Charles Darwin s Theory Of Evolution - 984 Words

Charles Robert Darwin was a British man who became one of the greatest contributors to the study of evolution. He was a naturalist who was able to develop a theory of evolution based on biological changes that he witnessed occurring in varieties of samples on his travels all around the world. Charles Darwin is valuable in science history, simply because he was the first geologists who had come the closest for closing the gap on how and why biological changes occurred. The naturalist and geologist Charles Darwin, was born in the 1800’s and raised in a small town of England named Shrewsbury. He lived in that town for most of his young life until he became the age of 16. Young Darwin had an advantage of being a child who never saw struggle ever in his life for he came from a long line of wealthy scientists in his family. Just like any other young child Charles was full of adventures who had loved the outdoors and was fascinated with playing with all kinds of animals and small insects. As young Darwin got older at the age of 16 his father, Dr. R.W. Darwin noticed that his son hadn’t come to him with any interest in a career for himself so he took it upon himself and sent young Darwin off to medical school to become a doctor in hopes to follow in his footsteps. On October 1825 at the age of 16 Darwin was a student enrolled at the University of Edinburgh to study to become a doctor. Unfortunately, Darwin quickly discovered he was terrified of the slightest sight of blood, so heShow MoreRelatedCharles Darwin s Theory Of Evolution801 Words   |  4 PagesThe theory of Evolution is one of the greatest intellectual revolutions of human history. It can drastically change our perception of the world and our place in it. Charles Darwin created a coherent theory of evolution and amassed a great body of evidence in support of this theory. During this time, most scientists fully believed that each organism and adaptation was the work of the creator. A fellow scientist Carl Linnaeus created a system of classifications that we still use today. Charles RobertRead MoreCharles Darwin s Theory On Evolution Essay1074 Words   |  5 Pagesand how did life start, along with the creation of the universe and Earth? Charles Darwin’s theory on evolution, which is called natural selection, is based on the idea of species naturally adapting to their surrounding environment to better the species chances for survival. Creationism, on the other hand, is the belief that the universe and living organisms originate from specific acts of divine creation. Both are theories on life, and how such life came to be thing we all know. It is not the strongestRead MoreCharles Darwin s Theory Of Evolution1750 Words   |  7 PagesCharles Darwin is remembered for his theory of evolution. Much controversy surrounds Darwin s theory. Questions abound. Is evolution a four billion year old process, creating life forms primarily at random but each shaped by an ever-changing and complex environment, that has resulted in all of the wondrous life forms that surround us? Or are all of those beautiful elements of our nature, along with the vastness and majesty of the entire universe, a creation of an intellect of vast intelligence andRead MoreCharles Darwin s Theory Of Evolution1055 Words   |  5 Pages Charles Darwin was an English naturalist and geologist, he was known greater for his contributions for the evolution theory. Darwin wrote a book in 1859 it was published and became the greatest and well known book. The name of the book was â€Å"On the Origin of Species†. In the book he wrote about his theory of evolution by natural selection, he discovered how the process of how organisms change as time goes on. Changes in traits and the organism’s physical behavior. Darwin believe change happensRead MoreCharles Darwin s Theory Of Evolution951 Words   |  4 Pagesmore vigorously than in America’s public school science classrooms. Of particular concern for school administrators and the educators whom they supervise, are the repeated efforts of Christian fundamentalists to replace the teaching of Charles Darwin’s Theory of Evolution by Natural Selection with Biblical Creationism. During the past ninety years, many legal cases have further defined the bo undary of that wall of separation. In response, the methods employed by the proponents of Biblical CreationismRead MoreCharles Darwin s Theory Of Evolution1737 Words   |  7 PagesThe theory of evolution is one of the great intellectual revolutions of human history, drastically changing our perception of the world and of our place in it. Charles Darwin put forth a coherent theory of evolution and amassed a great body of evidence in support of this theory. In Darwin s time, most scientists fully believed that each organism and each adaptation was the work of the creator. Linneaus established the system of biological classification that we use today, and did so in the spiritRead MoreCharles Darwin s Theory Of Evolution1957 Words   |  8 Pagesdiscusses the theory of evolution in detail. Topics this paper will address include defining the theory of evolution and explaining how the theory has evolved over time, as well as highlighting the strengths and weaknesses of the theory and e xamining how effective the theory is in today’s world. I. Description of the theory The theory of evolution sets forth an explanation of how all of the living species on Earth came to be. The theory as we know it today, written by Charles Darwin, states thatRead MoreCharles Darwin s Theory Of Evolution2319 Words   |  10 PagesCharles Darwin is commonly known for writing On the Origin of Species, published in 1859. Based on his findings, Darwin concluded to â€Å"the theory of evolution, [by which] is the process of which organisms change over time as a result of changes in heritable or behavioral traits† (Than, 2015). Certain changes that occurred in the organism s’ environment allowed it to evolve, survive, and produce offspring with those developed traits. He recorded his findings while aboard the second voyage of H.M.SRead MoreCharles Darwin s Theory Of Evolution Essay2312 Words   |  10 Pages Darwin and his Followers Charles Darwin is one of the most well known names in the United States for good reason. His theory of evolution through natural selection was not only revolutionary in the scientific world, but were also applied to society by some of his followers in this country. Some of these applications were beneficial to society while others simply allowed people to use his teachings for their own goals. While not apparent at first, Darwin does believe in a meaning in life similarRead MoreCharles Darwin s Theory Of Evolution1714 Words   |  7 Pagesâ€Å"Survival of the fittest† is one of the greatest concepts discussed by Charles Darwin (who is known as the father of evolution) and which has also affected many species throughout the world over the years, including us! As presented in his theory of evolution, Charles Darwin explains how those with advantageous traits will be able to better survive than their fellow counterparts. In other words, organisms with traits best suited for their environment will have higher chances of surviving than those

