Prayer in Public Schools Essay Example | Topics and Well Written Essays - 500 words

Researcher Study is Based on the Commercial Application of Company Law

Question: Set up a constitution : see area 134 135 with the goal that your organization's inward administration is represented by a mix of replaceble rules and a constitution. The constitution should make an arrangement for a class of inclination shares. Clarify how they finished their task. Answer: 1. Presentation: As per Schulz and Wasmeier (2012), the constitution is an archive, which contains various standards and approaches for a business venture or for a nation. The analyst study depends on the business utilization of organization law, which will be founded on the business rules and laws. For the planning of making constitution, an organization needs to shape its own legitimate trademark under the organization demonstration and neighborhood government. According to the Companies Act 2006, the recently framed organization needs to open a ledger in a nationalized bank with the goal that the assessment record can be clear according to the standard in time. The constitution of the organization needs to guarantee that it will cover all the vital business exercises and give rules and obligations to the partners of the organization. As the Companies Act 2006, the organization should lead a reasonable business process in the market region. 1.2. Need of constitution: The new form of Companies Act has produced in 2006. According to the standard of the Companies Act, it isn't important to have a constitution of each organization. Be that as it may, it will be considered as lawful act if an organization set up its own constitution for the business endeavor. The constitution of the organization will indicate the destinations and the objectives of the organization, in light of which the business exercises will deliberately occur. As indicated by the organizations demonstration 2006, the organizations not having their own constitution will be considered as formal gathering of organizations and they should follow additional administration arrangements. The extra administrative strategy implies if the organization runs in misfortune, the legislature can assume control over the organization and run according to the administrative principle (Mitchell, 2011). On the off chance that the organizations have their own constitution, they are capable consolidatio n and team up with different organizations, which will bolster in the misfortune stage. The administration will check the constitution of the organization and the business movement followed by the constitution will be considered as lawful business action. Thusly, the constitution is required for each business association. 1.3. System of constitution: In the expressions of Daly (2011), the adjusted Companies Act 2006 has some fundamental parts, which are helpful for the companys everyday exercises. The Companies Act 2006 has various segments like, character of the organization, the executives division arrangement rules, Rules for the offer conveyance, rules for the executive gatherings and the disintegration part. The Companies Act 2006 has numerous areas with respect to the business procedure and the scientist has talked about some of the3 significant segments in the task. Segment 1 (CA 2006): The area has clarified that each new framed business substance should enroll under the organizations demonstration and requirements to follow lawful advances gave by the legislature. Segment 1 of CA 2006 likewise referenced that the organization needs to satisfy all the obligations and obligations towards the companys destinations and objectives. Area 113 (CA 2006): According to the segment, the organizations need to keep up a register for the individuals from the business endeavor. The register will keep up all the important data of the individuals so it will be anything but difficult to contact with the part at the hour of prerequisite. Area 116 (CA 2006): According to Rosen (2014), this segment gives the rights and the legitimate authority of the individuals from the organization. As indicated by the segment, the individuals from the organization will have the power to analyze the data with respect to the organization. For this situation, the part should set up an application to the organization or can proceed with the procedure with the assistance of court if the organization doesn't consent to give data to the separate part. Segment 117 (CA 2006): According to the area, the organization is obligated to give data according to the individuals prerequisite. The data ought to be send direct to the part through the postal location or by means of email. Area 147 (CA 2006): According to Camacho (2012), the segment 147, the individuals from the organization reserve the privilege to examine the fiscal summary of the organization. The organization is at risk to give the fiscal summaries to the individuals. This procedure will assist with keeping up the connection between the organization and the individuals. Area 172 (CA 2006): According to the segment 172, the chief and other senior officials of the organization should proceed with the business procedure in a productive manner, so the individuals and different partners of the organization can have the benefit sharing part. Maintaining the business movement in a beneficial way, it will prompt improve the notoriety of the organization. So, the procedure will help in brand advancement. Reasonable business procedure will assist with making trust of the general public (Ahn and Hun, 2011). Area 43 (CA 2006): according to the organizations demonstration 2006, each organization reserve the option to make beneficial mergers with different organizations. 1.4. Embellishments of constitution: The embellishment of the constitution of the organization is, it assists with keeping up the relationship with the individuals from the organization towards the objectives and the destinations. The constitution of the organization joins the partners and characterizes their obligations according to organization rules. 2. Presentation of the organization: The task study has occurred on ASIC and the point is business use of organization law. ASIC is Japanese based business venture that produces lively types of gear like games shoes and other fundamental games supplies. The business venture is having in excess of 5900 workers and numerous specialty units. The organization has extended its business in numerous nations. Along these lines, the organization needs to take care of a constitution that will focus of consideration on the different prudent and large business air (Gomadthinking.com, 2015). 2.1. Planning the points and targets: Under area 1 of organizations act 2006, the organization needs to enroll its business under the Local government and under segment 172; the strategic extreme vision of the organization should be readied. For the satisfaction of the vision, ASIC needs to set up a rundown of destinations, which will meet to a definitive objective later on (Michael, 2011). 