Developing Cultural Identity and Unity in America essays

Developing Cultural Identity and Unity in America essays As British government controlled the thirteen colonies, Americans had begun to develop their own American culture. They sought to do all they could to decline rule, including protests and other acts of refusal. After unfair and unjust British laws, along with insufferable British rule, and the diversity in culture in America, they attained a new sense of identity and unity. Around 1763, these American colonies were brought under a British policy known as salutary neglect. This policy overlooked colonial violations of Britain's trade laws and allowed the colonies to govern themselves. Yet later on, British governments began to tax Americans for war debts and other expenses resulting from the French and Indian War. Thus, an emergence of Americans trying to protect their liberty. ...America is now most firmly united and as firmly resolved to defend their liberties...against every power...that may attempt to take them away. (Doc. C) These American colonists also demonstrated their disapproval to certain British government acts, such as the tea act through the Boston Tea Party, the stamp act through the Stamp Act Congress, and also the townshed acts through the Embargoes. They believed that the British trade laws and policies were unfair, and wanted to be represented in the English Parliament. They wanted no taxation without representation. The co lonists request was turned down and resulted in even harsher laws. As remarked by Edmond Burke, Govern America [?] as you govern an English town which happens not to be represented in Parliament [?] Are Gentlemen really serious when they propose this? (Doc. B) Despite the colonists in America rooting for independence from Britain, there were still people in the country who preferred to have English rule. These types of people were often called Tories, or loyalists. These loyalists did not want to abandon the...

How the 1947 Truman Doctrine Contained Communism

How the 1947 Truman Doctrine Contained Communism When President Harry S. Truman issued what came to be known as the Truman Doctrine in March 1947, he was outlining the basic foreign policy that the United States would use against the Soviet Union and Communism for the next 44 years. The doctrine, which had both economic and military elements, pledged support for countries attempting to hold back Soviet-style revolutionary Communism. It symbolized the United States post-World War II global leadership role. Countering Communism in Greece Truman formulated the doctrine in response to the Greek Civil War, which itself was an extension of World War II. German troops had occupied Greece since April 1941, but as the war progressed, Communist insurgents known as the National Liberation Front (or EAM/ELAS) challenged Nazi control. In October 1944, with Germany losing the war on both the western and eastern fronts, Nazi troops abandoned Greece. Soviet General Secretary Josef Stalin supported the EAM/LEAM, but he ordered them to stand down and let British troops take over Greek occupation to avoid irritating his British and American wartime allies. World War II had destroyed Greeces economy and infrastructure and created a political vacuum that Communists sought to fill. By late 1946, EAM/ELAM fighters, now backed by Yugoslav Communist leader Josip Broz Tito (who was no Stalinist puppet), forced war-weary England to commit as many as 40,000 troops to Greece to ensure it did not fall to Communism. Great Britain, however, was also financially strapped from World War II, and on February 21, 1947, it informed the United States that it was no longer able to financially sustain its operations in Greece. If the United States wanted to halt the spread of Communism into Greece, it would have to do so itself. Containment Halting the spread of Communism had, in fact, become the United States basic foreign policy. In 1946, American diplomat George Kennan, who was minister-counselor and chargà © daffaires at the American Embassy in Moscow, suggested that the United States could hold Communism at its 1945 boundaries with what he described as a patient and long-term containment of the Soviet system. While Kennan would later disagree with some elements of American implementation of his theory (such as involvement in Vietnam), containment became the basis of American foreign policy with Communist nations for the next four decades. The Doctrine to Stop Communism On March 12, Truman unveiled the Truman Doctrine in an address to the United States Congress. It must be the policy of the United States to support free peoples who are resisting attempted subjugation by armed minorities or by outside pressure, Truman said. He asked Congress for $400 million in aid for Greek anti-communist forces, as well as for the defense of Turkey, which the Soviet Union was pressuring to allow joint control of the Dardanelles. In April 1948, Congress passed the Economic Cooperation Act, better known as the Marshall Plan. The plan was the economic arm of the Truman Doctrine. Named for Secretary of State George C. Marshall (who had been United States Army chief of staff during the war), the plan offered money to war-torn areas for the rebuilding of cities and their infrastructures. American policy-makers recognized that, without quick rebuilding of war damage, countries across Europe were likely to  turn to Communism.

