Sunday, December 29, 2019
Research Proposal on Unemployment Rate of Windsor
Before the Second World War Windsor was a very big city, boasting of over six largest automobile companies which included Ford, General Motors (GM), Chrysler among others. During those days, the city had very good employment opportunities. The population and immorality increased in the city tremendously and this force some companies to shift to other places considering there safety. Windsor was the center of prostitution, and slavery, and this led to many people migrating to the northern part of Canada where they would seek for better lives and good jobs. The poor only remain in the city since they had nowhere to go. In addition, with the uncontrolled birth rate, increased population meant that the available jobs belong only to a few individuals, which actually led people to engage themselves in crimes as a means of survival. The current unemployment rate is at 15.4%, and this is worse for any economy (Cooler, 2008). The cause of unemployment can be attributed to bad leadership, and the do not care attitude of those who were in power the likes of William Shatner and Michael Moore. Also due to the laziness of the people, they burnt most of the manufacturing factories that employed them like the tomato, and the salt industry hence leading to joblessness. At the moment, the city is a shunt characterized by the constant social evils like misuse of drugs, constant murders, and poor health condition with many people suffering from Aids and other sexually transmitted diseases (STDs). As compared to other cities, Windsor is far much dilapidated and also housing conditions is nothing one can talk about. Houses are in pathetic conditions and below live below the poverty level (Cooler, 2008). Objectives of the proposal In a career development the first thing a person as to know is his/her potentials, the skills that one has and the abilities for you cannot just do any work you must be qualified only in a particular field where your interests are concentrated. This stage is referred to as personal exploration, which identifies your strength and weaknesses. This calls for personal assessment and making own decisions on what exactly do you want to do as a profession. The second stage is dictated by the market because after assessing yourself, nowadays there are limited jobs and one has to be very aggressive and flexible so as to get a job. Many people now have varies degrees in various fields this imply that there are a lot of competition. When a job is advertised be ready to meet a thousand qualified people at the interview this therefore mean that the chances of one being employed only depends on one’s fate. Flexibility is the only solution such that when you fail to get a job, you seek other available alternatives and move forward. Before one chooses a career, he/she has to make the right decision for if you blunder at the initial stage you will regret for the rest of your life. Critical thinking is required and consulting with the counselor to keep you guidance and direction in choosing a career. Get close to those who have experience and discuss with them the advantages and disadvantages of all the options you think are in accordance to your area of interest. Once an option has been chosen, take the initiative and be focused in order to realize your dreams. This calls for courage and determination with a lot of extra effort (Lock, 1998). The next stage is the implementation of the career. This is the most critical stage in one’s life for it entails use of resources and physical contacts with prospective employers. Other can be welcoming but others are too arrogant and if one is high tempered, he/she might find going physical with them. Once you are employed your stay at the place is determined by market conditions your can be promoted or fired any time. Career seekers live in constant fear where many things are not certain this stage is known as implementation of career choice. The final stage in career development is what we call work place success. However, there nothing much in stage it is actually the end where one has to feel satisfied and may enjoy the fruits of his/her endeavors. Here one is already employed and unless one is too ambitious so as to still aim higher we can consider it done while at this point. The era of career decision making is over, an individual puts down his organizational skills, and career enhancement may be by attending seminars and other educational forums. References: Alberta learning Information Service: Self-Assessment Tools. Retrieved on 13th, November,                2010  from http://alis.alberta.ca/ec/cp/cpt/planning-tools.html Teens and Career Choices. Retrieved on 13th, November, 2010                                                              from www.theedgemag.org/english/main.html Alberta Learning Information Services: Self-Assessment Tools. Retrieved on 13th, November,                2010 from www.alis.gov.ab.ca/career/ Quick and easy access to Canadian jobs: employment recruiters and direct employers. Retrieved                   on 13th, November, 2010 from http://www.jobsincanada.com/ Human Resources and Skills Development Canada. Retrieved on 13th, November, 2010            from               http://www.rhdcc-hrsdc.gc.ca/eng/home.shtml Tatham, W.  (2010). Occupational Information and Trends. Ontario: centre for career action Lock, R. (1998). Job Search: The Product is you. US: UNY press. Patton, W. and McMahon, M.          (2001). Career development program: Preparation for lifelong       career decision making. Australia: ACER press. Herr, E., Heitzmann, D. and Ray, J. The professional counselor as administrator: perspectives              on leadership and career development. US: Routledge educational press.
