How to Study for a Test the Night Before

How to Study for a Test the Night Before Youve procrastinated for who knows how long, and youre arriving at the point where, if you dont start studying now, youll go into the test with a head devoid of information. You probably know this already, but this happens to everyone. As long as you dont make a habit out of it, youre fine. Youll have a chance to reflect on what you did and why it was bad later on, now lets focus on getting you through the test with a passing grade. Get Your Space Ready If you can, go to a public space. Even though its been well-documented in the Internet that people can fall asleep pretty much anywhere, you should make sleeping an unappealing option by placing yourself as far away as possible from your bed. If you cant go to a cafe or library, make sure you make yourself as uncomfortable as possible to stave off sleep. Dont wear sweatpants, dont sit in a chair you can lay in, and stay as far away from pillows as possible. Clean your desk and use it. Get everything ready, including but not limited to: textbooks, notes, writing utensils, something to drink and something to snack on. Ideally, youll be sitting at this desk without getting up for awhile, so try and prepare everything beforehand. 50/10 You have to strike a balance between breaks and working, so set a timer for 50 minutes, and dont lift your head from that textbook before its up. As soon as times up, get up and move! Go to the bathroom, make some tea or just walk around for a bit to give yourself some energy. If youre using a computer, dont go on Facebook, Twitter or wherever else you prefer to waste time online. Youll no doubt end up in a content vortex and wont come out until an hour later. Theres no time to waste right now, so if youre using anything with a screen to study, just leave it for the duration of the break. Be Efficient When you have limited time to study, you cant afford to read all the chapters in-depth. If you encounter some information that you cant parse on your first read through and its not absolutely vital, it might be best to just move on. A lot of this process is basically going to be throwing information into your head, and hoping it sticks. Dont use a highlighter. All the highly relevant information is probably going to be bolded or highlighted in another way in your textbook. Highlighting is for when you need to find stuff in a wall of text for later use, and with the time constraints that youre under at most what you can hope is one thorough reading of the text. Yeah, it seems like some vague attempt at doing what students who dont need to cram do, but highlighters are not magical. After you finish each chapter, get a piece of paper and write down all the information that you think you will need when taking the test, in bullet point form, with headings and subheadings. This will do wonders for what information you retain, and youll quickly see what parts of the chapter youll need to revise to cover the gaps – if you have the time to do that, that is. Try these helpful memory improvement tecniques to memorize better! Go to Bed After youve done all your reading, drink a glass of water and head off for some sleep. Youll need at least a power nap before the exam, since coming in with your brain fried from all the information youve been cramming into it wont do any good. After waking up and getting ready, read through your notes. If you read the textbook, the stuff youve written down should bring up related information. See? Results! After its all over, take a look at how you got yourself in this situation. If you routinely have to cram for exams the night before, then its time to think about how you can reverse the habit. Resolve to always be on top of your reading and never turn in your homework late. Staying up all night to get a passing grade is a huge toll, and, in any case, barely passing every test you have shouldnt be the way you spend your time in college.

Can You Earn a Living as an Administrative Freelancer

Can You Earn a Living as an Administrative Freelancer Many people have discovered that working as a freelancer on the Internet or in an office provides more flexibility in employment and allows workers to pick and choose the jobs they want to do. Administrative freelancers find that they can also apply their office skills to earn a living similar to an in-house employee. Since most individuals working as administrators have talents in multiple areas, they can choose whether to concentrate on one area, such as bookkeeping, or work in several different areas.How to Start Out as an Administrative FreelancerYou can find work as an administrative freelancer by using your skills. Think about the skills you possess and make a list. Include what you enjoy doing the most and what you are best at doing. Do you enjoy customer service, support projects related to sales or management, accounting, scheduling or other facets of administrative work? Doing job searches in each area widens your potential work base and gives you the opportunity to pick an d choose the jobs you like the best.Finding WorkThe first thing a freelance worker needs to know is where to find jobs. The Internet offers multiple job sites to search for freelance work, advertised by different companies. There are also sites that offer multiple listings from different companies that you can search. TheJobNetwork searches multiple sites for you and sends you the listings as alerts so you dont have to do the job hunting yourself.Write a New ResumeA freelance administrative assistant can target jobs related to his or her skills and experience. However, the jobs you apply for may want someone capable of doing specific types of administrative work. Using a professional template to write your resume can give you a boost by using different formats, layouts and content to apply for particular types of jobs. For instance, if you are applying for a position as a worker who sets up meetings and keeps the daily office schedule, you can write up a resume geared toward that po sition. A job opening for office accounting work can require a different approach.What Information to Include in Your ResumeThe type of information and style you use in a resume depends on your preference. An individual who has been searching for a job for a period of time or who has employment gaps in the work history may not want to include dates in a resume. In addition, a worker with little experience might prefer to leave the dates of employment off. A functional resume of this type can highlight your skills and experience without exposing gaps in the work history.Making a Living as an Administrative FreelancerWhen deciding to take a job, keep in mind that as a freelancer you will be paying your own self-employment taxes and other expenses that might have been taken care of by your boss in a regular job. One way to decide how much you should charge for your services is to look in your area at the salaries offered for that type of job. Include a profit margin, money to pay taxes and health care and other expenses that you will be paying yourself. However, you need to keep in mind that if you are working from home and can set aside space for an office, you may have tax deductions from your self-employment that will lower your net income.Searching for jobs using TheJobNetwork platform makes it convenient to do. Put in your credentials and the type of job you are looking for and TheJobNetwork does the work. It searches multiple sites using your criteria and emails alerts to let you know a job has been located. TheJobNetwork ranks the job so you can tell how closely it meets your expectation.

Comoany Report Research Paper Example | Topics and Well Written Essays - 1500 words

Comoany Report - Research Paper Example Edwin Good who was then a merchant in New York, came to Manhattan to work as an apprentice for Bergdorf. When almost two years passed Goodman had raised enough money to purchase the store from Goodman and moves to a location where it stands today and named the store ‘Bergdorf Goodman’ in 1901. Goodman was the first couturier to introduce ready-to-wear fashion in 1914, which became very popular (The Neiman Marcus, Inc). Gradually Goodman started to purchase the stores nearby and expended its business throughout the street and acquiring the entire block in 1930. Goodman was awarded as the ‘Legion of Honor’ from France and after that he retired as the most accomplished merchant of his time in 1953. Goodman’s son Andrew assumed the position of President and continued to expand its product range (The Neiman Marcus, Inc). The company expanded its business of up to $1 million in beauty salon and bridal services and in the year 1967 the investment of $2.5 million doubled the size of the store. In 1980, Bergdorf Goodman was taken over by Neiman Marcus and Contempo Casuals to form Neiman Marcus Group. The group expanded the business in to a restaurant and a cafà © in which lunch and afternoon tea is served. In 2005, two equity firms acquired Neiman Marcus Group (The Neiman Marcus, Inc). The mission of the Company is to become a premier luxury retailer in providing our customers with unique needs and with superior services. The focus is to serve the affluent customers with distinctive merchandise with a commitment stronger than ever. Our aim remains to maximize the perception of brand exclusivity and alleviate the sales of goods at premium prices (The Neiman Marcus, Inc). Operating earnings for the specialty stores were $272.5 million and the revenues for the August 2009 was $124.3 million. The increase in the operating margin was due to the low net markdowns and higher customer

Gay Marriages And National Right Essay Example | Topics and Well Written Essays - 1500 words

Gay Marriages And National Right - Essay Example In his article of 26th June 2015 in the New York Times, Adam Liptak presents various issues highlighting the positive and negative impacts of the judicial move to legalize gay marriage. Justice Kennedy, argues that the ideas in any marriage, whether gay or not, are the most important values which every individual should be given legal access to. His argument further explains that denying them access to gay marriage also reduces both their self-worth and confidence. On the other hand, Justice John G Robert claims that much as the plaintiffs celebrate their victory, they need to acknowledge that it is not in any way associated with their constitutional rights as citizens but rather a fulfillment of their desire (Liptak 7). Supporting John G. Roberts, Justice Scalia claimed that gay marriage is a self-centered interest of the few. Moreover, he stated that support of gay marriage has been championed through the use of appealing phrases which are baseless. Justice Kennedy’s view is that social change is inevitable and it comes as we gain more knowledge and experience in life. His point is premised on the fact that the proponents of constitutional rights did not have a complete understanding of all human rights and their dimensions and therefore, their proposition much as it is helpful is at times prone to changes. He further argues that the essence of marriage is to raise children. According to Kennedy, this obligation will be hampered if gay marriage is not legalized (Liptak 4).

