds of unwanted situations, such as hiring the wrong people, getting fined by government ministries for unsafe practices, finding out that people are not giving their best, or even over/under- paying their employees. The most valued asset of an organization is its employees because improved quality and productivity can be achieved through trained, motivated and committed employees. The function of HRM is nothing but to train, motivate and provide the employees with opportunities to be more productive and effective. Since each and every objective of business is achieved through its effective workforce, the needs of the employees should be satisfied. 2.2.1 HRM Models HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model) (Armstrong, 2006). They further explained that there is a human resource cycle, which consists of four generic processes or functions that are performed in all organizations (Armstrong, 2006 pg 10). 1. Selection matching available human resources to jobs. 2. Appraisal performance management 3. Rewards the reward system is one of the most under-utilized and mishandled managerial tools for driving organizational performance; it must reward short as well as long-term achievements, bearing in mind that ‘business must perform in the present to succeed in the future. 4. Development developing high quality employees. 2.2.2 Nature and Scope The role of HRM has grown broader and more strategic over time. In the earliest firms â€Å"personnel† first took over hiring and firing from the supervisors, ran the payroll department, and administered benefit plans (Dessler, 2008pg 12). As technology in areas like testing and interviewing began to emerge, the personnel department began to play an expanded role in employee selection, training and promotion. Today globalization, technological and nature of work trends mean that human resource managers have taken on several new responsibilities (Dessler, 2008pg 12). Human resource management involves all management decisions and action that affect the nature of the relationship between the organization and its employees-its human resources (Armstrong, 2006). Human Resource Management is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. HRM helps employees to develop their potential fully.HRM try to help employees develop their potential fully and to encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organization meet its goals in the future by providing for competent and well-motivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from, for example psychology and economics. The Human Resource Management activities extend from selection to layoff of an employee in an organization. This includes the fixation of remuneration, training, motivation and induction of employees. Thus it helps to develop other industrial relations for employees to acquire more skills and competencies (Aswathappa, 2008).The functional diagram of HRM is given in 2.2 which clearly defines the interrelation between various functions which enable the organization to achieve its objectives by providing guidance and support on all matters relating to its employees. The scope of HRM can be limited to three aspects: 1. Personnel which mainly deals with the selection, recruitment, manpower planning, placement, promotion, training, development, remuneration, incentives, productivity, layoff and retrenchment. (web 02) 2. Welfare which is concerned with working conditions and amenities such as crà ¨ches, canteens, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities. (web 02) 3. Industrial aspect that covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. (web 02) Web 02- http://expertscolumn.com/content/human-resource-management-nature-scope-objectives-and-function 2.2.2 Objectives of HRM The objectives of HRM are to help the organization to reach its goals, to ensure effective utilization and maximum development of human resources, to ensure respect for human being, to identify and satisfy the needs of individual, to ensure reconciliation of individual goals with those of the organization, to achieve and maintain high morale among employees, to provide the organization with well-trained and well-motivated employees, to increase the employees job satisfaction and self-actualization to the fullest, to develop and maintain a quality work life, to be ethically and socially responsive to the needs of society, to develop overall personality of each employee in its multidimensional aspect, to enhance employees capabilities to perform the present job, to equip the employees with precision and clarity in transaction of business and to inculcate the sense of team spirit, team work and inter-team collaboration. The above mentioned aims can be summarized as â€Å"the overall aim of human resource management is to ensure that the organization is able to achieve success through people† (Armstrong, 2006 pg8) 2.2.3 HRM Functions In order to achieve the above objectives, Human Resource Management undertakes some functions; some of them are Human resource or manpower planning, recruitment, selection and placement of personnel, training and development of employees, appraisal of performa Effect of Reward Management on Employee Motivation Effect of Reward Management on Employee Motivation How can Multi National Companies use Reward management to motivate the Employees of Different Countries? : A Case of Marriott Hotels in UK. Abstract Employees are always considered as people who play a vital role in each and every organisation. The relationship between employee and employer changes frequently through out the years. Several concepts of employees are also varying time by time. Now a days employees are having the bargaining power and they are more concerned about their individual needs and well being of their working environment. This dissertation analyses various factors which motivates an employee to work within an organisation. Employee will stay in an organisation only when their expectations are satisfied or otherwise there is a chance for him/her to leave the company. High employee turnover is a big issue in companies today. Organisations will look forward to retain only the potential key employees who will make real difference to their customers and their stake holders. This dissertation proposes a frame work to retain the employees and to reward those employees for their potential by which they are taking