Infant Observation Research Paper (The Infant Care Environment,

Infant Observation (The Infant Care Environment, Developmental Milestones) - Research Paper Example Under the song/rhyme activity (words to rhymes or songs), children are exposed to the cat and the own, Little Bunny Fu, Fu; Look at the Doggie at the window; Three birds and one fish, two fish, three and four fish. Under the language development activity, children learn pat the cat, the bunny hops, the doggy barking, this is the way the bird flies, and the fish swim. The activity on exercise/stimulation features tummy time boost, push the feet, roll over, jingle feet, and the gentle stretch. For the activity today’s music, children are taken through lullabies, soft rock music, easy listening music, classical music, and country music. During the massage time, children are massaged on the forehead, on the forehead and cheek, the eyebrows, the shoulders and the chin and ears. During playtime, children are taken through the cat is up and down, bunny hoping, doggie to the right and left, bird say tweet, tweet and the gold fish. For fun activities, children are taken through copy me , I love to dance, shake the rattle, and flashlight fun (Forman & Hall, 2005). Children of ages: 9 to 15 months: program range This program offers the infants with a fun-filled learning experience. The program offers heuristic play items, blended in preschool themes and inspired by a touch of Montessori. The lessons are grouped into weekly packages, all including group time exercises, sign language lessons (five taught in a month), language development exercises, words to rhymes and songs; and fun-filled learning exercises. 3. The room’s painting is based on a simple color scheme. Furniture are arranged in a manner that large, open spaces are available for activity sessions and smaller, containing spaces are available, which are best for social interactions and group work. On the floor were 4 by 4 feet rugs, which are used as leaning areas for the infants. Spaces are left for large block plays, book areas, and stacking and nesting play toys. Child-safe mirrors are useful to children and they also improve the supervision of the two caregivers (Moreno & Klute, 2011). Different rugs and large pillows, which offer protection when children fall, were also available. The larger pillows are placed at the spaces for older infants, as they can interfere with the sitting and crawling of younger infants. The shelves are low, as they are used as the display area for different toys. The toys are changed after every two days, to ensure that children remain interested and learning. The children’s baby-beds are personalized by the teacher, adding mobiles above different cribs. Others had homey touches, and a family photo, to bring familiarity to the spaces. The furniture at the infant center are low

Argue one side of free will from a philosophical view Essay

Argue one side of free will from a philosophical view - Essay Example The concept of determinism has three main positions; Indeterminism, Determinism and lastly soft determinism. In the modern world, determinism can be seen in an event such as the powering off of a personal computer automatically due to power outage or an electrical fault. Looking at hard determinism, it can be explained by the belief that each and every event taking place must have its own sufficient natural cause for that. That being said, an action or thought cannot be viewed as free if it has a cause behind it. On the other hand, Indeterminists have the view that the term universal is not applicable to our mental life in the same way as in the outside natural and physical world. Lastly, free will and determinism are deemed to be compatible in both the natural physical world and the mental state. On the issue of freewill, we can look at a scenario like transporting ourselves to very many feet below the ocean or sea. This begs the question, does anyone have the freedom to move themselves physically from their own home to an area deep under the sea? The most obvious answer to this question is that it is possible if one can be able to get himself to a submarine and go down to the ocean floor aboard it. Looking at this answer it means that the concept of our freedom and freewill is to the most part limited by the laws of nature and the prevailing physical reality. We need third party solutions in order to exercise our own ‘Free Will’ e.g. usage of lights at lights, driving vehicles to work or talking to a relative on the phone who is hundreds of miles away. The important thing to note is that even though we may claim to have free will it is limited in its actuality in most cases. The same can be seen in terms of determinism, we as humans can estimate some form of th e future in certain instances. We are capable of determining the future behavior of the sun, earth and the climate

Total Quality Management (TQM)

Total Quality Management (TQM) Total Quality Management (TQM) is a strategy that embodies the belief that the management process must focus on integrating the customer – driven quality throughout an organisation (Stah, 2002). It stresses continuous improvement of product quality and service delivery while taking into cognisance the reality that in order to achieve this goal, employee relations needs to be equally addressed, as the customer cannot get the satisfactory service delivery from ill- motivated employees (Lewis, 2004) The philosophy underlying the implementation of a TQM strategy is to see organisational customers and clients as the vital key to organisational success. Organisations with TQM strategy see their business through the eyes of their customers and clients and then measure their organisations performance against customer/client expectations (Fran, 2002). It therefore follows that organisations that want to be successful with the implementation of TQM strategy must evaluate its operations through the eyes of its customers b y strengthening and exploring