Depression Research Paper Essay Example for Free

Depression Research Paper Essay People every day are diagnosed with mental and emotional illnesses that completely change their lives. Depression is one of the many illnesses that take its toll on an average person. Medical experts believe that depression causes more disability throughout the world than almost any other medical illness or disorder (World Book). Depression affects more Americans than cancer, AIDS, or coronary heart disease. About one in five Americans will develop a mood disorder, usually depression, at some point in his or her life (O. Hyde and Forsyth 7). In some cases chemicals that brain cells use to communicate are out of balance and causes depression (CQ Researcher). Many recognized with this sickness may not believe they can live a normal life. However a patient diagnosed with depression can lead a normal life by taking medication, different types of therapy, and gaining support from family and friends. â€Å"How did my sister fall through a hole in her life and into some other life below?†(Schumacher 3). Depression brings about feelings other than sadness that affects a patient each and every day. â€Å"‘I can’t describe it,’ Dora said. ‘I don’t know how’† (Schumacher 40). People dealing with this illness find it hard to explain the feeling. â€Å"It’s like being trapped and you feel completely stuck, it really effects how you think every day† (Anonymous). When one is depressed they feel miserable and lose interest in all activity. â€Å"All I wanted to do was sleep; I never wanted to go out and lost a lot of connection from my friends† (Anonymous). â€Å"‘A drowning person doesn’t rescue herself,’ I said†¦ I pictured Dora Struggling and drowning. ‘Which is why it’s so important-for your sister and for everyone else-that she learn to swim’† (Schumacher 116). Depression is always described as being lost or being stuck in a black hole, it seems like there is no way out of it, but with a little help there is. Doctors are now able to diagnose and treat depression with medications better than they were before (CQ Researcher). â€Å"It depends on the severity you have it, for more severe cases medication is definitely helpful. Depression, in most cases is just a chemical imbalance and taking medication can balance everything out and make you feel more normal† (Anonymous). Antidepressants are the category of medication used to help treat the chemical imbalance that causes depression. Taking medications, such as antidepressants, is not necessary in all cases of this illness. â€Å"My mom definitely had a more severe case than I did, she took medication and you could tell the difference in her mood  drastically changed and she spent more time with us as opposed to when she wasn’t taking antidepressants† (Anonymous). Antidepressants increase the attentiveness of neurotransmitters in the brain. Antidepressants do not work immediately. After numerous weeks of treatment the r eceptors become less sensitive and depression lifts (World Book). There are three different types of antidepressants. One type is selective serotonin reuptake inhibitors (SSRI’s), which is one of the newer drugs that aid depression. SSRI’s prevent brain cells from reabsorbing extra neurotransmitters after the chemicals have delivered their messages. It focuses on one specific neurotransmitter alone, serotonin (O. Hyde and H. Forsyth 54). Another type is tricyclic antidepressants (TCA’s) which along with SSRI’s stops the brain from receiving excessive neurotransmitters, but this category focuses on two types of neurotransmitters serotonin and norepinephrine (O. Hyde and H. Forsyth 53). Tricyclic refers to the chemical structure of the compounds. The third type of antidepressant is monoamine oxidase inhibitors (MAOIs) which inhibit a protein that breaks down excess neurotransmitters, norepinephrine (World Book). Patients on monoamine oxidase norepinephrine have to avoid foods containing tyramine (O. Hyde and H. Forsyth 55). These three types of antidepressants all help to chemically balance the brain and helps put a patient back on track to live a normal life. Although antidepressants bring stability to a depressed person there are some side effects. Some side effects include weight loss, weight gain, nausea, dry mouth, dizziness, sweating, tremor, sleep disturbances, blurred vision, seizures, and yawning (Schumacher 106). A bunch of the side effects are major but are mostly non-persistent or might not even occur. Some see the side effects not being worth it. â€Å"My mom saw that living a more normal life was worth a few side effects that probably weren’t going to happen† (Anonymous). Therapy is another way patients with depression can cope. There are two different types of therapy a person suffering depression can take on. Many patients benefit from psychotherapy which can focus on improving thinking, problem solving, improving personal relationships, or increasing enjoyable activities (World Book). Psychotherapy helps depression caused mostly by an emotional imbalance. Cognitive therapy is a branch of psychotherapy that is based off the idea that depressed people have distorted views of the world, the future and themselves. It helps correct  the negative thoughts that are developed in the brain of a patient. Behavioral therapy is another subdivision of psychotherapy used. Behavioral therapy is similar to cognitive therapy in that it alters ones thought patterns and changes their behavior. One last stem of psychotherapy is psychodynamic therapy which takes people into their past to find out unresolved problems and helps a person understand and cope with their conflicts (O. Hyde and H. Forsyth 67). â€Å"At first I felt awkward talking to someone I didn’t know, even though there was a confidentially thing it was hard to trust my therapist. After a while though, it was good talk and get things out, it helped with my mild depression and self-harm I went through† (Anonymous). Talking to a therapist helps the mind of a depressed patient get back to where it needs to be. If medication and psychotherapy fail, electroconvulsive therapy (ECT) may be prescribed by a doctor. Electroconvulsive therap y was also previously known as electroshock therapy. Electroconvulsive therapy is for patients who haven’t responded to any other treatment. It uses electrically induced seizures for a therapeutic effect. Before the procedure anesthesia is typically given so that the patient doesn’t experience any uneasiness or feel the electric current and knowingly experience the seizure. The use of ECT is to treat hospitalized patients who remain severely depressed with suicidal thoughts. Electroconvulsive therapy commonly restores these depressed patients to a normal mental state (World Book). Most patients who use ETC and do not follow it up with medication will relapse back into a depressed state. Physicians have no idea how ETC brings one out of depression. Many patients who severely suffer from depression feel that the treatment of electroconvulsive therapy is worth the risk (O. Hyde and H. Forsyth 66). Another way a depressed person can strive to live a normal life is to gain support from friends and family. â€Å"‘Do me a favor?’ She asked, with her mouth by my ear. ‘Sure,’ I said ‘Name it.’ ‘Save me,’ she said† (Schumacher 29). If a patient knows that they always have friends and family to fall back on if they need anything then it makes one feel more comfortable. â€Å"Friends helped me a lot; they understood me on a different level than my family did. My family sometimes didn’t understand the reasons why I was depressed and upset and they never knew what to say to me because it affected them also† (Anonymous). Times when a depressed person can’t turn to their therapist they always have friends and family around to  support them. If family and friends do not treat the patient like they have an illness then they are less likely to feel out of place in everyday activities. If others surrounding the person suffering from depression act different towards them it won’t help in the process for them to exist in a normal life. â€Å"I’ve read this quote somewhere and I loved it, ‘People who are not depressed see the world the way they want to see it. People who are depressed see the world the way it actually is.’ It seems relevant† (Anonymous). Depression changes a patient’s entire life. They are left exhausted physically and emotionally and not wanting to do anything. The illness brings out emotions in a person that is indescribable. They think about all the bad things in reality and not the things that make life happier. All the conflicting emotions may make it look as if it’s impossible to lead a normal functioning life. Having a regular being is not unfeasible to achieve with a little help. Depression can be a chemical or emotional imbalance, or maybe a combination of both. â€Å"Some things bring it out more than other things† (Anonymous). However a patient diagnosed with depression can lead a normal life by taking medication such as antidepressants, trying different types of therapy like psychotherapy or electroconvulsive therapy, and gaining positive support from family and friends. â€Å"At first it was truly one of the toughest battles I had to go through, especially because of the history with my mom dealing with it, slowly but surely I conquered through it, no one treats me differently, it’s normal† (Anonymous).