2.2. Powers for the benefit of the organization: As indicated by the Companies Act 2006, each key individuals from the organization should have the position to take choice for the sake of the organization. The key individuals from the organization should get ready various destinations and procedures for the business procedure and the methodologies should stream downwards. The top level will have the r duties and the lower level will have the undertakings dependent on the methodologies. 2.3. Enrollment rules: According to the expressions of Psaroudakis (2010), the segment 113 of Companies Act 2006, the individuals from the organization should adhere to the standards and the constitutions of the organization. The constitution will give the obligations and the duties to the individuals and they have to work dependent on that. According to the area 43, the organization can turn into an individual from another substance through association process. 2.4. Sorting out administration council: For a fruitful run of the business procedure, ASIC will require an appropriate supervisory crew for every specialty unit. The administration board of trustees will have chiefs, official executives, business designers and different specialty unit supervisors. According to the Companies Act, the organization needs to have seven quantities of sheets of executives (Hooper, 2011). 2.5. Officials choice: As indicated by MacIntyre (2012), ASIC has diverse specialty units in various nations. In this manner, the organization will require diverse business officials. According to the area 113 of Companies Act 2006, the officials have option to review the important business data. According to the area 117, the organization is obligated to give vital data to the officials. 2.6. Comprehensive gatherings: Like each organization, ASIC likewise needs to direct comprehensive gatherings in consistently. The comprehensive gathering can quarterly, half-yearly and yearly. As indicated by the Companies Act 2006, the executive gatherings ought to have least seven individuals. In the executive gathering, the individuals should examine the each part of the business. As indicated by segment 172, the board individuals should examine about the productivity components of the investors additionally (Tillson, 2013). 2.7. Money of the organization: According to the Companies Act 2006, ASIC needs to have some fixed money related hotspots for the business movement. According to the law, the organization should give interests to the sources. The fund is the foundation of each business venture. Along these lines, ASIC needs to keep up and deal with the monetary sources. 2.8. Variety to the constitution: The monetary conditions and the business condition are changing with the time. Each organization is confronting rivalry in the market territory. Subsequently, the constitution of the organization needs to change if need happens. For change, the assessment of the individuals is required. 2.9. Disintegration: The disintegration some portion of the constitution will occur if there is any division happens between the administration board of trustees. All things considered, the rest individuals should take choices for the payables of the individuals. End: According to the standard of the Companies Act, it isn't important to have a constitution of each organization. In any case, it will be considered as legitimate act if an organization set up its own constitution for the business endeavor. The specialist has reasoned that the business law is fundamental for the effective running of the business. Reference List: Books: Hooper, An., Ormerod, D., Murphy, P., Leveson, B., Phillips, J. also, Atkinson, D. (2011). Blackstone's crim

Essay --

A fountain of liquid magma ejects, and magma heaves all over the place, consuming each living thing it contacts. When the ejection is finished, not a solitary piece of sod is as yet living in the zone. Volcanoes and their magma have consistently been seen as tumultuous, wild articles. Be that as it may, imagine a scenario in which people could utilize them for their own bit of leeway. Geothermal vitality is vitality from Earth’s heat. Geothermal vitality has a few favorable circumstances over different sorts of vitality. One is that it is accessible over 90% of the time contrasted with coal plants just getting 75%. That implies that while many force plants, as sun oriented plants and wind turbines, and even coal plants can’t be creating vitality anyplace close to constantly, geothermal vitality plants can be working about constantly. As of late, researchers penetrating into the Krafla well of lava in Ireland, drove by Gumunder Omar Friedleifsson incidentally found that magma can be a valuable method to get geothermal vitality. This happened when the researchers discovered magma 7,000 feet into the earth. They before long understood that the water warming the drill they were utilizing, and the incredibly hot magma made a superheated steam tha could be synthetically changed to control a turbine. After the revelation, researchers assessed that geotherma l vitality from magma could create 25 MW of intensity, which is multiple times more than ebb and flow geothermal vitality wells makeInterestingly enough, this all the more remarkable vitality would likewise be less expensive, in light of the fact that regular geothermal vitality needs costly punctured quieting down the whole opening, while geothermal vitality from magma would just need it for around 100 meters. Likewise, in contrast to non-renewable energy sources, another modest vitality source, geothermal vitality is sustainable, and it doesn't hurt the condition a ton. This one incidental revelation the scient... ...a considerable lot of the island nation's economies, since they wouldn’t need to import a great deal of non-renewable energy sources for their vitality. This would help the entire world by and large, and could shield them from straying any more distant into the red. Geothermal vitality from magma will be very valuable, particularly to nations with a great deal of volcanoes that are paying off debtors. Researchers have found that magma can be utilized to make geothermal vitality. This would be extremely helpful, as it is considerably more effective than customary geothermal vitality, and it is preferred for nature over non-renewable energy sources, and it is inexhaustible. There are, be that as it may, some terrible parts about the vitality. The plants could cause minor seismic tremors, and could be decimated by the fountain of liquid magma emitting. Nonetheless, the upsides of geothermal vitality from magma exceed the dangers, and it presumably will turn into a significant vitality type sooner rather than later.