all avenues including the people (employees)that make up the organisational structure(Stah,2002). According to Balogun and Hope-Hailey (2008), strategy should be seen as a system/process, that should be able to engender in the employees a culture of total commitment to the vision and mission of the organisation, and thus, a functional strategy that embodies the collective contribution of various components that make up the organisational hierarchy should be such that compliment each other in the implementation of a strategy. For a strategy to accomplish the desired goals and objectives of an organisation, effective strategy implementation mechanisms should be put in place and one of the most potent ways for achieving this is by exploiting the internal capabilities of the organisation in the form of its employees as a veritable asset while encompassing various HRM initiatives, such as recruitment and selection, training and development, reward systems, performance appraisal , the need for enhanced employee voice systems , employee engagement and greater line manager involvement wi th management ,because they should be seen as a bridge between the employees and management for enhanced psychological contract, which will in turn facilitate greater employee commitment (Murphy et al, 2001). Quality products or services need not only to conform to consumers requirements; the product/service must be acceptable. Effective TQM strategy entails that the product/service must go beyond acceptability for a given price range. For example, rather leaving customers/clients satisfied that nothing went wrong with the product or service, a product/service should give the customers/clients some delightful surprises, or provide unexpected benefits (Collard, 2001). This means, therefore, that product/service quality assurance requires more than just meeting customers/clients minimum standards. The level of product quality is the degree, to which a product/service is equal to or greater than customers/clients expectations, That is LPQ > CE Where LPQ = Level of Product Quality, and CE = customer/client expectation. Thus, for organisations who desire to have TQM strategy in place and make it work effectively, should as a matter of principle endeavour to be positively disposed to the idea of quality management philosophy in their organisation. According to Haigh and Morris (2002), quality management is an ingredient towards adequate quality delivery to customers .Quality management involves: management systems, delivery, quality, cost, technology and of course the employees, because according to Donaldson, (2001), no matter how perfect a strategy might be, it depends on people for implementation. All these various components of quality management when effectively harnessed will result in customer satisfaction; where the intention is not to stop at a point in the process of implementation, but rather a continuous improvement of the mechanism for a sustainable competitive advantage (SCA), through the use of employees as organisations effective internal assets for a successful implementation (Haigh and Morris, 2002).This can be further understood with the diagram below   FIGURE 1: COMPONENTS OF QUALITY IMPROVEMENT (HAIGH AND MORRIS,2002) People Dedication and commitment from the employees, by means of well established voice systems and employee engagement. Adequate tools to do the work effectively and efficiently, an enabling environment, and training. Team approach to management policies and procedures for strategic implementation. Quality No compromise alternative when aiming at quality because the outcome will definitely tell , ‘the customer knows it when he sees it’ Delivery Customers should be able to receive products/service, when they want it. Management systems Understanding variation and effective development of human resource capacity utilisation. Constancy of purpose and direction Preventing error margin rather than detecting errors in quality delivery Pride of workmanship Problem solving Technology This involves research and continuous development in terms of product/service design. Up to date with contemporary manufacturing and service capabilities. Cost Efficient and competitive production system for good products/services Continuous cost improvement for the benefit of the customers (customer loyalty) as well as other associated costs like overhead costs associated with running the organisation. Thus, from the foregoing, a number of issues can be associated with the implementation of an effective TQM strategy, but as stated by Stanford, (2005) succour lies in the ability of managers to adhere to these under mentioned twelve elements: Quality awareness Effective management leadership style Organising for quality improvement Creating a participative environment by means of employee involvement and participation and employee engagement. Problem prevention and solving. Training for quality improvement Involvement of every function(e.g. front line leaders) at levels Customer (employees as internal customers) and supplier involvement within and around the organisation. Measurement of Quality performance Continuous appraisal of measurement system for sustainability. Recognition for achievement/excellence. Continuous improvement. Although all these twelve elements may seem too tasking at the beginning, a committed manager will appreciate how mutually important and inter-related all these elements and their recognition is vital for a successful implementation of TQM strategy. Various proponents of TQM strategy see it from different angles, right from the early works of Crosby(1979,1984,1989), Deming(1986,1994), Feigenbaum(1991), Juran(1988), Juran and Gryna(1993)and Ishikawa(1985), but central to their beliefs and working methods, is providing quality delivery through people .TQM begins with education and ends with education, and so crucial is the role of the employee in seeing to its successful implementation, because, when employees are