Cystic Fibrosis :: essays research papers

Cystic Fibrosis   Ã‚  Ã‚  Ã‚  Ã‚  Cystic Fibrosis, is a genetic disorder of the exocrine glands, affecting children and young people; median survival is 25 years in females and 30 years in males. It is caused by a genetic abnormality in the CF transmembrane conductance regulator (CFTR) gene that results in the disruption of chloride transfer across cell membranes. As a consequence, chloride ions build up in the cells of the lungs and other organs. Water stays inside the cells to dilute the chloride rather than being drawn out of the cells by normal chloride movement and the normal secretions of the organs thicken. Mucus in the exocrine glands becomes thick and sticky and eventually blocks the ducts of these glands (especially in the pancreas, lungs, and liver), forming cysts. The disease also causes the sweat glands to secrete excessive salt, causing heat prostration in hot weather. Symptoms, which vary according to the severity of the condition and the glands involved, include a distended abdomen ; diarrhea; bulky, foul-smelling stools; and malnutrition. Medical problems include nasal polyps and sinus disease, repeated respiratory infections, infertility, liver disease, and diabetes. Diagnosis is confirmed by a sweat test or measurement of transmembrane potential. Treatment consists of dietary adjustment (low fat—high calorie) and the administration of vitamins, pancreatin, and antibiotics to ward off secondary infections. Special measures are necessary to decrease the viscosity of pulmonary secretions; aerosol application of recombinant human DNA, an enzyme that digests the sticky extra cellular DNA that helps form these viscous secretions, was approved in 1993. In some cases lung transplantation is helpful. The identification of the abnormal gene (1989) paved the way for gene therapy aimed at altering the genetic structure by transferring to the patient cells with normal CFTR genes.

Opening Statement Doc

Opening Statement Frank Cearnal Jr CRJ 100 November 11, 2012 John Taulane Opening Statement In today’s court system it’s not what you know it’s what you can prove, this statement has assisted me with the choice of discussing the Opening Statement of a Trial. Open statements can be catastrophic in any trial process, I would like to think of opening statements as the seed that initiates doubt in the minds of the jury. Opening Statements are defined as the information presented to the jury by both the prosecution and the defense attorney; solely to advise the jury of what each side intends to prove and how they will provide that information.Opening statements are evidence or verdict, this process allows the prosecution to state what they are going to prove and how their proof relates to the case. For example the prosecutions opening statement would be: my intentions here today is to prove that the stand accused did in fact commit the nature of these crimes with the thought of consequence, lack of neither concern nor consideration for others. Today intend to prove that the nature of the crimes were in fact committed by the suspect at hand and at the time of the crime they were in their right frame of mind and should be found guilty of all crimes committed.This is also an excellent time for the prosecution to indirectly character assassinate without it directly being pointed at the defendant. I feel that the prosecution has the upper hand in any opening statement because they have all the words, and knowledge of putting those stereo-types and judgments into the jury’s head what sticks out the most is the defendant is already presumed guilty by the public because they even committed a crime. The law plainly states that a person is innocent until found guilty, it’s sad that society already has their verdict based on being a criminal period.In an opening statement the defense attorney’s job would be to defend their client to th e best of their ability, their main goal is to dismiss any statement that the prosecution has presented to prove their evidence. An example of a defense attorney would be solely to discredit the prosecutions opening statement. The defense attorney would state that there client didn’t in fact commit the crime that they have been accused of, that their client is innocent until the prosecution can prove otherwise.Also during the defense opening statement they would high lite the excellent qualities of the defendant; stating their qualities in the community, education, employment status. Most importantly they would state how they prosecution has no real evidence on the defendant and how they will dismiss the prosecutions accusations. The opening statements are the foot work for presenting the evidence in a trial; this gives the jury the opportunity to process both sides of the opening statement in conjunction with the evidence that will be presented to be able to provide a verdic t of guilty or not guilty.It amazes me how the trial process starts with the first initial process of the trial initiation and proceeds to the end result or a verdict, this process reminds me of so many anonymous 12 step program. You can complete one process before the other, the first process has to be initiated and then move to the next the processes all follow each other. They were formulated one before the other to make the process as correct and successful as possible. REFERENCS (schmalleger, 11th edition 21st century criminal justice today, pages, 350-356)