Example Answer On Multinational Corporations And Complexity - Free Essay Example

Multinational corporations (MNCs), in their effort of globalisation normally face complexity that caused by multiculturalism and geographic dispersion. There are three characteristics of complexity in globalisation. 1) Multiplicity reflects the need of MNCs to be responsive to different viewpoints, public opinion concern and government rules and regulations. 2) Interdependence will means all operation and business activities are interrelated that can not be treated alone. 3) Ambiguity means the lack of information clarity that will lead to difficulty in interpreting events and people. Complexity in the international operating environment will then lead to various global challenges. It is difficult for MNCs to achieve organizational effectiveness and sustainable competitive advantage locally as well as globally if it is operating without an efficient and systematic HRM practices that align with the business strategy. Paine Co. which is building its international presence is facing some HR issues and challenges that typically will happen in MNCs. From the case study, the following main HR issues had been identified. TABLE 1: MAIN HUMAN RESOURCE ISSUES FACED BY PAINE CO. A. Communication Do not have a clear view of the corporate mission statement and vision set within the group. Lack of communication channel between the management and the employees. Do not have get-together among staff for idea exchange and employees feedback sessions. B. Recruitment, selection and retention Decentralised recruitment policies. Do not have good image branding and company reputation. C. Performance management and reward system Do not have well designed performance review and appraisal system. D. Training and development Do not provide staff intensive training for all new employees. Do not have further on-job or off-job training for improvement of skills and knowledge. Do not have interchanging of staff between subsidiaries. Communication being one of the most important components in human life is also the key of success for HR management. Effective communication is essential throughout an organization to ensure transpire of all information and knowledge sharing can be achieved. Communication is also vital for the organizational objectives setting. Effective communication between the employer and employees can lead to a greater understanding in achieving organizations goal. Study by Lindholm, N. (2000) found that it is important to communicate the company goal and job objective clearly to the host-country employees in MNCs to increase their job satisfaction. Jack Welch, the CEO of General Electric Co. (GE) had introduced the informal culture across the company. The Informal by Jack Welc h means violating the conventional chain of command, creating communication across all layers of the organization and everyone can talk to the boss. During his tenure as GEs CEO, Jack Welch organized a lot of corporate events that provide opportunities to all the employees to get-together and at the same time the management can communicate the company values and vision effectively to the employees. Besides that, Jack Welch also made unexpected visits to plants and offices abroad as well as scheduled luncheons with his managers to achieve good leading, guidance, and influence the behaviour of complex organization. The weakness in communication within Paine Co. can be seen in a few contexts. The communication problems started from their international expansion with some of the subsidiaries running on decentralised basis. There are no common strategies and objectives been set and communicate across all subsidiaries in the overall business operation. There is also no interchange of people between subsidiaries which can help to promote knowledge sharing and team spirit. Collecting workplace feedbacks from employees can facilitate in creating two-way communication which is important in an organization. Annual staff opinion survey is one of the methods that can be introduced to collect feedbacks from employees. In Paine Co., the occasion that consultants from France made direct complaints to their MD bypassing their local manager had shown the lack in proper channel of communication within the organization. Besides that, Ferguson as the MD of Paine Co. did not emphasize on knowledge sharing and team work but only see personal results and performance as the key factors of determining the business success. Therefore, overall synergy can not be achieved for a greater sustainable competitive advantage. Human assets are important for service industry as their people are core part of the source of services that have direct visibility from a customer point of view. Stringent recruitment and selection processes must be implemented to ensure the right people are to be engaged. Employers reputation and corporate branding are other crucial factors that will affect the recruitment and selection process. Highly talented people are always looking for their employer of choice in seeking their job for better career advancement. Singapore Airlines (SIA) for example had been the employer of choice for many educated young people due to their reputation as a service leader in the airline industry. On the other hand, SIA adopts a highly rigorous and stringent selection process which the applicants are required to meet various criteria from outlook appearance, age ranges, academic qualifications as well as physical attributes. The stringent selection process is to ensure the right people bee selected for the right job and at the same time improve the service quality of the organization. In this case, Paine Co. failed to carry out the best-practice in th e recruitment and selection strategies. The company has had problems in developing a brand with a good company image in Germany, both for clients and staff. While facing the problem in recruiting good staffs, at the same time it also fails to retain the talented young employees. These have affected the efficiency and smoothness of the project and business operation and at the same time will incur higher cost for recruitment purpose. As recruitment and retention of employee is another challenging task in IHRM. Employers need to select the right people and put them to the right jobs, as well as managing their performance effectively and at the same time retain the quality employees from leaving the organizations. Only the right people will take the organization where they need to go. Hadhiphanis (2010) highlighted three issues that need to be considered by management when recruiting employees: Value of experience and skills for the proposed position; behavioural and technical competen cies based in making hiring decision; and pre-screen candidates before interview. While for retention of staff, Hadhiphanis (2010) again suggested that three strategies need to be carefully implemented in order to ensure the company provide better value to their employees as compare to their competitors. Options of remuneration, fringe benefits and rewards system to employees. Clear in communicating expectations and ability to gauge the performance against expectations. Rotational assignments, career development and planning as well as financial support (job-related and non-job related) to employees. The implementation of good staff recruitment and retaining strategies will not only build good employees capability for today but also for the future. Paine Co. should identify the needs of their employees and should not assume employees in every country having the same needs. Most of the time, the employees needs are reflected in the social-economy and culture of the count ry. Besides that, employees needs will not be the same all the time and review should be carried out periodically to ensure