aware of what is required of them in the process through effective voice system and engagement, they become highly motivated and committed to its actualization, (Dale, 1994). TQM should go farther than production operations/activities and involve every employee in the organisation. More often than not, companies that have failed in the implementation of TQM strategy fail not because they desire to fail in strategy implementation but rather, because of the emphasis laid at the door step of the ‘hard’ aspect o f the organisation such as costs and production performance, thus living little or no significant room for the ‘soft’ people centred values of an organisation which encompasses employee involvement, participation, commitment and engagement (Slerming, 2007). For TQM to be effective, managers have to take into proper perspective the relevance of the workforce that make up the organisational structure, as no organisation exists to carry out business operations/activities without employees (Carol et al.2006). People are the effective tools management can readily use in transforming /implementing strategic choices(Edwards, 2005) and as Guest (1987) puts it â€Å"because they are the most variable, and the least easy to understand and control of all management resources, effective utilisation of human resources is likely to give organisations a significant competitive advantage. The human resources dimension must therefore be fully integrated into the strategic planning process†. The above quote by Guest (1987) is aptly correct and relevant, if organisations are to attain the goals and objectives required of them, so as to justify the huge financial commitment by owners of business like the investors (shareholders) and even joint stakeholders in the operations of the business, for example the suppliers, regulators, customers, employees and communities they operate, because apart from justifying what is expected of them, TQM as a strategy allows and build in the employees the following: A decentralisation of decision-making responsibility to well trained problem solving labour force, that is , it provides an avenue for the employees of an organisation to participate in decision- making about how the business operates, and this can further improve relationships, develop trust and confidence as well as facilitate co-operative activity (Druker, 2008). Methodologically improving the quality of all organisational processes and strategies from an internal and external customer perspective, because with TQM, it helps with building collective responsibility, aid personal development and build confidence, develop problem solving skills and also facilitate employees awareness of quality improvement potential, leading to behavioural and attitudinal changes(Farnham, 2000). A combined emphasis on both incremental continuous total quality improvement and break through strategies, because TQM as a strategy encourages the employees to improve operating effectiveness as employees work in a common direction and thus, foster a change in management style and culture(Fullan,2003). A reasonable focus on the customer, both in setting strategic objectives and in building organisational routines that link as many units and levels in the firms as possible to identifying and meeting customer needs, wants, desires and expectations, and this can only be achievable with the enhancement of employees morale within and around the organisation ,(Simons, 2000). A linkage of reward and measurement systems, both formal and informal, to support these new directions, because TQM builds in the employee the ability to solve problems to be able to align his/her personal needs, wants and desires with that of the organisation (Green et al, 2003). TQM AND EMPLOYEES: THE USE OF HRM PRACTICES AND INITIATIVES Every employee in an organisation should contribute reasonably to quality improvement and satisfaction of customers’/clients’ needs and wants (Collard, 2001). For organisations that practice TQM strategy, the manufacturing department orientation, for example, towards lowest-cost productivity should synchronise with the marketing commitment to market quality products at acceptable prices. The idea that quality improvement is every employees responsibility should permeate throughout the organisation, so that advertising, human resource, order-processing, production, delivery, and other organic functional areas of the organisations’ business will be in harmony. This will eliminate or reduce the problem of sub-optimisation associated with departmental excellence at the detriment of organisational excellence (Aluko et al, 2000). The idea should be top-down and bottom-up approach policy by management so as to allow for open line of communication within employees and between management. One way of achieving this, is by means of HRM practices and initiatives in the implementation of the strategy through training, learning and continuous development of the employee, recruitment and selection, reward system, succession planning and engendering employee voice culture, where they will be allowed to air their opinion on ways of moving the organisation forward for better growth and development (Lewis, 2004),because according to Murphy et al,( 2001), an engaged employee is the satisfied employee ,and a satisfied employee, is happy and able to deliver and meet set targets. Professional development is particularly crucial for employees of any modern organisation that aims to be competitive in business, by satisfying the customers through quality delivery of products and services (Kremetik, 2004). Practices and initiativ es of HRM is by no means, an invaluable instrument in achieving a successful implementation of TQM strategy. In order to be abreast with the current trends in the ever dynamic business environment, it is pertinent that organisations invest in their workforce who will see to the implementation of TQM as a strategy that allow employees the opportunity to be aware