the organisation to a different level. This research has been progressed through literature study on employee concepts, Human Resource Management and Reward management of employees. The data from the primary research has been analysed compared and verified with the findings of secondary research and produced recommendations for the effective management of employee in multi national companies. Introduction Reward management is nowadays considered as an important topic in order to achieve the goals of a company. Employees are considered as the main factor which plays an important role in the organisation. The success of each and every organisation is its dedicated employees .Current world is filled with changes and competition. In order to survive in the current situation companies should be having employees who are loyal and expert in their own field. New technologies are developed constantly and the companies are eagerly trying to catch up those talented employees with right expertise in their own areas. Human resources as an important factor should get increased attention in managing business (Lindergen Paulson ,2008)`. Multinational companies are facing increased challenges from all around the world due to globalisation. 1.1 Reward management Reward system usually means the financial reward on organization gives its employees in return for their labour.The term rewards system, not only includes material rewards, but also non-material rewards. The components of a reward system consist of financial rewards (basic and performance pay) and employee benefits, which together comprise total remuneration. They also include non-financial rewards (holiday trips, moving to large office, recognition, promotion, praise, achievement responsibility and personal growth) and in many case a system of performance management. Pay arrangements are central to the cultural initiative as they are the most tangible expression of the working relationship between employer and employee. Many papers examine the role of organizational culture that is, the demand for monitoring compensation. Such investigations conclude that organizational culture places a significant role in determining the level of economic demands. Recent researches on industrial un rest indicate that reward criteria of the organisations both financial and non-financial rewards have tremendous influence upon the employees and employers performance. Reward is a broad construct that can include anything an employee may value and desire that an employer is able or willing to offer in exchange for employee contribution. A conceptual distinction can be made between the three main constituents of rewardtype, system, and criterion. (Henderson 1989, p.2) Chiang, Flora F.T. ; Birtch, Thomas A (2006) An empirical examination of reward preferences within and across national settings. Management International Review Reward type refers to the nature of the reward itself (e.g., financial and non-financial; extrinsic and intrinsic). Financial rewards include direct (e.g., basic salary) and indirect (i.e., benefits and services) as well as incentive (e.g., variable pay) and non-incentive (e.g., fixed pay) categories. Non-financial rewards, on the other hand, do not benefit employees in a monetary sense and consist of both extrinsic and intrinsic rewards. Extrinsic non-financial rewards are tangible rewards attached to the job and are given and controlled by a firm. Examples include employment security, promotion, status, relationships, and work conditions. By contrast, intrinsic rewards accrue from performing the task itself and are self-reinforcing. Job challenge, variety, and sense of achievement are good examples of this category. Reward system represents the method or mechanism (e.g., seniority-based, performance-based) by which organizations determine employee reward outcomes (e.g., pay increases). Systems can be either performance or non-performance oriented. Where performance-oriented reward systems compensate employees based on how well they perform on the job, non-performance systems compensate employees based on a different set of criteria, such as seniority/years of service, and skills/competencies. Reward criterion then, refers to the basis of allocation (i.e., individual or group) used to determine the reward. 1.2 Marriott International Marriott International is a leading, worldwide, hospitality company and has more than 2,300 operating units located in the U.S. and 59 other countries and territories. It employs approximately 154,000 workers. Fortune magazine has recognized Marriott as one of the 100 Best Companies to Work for in America (1997-2001), one of the Top 80 Companies for Minorities (2000), and one of Americas Most Admired Companies overall (2001). In addition, Sales and Marketing Management magazine has named Marriott Sales as one of the top 25 sales forces in the U.S. (1997-2000).(mariott.com 13th jan 09) Marriott is and always has been an equal opportunities employer in all aspects of employment. The company is fully committed to providing a good and harmonious working environment that offers equal treatment and equal opportunities for all its associates, and where every associate is treated with appropriate respect and dignity. It is the companys policy that there should be no unlawful discrimination, harassment or victimisation of any associate, job applicant, customers, providers of service or member of public, whether in connection with recruitment, placement, training, benefits or promotion, either directly or indirectly, on grounds of race, nationality, ethnic origin, gender, marital or family status(Marriott handbook for employees 2009) Marriott is committed to fair treatment of associates and to providing training and advancement opportunities to all. Marriott has an unshakeable conviction that there associates are the most important assets for them. Marriott always look forward to an environment which will always supports associates growth and development. Marriott is a reputation for employing caring, dependable associates who are ethical and trustworthy and is always keen to give a home like atmosphere and friendly workplace relationships. They always try to achieve a performance reward system that recognizes the important contributions of both hourly and management associates. There are two types of associates as explained above. Hourly associates are