the HR practices are being implemented correctly to suit the current conditions. As for the performance management and reward system (PMRS) in Paine and Co. Although employees bonus and rewards are performance based, the final decision still subject to the senior management discretions without going through a proper appraisal and performance review system. Therefore their bonus system is not well-regarded. Performance management (PM) was defined as a HRM process involving constant evaluation of individual and corporate improvement progress against the predetermined objectives which are correlated to the company business strategy (Dowling et al., 1999 cited by Lindholm, N., 2000). The extrinsic and intrinsic motivations, understanding of job task and job satisfaction of the employees are mainly influenced by PM practices of a company (Lindholm, N., 2000). PM that is properly planned and implemented will also help in the objectives setting, reducing job errors as well as maximizing employees satisfaction and motivation in achieving not only individual job objectives but also align with the companys business strategy in achieving organizational goals. Evidence from research had shown that cultural differences among countries will affect the elements in implementing PM. PM practices will not be successful if MNCs implement and standardize their PM policies at both home country office and the overseas subsidiaries without consideration the cultural differences among the countries. Hofstedes cultural dimensions theory had been applied by researchers in their studies in relationship between the cultural differences and the transferability of PM as well as job satisfaction in MNCs. Lindholm, N. (2000) suggested that PM system should be modified to suit to the culture of host-country. Modular type PM system that can suit to different culture s in different countries can be developed to improve the job satisfaction and performance of host-country employees. Besides that, the design and implementation of a fair performance evaluation system by taking host-country employees feedback into consideration is crucial to create job satisfaction of employees in MNCs. IHRM issue is one of the greatest challenges for all MNCs. Even world class companies like General Electric Co. and Black Decker Corp. will face some challenges in managing HRM issues when it first going global. Mendenhall, M.E et al, (2003) had identified the following Big Five global HR challenges for MNCs. Enhancing global business strategy Aligning HR issues with business strategy Designing and leading change Building global corporate cultures Developing global leaders The implementation of good IHRM practices has become very crucial in the success of all organization regardless their sizes and industry (Ulrich, 1997, cited by Nicolaou, N. a nd Costea, E.S). The fit of this type of culture HR system shall be given more attention in order to create an effective organization. In todays highly competitive globalization business environment, human resource become the main assets of an organization and therefore the implementation of IHRM strategy is the key to the success of the organization and its continuous competiveness in the global market. ANSWER FOR QUESTION 2: Barlett and Ghoshal (2000, cited by Harzing, A.W and Ruysseveldt, J.V., 2004) highlighted the three types of strategic objectives for MNCs are: meeting the challenges of global efficiency; multinational flexibility, and worldwide learning. Porter (1990, cited by Truong, et al, 2010) pointed out that the most significant source of competitive advantage for an economy is a skilled, flexible and well-educated workforce. While Heneman et al. (2000, cited by Truong, et al, 2010) stated that HR is important for all types of organizational sustainability. Many companies had realised the importance of strategic HR practices but only a few can implement it strategically in conjunction with the business strategy to gain competitive advantage (Schuler R.S MacMillan I.C, 1984). The following table shows the core components of HR practices that had been identified and the proposed HRM strategies in order to help Paine Co. in building their corporate business strategy to gain long-term comp etitive advantage. TABLE 2: CORE HRM COMPONENTS, CURRENT STATUS AND PROPOSED STRATEGIES FOR PAINE CO. HRM Core Components Current Status Strategies Recruitment and Selection Recruitment and selection procedures not regulated or standardised Do not have clear and stringent criteria in selection To use value-based hiring method To carry out proper job analysis and description Specification of minimum criteria in selection Standardisation of recruitment and selection procedures (i.e. interview, psychometric test and social test) Compensation and Benefits Remuneration system not standardised or according to industry standard To carry out industry remuneration review To introduce profit sharing scheme Performance Management and Reward System Do not have proper appraisal review system Rewards do not reflected on the individual performance No relationship between reward policy and corporate business development strategy To carry out KPI as PMRS To create link between goal-setting and performance achievement Training and Development Do not have proper training and development progr am To have intensive training for new staff To provide continuous training throughout employment Retention of Talents Lack of support from management to staff Lack of communication between employer and employees Lack of motivation Do not have succession plan To create multiple channels for information sharing To rewards the staff with innovative ways To carry out employees satisfaction survey To develop career advancement plan for employees Schuler R.S and MacMillan I.C (1984) suggested two ways for HRM practices to help in gaining organizational competitive advantage: by helping themselves and by helping others. They also clarified that good HRM practices should be first be targeted within the company before implement to the external parties (i.e. customers, suppliers, distributors). Strategic HRM practices should be ideally integrated with the business strategy of an organization in building long-tern competitive advantage. Wirtz, J., et al, 2007 believed that The wrong people are liability. Recruitment and selection is an important process in HRM that will decide whether the right person will be doing the right job at the right place. Value-based hiring method can be utilised by Paine Co. in their recruitment and selection process. A detail job analysis and job functions description should be carried out before determining the selection criteria in their recruitment exercise. Other than qualifications and experiences, criteria like physical attributes, social and emotional competency should also be considered when selecting their consultants who are the front-line staff that serve their clients. Therefore, other than structured interviews, psychometric tests and social competency tests should also be included in the screening process to ensure high quality consultants are recruited. By having stringent selection criteria, the uncertainty of hiring the right applicants with the expected qualities will be reduced. In lo ng run, the cost for recruitment and selection process can be reduced due to the increased in efficiency of recruitment and selection process. Besides the selection and recruitment process, Paine Co. also facing problems in managing their compensation and benefits as well as PMRS. It is suggested that profit sharing scheme to be introduced to the consultant advisers and senior consultants. This will encourage employees to be part of the business partners and increase their commitment towards the company performance. While for PMRS, Paine Co. should implement the