Qwl Journal of Management and Business Research

Global Journal of Management and Business Research Volume 12 Issue 18 Version 1. 0 Year 2012 Type: Double Blind Peer Reviewed International Research Journal Publisher: Global Journals Inc. (USA) Online ISSN: 2249-4588 & Print ISSN: 0975-5853 Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh By Mohammad Baitul Islam East West University (EWU, BD) Abstract – Quality of work life is a critical concept with having lots of importance in employee’s life.Quality of work life indicates a proper balance both in work and personal life which also ensure organizational productivity and employee’s job satisfaction. This research study attempted to find out the factors that have an impact and significance influence on quality of work life of employees in private limited companies of Bangladesh. To begin with the factors are identified through literature review and current context of Bangladesh. Seven factors were found and a quantitative research was done. After developing a questionnaire, survey was conducted among 100 employees.The outcome of the research is that six out of seven factors (work load, family life, transportation, compensation policy and benefits, working environment, working condition and career growth) have significant influence on quality of work life. The study concluded that an appropriate organization culture, compensation policy, career growth and relative facilities can leads to a satisfied employee mindset which ensure the overall organization productivity. Keywords : Quality of work life, Job satisfaction, Organization Productivity, Career, Organization Culture, Relative Facility.GJMBR-A Classification : FOR Code: 150305, 150311 JEL Code: J28, O15 Factors Affecting Quality of Work Life An Analysis on Employees of Private Limited Companies in Bangladesh Strictly as per the compliance and regulations of:  © 2012. Mohammad Baitul Islam. This is a research/review paper, dis tributed under the terms of the Creative Commons Attribution-Noncommercial 3. 0 Unported License http://creativecommons. org/licenses/by-nc/3. 0/), permitting all non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.Business Management Study GuideFactors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh Mohammad Baitul Islam Abstract – Quality of work life is a critical concept with having lots of importance in employee’s life. Quality of work life indicates a proper balance both in work and personal life which also ensure organizational productivity and employee’s job satisfaction. This research study attempted to find out the factors that have an impact and significance influence on quality of work life of employees in private limited companies of Bangladesh.To begin with the factors are identified through literature review and current context of Banglad esh. Seven factors were found and a quantitative research was done. After developing a questionnaire, survey was conducted among 100 employees. The outcome of the research is that six out of seven factors (work load, family life, transportation, compensation policy and benefits, working environment, working condition and career growth) have significant influence on quality of work life.The study concluded that an appropriate organization culture, compensation policy, career growth and relative facilities can leads to a satisfied employee mindset which ensure the overall organization productivity. Keywords : Quality of work life, Job satisfaction, Organization Productivity, Career, Organization Culture, Relative Facility. II. Background of the Study n Bangladesh a good number of people are working in private sector and they contribute a certain level of valuable time to their companies.In there, they give their best effort to get an appreciation and for company’s goodwill. But quality of work life is such a concept which needs a certain balance both in professional and personal life. This research is all about identifying the factors that directly affects one’s quality of work life. It is very important to have a positive quality of work life experience if someone wants to give his or her 100 percent effort to the company.Quality of work life is a philosophy or set of principals which holds that people are trustworthy, responsible and capable of making valuable contribution to the organization (Rose, Beh, Uli & Idris, 2006). However, quality of work life is directly influenced by job satisfaction and external environment and personal like. There should have be a proper level of balance in work life and total life space. In my research, I have identified some major factors that Author : BBA (Marketing & HRM) & MBA (HRM), East West University (EWU, BD).PGD (Marketing Management), Bangladesh Institute of Management (BIM, BD). E-mail : [email  prote cted] com I I. Introduction It is very important for employees to have a sound mindset in their work field in order to utilize their full potential and to add value to the organization. A satisfied employee is an asset for a company as he or she will ensure the full productivity. To begin with, quality of work life is such a concept that directly related to the satisfaction.According to Dolan, Garcia, Cabezas and Tzafrir (2008), quality of work life is a major concern for employees and how organizations compact with this issue is both of academic and practical consequence. Therefore, job satisfaction and satisfaction in private life both are important for having a positive quality of work life experience. Mostly the quality of work life considers the work life and it is to change the climate at work along with human-technological-organizational interface (Luthans, 1995).According to (Davis & Cherns, 1975; Sashkin & Burke, 1987), quality of work life is not only enhancing the company ’s productivity but also employee identification and a sense of belonging and pride in their work. Based on various researches we can identify some determinants of quality of work life which are – adequate and fair compensation, safe and health work environment, opportunity for career growth and security, social integration in the work organization which relates to freedom of speech, work and total life space and the social relevance to the work. 2012 Global Journals Inc. (US) Global Journal of Management and Business Research Volume XII Issue XVIII Version I may directly affect the quality of work life experience and the factors are, work load, working condition and career growth, compensation and benefits, working environment which are directly influence the job satisfaction. These factors are controllable by the company. Besides, family life and transportation facilities are the other factors that directly influenced individual’s mental motivation in Banglade sh.However, the meaning of quality of work life may vary to different people. So the primary objective of this research is to test the reliability of identified factors that influenced the quality of work life and the insights are captured from the employees of private limited companies of Bangladesh. Based on the primary objective and data evaluation, a recommendation has been drawn in my research. Year 2012 23 Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh 24 2Global Journal of Management and Business Research Volume XII Issue XVIII Version I In Bangladesh candidate’s supply is more than the demand therefore it is difficult to find one’s suitable job in the market. Though the private companies are increasing but employee satisfaction is still a major concern for quality of work life. Along with that, in Bangladesh employee satisfaction can be hampered by private life also. Transportation engagement is a maj or part of private life and in Bangladesh lack of transportation facility is a vital issue for late coming in the office.In this study I have included family life and transportation facility in to the quality of work life concept. These two factors are also related to mental health of employees and a sound mental health is very important to gain enthusiasm in the work. However, I have also included some other factors which works inside the organization and also related to quality of work life of employees. In the context of quality of work life, organizations have policies and benefits for proper employee valuation.Quality of work life is often considered in two direction, one is to removal of negative aspects of work and working conditions and other direction is the modification of work and working conditions to enhance the capability of employees and to promote behavior which important for individual and society (Kotze, 2005). According to Dessler (1981), quality of work life was seen as the level to which employees are able to satisfy their personal needs not only in terms of material matters but also of self respect, contentment and an opportunity to use their talents make contribution and for personal growth.So it is very important for an organization to provide employees proper valuation which will satisfy them and will ensure the productivity. III. ? Research Objectives a) Broad Objectives Determining the Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh. b) Specific Objectives ? ? ? ? Determining the variables that affect the quality of work life of employees. Determining which variable plays the most significant role on quality of work life.Establishing hypothesis on the basis of the research work. Drawing a qualitative and quantitative conclusion on the basis of the survey. IV. Literature Review Based on researchers analysis numerical articles have been written on quality of work life. In case of Bangladesh the research article on quality of work life is very few. In this study I have tried my best to introduce some concerning factors that affects the quality of work life of those people who are working in private sector of Bangladesh.I do believe several advantages are associated with my study. Quality of work life is such a concept that indicates a balance both in personal and professional life of an individual. Therefore; it can be hampered if someone is not satisfied with his or her work life or family life. However; positive quality of work life experience is very important and it is directly interrelated with job satisfaction and productivity. It is a fact which also controls the mental health.According to Plug, Louow & Gouws (1991) mental health is a state of relative good alteration that is escorted by feeling of satisfaction, a zest for life and the actualization of potential skills as well as absence of psychopathological conditions. So to have a positive quali ty of work life experience, a good quality of life is very important. Mendola and Pellingrini (1979) summarized quality of life as it is the individual’s accomplishment of a satisfactory social situation within the limits of apparent physical ability.Every human has a concern about their life and quality comes out when it the concentrations ends with some specific points. According to Shin and Johnson (1978) Quality of life is the ownership of resources necessary for the satisfaction of individual needs, wants and desires, participation in the activities permitting personal development and self actualization and satisfactory comparison between oneself and others. Moreover, a proper balance in quality of work life can generate more productivity for an organization. A satisfied employee can give more than 100 percent contribution to