those employees who are paid on the basis of the hours they worked. In the other hand management associates are those who are paid a fixed salary on the basis of job content assigned to them. Marriott has been selected for the research as they are having employees from all over the world. They employ people not on the basis of ethnicity, caste and religion but on the basis of experience. As they have employees from different parts of the world their needs will be different. They will be looking forward to different types of reward schemes which will suit to their needs and will satisfy them to stay with the organisation. Research has been conducted by taking Marriott as the company because they are facing a high risk of satisfying the needs of employees who are having different tastes regarding rewards which they are looking forward from the organisation. As stated earlier, Marriott has been recognized as one of the 100 companies to work for in America by Fortune magazine. This states that the employees are satisfied to an extent with the rewards which they are allotted by the organisation. As the reward management plays a role in the organisation it will be worth doing a research on the company who cares and gives equal opportunities to each and every employee in the organisation. 1.3 Current postion 1.3.1Current Policy At present Marriott do not have an existing policy for reward system to their employees. However, their ‘unofficial approach can be viewed below. But they are considering reward management on the basis of â€Å"Spirit to serve†. It is based on the service which the associate delivers to the customer to keep the good will of the firm. The manager will nominate the name of the associate to the Human Res department according to their service. Associates name will be displayed in the notice board and sometimes this is valued more than money as an individual and as an employee. 1.3.2 Current Issues a) There is no documentation for reward management policy. b) There are currently no KPIs (key performance indicators) for monitoring and rewarding for employees performance activities. c) Human resource policy document is rarely provided to employees or its not updated. d) Literature tends to be piecemeal Employee guidelines are a separate document to the job without any details on employee recognition/reward. e) Employee recognition is applied inconsistently. f) Difficult to assess the employee performance and its questionable. g) Employee satisfaction stands at very low rate. 1.4 Expected Results Results are expected by looking through the issues regarding the current policies and try to make changes in order to get it done properly to satisfy the employees. Enhancements are required for the policies for the well being of the relationship between the employees and the employer. After this research it should be helpful for the company to implement activities and to sort out the responsibilities to the concerned parties. Reward management should be monitored and evaluated regularly .Employer should go to the next level to satisfy the reward and needs of the employees to get them done with the job allotted. 1.5 Objectives The objective of this research is to recommend improvements to Marriotts Human Resource policy. Ultimately, the policy will aim to: a) Reduce the dissatisfaction of the employees on promotion criterion, on appraisal system and on salary, bonus and other fringe benefits. b) Improve the work performance and productivity c) Reduce the level of occupational stress that arises from feeling of inequality on reward. d) Describe HRM, IHRM and its importance and various HRM strategies and its importance in the current scenario. e) Identify and analyse various factors that drive employees to dissatisfaction f) Analyse various factors that motivates the employees to stay with the organisation. g) Reduce the perception gap on reward management system and develop a culture of high performance. In order to carry out the above objectives it is necessary to analyse:- >What are the human needs? >What are the organisation various approaches towards employee needs and satisfaction 1.6 Scope The project will cover the following a) Review of all associated literature reward management in service and related industries. b) Review of the front-end activities to understand the extent of the employees work related problems and other dissatisfaction if any. c) Review of current HR policy promises and approach to recognising good work of employees d) Establish links with enhanced HR strategy The project applies to All UK domestic and international employees working in Marriott Both emergency and normal working conditions in and out of the working hours. Establish synergies with employee Performance and HR Policy. Out of scope Developing processes or process mapping. Service delivery project to amalgamate employee and their locations / roles (Including transfers). 1.7 Overview This Report analyzed trends of reward management, and its influence in multi national companies in UK. It analyzed various approaches that the industry has taken to reward employees, primarily through literature reviews, and also through the analysis of questionnaire done with the employees from Marriott in UK .This dissertation also produced recommendations for the effective management of reward process for the improved business case. Chapter 1: This is the introductory chapter that explains the Significance of the chosen field, Aims and Objectives, Rationale, The reason for selection of multi national companies especially Marriott , and end with the Overview of the Project Report. Chapter 2: This chapter proceeds with a literature review about various HRM strategies and approaches taken for the reward scheme , and to maintain the needs of the employees in the organisation for the improved product quality and services etc. Chapter 3: This chapter illustrates the characteristics of Marriott, its business nature, global exposure and the various issues that the industry is currently facing in case of reward management Chapter 4: This chapter explains various research methodologies that are used for collecting data and information to carry out various analyses that are required to complete the research and documentation. Chapter 5: This chapter analyses various reasons in order to maintain a good reward management. This is carried out through literature