Key Performance Indicator (KPI) system to ensure fair evaluation of performance review and structured appraisal throughout the whole group. Implement of KPI system will not only guarantee fair treatment to all staff but also make the objectives setting and performance management process more effective. Training is one of the key components of success for service industry like Paine Co. For organizations that are see king competitive advantage through HR, Khandekar, A., and Shama, A. (2005) suggested that they should design their HR systems so that human resources can be utilised efficiently and enabling knowledge been used by employees to maximize their organizational competitive. In this situation, Paine Co. is suggested to plan and provide an intensive training program to all its new employees before they carry out their duties. Intensive training programs are effective HRM tools because it can help the newcomers to master their jobs which probably causing fewer anxieties among them. Besides that, company values, objectives and the expectations from the employer can also be clearly communicated across to the new staff through intensive training. Subsequent off-job and on-job trainings should be planned and provided regularly throughout the employment period to improve knowledge and skills of employees. The training and development program is part of the strategic HR management that is essent ial for Paine Co. to obtain sustainable service excellence and long-term competitive advantage in the industry. Last but not least, the talents retention is another area that needs to be strategically implemented. Tobia, P.M (1999) mentioned that lowering turnover of staff will increase profits of a company. Besides that, only employees who are motivated and satisfied with their working conditions are able to produce good services and products for better competitive advantage in the industry. Many young consultants in Paine Co. left the company by joining the competitors proofed that its employees are not satisfied with their working conditions as compare to the competitors. Paine Co. need to improve the provision of resources to the employees in carrying out their duties. Implementation of some long-term retention programs such as innovative and fair PMRS; people friendly policies and carry out employees feedback survey will definitely help in reducing staff turnover rate. Op portunity for career advancement is another determinant of retention success. Succession plan and career path planning is important to retain talented employees and increase productivity. By implementing all the above proposed HRM strategies will not guarantee the ultimate success of the company in achieving the long-term business competitive advantage if there are no continuous reviews and improvement plans on its strategies. Besides a good HRM systems, products and brand differentiation; focus orientation; global thinking; a sensitive radar system; perpetual spirit of innovations; social and environmental responsibilities are some of the other criteria for MSCs to become a real World Class Company and achieve long-term business competitive advantage. All the above mentioned criteria will need to link people with the strategic needs of the business as people is the most valuable asset of an organization. If the business needs of an organization can be clearly identified and be i ntegrated effectively with the HRM practices, long-term sustainable competitive advantage will not be far from achievable. REFLECTION Planning and formulating the HRM practices with business strategy for competitive advantage will be meaningless if the management do not understand the basic needs of their employees. Therefore, communications play an important role in the analysing and understanding the employees behaviour so that the right HRM practices can be strategized. All employers know what the company goals are, but not everyone is able to articulate their products or services with the market-place effectively to determine the types of employees needed. The needs-matching process to get the right person to do the right job is another great challenge in HRM. Another concern will be the consistency in the implementation of the best HRM practices in an organization. Only long-term consistency in the practices can bring great results and achieve sustainable competitive advantage instead of just short-term success. Commitment from the top management is an important factor that will determine the success. Tot al organizational commitment can not be achieved without starting from the top and working down. If the top management started to demonstrate good practices, concern and commitment to their job and products, the employees will also begin to follow the same practices and further synergizing their contributions to perform for sustainable competitive advantage. END ABBREVIATIONS GE General Electric Co. HRM Human Resource Management IHRM International Human Resource Management KPI Key Performance Indicator MD Managing Director MNCs Multinational Corporations PM Performance Management PMRS Performance Management and Reward System SIA Singapore Airlines

Significance Of Marco Polo s Voyages - 1136 Words

Explain the significance of Marco Polo’s voyages to the â€Å"East† for our understanding of world history. The silk routes, has for many centuries, connected the world through a series of overland and maritime routes reaching from China, India, the Middle East and Europe. One of the most significant narratives of the voyage is told through Marco Polo, who had a significant impact on the relationship between the east and Europe and on world history. Polo’s voyages vastly enhanced European knowledge about the east in both a cultural, technological and materialistic sense. Most significantly, Polo’s detailed narrative inspired new travel and trade to Asia, which further deepened the connections and communications between Europe and the rest of Asia. Overall, Marco Polo’s voyages encouraged a need for a greater knowledge outside of Europe and inspired a †¦. World history is the study of direct and indirect interconnections, interdependencies and linkages of states, civilizations, cultures, religions and race. The study of world history allows historians to inspect history on a wider scope, transcending state and ecological boundaries, to analyse the impacts of social, political and economic exchanges globally. World history allows an understanding of global differences and conflicts. This reveals the changes and continuities and the long-term causes and effects of the contacts and connections between humans, thus, revealing global trends and patterns in society. This challenges theShow MoreRelated Christopher Columbus Motivations to Sail West for the Indies3756 Words   |  16 Pages Columbus was born in 1451 in Genoa, a seafaring city. He was christened Christoforo Columbo. His father was a woolweaver and his mother was the daughter of a woolweaver. Histwo brothers, Bartolome and Diego, supported Columbus on the second voyage. Columbus came from a poor family with little or no formal education. His knowledge of navigation came from experience not books. To explain Columbus presence in Portugal, his son Fernando tells a fascinating but hardly believable storyRead MoreEnvironmental Impact of Tourism on Antarctica Essay3602 Words   |  15 Pagesimplemented in conjunction with the development of monitoring protocols, and strictly adhered to. Description According to the New Zealand Metrological Service, the continent of Antarctica lies almost entirely within the Antarctic Circle (at 66 33 S). It is covered by 90 per cent of the worlds ice which has an average thickness of about 2,000 metres. Scarcely five per cent of this land mass is without permanent ice or snow, and only the coastal rock outcrops and highest mountain peaks project through