his or her company.If we consider the whole organization as an internal environment then it becomes very important to have optimum work pressure, a ccurate benefits and enough facility along with career development within the company. All of these interrelated with the job satisfaction and therefore quality of work life. Besides, if we consider the external environment then family life, social status and transportation will be the vital factors. So having a proper balance in these areas is also important. In Bangladesh a great amount of people are working in private limited companies and the number of private company is increasing day by day.Considering the large number of population, in Bangladesh the human resource supply is more than the demand. Therefore, the bargaining power is more for company where candidates are having less bargain power. On the other hand, lots of employees are not running on their suitable jobs. It seriously affects their career development. Most of the employees consider compensation package and benefits, position, work load and career development as their satisfaction benchmark. However, in Banglade sh transportation facility is another very important factor that directlyYear 2012  © 2012 Global Journals Inc. (US) Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh affects employee’s mental health. Based on this, some upper level company like Grameenphone limited, Robi, Unilever Bangladesh, Nestle Bangladesh, Banglalink, some private banks, private universities has develop their own culture and working environment. Besides, a good compensation package and benefits are offered by them. All of these are important for job satisfaction and finally quality of work life.In Bangladesh, companies are mainly performance oriented and their organizational culture and work pressure may be the reason of dissatisfaction in quality of work life. As human supply is more so high turnover rate and high competition is also a major concern regarding quality of work life. Quality of work life has been defined in various ways. Accordin g to Rose, Beh, Uli and Idris (2006); quality of work life is a philosophy or set of principals, which holds that people are trustworthy, responsible and capable of making a valuable contribution to the organization.It also involves respect and the elements that are relevant to an individual quality of work life include task, working environment, organizational culture, administrative system and the relationship between on the job and off the job life. Serey (2006), define quality of work life as it is a certain and best meet the existing work environment along with meaningful and satisfying work. It also includes: a. an opportunity to implement one’s talents and abilities to face challenges that require independent initiative and self direction. b. an activity thought to be valuable by the individual’s involvement. c. n activity in which the role of individual in achievement of some overall goals is understandable. d. a sense of taking pride in what one is doing and i n doing it well. Lau, Wong, Chan and Law (2001) measures quality of work life as the favorable working atmosphere that chains and promotes satisfaction by giving employees with rewards, job security and career development opportunity. Therefore quality of work life and its relationship with employee health and performance has become an explicit objective for many of the human resource policies in modern organizations (Dolan, Saba, Jackson & Schuler, 2007).Heskett, Sasser and Schlesinger (1997) summarize quality of work life as the outlook that employees have towards their job, colleagues and organization that light a chain leading to the organization’s growth and profitability. Quality of life is such a concept which is basically associated with satisfaction mainly in the work life and Mirvis and Lawler (1984) highlighted that salary, working hours, working condition, safe working environment and opportunities for advancement describes- the basic components of a good quality of work life.Hackman and Oldhams (1980) suggest the V. Conceptual Framework A conceptual framework has been developed (Figure 1) that is one of the relative construct of this study. VI. Hypotheses Development 1= Word load has an impact on quality of work life of the employees 2 = Family life affects the quality of work life of the employees 3 = Transportation facilities affect quality of work life of the employees 4 = Compensation and benefits affects quality of work life of the employees = Colleagues and supervisor relationship affects quality of work life of the employees 6 = Working environment has an impact over quality of work life of the employees 7 = Working condition and career growth opportunities affects quality of work life of the employees VII. Based on research question following hypotheses has been developed for the study- Research Methodology The type of research used in this article is of descriptive nature. Through this descriptive research, the article sough t to determine the answers to why,  © 2012 Global Journals Inc. (US)Global Journal of Management and Business Research Volume XII Issue XVIII Version I constructs of quality of work life in relation to the interaction between work environment and personal needs. Along with structural modification good relation between supervisor and subordinates is important for a good quality of work life (Bertrand and Scott, 1992). Quality of work life refers the quality of life that is associated with job characteristics and work conditions as well as capability of shaping a job with an employee’s option, interest and needs (Lawler 1982; and Beukema 1987; Datta 1999).Katzell et. Al (1975) defined quality of work life more broadly as an individual’s valuation of the outcome of the work relationship. They observed employee can have positive quality of work life if he has positive feelings towards his job, if he is motivated with his private life and if he has a balance between the t wo terms of his personal values. To conclude, most of the studies on quality of work life are focused on personality and job satisfaction in where some studies also focused on motivation, organization culture and individual’s needs and desire.In the context of Bangladesh the most important factors that directly affect the quality of work life are work load, compensation and benefits, colleagues and supervisor, working condition and career development, working environment, family life and transportation facilities. After evaluation of studies and considering the nation these factors individually has an impact on quality of work life. 25 Year 2012 Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh 26 2 Global Journal of Management and Business Research Volume XII Issue XVIII Version I hat, where and how questions of the existing employees in public sector of Bangladesh and their expectations. It also involves collecting i nformation that explain people’s beliefs, knowledge, attitude and behavior (Fink, 1995, Sommer & Sommer, 1996). Primary data was collected through telephone and online survey for analysis and secondary data was be used as a support tool. A total of 100 sample size considered to be adequate for my study. Each and every response is checked thoroughly for incomplete and missing response. The questionnaire has two parts in were the first part contains some demographic information.Table 1 gives a proper summary of this sort of information. In the second part, the questionnaire contains 32 items to construct the seven independent variables along with a dependent variable in my study. The selected independent variables are: work load, compensation and benefits, colleagues and supervisor, working environment, working condition and career growth, family life and transportation. A five point Likert scale (1= Strongly Disagree to 5= Strongly Agree) was used to collect data from the resp ondents. The questionnaire was outlined in English and understandable.Reliability analysis was done to identify the reliability of my study. Beside this, regression analysis, hypothesis testing was done for a proper justification and to draw an appropriate recommendation in my study. VIII. mean scores of the factors of QWL with standard deviation also shown (Table 4) in my study. i. Hypotheses Testing To conduct the hypothesis test a regression analysis has been done and seven factors which have an effect in quality of work life are considered. However, details of the influence of independent variable over dependent variable have been shown in Table 7.First hypothesis was 1 , Word load has an impact on quality of work life of the employees. According to the analysis, the significance value for the hypothesis is 0. 000, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 1 is accepted. Second hypothesis was 2 , Family life affects the quality of work life of the employees. According to the analysis, the significance value for the hypothesis is 0. 000, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 2 is accepted.Third hypothesis was 3 , Transportation facilities affect quality of work life of the employees. In this case, the significance value for the hypothesis is 0. 007, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 3 is accepted. My fourth hypothesis was 4 , Compensation and benefits affects quality of work life of the employees. Here, the significance value for the hypothesis is 0. 000, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 4 is accepted.My fifth hypothesis was 5, Colleagues and supervisor relationship affects quality of work life of the employees. According to the analysis, the significance value for the hypothesis is 0. 332, which is greater than level of significance ? = 0. 05. So , null hypothesis is accepted and H5, is rejected. Sixth hypothesis was 6, working environment has an impact over quality of work life of the employees. The significance value for the hypothesis is 0. 014, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and is accepted. Final hypothesis was 7 working condition and career growth opportunities affects quality of work life of the employees. The significance value for the hypothesis is 0. 009, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 7 is accepted. ii. Regression Analysis From the regression analysis (Table 5), I found the R square value to be 0. 425 meaning 42. 5% of the variability in the quality of work life of employees in the private limited companies in Bangladesh can be explained by these seven independent factors.In this case the independent variables are work load, family life, transportation, compensation policy and benefits, colleagues and supervisor, working environment and working condition and career growth. From the ANOVA table we see that the significance value is 0. 000 (Table Year 2012 Data Analysis and Findings My study contains 69% male respondent and 31% female respondent (Table 1). Among them 94% respondent’s age is in between 21-30 years and rest of 6% respondents is under 31-40 years of age. However, 44% respondents already have 2-3 years of professional experience in where 27% respondents have 3-5 years of experience.Moreover, some fresher’s are having 1-2 years of experiences are also included in my study and the percentage is 23%. A reliability analysis is commonly used to identify the internal consistency of the variables. However, Cronbach’s alpha is commonly used to test the reliability and the range of alpha coefficient value is in between 0 to 1. The higher value indicates the higher reliability (Hair, et al. , 1992). A value more than . 