analysis and through data analysis of the Survey conducted on various employees from the Marriott industry in UK. This chapter ends with the findings from the analysis with critical evaluations. Chapter 6: This chapter explains evaluated recommendations for the findings to the reward management of employees, as a management strategy for improving the brand standards. Chapter 7: this chapter gives conclusion about the future development in the industry if the reward management schemes have been allocated properly, which may provide a solution for the future possible issues. Literature Review The basic mantra for the success of any business organization is the appropriate allocation and usage of resources. The most important resources comprise of four Ms man, material, money and machine. The dissertation under consideration deals with the first ‘M that is the manpower or the employees of an organization. They are the backbone as they put every plan into action which is inevitable for the success of a company. So their importance in business cannot be ruled out and they form the backbone of every organization because they determine the success and failure rates. Since the most important set of public for an organization is its workforce which forms the key ingredient of its success, it is a necessary fact that the employees must be kept happy and well bonded. In todays competitive labour market, irrespective of the size of the organization it has become a major concern to attract and retain employees. One of the important reasons underlying the high turnover is low job satisfaction, appreciation and non competitive benefits package. Corporate should keep one point in mind that there is no lack of opportunities for a talented person. So if he/she is not satisfied means they will switch over to some other firm which provides them with more suitable job. So in order to retain the employees and make them happy, there are so many ways like appreciation, recognition, incentives and awards .In addition to that several motivational tools should be implemented from time to time to keep the employees morale high. These promotional items make for a smart tool because they serve as a token of gratitude and also show that you care. It is a great way of thanking the employees for their services .Moreover they are also expecting some sort of recognition from the company and promotional items help to do just that. Making the employees happy as well as a feel that they are cared is very important if the organization wants them to exhibit performance in a desired manner. Promotional items also give a sense of recognition to the employees. Thus it helps in the strong bonding between employees and the employer which ultimately leads to the smooth functioning and a pleasant work environment which is a must for an organization aiming to reach at the top. In the 1920s, the view on a persons role in the industrial working world started to change, the human was beginning to be seen as a subject with potential (Kressler, 2003). As described by Wilson† Technology can be replicated, capital can be acquired, and distribution channels can be created through new alliances, but the actions of people (what they do or fail to do) have become the critical factor in achieving enduring success† (Wilson, 2002, p.15). Todays competitive world demands the firm to invest in people and skills rather than spending huge capital on physical assets, then only they can achieve competitive advantage .Thus its no surprise that a reward strategy can help the organizations to attract and retain the talented ones and to motivate them to led the company to its desired goal . Companies in the service sectors require skilled and committed workforce to exhibit desired performance and also provide good services in a timely manner to their targeted consumers in various countries across the world .Commitment towards job and in return job satisfaction are unavoidable for the successful growth of the companies across the globe. All these facts interested the researcher to select this topic for research to analyze the reasons for the dissatisfaction of job and various factors which helps in motivating the employees of different sectors especially service sector. Kressler, H.W. (2003). Motivate and Reward Performance appraisal and incentive systems for business success. (S. Pearce, Trans). NY: Palgrave Macmillan. (Original work published 1988.) Wilson, T. B. (2002). Innovative Reward Systems for the Changing Workplace (2nd Ed.). Blacklick,OH, USA: McGraw Hill Companies. Retrieved 20071108,from http://site.ebrary.com.bibl.proxy.hj.se/lib/jonhh/Top?layout=documentid=10153055?nosr=1 2.1 Employee An employee can be defined as an individual who was hired by an employer to do a specific job(web.01). He has to do a specific job efficiently within a functional area or department to accomplish the goals of the firm. In most of the organizations a performance development planning process is undergone which will define the specific task of the employee as well as their expected performance. Employees trade their knowledge, skill and experience in exchange for compensation from the firm. If they are not satisfied with the compensation means the propensity to switch the company will be high, this will result in high turnover. So its high time to give importance to the rewards. Employees, considered as human resources of the organization are used for the benefit of the organizations, employees and the society. (Aswathappa, 2008). In order to drive the flow of business in the right direction for better results they have to be valued, respected, encouraged and appreciated .These can be done with the help of rewards. In a good working environment with efficient working methods and equipments employees will exhibit a better work performance and in addition to that natural motivation to do a job for an appropriate reward will surely pave the way for improved productivity and high profitability. For service sector employees are the most important factor, so implementation of new reward strategies and techniques are unavoidable for high quality performance of the employees, also to reduce the high turnover rate. 2.1.1 Impact of Changes on Employees Change is an inevitable part of life especially in the fast changing world. Todays commercial climate is compelling companies to implement changes in