Essay about Book Summary The Bible Among the Myths

INTRODUCTION The book opens with an introduction comparing the study of the Old Testament and the other religions and cultures of other peoples from the Ancient Near East. Scholars used to believe that the Old Testament was unique among other beliefs in the Ancient Near East but they now view the Old Testament as identical to other religions of its day and time. The author also discusses the vital philosophical distinction between â€Å"essence† and â€Å"accident.† When removing an essential feature of an object, it will cease to be itself but if you remove an accidental feature of an object, there will be no change in the object’s essential being. The author also introduces the characteristics of myth. 1) That human beings have†¦show more content†¦One of the groups of definitions falls under the category of the historical-philosophical definition. The first definition of myth in this category is the etymological definition. This definition stresses the falsity of the deity or event or thing being described. The second is the sociological-theological definition where the truth is seen as relative and something is considered true if it is seen as true by others. The third is the literary definition. These kinds of definitions claim to make no value judgment about their material. The events are not seen as right or wrong and the narrative makes use of symbolism to express it meaning. The many definitions of a myth have one thing in common; they all give to the philosophy of continuity. Continuity assumes that all things are not only related to one another, but are literally one another in some fashion. Overall it can be said that whatever the Bible is, whether symbol or literal, true or false, it is not myth. CHAPTER THREE CONTINUITY: THE BASIS OF MYTHICAL THINKING As the title of this chapter is Continuity: The Basis of Mythical Thinking the author gives further details about what he touched on at the end of chapter two. The presence of continuity is the one thing that myths have in common. The way of thinking in continuity views all things as part of each other inShow MoreRelatedEssay on Book Summary of the Bible Among the Myths2904 Words   |  12 PagesIntroduction Author John N. Oswalt begins The Bible Among the Myths: Unique Revelation or Just Ancient Literature? with a concise and well-written introduction that whets the reader’s appetite, compelling one to continue reading. He begins by informing the reader that his novel has been in the works dating all of the way back to the 1960s, when he attended the Asbury Theological Seminary. Oswalt quickly points out that one of the main points that the book will focus on is determining if â€Å"the religionRead MoreBook Summary: the Bible Among the Myths by John N. Oswalt Essay3529 Words   |  15 PagesABSTRACT John Oswalt, in his book The Bible Among the Myths, presents his position to the reader that the bible is different and separate from other writings of the Ancient Near East. He asserts the Bible is both historically accurate and theologically sound. He makes the defense the Bible was divinely inspired and revealed to humanity and unique from other Ancient Near East literature. There was a time when the Bible, and the Israelite religion was different from its neighboring societies.Read MoreMs Paul2146 Words   |  9 PagesBible Among the Myths Malcom College English 093 Ms. Smith 01/23/2012 Introduction The book is an analysis of the Biblical view of the world and compares it other works in the Ancient Near East of that time with the development of the Bible. This is done by an in-depth analysis of the underlying beliefs inherent in mythology and the Biblical text. Of primary significance is the authors portrayal of the Biblical insistence on monotheism and divine transcendence compared to the polytheisticRead MoreEssay on The Bible Among the Myths Summary3696 Words   |  15 PagesSUMMARY OF JOHN N. OSWALT’S BOOK THE BIBLE AMONG THE MYTHS David Strickland Old Testament Introduction - OBST 590 June 1, 2013 Introduction The author, John N. Oswalt, was first introduced to the subject of this book in his seminary studies in the 1960s. Oswalt introduces his book with a narrative of the similarities and differences that exist between the Old Testament and the literature of the Ancient Near East. Prior to the 1960s scholars believed that the Old Testament was unique and didRead MoreThe Cyclops Scene In Flannery OConnors Good Country People1508 Words   |  7 Pagesleg. A Bible seller named Manley Pointer comes into her life, and eventually he steals Joy’s artificial leg. Flannery O’Connor, the author of Good Country People, was a boarder of Robert and Sally Fitzgerald (Alexander 2016). Robert Fitzgerald is known as one of the best Greek translators in English, and his work includes Sophocles’ Oedipus Rex and Homer’s Iliad and The Odyssey (Mitgang 1985). This affected O’Connor’s Good Country People as it has similarities to the Cyclops scene in B ook 9 of TheRead MoreEffects Of Africanization In This Side Jordan By Margret1750 Words   |  7 Pageserasing the dominating culture of the white into the African culture and to clearly spell out the supremacy of the African culture. The authors during the period employed various artistic skills which enable them to put down the effaced signs, symbols, myths and the folktales of the countries that were colonized by the European powers. The writers put their focus on the on the social quandary of the communities that suffered the traumatic affiliation of the strange power and the authority of the EuropeanRead MoreThe Role Of Achievement Motivation1732 Words   |  7 PagesCHAPTER FIVE SUMMARY, CONCLUSION, RECOMMENDATIONS AND SUGGESTIONS FOR FURTHER STUDIES 5.1 SUMMARY Over the years there has been hue and cry on industrial development in Nigeria. But the focus was mainly on the governments’ contribution and its activities like intervention policies and program to realize this goal. Furthermore, huge budgetary allocation designated, and plunged into the sector notwithstanding, only modest success, if any had been recorded. Consequent upon this, this research topicRead MoreThe Myth Of Epic Of Gilgamesh 1879 Words   |  8 PagesHistory 10 Professor Chrissanthos 4 October, 2016 From Myth to Religion The Sumerian myth â€Å"Epic of Gilgamesh† is known to be the oldest written fictional story of all time. The original script, discovered on 12 clay tablets in ancient Sumeria, covers the adventures of a real historical figure (Ralph): the Sumarian King of Uruk, who lived sometime between the years 2750 and 2500 B.C. (Epic) The adventures of Gilgamesh were so popular among the people of that era (the earliest written versions ofRead MoreThe Core Essence Of Servant Leadership From A Biblical Perspective1605 Words   |  7 Pages‘Servant Leadership’ from a Biblical perspective, which might be able to provide practical, theological, and hermeneutical insights in order to develop leadership competency and a healthy prosperous ministry, as oppose to the current secular ‘leadership’ myths and fascination in our church, culture and society. Admittedly, over the years I have always admired and strived to adopt a servant leader attitude in all my endeavo rs. Equally, the paper will reflect on ‘Servant Leadership’ through the lens of JesusRead MoreThe Impact of Ancient Religion on Homers Odyssey1413 Words   |  6 PagesThe Impact of Ancient Religion on Homer’s Odyssey    There has long been a fashion among critics and historians, including Sir James Frazier and Graham Hancock, to insist upon taking the account of Odysseus voyage to Hades in Book XI of the Odyssey at near face-value as a description of people and places familiar to a Greek audience of Homers day. Both linguistics and comparative history have been employed to discover exactly how accurately this originally oral epic conveys this gritty realism