of new trends and development in their fields (Collinson et al, 2003). Purcell et al. (2003) research, established the link between people and organizational performance. According to Purcell et al. (2003), by providing employees with the necessary training, their skill and motivation levels will increase, thus leading to enhanced performance within the organization. There is the need for line managers to be actively involved and committed to the development of employees, to enhance a strategic development, say in the area of training, learning and development (TLD) Garavan (2007). This is because, line managers are better placed to understand the needs of both organizations and employees, so, it is ideal for line managers to have greater involvement, by aligning individual needs to organizational needs, so as to ensure that TLD is more strategic, helping to encourage vertical integration (Kremetik, 2004). For organizations to fulfill their vision and mission, front line leaders have to ensure that employees are clear about their roles and how it fits w ith the overall organizational objective. This can be done by reinforcing the concept of the golden thread, Martin and Jackson, (2005) ensuring the strategic link is maintained. According to Morgan, (2000), organizations have to take into cognisance, the employee aspect of the enterprise, because, they enable it to thrive financially, through the services that they render. Hence, there is the need for open line of communication, at all levels within the organisation. For TQM to take firm root in an organization as a strategy that can contribute to improving performance of an organization through quality delivery of products and services, it has to be backed up with Ability, Motivation and Opportunity(AMO) as postulated by Purcell et al,2003; because when employees are equipped with the skills and knowledge to do their jobs, the result is commitment and discretionary behaviour which are necessary ingredients to achieve high performance and turn skills into effective action. TQM strategy can be enhanced when using the AMO model (Purcell et al. 2003) and here, employees must have the ability, opportunity and motivation required to enable them do their work effectively and efficiently. However it relies heavily on the role of line managers, and in this case, since line managers are responsible for people management, they have to get more involved with their employees’ development and provide them with the three important aspects of the AMO model. Trust and confidence, resulting from psychological contract are ingredients that are needed for a greater involvement of employees in the implementation of TQM processes. FIGURE 2 People and Performance Model (Purcell et al., 2003) From the diagram above, it highlights some of the main domains of HRM practice which are in the areas of training and development, performance appraisal, recruitment and selection amongst others. The link between these domains, when harmonized, will ultimately result in better optimization of human resources (employees) in an organisation. When the employees are given the necessary motivation and skills which they will acquire through the training and management development programmes by management of organisations, the staff will in turn be motivated and committed to give in their utmost best while seizing every opportunity to demonstrate to the management as well as customers of the organisation that a strategy that is people oriented and participative to employees will promote growth and development in an organization, Purcell et al.,(2003),this of course will only be possible with effective collaboration with a functional line management. What this model tend to demonstrate, is t hat teamwork, opportunity to participate, pay satisfaction, open communication between management and employees, enhanced career development will give the employees a sense of organisational commitment, well motivated staff strength and job satisfaction which ultimately will lead to greater performance outcomes and effective human resources capacity utilization(Grant, 2008)..Organizations that allow their employees to practice their profession to the point of attaining the highest position available in the organization, will certainly get the best out of their employees, knowing fully well that climbing up to the highest position in terms of hierarchy will not be compromised as this practice is also embedded in TQM strategy (Donaldson, 2001).The psychological contract is the bond existing between the employer and the employees; it says much about the trust and cordiality that exist between both parties i.e. the employer on one hand and the employee at the other side (Druker, 2008).T he psychological contract â€Å"both fill the perceptual gaps in the employment relationship and shapes day-to-day employee behaviour in ways that cannot necessarily be discerned from a written contract†, (Rousseau and Ho 2000 pp 476). According to Gyelan and Waldman, (2005), embedded in psychological contract is the inevitable reward of use of discretionary behaviour by the employees. Confidence building and trust in the management by the employees will bring about this development, in order for the workforce of an organization to be whole heartedly involved in the day to day operations of an organization. It is only in an atmosphere of camaraderie that trust and confidence can be established, Geary,( 2003); thus, for organizations to succeed with the implementation of TQM strategy, HRM practices and initiatives, that allow for an atmosphere of psychological contract to be entrenched in its body of policies, should be allowed to flourish, so as to facilitate the linkage between psychological contract and the use of discretionary behaviour.An employee that is allowed freedom of choice in using his/her discretionary behaviour as encouraged by the implementation of TQM by seeing the employee as the internal customer, and not necessarily adhering to