Saturday, December 21, 2019
A Rose for Emily the Yellow Wallpaper - 5184 Words
The protagonists in both â€Å"A Rose for Emily†by William Faulkner and in â€Å"The Yellow Wallpaper†by Charlotte Perkins Gilman experience struggles within their society throughout their respective stories. Although the stories are very different, the struggles for each protagonist stem from the perception and expectations of women in society during the time each story was written. The protagonist in â€Å"The Yellow Wallpaper†struggles throughout the story due to her controlling husband and a woman’s role in society during this time. Her husband John is a physician and it is clear they are upper-middle class as they are able to afford a summer house and have help to cater to their needs. Even if the main character was not suffering from what†¦show more content†¦Since she allowed no creative outlets, nor the ability to make decisions for herself, her obsession with the yellow wallpaper in her bedroom becomes increasingly severe. The narrator begins to use the wallpaper to facilitate her creativity and give herself some purpose. The oppressive situation her husband forces her into seems to drive her further and further into insanity until she becomes one with the ‘woman’ behind the wallpaper. â€Å"I suppose I shall have to get back behind the pattern when it comes night, and that is hard! It is so pleasant to be out in this great room and creep around as I please!†(Gilman, 1899, p. 9) The narrator’s inability to control her own life due to her husband’s continuous controlling ways seems to increase her insanity to the point of no return. This directly represents a woman’s struggle in society during the time the story was written. It was expected of a woman to adhere to every wish of her husband, whether or not he was correct. â€Å"A Rose for Emily†shows the struggle of Emily Grierson and her inability to accept the changing times due to a father who controlled her into only knowing and understanding his ideal of a southern woman. Emily is representative of old southern values and though the townspeople had begun to evolve with the changing times, Emily refused to conform. The role Emily held in society was both a blessing and a curse for her. Out of respect for whom she was and what she represented, she wasShow MoreRelatedA Rose for Emily and The Yellow Wallpaper1723 Words  | 7 PagesThe stories, â€Å"A Rose for Emily†and â€Å"The Yellow Wallpaper,†both display how external dominance, isolation, and judgment from the outside world may cause one to lose their right mind. In both stories, the main characters begin to sink into further isolation from the outside world, leaving reality in the past. The point of view of each story is told from a firsthand account of the events that occur. In â€Å"A Rose for Emily,†the story is told from an outsider’s point of view, someone who has watchedRead MoreIsolation in â€Å"a Rose for Emily†and â€Å"the Yellow Wallpaper†1222 Words  | 5 Pagesâ€Å"A Rose for Emily†by William Faulkner and â€Å"The Yellow Wallpaper†by Charlotte Perkins Gilman are two well written short stories that entail both similarities and differences. Both short stories were written in the late 1800’s early 1900’s and depict the era when women were viewed less important than men. The protagonist in each story is a woman, who is confined in solitary due to the men in their lives. The narrator in â€Å"A Rose for Emily†is the mutual voice of the townspeople of Jefferson, whileRead MoreComparison and Contrast of the Yellow Wallpaper and the Rose for Emily1078 Words  | 5 PagesParis Cla ypool Eng 120 Essay 1 06/12/2010 A Rose for Emily and The Yellow Wallpaper â€Å"A Rose for Emily’’ By William Faulkner and â€Å"The Yellow Wallpaper by Charlotte Perkins Gilman,†are two short stories that both incorporate qualities of similarities and difference. Both of the short stories are about how and why these women changed for lunacy. These women are forced into solitude because of the fact that they are women. Emily’s fatherRead More Essay on Escape in A Rose For Emily and Yellow Wallpaper735 Words  | 3 PagesEscape from Reality in A Rose For Emily And The Yellow Wallpaper In the Victorian era, women were thought to be weaker than men, thus prone to frailty and female problems. They were unable to think for themselves and only valuable as marriage material. The women in Faulkners A Rose for Emily and Gilmans The Yellow Wallpaper are driven insane because they feel pigeonholed by the men in their lives. They retreat into their own respective worlds as an escape from reality, and finally rebelRead MoreCompare And Contrast A Rose For Emily And The Yellow Wallpaper937 Words  | 4 Pageshas shifted dramatically from those in the late 1800s and early 1900s. In the short stories â€Å"A Rose for Emily†and â€Å"The Yellow Wallpaper,†the protagonists experience gender stereotyping and live in a society where there are certain expectations of women all the while they suffer from mistreatment due to the lack of understanding of their mental illness. In â€Å"A Rose for Emily†and â€Å"The Yellow Wallpaper,†William Faulkner and Charlotte Perkins Gilman challenge the role of women and the stigma of mentalRead More Insanity and Madness in A Rose For Emily and Yellow Wallpaper965 Words  | 4 PagesInsanity in A Rose For Emily And The Yellow Wallpaper  The women in Faulkners and Gilmans stories are victims of male over-protectiveness. The men that rule their lives trap Emily in A Rose For Emily and the narrator of The