The Retail Industries in this Global World King

Questions: 1. Identification of the role of a recruitment agency? 2. The Reason behind the choosing of the recruitment agencies by the employers of Retail sectors? 3. The relevant criteria an employer should use to select an agency to recruit for them? 4. Analysis of the effective relationship building of The HR department with the Recruitment agencies? Answers: Introduction The retail industries in this global world are considered as the relevant source of the diversified and merchandised opportunities. King (2014) stated that the recruitment procedure is essential in considering the deployment of the skilled employees. The human resource management has to take the initiative to select the relevant employee for the organisation. However, Wood et al. (2014) implied that the retail industry is locating in a vast area. Therefore, the recruitment agency plays the vital role in recruiting the suitable candidate. The study will be illustrating the necessity of the recruitment process with the special reference of retail sector. 1. Identification of the role of a recruitment agency According to Katou and Budhwar (2015), the recruitment agency is the considerable firm, which is relevantly choosing the suitable candidate for the employers. However, it is important to note that there are several noticeable differences between the employment agencies and the recruitment agencies. Snell et al. (2015) indicated that the recruitment agency redirects the candidate for a particular employer whereas the employment agency is confirming the jobs of a candidate from indirect sources. It is to be ensured that the recruitment agency is aligned with the implementations of the skilled information technologies. Therefore, the recruitment agency gets aware of the requirement of the employer. Accordingly, the agency selects the candidate and makes them alert about the procedures or the responsibilities of the employer. The improvisation in the information technologies is thus very much essential for the recruitment agencies and the feature substantiates the recruitment of the IT people mostly. Abdullah et al. (2013) mentioned that in most of the cases, the employers of the IT firms are mostly using the recruitment agencies for selecting the suitable candidate. The professional engineers are mostly selected as the suitable candidate for concerning the field. 2. The Reason behind the choosing of the recruitment agencies by the employers of Retail sectors It is very much indicative that the recruitment and the selection process are very much time consuming and difficult in justifying the relevant candidates. Bach et al. (2012) opined that the process of recruitment facilitates the number games. Many fields in retail sectors are concerned about the suitable employees and therefore, most of the employees have to struggle for being selected by the employers. Even the employers have to work harder while recruiting the suitable candidate for a relevant post. Most of the employees, who are applying for the job roles are skilled enough, which makes the difficult situation for the recruitment department to select the right person suitable for the job role. The retail sector is usually aligned with the fashion segments, skilled selling power, hospitality management, and the other aspects. The recruitment agencies select the candidates who are skilled enough for applying in these job roles. On the other hand, it is to be ensured that the recruitment agencies present their specific needs. According to Findlay et al. (2013), the retail sector is including of different fields, such as IT field, hospitality team, service team, management team, operational team, sales team, etc. Therefore, the employer needs to specify the department where the employees and accordingly, the recruitment agencies will ensure the suitable candidate for the relevant job roles. Fischer et al. (2012) pointed out that the employers usually ask for the right people who are appropriate for their required job roles, which is sometimes get difficult for them to find out the apt employees. The recruitment agencies advertise the job roles, which is helpful for the candidates to apply for the position. The responsibility maintained by the recruitment agencies is helpful for the employers since it saves more time. The human resource management that is appointed to such recruitment agencies needed to be mor e skilled about the technicalities and other relevant aspects applied in the selection process of retail companies. The justification of the employees skills will be enhancing the productivity in the relevant area of the retail sector. The recruitment industries spend more time while interviewing the candidates and choose them. Even they can inform the candidates for the relevant key skills that are needed for the applications. The recruiters associated with the retail industries are much skilled in hiring the employees for the retail sectors. Guivarch and Hallegatte (2013) implied that the employers build a strong relationship with the clients associated with the recruitment agencies and it enhances the understanding capabilities between the partner associations. When a recruit company is knowledgeable enough about the companies policies, terms, conditions, requirements, and other subjected area, it gets easier to find out the appropriate employee who will be able take the responsibilities by assuring the skills. The recruitment industries help in staffing, which saves times and pressures of an employer. Hope (2015) pointed out that when a company needs a retail employee, they sometimes arrange the advertisements or promotions. The cost, which is required to be invested during such advertising programs, sometimes, is similar to the cost that is needed to be paid to the recruitment agencies. Rather, the recruitment agencies can justify the right candidate suitable for the job role and effective enough in saving the work fo rce. The employees can even use the relevant search engines published by the recruitment agencies in various segments of the retail sectors. The variety of skills will be justifying the suitable candidate for the beneficial area of the employers. The availability of the service executives is also very much significant. The transparent relationship of the recruitment agencies with the employers will be much beneficial for selecting the responsible employees. Henceforth, the employers usually choose the recruitment industries in choosing the suitable candidate for the relevant job roles. 