70 is significantly good measure for su fficient scale of reliability (Cronbach, 1951, Nunnally, 1987).According to the Cronbach’s alpha test the value of alpha in my study is 0. 732 (Table 2 & Table 3) which is higher than minimum acceptable value. Therefore, 73. 20% of data are reliable in my study. This reliable analysis has been done for all dependent and independent variables and so far I am satisfied. Besides, this reliability test contains 32 items based on which I make my hypothesis test. A  © 2012 Global Journals Inc. (US) a) Demographic Data Analysis b) Secondary Data Analysis Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh ), thus proving that the model is valid and significant. However, among 7 factors six of them (work load, family life, transportation, compensation policy and benefits, working environment, working condition and career growth) have positive and significance influence on quality of work life. Only single factor named colleagu es and supervisor has no significance impact on quality of work life. Probably, respondents have given less notice on it. iii. Limitation This research study has some limitation and the major limitation factor for this report is complexity of the topic.Since the survey will be conducted on questionnaire therefore it is a great challenge to ensure the actual validity of the response. In some cases, the topics were not understood by the employees who have minimal idea about the quality of work life. Respondents are selected only from Dhaka city; therefore this research does not reflect the perception of employees of each corner of Bangladesh. However unwillingness of respondents was another limitation of my study. Moreover, R Square (0. 425) is comparatively low which means that other factors can also influence the quality of work life of employees in private limited companies of Bangladesh. v. References References Referencias 1. Arts, E. J. , Kerksta, J. and Van der Zee (2001) Quali ty of Working Life and Workload in Home Help Nordic College of Caring Sciences, 12-22. 2. Baptiste, N. R. (2008). Tightening the link between employee well-being at work and performance: A new dimension for HRM. Management Decision, 46(2), 284-309. 3. Bertrand, J. (1992). Designing quality into work life. Quality Progress, 12, 29-33. 4. Carayon, P. (1997). Temporal Issues of Quality of Working Life and Stress in Human Computer Interaction. International Journal of HumanComputer Interaction, 9(4), 325-342. 5. Carayon, P. , Hoonakker, S. & Scwarz, J. (2003). Job Characteristics and Quality of Working Life in the IT workforce: The role of gender, ACM SIGMIS CPR Conference. Edited by E. Trauth, April. 10-12, 2003, Philadelphia, Pennsylvania: ACM Press, 5863 6. Cooper, C. L. (1991). Stress in organizations. In M. Smith (Ed. ), Analysing Organisational Behaviour. London: MacMillan. 7. Cummings, T. G. , & Molly, E. S. (1997). Improving Productivity and the Quality of Work Life. New York: P raeger Publishers. 8. Danna, K. , & Griffin, R. W. (1999). Health and wellbeing in the workplace: A review and synthesis of the literature. Journal of Management, 25(3), 357384. . Davison, Efraty, D. , & Sirgy, M. J. (1990). The effects of quality of working life (QWL) on employee behavioural responses. Social Indicators Research, 22, 31-37. 10. Elizur, D. , & Shye, S. (1990). Quality of work life and its relation to quality of life. Applied Psychology: International Review, 39(3), 275-291. 11. Fisher, C. D. , Schoenfeldt, L. F. and Shaw, J. B. (2004) Human Resources Management. Biztantra: New Delhi. 12. Goodman, P. S. (1980), ? Quality of Work Life Projects in 1980’s? Industrial Relations Research Association: pp-487-494  © 2012 Global Journals Inc. (US) 27 Conclusion and RecommendationThis research study is tried to examine the factors that have an impact on quality of work life of employees of private limited companies in Bangladesh. The seven factors are work load, fami ly life, transportation, compensation policy and benefits, colleagues and supervisor, working environment and working condition and career growth. The outcome of the research indicates that six out of seven factors (work load, family life, transportation, compensation policy and benefit, working environment and working condition and career growth) have significant influence on quality of work life and the remaining factor (colleagues and supervisor) has no ignificant influence on quality of work life. From the finding, it can be recommended that quality of work life is such a critical concept that might be disturbed due to dissatisfaction of mind set. However, the companies can focus on their employee’s welfare by providing them a better and attractive compensation policy, optimum work load and by providing a superior work environment. The private companies should create a career growth opportunity within their environment that may lead to a better performance and therefore a better productivity.Moreover, participation management will increase the enthusiasm of employees as they will have an opportunity to participate with their ideas. So the private companies of Bangladesh can focus on it. On the other Global Journal of Management and Business Research Volume XII Issue XVIII Version I Year 2012 hand, transportation is such a factor which is seriously involve in mental satisfaction. Therefore, if the companies can provide a transportation facility then they might grab a positive impression from employees and the employees may not need to harass by external environment.However, the government of Bangladesh can take some steps to provide adequate and affordable transportation facilities for the local people. Finally, I think if the company could manage our work life along with the transportation facility, our family or private life could be managed as we will be mentally happy. Factors Affecting Quality of Work Life: An Analysis on Employees of Private Li mited Companies in Bangladesh 28 2 Global Journal of Management and Business Research Volume XII Issue XVIII Version I 13. Glasier, E (1976), ? State of the Art, Questions about Quality of Work Life? Personnel. 14. Hanlon, M. D. and Gladstein, D. L. (1984) Improving the Quality of Work Life in Hospitals: A Case Study, Hospital Health Service Administration, 29(5), 94107. 15. Havlovic, S. J. (1991) Quality of Work Life and Human Resource Outcomes, Industrial Relations, 30(3), 469-479. 16. Khan, A. A. (2008). Human Resource Management and Industrial Relations (2nd Edn. ). Abir Publications: Dhaka. 17. Loscocco, K. A. and Roschelle, A. R. (1991) Influences on the Quality of Work and Non- Work Life: Two Decades in Review, Journal of Vocational Behavior, 39(2), 182-225. 8. Lambert, S. J. (1990). Process linking work and family: A critical review and research agenda. Human Relations, 43, 239-257. 19. Lawler, E. E. (1975). Measuring the psychological quality of working life: The why and ho w of it, in L. E. Davis and A. B. Cherns (Ed. ), The Quality of Working Life, Vol. 1 (pp. 123-133). New York: Free Press. 20. Periman, S. L. (2006), â€Å"Human Resource Innovators, integrating quality of work life into organizational performance†, http://www. quaiindia. com [accessed 15 Jan 2010]. 21. Rose, R. C. , Beh, L. S. , Uli, J. , Idris, K. 2006) Quality of Work Life: Implications of Career Dimensions, Journal of Social Sciences, 2(2), 61-67. 22. Saraji, G. N. & Dargahi, H. (2006), â€Å"Study of Quality of Work Life (QWL)†, Iranian Journal of Publication Health 35(4), 8-14. 23. Walton, R. E. (1975), Criteria for Quality of Working Life, in Davis, L. E. & Cherns, A. B. (eds. ), The quality of working life, New York: The Free Press, pp. 99104. 24. Wyatt, T. A. & Wah, C. Y. (2001), â€Å"Perceptions of QWL: A study of Singaporean Employees Development†, Research and Practice in Human Resource Management 9 (2), 59-76 Year 2012  © 2012 Global Journals Inc. (US)Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh Figure 1 : A Conceptual frame work of Factors affecting Quality of Work Life. Family Life Transportation Private Life Quality of Work Life 29 Work Life Work Load Compensation and Benefits Working Environment Colleagues and Supervisor Working Condition and Career Growth Table 1 : Demographic Profile of Respondent. Gender Male Female (%) 69. 00 31. 00 Age 21-30 years 31- 40 years 40 years an (%) 94. 00 6. 00 0. 00 Position Executive Sr. Executive Officer Sr. Officer Asst. Manager Manager Merchandiser Asst.Territory Officer Territory Manager Management Trainee Teacher Specialist Total 100. 00 Total 100. 00 Total (%) 48. 00 4. 00 19. 00 4. 00 6. 00 2. 00 2. 00 3. 00 3. 00 2. 00 4. 00 3. 00 100. 00 Total 100. 00 Year of 1-2 Years 2-3 Years 3-5 Years 5-7 Years 8 Years and (%) 23. 00 44. 00 27. 00 4. 00 2. 00  © 2012 Global Journals Inc. (US) Global Journal of Management and B usiness Research Volume XII Issue XVIII Version I Year 2012 Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh Table 2 : Reliability Statistics. Cronbach's Alpha . 32 Cronbach's Alpha Based on Standardized Items . 786 N of Items 32 Table 3 : Reliability Tests. Factor’s Name Items 4 4 4 4 4 4 4 4 Values 0. 796 0. 60 0. 825 0. 526 0. 821 0. 927 0. 809 0. 471 Quality of Work Life (Dependent) Work Load (Independent) Family Life ((Independent)) Transportation (Independent) Compensation Policy and Benefits (Independent) Colleagues and Supervisor (Independent) Working Environment (Independent) Working Condition and Career Growth (Independent) Global Journal of Management and Business Research Volume XII Issue XVIII Version I Year 2012 30 2 Table 4 : Mean Scores of the Factors of QWL.Factors Workload Family Life Transportation Compensation Policy Colleagues and Supervisor Working Environment Working Condition and Career Growth Mean 3. 0800 3. 4350 3. 4900 2. 5325 4. 0325 3. 8700 3. 4850 Std. Deviation . 50861 . 94054 . 86524 1. 02473 . 74845 . 76581 . 64630 Table 5 : Regression Analysis. Model 1 R . 652(a) R Square . 425 Adjusted R Square . 381 Std. Error of the Estimate . 48606 a. Predictors: (Constant), Working Condition and Career Growth, Work Load, Transportation, Compensation Policy, Family Life, Colleagues and Supervisor, Working Environment Table 6 : ANOVA.Model Regression 1 Residual Total Sum of Squares 16. 072 21. 735 37. 807 df 7 92 99 Mean Square 2. 296 . 236 F 9. 718 Sig. .000(a) a. Predictors: (Constant), Working Condition and Career Growth, Work Load, Transportation, Compensation Policy, Family Life, Colleagues and Supervisor, Working Environment b. Dependent Variable: QWL  © 2012 Global Journals Inc. (US) Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh Table 7 : Hypothesis Testing. Coefficients (a)Model (Constant) Work Load Famil y Life Transportation Compensation Policy Colleagues and Supervisor Working Environment Working Condition and Career Growth Unstandardized Coefficients B 3. 425 . 577 . 287 -. 218 -. 245 -. 104 . 309 -. 308 Std. Error . 604 . 123 . 073 . 078 . 058 . 107 . 123 . 115 . 475 . 436 -. 305 -. 407 -. 126 . 382 -. 322 Standardized Coefficients Beta 5. 668 4. 705 3. 943 -2. 782 -4. 206 -. 974 2. 518 -2. 682 . 000 . 000 . 000 . 000 . 332 . 014 . 009 . 007 t Sig. 1 a. Dependent Variable: QWL  © 2012 Global Journals Inc. (US) Global Journal of Management and Business Research Volume XII Issue XVIII Version I Year 2012 31