order to survive and grow in the global market. Changes always uproot a person and alter his lifestyle. The organizations adopt changes in order to meet the current standards; its employees also have to undergo change and should accept the new circumstances. Due to the technological, social and economic changes employees face a lot of insecurity and its the human nature to resist those changes without knowing about its real benefits. Its the duty of the management to handle this delicate situation in a tactful manner. One of the effective ways is to motivate and encourage the employees to put their best effort under the changing circumstances so that the net result will be high profitability and ultimate success of the business. By creating a good working environment and high morale, employees wont be negatively affected by the new changes. In order to cope up with the commercial changes companies need to be competitive and should attract employees to the job as well as should retain the employees. Employee compensation and benefit packages are the backing up factors for many potential employees who may face discomfort in their work environment due to the social, economical and technical changes without financially jeopardizing the success of the business. Today its a necessary fact that irrespective of the changes which companies are undergoing they should keep their employees motivated by providing them with rewards and recognition. So by communicating the change to the employees, by making them clearly understand about its impact on organization and its benefits, the company can encourage them to do the work in an efficient manner and in exchange employees will get the rewards for their expected performance. 2.1.2 Employee Management Engagement Employee management is the key to effective performance management and employee engagement. Employee engagement is the psychological commitment of employees towards their job. As said by Charles Kettering There is a great difference between knowing and understanding†. It holds true in the case of business and employees. Know your employees and make them understand about the goals to be accomplished. Understanding in business means the proper management of the employees and providing them with what they expect in return for their commitment and efficient work. Compensation can take the form of rewards, recognition, and reasonable benefits package. The first and foremost need for the employee management is the right employee for the right job. The keynote tip which helps to exercise a proper employee management are Structure establishment, which means that there should be a well defined structure for bringing out the desires performance from the employees such as setting of deadlines for a specific task etc. Another one is the value for employees. An organizations greatest asset are its employees so they should be motivated as well as their skills, knowledge and effort should be valued. Company should treat employees with respect by providing a positive work environment to the employees which will definitely boost their performance and to encourage them to meet the goals in an efficient manner. Listen to the employees and appreciate them for the effort they put to meet the goals and provide them ways to improve their potential, thereby creating belief that the company is taking care of them. If the organization wants to capture great heights, all it need is an engaged workforce. It is connected to three forces in an organization attrition, productivity and profitability. In order to reduce the attrition rate organizations should take care of the employees by incrementing their salaries, providing necessary incentives and bonus. Engaged workforce are always aware about the degree of expectation of work by the organization which yields high productivity. Thus they will result in an increase in the profitability of a concern which is the relative measure of success of a business. 2.2 Human Resource Management The overall management process represent five basic functions for the managers to perform: planning, organizing, staffing, leading and controlling. This research focuses on one of those functions the staffing which is the personnel management or human resource management (HRM) function. Human Resource Management is the process of acquiring, training, appraising and compensating employees and of attending to their labour relations, health and safety, and fairness concerns (Dessler, 2008pg 2). Heathfield, (2008) defined â€Å"Human Resource Management (HRM) as the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization†. This can be further explained as â€Å"Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training†(Heathfield, 2008). HRM is vital to the organization. It is the function which focuses its direction towards the management of people working in an organization. Dessler and Chiat (2009) states that, ‘Without HRM, organizations may find themselves in different kinds of unwanted situations, such as hiring the wrong people, getting fined by government ministries for unsafe practices, finding out that people are not giving their best, or even over/under- paying their employees. The most valued asset of an organization is its employees because improved quality and productivity can be achieved through trained, motivated and committed employees. The function of HRM is nothing but to train, motivate and provide the employees with opportunities to be more productive and effective. Since each and every objective of business is achieved through its effective workforce, the needs of the employees should be satisfied. 2.2.1 HRM Models HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model) (Armstrong, 2006). They further explained that there is a human resource cycle, which consists of four generic processes or functions that are performed in all organizations (Armstrong, 2006 pg 10). 1. Selection matching available human resources to jobs. 2. Appraisal performance management 3. Rewards the reward system is one of the most under-utilized and mishandled managerial tools for driving organizational performance; it must reward short as well as long-term achievements, bearing in mind that ‘business must perform in the present to succeed in the future. 4. Development developing high quality employees. 