Yellow Wallpaper. Each character must retreat into their own world as an escape from reality. Emily is destroyed by her fathers over-protectiveness. He prevents her from courting anyone as none of the young men were quite good enough for Miss Emily and such (82)Read MoreComparison between The Yellow Wallpaper and A Rose for Emily969 Words  | 4 Pagesstories, â€Å"The Yellow Wallpaper†by Charlotte Perkins Gilman and â€Å"A Rose for Emily†by William Faulkner, both female protagonists, experience a time of seclusion leading to self- realization. Hence, both of these pieces of literature illustrate the troubles of women in a male-dominated society. As a result, both characters experience oppression by overbearing male influences and are physically and emotionally isolated. â€Å"A Rose for Emily†and â€Å"The Yellow Wallpaper†take place inRead MoreControl and Manipulation in A Rose for Emily and The Yellow Wallpaper600 Words  | 3 Pages In William Faulkner’s â€Å"A Rose for Emily and Charlotte Perkins Gilman’s â€Å"The Yellow Wallpaper, the two main characters exhibit behavior that some readers may consider unusual or even totally crazy. These two women are having a difficult time adjusting to the many changes taking place around them. In the midst of these changes, they face the struggles of being women such as post partum depression and love and rejection from men. Such problems become so overbearing that each woman ends up in theirRead MoreWhat Is The Similarities Between The Yellow Wallpaper And A Rose For Emily1184 Words  | 5 Pages Charlotte Perkins Gilman’s, The Yellow Wallpaper and William Faulkner’s A Rose for Emily are two psychological short stories that followed the lives of two v ery misunderstood women. Each story had many similarities, which showed the inequalities that women had faced in the early 20th century. Charlotte Perkins Gilman’s, The Yellow Wallpaper and William Faulkner’s A Rose for Emily are two disparate works that explore, and show the ultimate struggles that a woman faced in the time period that theyRead MoreThe Yellow Wallpaper, And William Faulkner s A Rose For Emily1340 Words  | 6 Pagesinternal struggle women goes through are Charlotte Perkins Gilman’s â€Å"The Yellow Wallpaper,†and William Faulkner’s â€Å"A Rose for Emily.†The two protagonist from these short stories, the unnamed narrator and Emily, display symptoms of â€Å"hysteria†because they experience conflicts between their individual desires and social influences that either repress their feelings or displace their feelings. The unnamed narrator in â€Å"The Yellow Wallpaper†symbolizes the majority of women by showing what they endured in
Friday, December 13, 2019
Panera Bread Case Analysis Free Essays
Panera Bread Company is a leader in the easy casual restaurant industry with multiple cafà ©-bakeries located in 36 states, of the United States. Panera operates under the banner of Panera and Saint Louis Bread Company. Almost 400 of its 1,027 bakeries are company-operated and the remainders are franchisees. We will write a custom essay sample on Panera Bread Case Analysis or any similar topic only for you Order Now Panera Bread’s core competencies are in their market niche, offering a premium specialty bakery and cafà © experience to suburban and urban residents. Penera’s focus is offering their customers with better than their rivals, making the dining experience so attractive to their customers will pass up their competitors in outlets of other easy casual restaurants to dine at the nearest Panera Bread A strategic issues is substitutes and threats of substitutes in Penear Bread Company’s distinctive competencies, their menu. Penera’s menu is being substituted by new rivals. New restaurant chains, in fast-casual and other categories are becoming more competitively fierce and are drawing customers by imitating Panera’s menus at a lower cost. To address this strategic issue, I recommend Panera to employ an offensive strategy to increase sales during prime times such as lunch and dinner, continue to be more innovative by implementing in-depth surveys to customers, employees, via text messages, e-mails, etc., and execute a plan for managers to manage by walking around (MBWA) communicating and listening to employees and customers. Example, this technique has worked successfully for companies like Wal-Mart who have been very successful in using the (MBWA) strategy. This will draw and boost their customer base giving them a sustainable competitive advantage. How to cite Panera Bread Case Analysis, Essay examples
Thursday, December 5, 2019
Training and Development free essay sample
Terri Spiro, an experienced budget analyst at Martin Manufacturing Company, has been charged with assessing the firm’s financial performance during 2006 and its financial position at year-end 2006. To complete this assignment, she gathered the firm’s 2006 financial statements (below and on the facing page). In addition, Terri obtained the firm’s ratio values for 2004 and 2005, along with the 2006 industry average ratios (also applicable to 2004 and 2005). These are presented in the table on page 88. Analyze the firm’s current financial position from both a cross-sectional and a time-series viewpoint. Break your analysis into evaluations of the firm’s liquidity, activity, debt, profitability, and market. A: From a cross-sectional series I summarized this based upon my findings. The companys P/E ration is very low, implying that consumers and investors and thinking that the company is doing well. According to the M/B ratio, the hope in the future success of the company is dwindling. 