Human resource management The WritePass Journal

Human resource management Introduction: Human resource management Introduction:Asian and Western Management StylesWestern Management Education:Eastern Management Education:  Indian Human resource Management:Future Assumptions Observed to be a part of human resource management:Management Education:Challenges for the management education:Conclusion:References:Related Introduction: Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace  culture  and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organizations goals and objectives. As competitors strive to win the war for talent, effective human resource management is necessary to gain true competitive advantage in the marketplace. Three challenges faced by nations and companies in 19th century are shown in Curtis (2006)   Ã¢â‚¬Å"The Century of the Self† Part 1 are sustainability, technology, and globalization. Curtis (2006) Sustainability is the potential for long-term maintenance of wellbeing, which has environmental, economic, and social dimensions. Globalization requires attention to â€Å"more than conducting business across national borders but also entails expanding com ­petition for almost every type of organization presenting management with the challenge to operate in diverse cultural settings† (Edwards, 2006) Globalization represents the structural making of the world characterized by the free flow of tech ­nology and human resources across national boundaries as well as the spread of Information Tech ­nology and mass media presenting an ever-changing and competitive business environment. Globalization makes national culture an increasingly strategic issue that has to be faced and properly managed. The problem is the balancing of the global trends in human resource management with the influence of national culture because many aspects of HRM are affected by differences in national culture. Custis (2006) analyze the problem of balancing seemingly opposing forces (globalization and the influence of national culture) and to identify trends in HRM during 20th century across coun ­tries: USA, Germany and United Kingdom. Curtis (2006) Technology not only changes the administration of human resources (HR), but also changes organizations and work. HR professionals must be able to adopt technologies that allow the reengineering of the HR function, be prepared to support organizational and work-design changes enabled by technology, and be able to support the proper managerial climate for innovative and knowledge-based organizations.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   By far the most significant drivers of strategic change in the world today, globalization and technology innovation, are accelerating at a pace that will make them even more important in the decade ahead. Globalization is proceeding differently in different industries , driven primarily by: increasingly similar demands of end users for global products: changing needs and capabilities of global customers , underlying economics of scale and scope in research , product development , and manufacturing . Technology enables firms within an industry to capture economics of scale and scope by going global, global firms rely on technological innovation to enhance their capabilities. Technology is thus both driven by, and key driver of globalization. Asian and Western Management Styles Management style is the set of philosophies or principles by which the management exercise control over the workforce and bind diverse operations and functions together in order to achieve organizational goals. Earlier research found that firms which tend to employ the participative (or Western) management style favor allowing workers to enhance their professional skills. In contrast, it has been suggested that centralized decision-making, the traditional Asian management style, which is characterized by paternalistic leadership, collectivist orientation and greater power distance between managers and workers, could impede individual creativity (Thompson, 1965) and hence hold back the development of professional skills. Western Management Education: It is now widely accepted that HRM, as a concept, was initially popularized in the USA . In fact , the teaching of management and business as education subjects was first pioneered in the united states. Wharton Business School, which was created in 1881 .In contrast, Cranfield School of management and London Business School, which were the first two schools in Europe , were created in 1965. (Locke, 1989) The Americans were first into the field not only of management, but also of human resource management and arguably have developed hegemony in what the subject involves and what is good practice (Brewster, 2000). HRM is viewed as a logical and rational system. From this viewpoint of seeking, Fomburn et al.(1984) state that the activity of managing HR consists in a five-step cycle: selection , performance, appraisal , rewards and development. Indeed, all firms have to manage this (or a similar) process regardless of where they are in the world. However, it is helpful to consider the management of HR not as a strict system of ‘rational’ processes but as the process of managing people. People cannot be ‘managed’ in a vaccum, they are managed within a context.(e.g. cultural, social, educational, religious, geographical, legal, historical). The process of HRM is therefore not neutral, it is surrounded by cultural, social and other norms characteristic of human beh avior. Although the American development of HRM first appeared akin to a scientific process , a number of writers have since put it into context and characterized a so-called US- Model of HRM or in some formulations, a ‘uni-versalistic’ model, since its proponents argue that it can be applied anywhere in the world. It is important to spend some time reflecting on what underpins the notion of American HRM as it follows other complementary positions to be refined. (Harzing Ruysseveldt, 2004) The findings summarized here provide an illustration of nationally bounded collective mental maps about organizations that seem to resist convergence effects from increased professionalization of management and intensity of international business. Neighboring western nations seem to be forming fairly differentiated images of organizations and their management. This attempt to use a comparative phenomenological approach to the study of organization seems to elicit findings that cast serious doubt on the universality of management and organizational knowledge and praxis It may be very well be that the management process in these western countries is as much culture blund as their cooking , and that international management has to avoid the trap of international cuisine. National cultures may still offer some genuine recipes. Eastern Management Education: Human resources management in East Asian   With the reforms of the employment system, a new system, a new terminology of human resource management came to China in the middle of the 1980s.Warner(1995, 1997). Initially, HRM as an academic concept was introduced by joint teaching arrangements between Chinese and foreign universities as well as in management practice in foreign-owned enterprises, mainly from japan,   the US and Europe (warner ,1995). The translation of HRM into Chinese is renliziyuan guanli (with the same Chinese characters as in Japanese) which means ‘labour force resources management’.   But in fact , some people now use it misleading as a synonym for ‘Personnel Management’ (renshi guanli) and indeed treat it as such (Warner,1997). This form of older personnel management practice is still very common in SOEs and a fair degree of conservatism continues to pervade the administration of personnel in such enterprises. Certainly, it is still very far from the initial concept of HRM as understood in the international community (Poole, 1997). In parallel, attempts were made to import ‘enterprise culture’, a ‘code-word’ for adopting and adapting the Japanese model (Chan, 1995). This is normally found in firms entering JV arrangements with Japanese multinational companies or where the Japanese have set up wholly owned firms on site. East Asia has been surge economic growth since 1960s. Its cultural background has undoubtedly played a significant role in this process. There is a core value- system based on the combined characteristics of Confucianism, Daoism and war strategies which still has a strong influence on Asian HRM, although clearly exceptions also apply.   Indian Human resource Management: Indian Management practioners and academics have developed a distinctive approach to Human Resource Development. HRD approaches are increasingly playing a role in organizational responces to issues arising from liberalization. Accustomed to operating in protected markets, organization are having to learn to manage combining the virtues of conflicting market models , rather than relying exclusively on a single set of pre-conditioned theoretically validated policies. HRD therefore addresses the need to arrest deteriorating values, building up organizational and cultural strengths, broadening the philosophy of tolerance and sacrifice and displaying deep concern for people (Rohmetra, 1998). HRD as a ‘humanistic ’ concept and a subsuming norm that guides management approaches to its employees has come to assume a critical role in Indian management philosophy , HRD involves a paradigm shift from old approach of control to the new approach of involvement and self-development (s ilvera,1988) and would be more closely aligned with the ‘soft’ approach to HRM. HRD is similar to the concept about the rights and duties of human beings about which democratic constitutions the world over consider inalienable and inseparable from human nature, and has similarities to the United Nation Development Programme’s concept of a nations human development. HRD is therefore a humanistic concept that places a premium on the dignity and respect of people and is based on a belief in the limitless potential of human beings. It emphasizes that people should not be treated as mere cogs in the wheel of production, but with respect as human beings. As humanistic concept HRD proposes that human beings should be valued as human beings , independent of their contribution to corporate productivity or profit. The various underlying attitudes symbolizing respect for people’s dignity, trust in their basic integrity and belief in their potential, should lead to the creation of an environment in companies in which individual should find fulfillment in work and seek newer horizons for themselves and the enterprise (Rohmetra, 1998). HRD practices in Indian companies attempt to blend western and eastern ideas and systems of people management. This concept of HRD attempts to be more comprehensive and meaningfull than utilitarian concepts evolved in Anglophone countries. It has come to denote a planned way of developing and multiplying competencies, and the creation of an organization climate that promotes the utilization and development of new competencies. Culture building is seen as a part of its agenda. (Jackson, 2002) Future Assumptions Observed to be a part of human resource management: Legge (1999) states that the new assumptions observed to be a part of human resource management are: Proactive, system – wide interventions with, emphasis on fit, linking HRM with strategic planning and cultural change. People are social capital capable of development Coincidence of interest between stakeholders can be developed Seeks power equalization for trust and collaboration Open channels of communication to build trust , commitment Goal orientation Participation and informed choice Management Education: Management education in schools of business and public administration has received less attention than other aspects of the study of management. There is a contradiction on Management Education which is not being adequately confronted. As attempts is made to change organizations or some part of them to more democratic structures, so the ability of education and training to facilitate that change seems to be losing ground. There is no single reason for this, yet it seems to be chiefly because our collective skill in the design of education or training experiences has outstripped our understanding of some of the fundamental process involved. In particular, it seems to have overlooked the function which education servers in preparing people for membership work organizations. Research in management education has not been a source of inspiration, Although problems abound , certain basic issues are generic. One issue is the criterion problem in management education research. Criteria that have been utilized have often been chosen for convenience   rather than for therotical or practical relevance. Freedman and cooper (1982) Challenges for the management education: One of the challenges for the management educator is to make a judicious choice amongst the teaching methods is to ensure that individually or in combination they facilitate translation and / or transfer , and that this facilitation is not achieved to the general detriment of either of the learner reactions identified. Meeting this challenge, teaching methods require a certain robustness , contributing to the solution of two separate if related problems , whilst achieving their goals and maintaining their appeal to an audience which is most likely to be heterogeneous in respect   of the learners reactions it displays. To meet the challenge the management educator must be able to justify the learner reactions of participants prior to observing their consequences. Reflecting on past courses, conferences or other learning events, we can often identify participants whose behavior, in one or more sessions conforms to the broad descriptions, almost stereotypes, that have been outlined. Fortunately, a number of sources other than observation can also be used to estimate the extent and nature of an audience’s heterogeneity. Evidence for the range of orientations can be gleaned from pre-event questionnaires. Such questionnaires, by identifying the balance of participants are a useful aid when determining the particular mix of teaching methods which can be effectively used. The need for the continued growth of knowledge and practice in the field of HRM and management education is a viewpoint and collaboration between management scholars, academicians and practitioners and also between the disciplines of business, psychology, engineering and economics. Specifically, ones need to develop and incorporate into ones thinking an appreciation for the practitioners and academicians share the same concern for accurate description of present work conditions, yet the data itself needs to be provided by the practitioners. Beck and cox (2003) Conclusion: One means of ensuring that HR practices are consistent with labor-market requirements be to staff the HR function with host country nationals. This paper shows differences in HR practices in different nations. European history has been charged with conflict and alliances for two thousand years. Yet, from the beginning, there have been attempts to unify Europe. It may be that, in future as flexibility, adaptability and agility increasingly become sources of competitive advantage , the value of coherence and unity enjoyed by countries such as the USA and Japan is lessened and the value of diversity increases. If so, then regions like Europe, with its capacity to draw on substantial diversity , may be in a better position to respond to the challenges of the modern era. Social entrepreneurship has significant potential to make positive and sustainable changes for the betterment of society’s long-lasting and problematic issues, such as pervasive poverty and widespread hunger. References: Brewster, C. (2000), ‘European Human Management’, in M. Warner (ed.), International Encyclopedia of business and management: Management in Europe . London: Thomson. Pp. 81-93. Beck , J and Cox, C. (2003), Management education, Department of management Sciences , The university of Manchester Institute os science and technology chapter 1. Curtis, A. (2006) The Century of Self. [Online] available from informationclearinghouse.info/article12642.htm [accessed on 13 July 2011] Edwards T., Rees Ch., (2006). IHRM: Gloaba ­lization, National Systems and Multinational Com ­panies. Prentice Hall   310,   pp. Freedman, R.D and Cooper C. (1982), Management Education   Issues in Theory , research and practice, university of Manchester UK chapter 1. Fomburn, C., Tichy , N. and Devanna, M. (1984) Strategic Human Resource Management , New York : wiley. Jackson, T. (2002) ,International HRM: A cross-cultural Approach, London, 2002, Chapter 10, pp. Legge,K. (1999)  Human resource management Critical perspectives, vol: 1, pp209 – 260. Locke, R. (1989). Management and higher Education since 1940, The Influence of America and Japan on West Germany , Great Britain and France. Cambridge: Cambridge University Press. Rohmetra, J. (1998) Human resource development: Experiences, Intervention, Strategies, New Delhi. Silvera, D.N. (1998) ,Human resource development New India publications. Thompson, A. (1965), Bureaucracy and Innovation, Administrative Science Quarterly, chap: 10, pp1-20. Warner, M. (1995) The Management of Human Resourses in Chinese Industry, London: Macmillan. Warner, M. (1997) The Management- Labour Relations in the new chinese Economy, Human Resource Management Journal, 37(4), pp. 30-34. Human Resource Management Introduction Human Resource Management ]. Eyraud, F., Marsden, D. Silvestre, J.J., 1990. Occupational and internal labour markets in Britain and France. International labour review, 129 (4), pp. 501-517. Green, A., 2001. VET systems, youth employment, and social benefits. Available at: Llakes organization website www.llakes.org/wp-content/uploads/2011/08/Green-Soro-presentation.pdf [Accessed 11 June 2012]. Greenan, J.P. Mustapha R.B., 2002. The role of vocational education in economic development in Malaysia: Educator’s and employer’s perspective. Journal of industrial teacher education, 39 (2). Available at: Virginia tech digital library http://scholar.lib.vt.edu/ejournals/JITE/v39n2/mustapha.html [Accessed 16 June 2012]. Organization for Economic Cooperation and Development., 2010. Learning for jobs: synthesis report of the OECD reviews of vocational education and training, Paris, OCED. Nijhof, W.J., Heikkinen, A. Nieuwenhuis, L., 2003. Shaping flexibility in vocational education and training: institutional, curricular, and professional conditions, Boston,   Kluwer Academic Publishers. Peterson, J. Green, A., 2008. The role of vocational education and training in enhancing social inclusion and cohesion. Luxemburg: Office for Official Publications of the European Communities. Available at www.cedefop.europa.eu/etv/Upload/Projects_Networks/ResearchLab/ForthcomingRepot/Volume-1/03-Preston.pdf [Accessed 11 June 2012]. Rainbird, H., 1994. The changing role of training function: a test for the integration of human resource and business strategies. Human resource management journal, 5 (1), pp. 72-90. Rauner, F. MacLean, R., 2009. Handbook of technical and vocational education and training research, Dordrecht:   Springer. Silberman, H.F., 1982. Education and work, Chicago: National Society for the Study of Education.