2.2.2 Nature and Scope The role of HRM has grown broader and more strategic over time. In the earliest firms â€Å"personnel† first took over hiring and firing from the supervisors, ran the payroll department, and administered benefit plans (Dessler, 2008pg 12). As technology in areas like testing and interviewing began to emerge, the personnel department began to play an expanded role in employee selection, training and promotion. Today globalization, technological and nature of work trends mean that human resource managers have taken on several new responsibilities (Dessler, 2008pg 12). Human resource management involves all management decisions and action that affect the nature of the relationship between the organization and its employees-its human resources (Armstrong, 2006). Human Resource Management is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. HRM helps employees to develop their potential fully.HRM try to help employees develop their potential fully and to encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organization meet its goals in the future by providing for competent and well-motivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from, for example psychology and economics. The Human Resource Management activities extend from selection to layoff of an employee in an organization. This includes the fixation of remuneration, training, motivation and induction of employees. Thus it helps to develop other industrial relations for employees to acquire more skills and competencies (Aswathappa, 2008).The functional diagram of HRM is given in 2.2 which clearly defines the interrelation between various functions which enable the organization to achieve its objectives by providing guidance and support on all matters relating to its employees. The scope of HRM can be limited to three aspects: 1. Personnel which mainly deals with the selection, recruitment, manpower planning, placement, promotion, training, development, remuneration, incentives, productivity, layoff and retrenchment. (web 02) 2. Welfare which is concerned with working conditions and amenities such as crà ¨ches, canteens, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities. (web 02) 3. Industrial aspect that covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. (web 02) Web 02- http://expertscolumn.com/content/human-resource-management-nature-scope-objectives-and-function 2.2.2 Objectives of HRM The objectives of HRM are to help the organization to reach its goals, to ensure effective utilization and maximum development of human resources, to ensure respect for human being, to identify and satisfy the needs of individual, to ensure reconciliation of individual goals with those of the organization, to achieve and maintain high morale among employees, to provide the organization with well-trained and well-motivated employees, to increase the employees job satisfaction and self-actualization to the fullest, to develop and maintain a quality work life, to be ethically and socially responsive to the needs of society, to develop overall personality of each employee in its multidimensional aspect, to enhance employees capabilities to perform the present job, to equip the employees with precision and clarity in transaction of business and to inculcate the sense of team spirit, team work and inter-team collaboration. The above mentioned aims can be summarized as â€Å"the overall aim of human resource management is to ensure that the organization is able to achieve success through people† (Armstrong, 2006 pg8) 2.2.3 HRM Functions In order to achieve the above objectives, Human Resource Management undertakes some functions; some of them are Human resource or manpower planning, recruitment, selection and placement of personnel, training and development of employees, appraisal of performa

Student Athletes Should Not Be Paid Essay -- College Sports

Student Athletes Should Not Be Paid In the world of college athletics there are endless topics discussed daily and most pertain to money. An issue that falls under this category includes the heated debate involving whether or not student athletes should receive money. Many people say student athletes should receive compensation according to their specific needs because they spend so much time earning their scholarship and have no time to work. On the other hand, the stronger argument is student athletes should not be able to acquire additional funds in order to help aid them through college. An athlete knows what he or she is involving themselves in before any money issue is even brought up. Signing a letter of intent shows that they understand this. But people still feel the opportunity to work a job while competing in a sport is virtually non existent in a division one atmosphere, and therefore athletes need money. When looking at all angles, those that feel athletes should be paid usually have the same arguments. They think because athletes have minimal free time and a lot of the school’s revenue is produced by them, this qualifies athletes to a portion of money. For instance, football and men’s basketball have proven over the years to make the most money for most universities. In fact â€Å"Since 1965, the NCAA increased its revenue by 8000 percent and CBS signed a contract through the year, 2002, for $72 million to cover the NCAA tournament. (â€Å"For Years† par. 5) With these kinds of numbers produced by college athletes many suggest they need to receive a little back. It’s a reasonable thought since athletes are responsible for such an enormous amount of cash flow. The NCAA is often compared to a business and a bu... ...a university and playing a sport at the same time was supposed to be easy or profitable. If a law was to pass regarding college athletes receiving money many things would be different in the future. A major concern involves recruiting. Universities allowed to pay players would be able to buy recruits persuading them to attend the school offering the most money. It’s almost like a free agent in professional sports. Attending the school with the most to offer decreases the likelihood of a fair playing ground for all of college athletics. As a result certain schools would be major powerhouses and it would stay this way forever. Although there are some schools considered powerhouses now, the odds of a school with complete domination would be much more likely. Overall if student athletes begin to get paid, collegiate sports will become corrupted.