all rules as directed by management hook-line and sinker, will definitely give his/her best to an organization, because the phobia of high handedness which inevitably leads to human resource capacity under utilization of employees and poor performance from above management when eliminated, will allow for greater performance from employees, Gran t,( 2008) and thus, the idea behind AMO(Ability, Motivation and Opportunity) as postulated by Purcell et al.,(2003) would have been achieved, because, within the AMO model lies the desire to see employees not being bossed into a tight corner of having to implement all that management of organisations have to say to their employees but having the freedom to exercise their innate knowledge, which of course can only be demonstrated and made manifest, when given the necessarily opportunity and motivation to do so. THE ROLE OF QUALITY IMPROVEMENT TEAMS IN TQM STRATEGY One of the major obstacles that have bedeviled the successful implementation of TQM is the non – recognition of quality teams in organizations in the quest for a successful strategy that will lift the organization above its competitors (Stanford, 2005). Team effectiveness is crucial to the implementation of TQM because the development of people and their involvement in the operations of an organization through teamwork is very essential ,and for it not to be seen as such ,will only ruin the collective effort of inputs towards the actualization of a functional quality delivery strategy like the TQM(Lewis,2004) Quality improvement teams cuts across employees of organizations, representatives of customers and suppliers with a major objective of meeting the set target of achieving quality. In doing this, it is pertinent to note that certain criteria have to be fulfilled in order to get the desired result from a quality improvement team, since it embraces almost all the stakeholders that lay claim to a business, and these criteria, according to Geirhybein (2004) include choosing the leader and members of the team. In doing this, the team leader must: ââ€"  Possess effective Leadership Behaviour ââ€"  Possess the attributes of effective conflict management ââ€"  Should have the ability of encouraging innovation ââ€"  Have adequate knowledge of effective meeting management ââ€"  Manage and send out schedule of events and activities. ââ€"  Make certain that the team members are conversant with the modus operandi of team meetings/activities. ââ€"  Endeavour to make certain that meeting venues are secured well ahead of time. ââ€"  Engage in meeting with front line managers on favourable times for team meetings. ââ€"  Should be prompt and alert to time. ââ€"  Ability to record activities of team meetings in minutes as well as collation of data. ââ€"  Sets an agreed time for the next meeting as well as communicates minutes and ensure that action is taken for matters raised. ââ€"  Ability to identify training needs of the quality team in addition to be a good contributor and listener, and this can be achieved by being dedicated to the intended purpose of the team through effective commitment. Similarly, Geirhybein (2004) suggested what members need to have in order to be effective in quality delivery teams: ââ€"  Members must be willing, not forced or coerced to join a quality team for the fun of it. ââ€"  Members need to be passionate about what the quality team sets out to achieve at all times as the direct result of such commitment is the outright benefit of quality service. ââ€"  Members should be prepared to share their experiences with the team leader as well as among themselves, for the overall benefit of the team. ââ€"  Members should be able to buy into shared team vision ââ€" Present in the members should be the spirit of natural collaboration ââ€" Need to respect the views of other members when they speak, listen to them when they have issues to raise as well as, be able to communicate effectively with both the team leader and members. ââ€"  Members should equally be ready to take down minutes at the request of the team leader, be prepared to follow up actions when directed and never be afraid to say ‘I don’t understand’ when situations arise . ââ€"  Members need also to be able to contribute meaningfully to discussions on the floor during meetings as well as being effective listeners. Quality improvement initiatives AMO(Ability, Motivation and Opportunity) as exemplified in the work of Purcell et al.( 2003) can serve as a leverage for the implementation of a TQM system. can be strengthened by the basic application of principles of motivation, especially the the recognition of team achievements as against those of individual employees, for team efforts, are crucial in driving the process of TQM. The HRM department is in a vantage (Fran, (2002). INSTITUTING TQM CULTURE IN ORGANISATIONS: EMPLOYEE INVOLVEMENT People can be better managed to embrace TQM by institutionalizing TQM organizational culture in the employees, so as to be able to deliver quality products and services to customers, Collinson et al, (2003). Human resource management can play a crucial role in the implementation of TQM strategy. HR managers or practitioners are responsible for recruiting and selecting high-quality employees, the continuous training and development of these employees, and the creation and sustenance of reward systems. Therefore, TQM sees to the control of processes that are pivotal to the accomplishment of cultural changes often required for TQM to be successfully implemented, Haigh and Morris, (2002). Directing the TQM cultural development initiatives to the organisations’ conditions is important in subduing opposition According to De Wit and Mayers, (2005),. Engendering trust and confidence through an open interchange of purposeful ideas can help eliminate. This can provide the building block for all employees to be trained to see their colleagues in other divisions as equal internal customers to the organisation. This is another