Past Participles in Spanish

Past Participles in Spanish In both Spanish and English, past participles can come in handy. Not only can they be used as parts of verbs (and not just for speaking about the past), they can also be adjectives. Past Participles Behave Similarly in Spanish and English The past participles in the two languages have similar origins, so they are not only similar in function, but also vaguely similar in the way they are formed. In English, the past participle for regular verbs is formed by adding -ed to the end. In Spanish, the past participle for regular verbs is formed by adding -ado to the stem of -ar verbs or -ido to the stem of -er or -ir verbs. To use a few examples of words that are similar in both languages, the past participle of to select is selected, and the past participle of seleccionar is seleccionado. The past participle of to exert is exerted; the Spanish equivalents are ejercer and ejercido. And just as the past participle of to comprehend is comprehended, the past participle of comprender is comprendido. Unfortunately for the learner, both languages have a fair number of irregular past participles that dont always seem logical, and these need to be learned individually. (Examples of irregular English participles are broken, said and gone.) Among the common Spanish irregular participles are abierto (opened, from abrir, to open), dicho (said, from decir, to say), escrito (written, from escribir, to write), hecho (done or made, from hacer, to make or to do), puesto (put, from poner, to put) and visto (seen, from ver, to see). Following are some of the ways past participles are used: Using Past Participles To Form Perfect Tenses As a verb form, the most common use of the past participle in the two languages is to form what are known as the perfect tenses (they are called perfect because they refer to actions that have been or will be completed). In English, the perfect tenses are those formed by using a form of the auxiliary verb to have and following it with the past participle; in Spanish, theyre formed by using a conjugated form of haber (again, haber and this usage of to have come from similar origins) and following it with the past participle. (Note: If youre a beginner, the following examples may use some verb forms and tenses you havent learned yet. You dont need to learn them to understand the examples; what is important now is to learn how the past participle is used.) He ido. (I have gone.)Habr salido. (He will have left.)Habà ­a estado enferma. (She had been sick.)Habrà ­a trabajado. (I would have worked.) Using Past Participles To Form Adjectives As in English, many past participles can be used as adjectives. As adjectives, they agree with the nouns they describe in both number and gender; plurals have an s added, and in the feminine form the final o is changed to a. Because of differences in which participles can be used as adjectives, the Spanish participles cant always be translated directly to English as an adjective. Hay tres personas heridas. (There are three wounded people.)La oficina tiene dos puertas abiertas. (The office has two open doors.)Estamos cansados. (Were tired.)Comprà © la casa renovada. (I bought the renovated house.)Los viajeros llegados fueron al restaurante. (The passengers who had arrived went to the restaurant. The arriving passengers went to the restaurant.)La ventana est rota. (The window is broken.) Using Past Participles for Passive Sentences Just as the passive voice in English can be formed by following to be with a past participle, the same can be done in Spanish by using a form of ser followed by the past participle. This construction should not be overused, as it is much less common in Spanish than in English, and it is even less common in speech than in writing. As the examples below show, the passive voice is a way of showing that a noun was acted upon without directly saying who or what performed the action. In such sentences, the past participle functions like an adjective in that it agrees with the subject in both number and gender. Fue descubierto. (It was discovered.)Fueron descubiertos. (They were discovered.)El libro ser publicado. (The book will be published.)La cancià ³n ser grabada. (The song will be recorded.)Los nià ±os sern vistos. (The children will be seen.)Las nià ±as sern vistas. (The girls will be seen.)

Summary Essay Example | Topics and Well Written Essays - 750 words - 26

Summary - Essay Example However, many people have questioned the reality of the zero-hours working arrangement concept. To start with, there have been serious concerns about the zero-hours work arrangement. Firstly, there was a serious problem with the arrangement considering the requirement for employees to be present at work premises. Some employers only paid for the time that workers were actively working. This was a problem because this arrangement favored the employers only since employees could do nothing with the unpaid time that was spend at the employers premises (CIPDa, 2013). This problem was solved through legal regulations leading to the reduction of zero-hours work arrangement. However, the concept of zero-hours working contract has been shown to develop popularity in the recent years. Secondly, there has been a concern about employment rights and benefits to the employees working under the zero-hours work arrangement. Under this arrangement, many employees are not entitled to benefits such as work service on retirement. Finally, there is a concern about financial insecurity for the employees under this system. This is because there are a lot of uncertainties considering the fact that workers get paid for work done only when they get an opportunity to work. Interestingly, zero-hours contracts, like other forms of casual work contracts, involves transfer of risks between the employers and employees. However, it is worth pointing out that employers also take some form of risk in these types of arrangements because employees may not be available at the time of need (CIPD, 2013). This is in contrast to the permanent forms of employment contracts where there is mutual agreement between the employer and employee depending on the bargaining powers of each party. On the other hand, leaders express different opinions concerning the Zero-hours contracts work arrangement. This is evidenced by the different feedbacks from leaders interviewed in the BBC News. During the