English Comentary on Macbeth Essay

How does Shakespeare create tension in scene two using language, themes and stage directions? In act two scenes two Shakespeare creates tension with Language, themes and stage direction. As the plot unravels both the audience and Macbeth and Lady Macbeth experience suspense. He can portray this suspense through language; he uses one syllable words and imperative verbs. Tension is very important in act two scene two because it portrays the full effect the murder has on Macbeth and Lady Macbeth. Shakespeare also uses Sounds and actions to amplify the suspense creating more tension. At the start of act two scene two Lady Macbeth uses lots of words with one syllable for example; â€Å"That which hath made them drunk hath made me bold† that’s is Lady Macbeth’s first line and all of those words are one syllable words and so on for the next two lines. Using these words it creates fear. In this section she also says ‘What hath quenched them hath given me fire.’ This quote gives us a different view on Lady Macbeth because before this Lady Macbeth was strong and was willing to kill Duncan for power, but this quote humanizes Lady Macbeth. This creates tension because we realize as a reader that Lady Macbeth is fearful and not confident for what is about to happen. Once Macbeth enters the room his first line is â€Å"I have done the deed. Didst thou not hear a noise?† this quote is the falling action because Macbeth has finally killed king Duncan. Fear is seen in Macbeth because he is worried if anyone heard him. Euphemism is used, again to alleviate the impact. Lady Macbeth then responds with â€Å"I heard the owl scream and the crickets cry.† At this point in time animals were seen as bad omens. So we fear that Lady Macbeth and Macbeth will be boundless. Shakespeare also uses stage directions to amplify the whole scene for example after Macbeth killed Duncan he looks at his hand and how they are covered in blood. This makes Macbeth look weak and he says it is a â€Å"foolish sight† as if what he had done was a mistake. Throughout the scene Lady Macbeth leaves the room to fix Macbeth’s mistake and there is a knocking within and then lady Macbeth enters. This is a very important part of the play because it is where Macbeth and Lady Macbeth ar joined as one. â€Å"My hands are of your colour† this quote emphasises their relationship. And again there is a knocking within and another and another. And finally on the last knock Macbeth says â€Å"Wake Duncan with thy knocking! I would thou couldst! â€Å"

Review of Harry Potter essays

Review of Harry Potter essays This filmed version adapted J. K. Rowling widely populated book: Harry Potter and the Sorcerers Stone. The legendary director and producer Thomas Mahoney unlike his many previous awards offered a surprisingly low level production. The story in itself would be highly interesting as it shows the adventures of a ten years old boy. The parents of the protagonist were magicians but they were murdered by an extremely vicious magician. Harry lives with his relatives who do not care of him hating the exceptionally talented boy. His life turns when he gets to Hogwarts, the school for young witches and wizards. There he finds reliable, inventive friends with whom they go through awful adventures until they overcome Harrys enigmatic enemy. I must start by saying the cast was not deliberately chosen as the children are unable to proper, convincing interplay. I was particularly disappointed at watching the poorly interpreted dialogues between the schoolmates (David Radcliff and Emma Watson). Quite frankly, some of the adult roles were definitely phoney and the depiction bordered on caricature. I cant accept that the stylist has failed show off his craft and created everyday appearance for the actors, actresses. In fact, you could say that the special effects, in sound and picture respect, were perfunctorily composed. Many scenes are too long and hereby too dull without real action. My reservation is that a few scenes will be undoubtedly frightening for children under age of 10. The finishing touch for me is its length: 1 hour 54 minutes, some kids wont be able to sit still for it. All in all I recommend it for those who want to compare the book with the adaptation and who are patient enough. ...