avenue for HRM to highlight this new outlook by example. Through this means, that is, focusing on satisfying the needs and wants of the customer first and foremost, HRM can institute A major function of HRM’s expertise is its capability to scrutinize and provide assessment for employee attitudes. This expertise can be significantly essential in driving the process for a proper implementation of TQM, since getting it right from the onset (conceptualization stage) entails having adequate data/information about current performance level. Therefore, a preliminary action is to implement an employee assessment, targeting two prime areas. One requires the identification o f the difficult parts of organizations’ current operations, where innovations in quality can have the most significant impact on an organizations’ performance level. The other part, targets the perceptions and attitudes of employees towards quality as a fundamental issue, so as to ensure that, the implementation of TQM can be revitalized, for better effectiveness and efficiency, Collinson et al.,( 2003). Achieving assistance from other divisions in an organization in the use of surveys to a great extent depends largely on their perception of HRMs position ensure that HRM is not having an over bearing influence on other departmental functions, but rather, to be seen as an important ally in making their own quality improvements. Achieving this status, can be accomplished in the participative nature of the TQM philosophy by involving other divisions in the organization, towards the development of the survey instrument to be used. This involvement begins the process of carrying each division in the organization along, so as to see TQM as a strategy to be embraced by all employees of an organization (Haigh and Morris, 2002). REFERENCES Aluko, O.,Gbadamosi, I., Osuagwu, L., (2000) Business Policy and Strategy, Lagos, Remof Themes Publishers Antonioni, T., (2004) The Bounaryless Organisation: Breaking the Chain of Organisational Structure, London, Pitman Publishing. Balogun, J. and Hope-Hailey,V., (2008) Exploring Strategic Change, 3rd edition, Harlow, Pearson Education Limited. Campbell, H., N., (2006) Management Theory and Total Quality: Improving Research and Practice Through Theory Development, New York, Free Press. Cardy ,G., (2006) Employee involvement as a Pre-requisite to Reduce Worker’s Compensation Costs, Review of Business, Vol.23, No.2, pp12 – 16 Cardy,G. and Dobbins, L., S., (2004) Corporate Management, Governance, and Ethics Best Practices, Human Resource Management, Vol.32, pp 283 – 297 Carol. L. McWilliam,M Catherine, W., (2006) Implementing organizational change in health and social services , Journal of Organizational Change ManagementVol.19, Issue 2 pp119 – 135,available online atwww.sciencedirect.com, accessed 8, June, 2009 Collard, R., C.,(2001) Total Quality: Success Through People, London, 1PM Collinson, H., Work Motivation, London, Sage. Collinson,M., Edwards, P. and Rees, C.,(2003) Involving Employees in Total Quality Management, London, Department of Trade and Industry, available online at www.sciencedirect.com, accessed 10, June, 2009 Dale, B.,G., (1994) Managing Quality, 2nd edition, London, Prentice Hall Davies, M., B., (2007) Key Concepts in Social Research Methods, New York, Palgrave, Macmillan LTD De wit, K. and Mayers, J., S., (2005) Contemporary Strategy Analysis, 4th edition, London, Routledge Donaldson, (2001) The Contingency Theory of Organisations, London, Sage Druker, J., (2008) ‘Wages System’, in White, G. and Druker, J. (eds) Reward Management: A Critical text, 2nd edition, London, Routledge. Edwards, M.R., (2005) ‘Employer and Employee branding: HR or PR?’ in S .Bach (ed.) Managing Human Resources: Personnel Management in Transition, Malden, Blackwell. Farnham, D., (20

Global Business Plan: Taskrabbit Essay

Task Rabbit is an online and mobile marketplace that connects people to accomplish certain tasks. Some may be tedious, such as errand running and others maybe be more engaging, like planning a large event. Their â€Å"network of background checked TaskRabbits can handle everything from laundry to graphic design,† (â€Å"About†). Thus far, the company engages in the domestic service market only. Subsequently, the following global business plan was developed to illustrate how Task Rabbit can enter the international business arena, starting in Australia. This plan will demonstrate why, in time, it is good idea for Task Rabbit to seek out the foreign market in an attempt to sell these services. Some of the key points it will cover are: the potential competitors currently in the Australian market, influential demographic trends, and geographic, economic and cultural factors that could influence this global business opportunity. There has been a multitude of personal concierges popping up in Australia since the early 2000’s. Professionals are busy people and time is everyone’s most valuable asset. Thus, it is the only thing we cannot buy, until now. Some of the potential competitors that Task Rabbit will face are: One Concierge, Someone Lifestyle Services and Concierge Connections. All of these companies are based in Sydney or Melborne but will service the whole area of Australia. Task Rabbit will overcome any barriers having to do with these competitors because their operations are slightly different from the rest. They allow the client to post the task or errand that needs to be completed and Task Rabbit â€Å"employees† bid on the job and the client can choose which person they want to go with. They can choose based on the reputation of the person or by the cost of their quote. It gives the clients options, which empowers them and puts in control. Australia currently does not have a service-based business like this, so Task Rabbit would thrive for this reason only. Not only does Task Rabbit grant the client power, they have had so much success in the United States since their inception so their positive image will serve as a