2 Strategic HRM works to meet the needs of the business and management (rather than just serve the interests of employees); to link human resource strategies / policies to the business goals and objectives; to find ways for human resources to add value to a business and to help a business gain the commitment of employees to its values, goals and objectives. 3 Efficient Training and Development must be given a strategic platform. It is based up rather than separated from other aspects of HR strategies like structure, culture, manpower planning, appraisal, recruitment and reward strategies. Training and Development is a combined role often called Human Resources Development (HRD), meaning the development of â€Å"human†resources to remain competitive in the marketplace. Training focuses on doing activities today to develop employees for their current jobs and development is preparing employees for future roles and responsibilities. 4 The HR Training is a definite as a part of the HR Development. The HR Training Program has to be clearly linked with other important HR components as HR Strategy, HR Planning and HR Development as the HR team cannot be trained in different skills and competencies from that requested by the HR Strategy. The HR Training Program cannot exist like a single activity with no direct link to the real job of Human Resources in the organization. The HR Training Program is the main training and development activity of the HR team apart from other minor tasks. The HR Training helps to connect the real job of HR staff with the HR Strategy as the output of HR is visible and clearly recognized by the organization. In fact designs of HR Training Program are unique to every company as it has to be tightly connected with the HR Strategy. Performance Management is a systematic process where the organisation involves its employees in improving organisational effectiveness by focusing them on achieving the organisations mission and strategic goals. Performance Management improve planning, coaching and reviews. 5 An important aspect of strategic human resource management is employee development. This process begins when a company is recruiting and interviewing prospective employees. Development gives employees the opportunity to develop skills, knowledge and attitudes that help themselves to achieve personal objectives. 6 In fact the HR development is the least strategic as it is related to the personal Development of the individual member of HR. Through development both employees and organisations gain as employees add skills and knowledge while learning organisations gain from more competitive workers. The HR Development is an investment which is to be done in detail focusing on the gains to Human Resources and the organisation. The HR Development has the aim to improve the performance and preparation of the HR staff to the challenges coming in the future. The HR people are to analyse the current situations and identify gaps that are to be improved to ensure better customer satisfaction. The HR Training Program and the HR Development are closely connected as they use the same sources of the information; basically focus on the gaps found. It is of essential important to always connect the developmental activities of the HR with the general HR training program. 7 Human Resource Management is the art of managing Human Workforce in an organisation in an optimum manner which is beneficial to the employee as well as the organisation in achieving the organisational goal. It is a ‘Hard’ management style. HRM aims at providing an optimal working environment for employees to fully exploit their skills to achieve the company’s intended output. The terms human resource management and human resources (HR) have mainly replaced the term personnel management as a description of the processes involved in managing people in organizations. Human Resource Development is more organisational oriented and HRD is function more independent with separate roles to play. As human resources management usually applies to big companies, it has sub categories, among which is HRD. HRM therefore is concerned with the human resources function (training) whilst HRD deals with the development of the entire organisation (development). Human resource development (HRD) is a ‘soft’ management style and a more proactive part of human resource management. It copes with the development of employee’s personal skills, his career development, and training, updating him with the latest technology, helping him explores his potential and develops his skills which would prove beneficial to both the employee and the organization in achieving the organization goals. 8 Human Resource Development (HRD) serves peoples needs by developing resources that provide opportunities. 9 HRD aims at developing a finer workforce so that the company and individual employees may achieve their work goals in the customers’ service. 