3. The relevant criteria an employer should use to select an agency to recruit for them It is quite indicative that an employer mostly looks for the appropriate employee for the selected job role. The recruitment agencies are ensuring the apt position for the suitable employee, which is very helpful for the employers. Ivery (2014) pointed out that the retail sector is facilitating different segmentations and the employees are selected accordingly. The recruitment agencies are thus finding the suitable candidates that are well matched for the job position. Expertise The retail sector s associated with several expertise, such as Human Resource/Training management, logistics, finance and administration, information technology, sales department, store operations, automotive skills, customer care centers, marketing, etc. Mueser et al. (2014) suggested that the Human Resource Management and training department is mainly aligned with the development and the implementations of the strategic objectives of a retail company. The different structure based companies are hiring candidates who will be able to manage the entire organisation as well as the internal business scenario. The recruitment agencies have to look for the suitable candidate, who is efficiently expertise in the required fields with the proper implementations of the technical amendments. The logistic industries are associated with almost 1.7 million employees in different organisations. The department is initiates with the different modes of transports and delivers goods with the help of the relevant transport system. Sparrow and Cooper (2012) implied that the supply chain industries are aligned with the chemical petroleum chains, Electronics Electrical chains, Automotive Chains, Clothing Footwear chains, Paper Printing chains, Food Dr ink Chains, Utilities, Furniture Furnishing chains, etc. The segments are important for the retail industries and based on such criteria, the recruitment agencies are choosing the relevant candidate for appointing them in these different departments. It is evident that the retail industries are expertise with the implementations of advanced technicalities. Therefore, the candidates should be skilled enough for these different departments. The recruitments industries are selecting the people who are skilled enough in using the advanced information technologies, which is one of the most important areas of the retail sectors. Therefore, the expertise team will be ensuring the technical amendments. On the other hand, the retail sector is associated with the implication of the fashion and knowledgeable about the different clothing sectors. The candidates who are eligible for the fashion fields can suggest the customers about the proper fashionable trends, which is attractive enough for availing more customers attentions. In fact, the recruitment team has to ensure the selection of the employees for the billing center, the machinery amendments, and for the improvisation of the different technologies relevant for the departmental aspect s. It is important to know that the present world is over fascinated with the implementations of the computer services. In keeping pace with such amendments, the necessity of the advanced information technological tools has become much fascinated. Therefore, the recruitment industries are usually looking for the suitable candidates, who are expertise in such fields like system functionality, ICT technologies, system administrative, and service delivery managements. The expertise team available in the recruitment agencies will be effectively testing the employees, who are applying for the relevant job roles. It helps the organisations to save their time and get the relevant employees for maintaining such responsibilities. The recruitment agencies are effective enough in choosing the eligible candidate for the employers in retail sectors, where the use of the advanced information technologies is much fascinated and required. 4. Analysis of the effective relationship building of The HR department with the Recruitment agencies It is quite evident that the role of the recruitment agencies is very much significant in starting up a new company. Especially in the retail sector, the recruitment agencies are looking for the candidates, who are skilled enough with the advanced technicalities. For the betterment of the recruitment and selection process, the HR department of the company has to build a transparent relationship with the recruitment agencies. The Fair relationship maintaining with recruitment agencies will be evaluating the proper delivery system for the selection process. Storey (2014) suggested that the recruitment agencies usually act as the vendor, which delivers the recruitment services. In building a fair relationship with the recruitment agencies, the HR department has to ensure a balanced relationship with them. Since the agencies are dealing with many clients, it is easier for them to choose the appropriate candidate for the suitable job roles. Bratton and Gold (2012) mentioned that the client who gets the best candidates can provide the employee support for the chosen department. In such manner, it is very much important for the HR department to initiate a written agreement with the recruitment agencies. On the other hand, it is also very much important to note that the HR department will standardize the payment through the different promotional channels. However, Arthur (2012) mentioned that in spite of having a signed agreement with the recruitment agencies, the HR department has to maintain the regular relationship with these agencies for their benefits. It enhances the transparency while communicating and making them aware of the requirement. If the HR department is building the skilled relationship with the recruitment agencies, it will be relevant enough for deciding the actual candidate who deserves the job role. Conclusion The entire study is reflecting the necessity of the recruitment agencies while selecting the eligible candidate for a definite job role in a retail sector. It is quite indicative that the retail sector emerges with the implementations of the information technologies as well as the different market segmentations. Therefore, the recruitment agencies help in coordinating with the parent company and helps in saving the time and pressure of the HR department. It is to be noted that the recruitment agencies are mainly dealing with the candidate expertise in the information technology departments. The person who is skilled enough in information technologies will be aptly chosen for the relevant for the specified job roles. Therefore, it is very much indicative that the role of the recruitment agencies is very much significant in choosing the relevant candidate for a specified job role in a retail sector. References King, S. (2014). Workforce, employee resourcing and development and the role of human resources. Wood, G., Brewster, C., and Brookes, M. (2014).Human resource management and the institutional perspective. Routledge. Katou, A. A., and Budhwar, P. (2015). Human resource management and organisational productivity: a systems approach based empirical analysis.Journal of Organizational Effectiveness: People and Performance,2(3). Snell, S., Morris, S., and Bohlander, G. (2015).Managing human resources. Cengage Learning. Abdullah, D., Yoke, O. and Zakaria, R. (2013). Investigating Effective Ways to Maximize the Role of Recruitment Agencies.Procedia - Social and Behavioral Sciences, 107, pp.13-21. Bach, T., Niklasson, B. and Painter, M. (2012). The role of agencies in policy-making.Policy and Society, 31(3), pp.183-193. Findlay, A., McCollum, D., Shubin, S., Apsite, E. and Krisjane, Z. (2013). The role of recruitment agencies in imagining and producing the good migrant.Social Cultural Geography, 14(2), pp.145-167. Fischer, D., Burgener, S., Kavanaugh, K., Ryan, C. and Keenan, G. (2012). Conducting research with end-of-life populations: Overcoming recruitment challenges when working with clinical agencies.Applied Nursing Research, 25(4), pp.258-263. Guivarch, C. and Hallegatte, S. (2013). 2C or not 2C?.Global Environmental Change, 23(1), pp.179-192. Hope, J. (2015). Incorporate inbound marketing into your recruitment strategy.Recruiting Retaining Adult Learners, 17(8), pp.1-7. Ivery, E. (2014). Understand different models of recruitment via 3rd-party companies.Recruiting Retaining Adult Learners, 17(4), pp.1-7. Mueser, K. T., Aalto, S., Becker, D. R., Ogden, J. S., Wolfe, R. S., Schiavo, D., and Xie, H. (2014). The effectiveness of skills training for improving outcomes in supported employment.Psychiatric services. Sparrow, P.,and Cooper, C. L. (2012).The employment relationship: Key challenges for HR. Routledge. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Bratton, J., and Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Arthur, D. (2012).Recruiting, interviewing, selecting orienting new employees. AMACOM Div American Mgmt Assn.