benefit to them as well. When one is attempting to enter into the international business arena it is important to look at any demographic trends that could influence the success and effectiveness of the organization. Utilizing a personal concierge can be viewed as a luxury service, and it is to most people. Some people in Australia may not be able to afford this service, but when the overall demographics of Australia are observed, it is clear that there is a market for this type of personalized concierge service. About 54% of Australia is made up of individuals ages 25-64 years of age and these are the majority of the people who would be using Task Rabbit (Australia). The following graph shows some of the wealth and distribution of Australia (â€Å"Australian†). It also notes that the median household income and net worth is comparable to that of the American median household income. This is another good indication that Task Rabbit has the potential to succeed in Australia given it has flourished thus far in the United States. The Australian economy is a capitalist nation and is a large driver and support for entrepreneurship and innovation. The growth of their economy can partly be attributed to entrepreneurs who have created many jobs with their start up companies. With all these jobs and more people having less time to take care of their personal and administrative tasks, warrants a need for additional help. This claim further solidifies why Task Rabbit will be profitable in Australia. Variables one must examine when looking at geographic factors are mostly natural resources and the distance from world markets (Willkie). Fortunately, Australia is a developed nation and they have roadways and infrastructure to allow Task Rabbit to be successful. Furthermore, natural resources will not have any bearing on the success of Task Rabbit. As previously stated, the culture of Australia is highly innovative with a entrepreneurial business acumen. This is why their culture will lend a hand in the success of the Task Rabbit venture. Australians are receptive to new businesses developing around them and are willing to try new things. In the United States, Task Rabbit has set a high standard for delivering quality service to its customers. Part of Task Rabbit’s purpose is â€Å"connecting busy people who need a little extra time with entrepreneurial people who need a little extra money. It’s an elegant, singular solution to two big problems. Participating in the TaskRabbit community provides people on both sides of the marketplace with the resources and freedom to do what they love,† (â€Å"About†). Task Rabbit is booming in the United States and it seems as though there is a willing market in Australia, which seems simply enough it has a great chance of success in Australia. There would be many challenges Task Rabbit would face if they were to seek out the foreign market. Despite those challenges, I believe Task Rabbit will succeed based on the success and support they have received in the United States. The market in Australia demonstrates a need for this service-based business and it is auspicious time for Task Rabbit to capitalize on.

This Narrative Will Give You Information On Women’S Roles

This narrative will give you information on women’s roles in the 18th and 19th century. It will discuss Queen Victoria role, and her thoughts when she ruled in the 18th century and Harriet Tubman’s role and her views during the 19th century. If the two met, their conversation could start by both of them asking questions about their views and concerns during their time. Queen Victoria would have started the dialog by asking Harriet questions about their similarities and when did she become so passionate about her freedom and the freedom of other slaves. Queen Victoria would proceed with other questions such as Harriet’s leadership abilities and her capability of leading black slaves to their freedom without losing anyone on their†¦show more content†¦Her mother was Victoire Maria Louisa of Saxe-Coburg. Queen Victoria became the successor to the British crown after the death of her uncle George IV in 1825. Members of Parliament gave royalty to the pr incess (Daniels, 2016). The first couple of days of her rule were quite remarkable in which she showed poise, composure, and she had experienced in governmental procedures of her state. Queen Victoria delegates were surprised and agreed with her knowledge she was given in her training, as a child growing up. Queen Victoria took to her responsibilities with ease as though she had the experience of a person having been doing such a job for a while and gaining experience along the way. In doing so, she earned the respect of her subjects giving her the appearance of presence of mind. Her looks seem to be delightful along with her youth, which influenced an immeasurable interest in all who came in contact with her. Queen Victoria had respect for others, her compassion was of school children in a memorandum to her minister, Lord Melbourne advising him to give an additional holiday to school officials to approve a holiday on for coronations in the future (Browne, 2005). During this period, times were hard and her subjects were depressed, along with adversities and bad business management kept the nation in a state of unrest. There were people in the community that caused issues of disturbances inShow MoreRelatedThe End Of Men : And The Rise Of Women1030 Words   |  5 PagesRosin’s Take The End of Men: And the Rise of Women, by Hanna Rosin, presents a new phenomenon of gender role reversal. Rosin explicates the transformation of women’s roles and the deterioration of men’s roles in education, work, and familial structures. Rosin provides detailed accounts of actual persons, statistics, and brief historical data on gender roles and how they transpired. The narrative demonstrates a separated gender gap, hence the title The End of Men: And the Rise of Women. 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