10HRD therefore develop personalities rather than personnel. Ideally companies are to have a balanced mix of HRM and HRD development activities. In a large organization, HRM and HRD functions will be tackled by different people but for employees HRM and HRD may seem to have parallel but separate functions. Ex a new employee is recruited by HRM but trained by an HRD officer. For a large organization to function productively, HRD and HRM must collaborate closely. HRM executives must work close to employees to identify gaps for development which then are to be passed to HRD personnel to be addressed at a strategic level. Reversely for a strategic development to be done in the workplace the HRD team are to advice HRM people on such advances. This mix will lead to what is called the ‘Learning Organization’; A Learning Organisation is one in which people at all levels, individuals and collectively, are continually increasing their capacity to produce results they really care about. [Richard Karash] Training is necessary not only to help new employees get integrated in the organisation but also to help existing employees to perform at their best. Training is the systematic modification of behaviour through learning which occurs as a result of education, instruction, development and planning experience. HR Training Program is focused on building the professional HR team. The training objectives have to be linked to corporate objectives, policies and initiatives of the firm. Training is a costly task as it involves the cost of training and the trainees but this will finally lead to more satisfaction among employees and so less rejections. The training cycle defines Training as a systematic process of intervention to improve current knowledge, abilities and skills of the workforce; this involves 6 stages: 1. Identify Learning Required (TNA- Training need analyses): This stage includes the training required to improve current knowledge, abilities and skills of the workforce. This can be completed through personal task and organisational level of analysis. The data can be collected from target participant, management, and even from customers using data gathering methods like surveys, interviews and observation at work. The TNA results as important input in designing the training program. TNA should be done regularly to ensure that training would respond to the needs of the trainees. 2. Set learning objectives (Policy): This defines the set standards to be achieved by the training program if training is regarded successful. 3. Determining Training strategy: In this stage it is of a potential importance to analyse the organisation present situation and identify the priority training needed so that the HR staff can set out strategies for meeting those needs. 4. Design and Plan training: Training programs are to be predetermined. It starts with the identification of the goals and objectives that should be achieved and then determine the topics to be covered and the suitable training methodologies. 5. Implementation (programmes): Once the staff, course, content, equipments, topics are ready, the training is implemented. In this stage one is expected to deliver the programme; Train, lead and administer. 6. Evaluation: This last stage of the training process requires the judgment of the accomplishment of the training activity. The evaluation is concerned with the effectiveness of the training to consider whether the particular training has paid off. According to Kirkpatrick (1998), there are four levels of evaluating training programs. These are the: 1) Reaction: measure feedback of participant’s right after training 2) Learning: determine what the participants learned during the training program 3) Behavioural change: determine the changes of attitudes of trainees after the training which is usually observed at the workplace and 4) Impact to organisation: measure the effect of training on the function and its impact on the entire organisation. 11 Successful organizations know that to conquest in today’s competitive fair they must attract, develop, and hold a talented and fruitful staff. The purpose of designing and implementing a performance management system is to ensure performance happens by design and not by chance. The performance management system is a tool to implement strategy. Performance management is divided in 3: 1. Objectives of job individuals are defined 2. Target for next 12 months are clearly defined 3. And Training and Development need and carrier inspiration. Successful organizations get their superiority from a performance management system that communicates the organization’s goals and objectives, combine individual and team performance goals with the organization’s strategic objectives and provides on-going response for staff development. 12 Looking into a practical example, Audi has developed a training and development programme designed for technicians at the company. Technicians are appraised by their managers to discover their personal training and development needs. They then work with a professional consultant on development training activities as well as attending relevant courses either at the Audi training centre or on external courses. This ensures that Audi employees work according to the organisations objectives and business strategy to achieve the company goals and missions. HRM relates to every aspect of the way in which the organization interacts with its people. The HR Strategy defines the background for all HR activities with the value added. HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Therefore Human Resource Management is a way of management that links people-related activities to the strategy of a business or organisation also referred to as ‘Strategic HRM’. Strategic human resource management may be regarded as an approach to the management of human resources that provides a strategic framework to support long-term business goals and outcomes.
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