The two wrongs of an alcoholic case, by F. Scott Fitzgerald

The two wrongs of an alcoholic case, by F. Scott Fitzgerald 'The Two Wrongs of an Alcoholic Case'In his writings, F. Scott Fitzgerald sometimes blends many similar character traits among the main characters. So it goes with 'Two Wrongs,' and 'An Alcoholic Case.' Perhaps it may seem an unlikely choice for a comparison/contrast, however I believe these stories are very much correlated. From the way that Fitzgerald typecasts, 'alcoholic artists' as the main characters, to the similarities in the reactions and emotions of the supporting characters, both of which are females. With this also are the cases of the men having changes of hearts and trying to achieve a sense of nobility and character. These are just some of the similarities in Fitzgerald's stories.These two stories share common thread in that the two main characters are artists, one theatrical producer and one cartoonist, both possessing alcohol problems. In 'Two Wrongs,' Bill McChesney is a successful theatrical producer living in New York, who in three years has produced nine shows of which, one was a flop.F. Scott Fitzgerald, 1937, June 4Bill is a man who has it all and knows it. He is a man who takes his profession seriously in the way that it produces many social advantages and opportunities.In the other story we have an out of work cartoonist who also has an alcoholic problem. His is a condition that is so bad it requires him to have a nurse. This is an obvious and maybe at first glance, the only similarity between the two stories. In Fitzgerald's stories, fictional problems are often the result of alcoholism. There are, however more similarities than that.Gamble, 2There are also similarities in the supporting characters. Emmy Pinkard in 'Two Wrongs,' is Bill McChesney's wife who is struggling in her pursuit of a career as a ballet dancer. At the same time she...

How did D-Day impact world history Essay Example | Topics and Well Written Essays - 1250 words

How did D-Day impact world history - Essay Example 6th June, 1944 saw approximately 160,000 Allied Troops landing on a 50-mile stretch of heavily-equipped French coastline, ready to fight the Nazi Germany in Normandy beaches, France (Boyer 1). In this invasion, there were over 5,000 ships and 13,000 aircrafts which were deployed. This caused more than 9,000 deaths and injuries to the Allied Soldiers. However, the soldiers were too many and more than 100,000 soldiers began marching to Europe to defeat Hitler’s reign (Badsey 30). This operation was spelled as the beginning of the termination of Nazi’s domination over Europe and the Third Reich. Such factors were attributed by Winston Churchill (British Prime Minister) who proposed continuity of the Nazi attacks (Ambrose 19). The D-Day was accredited by three different perspectives. The three unique perspectives included the Eldert collection, the LST (Landing Ship Tank) at Fort Knox and Patton on D-Day (Ambrose 20). William Eldert was among the men who served with the 658th Tank Destroyer Battalion, and he also worked in the Pacific Theater. He spent most of his service while living in the LST. His collection included clothing, Misc. Items, medals, badges, dog tags, bags, weapons, currency, pamphlets, booklets, photos, personal correspondences and memory books among other items (Ambrose 21). The second exceptional perspective was the LST building at Fort Knox. This building is identified as a one of a kind building. The building was closely associated with the development of the landing ship (LST). This large ship enabled the Allies to land their weapons on the Normandy beaches where the operation took place (Badsey 37). The British had designed this LCT (Landing Craft Tank) in 1940 to carry six tanks. However, they needed a much larger vessel which was able to carry more tanks and armory equipments for the operation. On the contrary, there were several challenges that they faced to come up with

Week 10 Assignment Example | Topics and Well Written Essays - 750 words - 1

Week 10 - Assignment Example Although evidence has shown us that human body and human mind interacts, intimately, and affect each other, it is however difficult to understand and explain how these two aspects of human person relates and interacts. (b): Interactionism. The interactionism theory holds that, although body and mind are separate, distinct and independent substances, they however exert causal effects on one another. What this in essence means is that although the human body is extended and the human mind unextended, the two however interact closely, whereby an effect in one of them causes the corresponding event in the other, despite the fact that the two aspects of human person do not touch each other. This theory was propounded by Rene Descartes. (c): Parallelism. Parallelism theory rules out any casual interaction between the mind and the body, but holds that there is a one-on-one correspondence between events of the body and events of the brain. According to this theory, it is not the mind or the body that first experiences a given event and then causes the event on the other aspect of the body; the mind and the body will experience the given event in their own way, although there will be a one-on-one correspondence in the event experienced by the body and the mind. (f): Double aspect theory. This theory views body and mental events and processes as two different aspects of one human person. According to this theory, mind and body are not separate and distinct substances. Mind and body are merely two different attributes of a unitary human person. Question 1: According to Descartes, the main difference between the body and the soul or mind lies in the fact that, while body is material and extended, the mind or the soul is immaterial and unextended. Descartes viewed body and soul as distinct and independent substances. Question 2: In his argument on the existent of physical objects, Rene Descartes had first of all to find the basis