Nineteen Stars A Military Character And Leadership

Nineteen Stars: A Study in Military Character and Leadership Nowadays the military is becoming more complex and challenging then it was in the past. All of the United States military services are beginning to downsize and aiming to create a more diverse, educated, and physically fit military. As a result, this makes it harder for future military officers to earn a commission. The primary ways that young leaders earn a commission are through West Point, Reserves Officer Training Corps (ROTC), and the Officer Candidate School (OCS). These types of Army officer training not only prepare cadets physically but mentally as well to face the many challenges ahead in one’s career. Furthermore, many times there are questions of what type of characteristics makes a good leader and how do one successfully achieve the rank of general. In the book, Nineteen Stars: A Study in Military Character and in Leadership by Edgar F. Puryear, Jr., the author interviews four generals and their perspectives of their styles of leadership. The four men in which the author interviews are General of the Army George C. Marshall, General of the Army Dougals MacArthur, General of the Army Dwight D. Eisenhower, and General of the Army George S. Patton, Jr. These men give their views from different stages within their careers. It is noted that every officer experiences different phases of setback within their careers. The purpose of this book report is to show how character and leadership evolved within theShow MoreRelatedEnder s Game : A Fiction Genre Essay2092 Words   |  9 Pages the most notable being the space race. The space race made the world shift their focus from being earth bound to thinking much more about the stars in the heavens above. The space race inspired many authors which lead to an explosion of new works in the science fiction genre, eventually leading to Ender’s Game’s publication. Card uses the main character Ender to represent the United States, the dynamics between adults and children to represent the relationship between the United States governmentRead More Is Aeneas a Good Warrior? Essays2896 Words   |  12 PagesAemilius Paullus and Odysseus respectively. I will argue that Aeneas meets the criteria set by neither model and that, ultimately, he is an emotionally unstable, morally dubious and even an incompetent military leader. However, the very fact that he is the protagonist needs to be stressed: his character is necessarily sympathetic, dynamic and intricate. My intention is not to assert that Aeneas is a villain or a coward; he is quite obviously neither of these things and such an interpretation of theRead MoreMasculinity in the Philippines12625 Words   |  51 PagesCult of Masculinity Alfred W. McCoy In the imperial age, the military shaped society to suit its peculiar needs. Modem armies are complex, costly institutions that must ramify widely to mobilize the vast human and material resources their operations require. Since the armed forces demand the absolute obedience and, at times, the lives of ordinary males, the state often forms, or reforms, societys culture and ideology to make military service a moral imperative. In the cultural encounter that wasRead MoreHitler : Genius Or Madman?2021 Words   |  9 Pagesas today. Unlike many others, however, Adolf Hitler fought relentlessly in pursuit of his goals and never gave in to those that could have potentially destroyed him and his work. Because of his undeniable drive and determination, his ascension to leadership was guaranteed. There is a question that rises about Hitler as not just a leader, but as a man. Should the world view him as nothing more than a monster bent on destroying the Jews, gaining control over Europe and quite possibly the world givenRead MoreWalt Disney and Toy Story11680 Words   |  47 Pagesobvious choice. The arrangement had been a boon to the fledgling studio when it was first starting out. Disney had provided most of the funding[2] and had given Pixar’s movies top flight marketing support[3] in exchange for ownership of Pixar’s characters and a substantial percentage of the profits. Pixar had grown, however, and had accumulated enough funds to finance its own films.[4] Forty-five percent of the operating income for Disney’s film operations came from the sale of Pixar’s movies, andRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pagesthose of the previous three hundred years. This was especially the case in the Atlantic and western Eurasia. Two-thirds of the westward and eastward migrations out of Europe from 1500 to 1820 were coerced in some form (serfs, indentured servants, military conscripts, and convicts).10 Coercion was more complete for the 1–3 million Poles, Ukrainians, and Russians traded in the Crimean Tartar slave traffic during the seventeenth century. The same was true in the largest migrations of any period beforeRead MoreOrganisational Theory230255 Words   |  922 Pagesperspectives for organizational design Social democracy and the democratic organization Democracy, rationality and power A psychodynamic perspective on design – create the boundaries Critical theory and psychoanalysis challenge understandings of leadership and management Conclusions 330 330 332 332 332 339 340 341 342 342 344 345 347 347 349 354 356 357 357 359 360 361 362 367 371 373 374 375 Chapter 9 The evolution of management as reflected through the lens of modernist organization theory Read MoreStrategic Marketing Management337596 Words   |  1351 Pages11.6 11.7 11.8 11.9 11.10 11.11 11.12 11.13 Learning objectives Introduction The influence of market position on strategy Strategies for market leaders Marketing strategy and military analogies: lessons for market leaders Strategies for market challengers Strategies for market followers Strategies for market nichers Military analogies and competitive strategy: a brief summary The inevitability of strategic wear-out (or the law of marketing gravity and why dead cats only bounce once) The influenceRead MoreEssay on Fall of Asclepius95354 Words   |  382 PagesPatrick, did it come in? Yeah, he replied while reaching into his pocket. Patrick pulled out a small cardboard box. Your Japanese charm necklace came in. Here. He passed it to Thomas. He opened it and took out his necklace that had a Japanese character that hung from the string. What does that mean? Duncan asked. It means harmony, he replied. Did those katanas come in from Japan, yet Thomas asked Lucas. Both Lucas and Patrick were huge enthusiasts of Japanese culture. They collectedRead MoreExploring Corporate Strategy - Case164366 Words   |  658 PagesCompetitive strategy Strategic options: directions Corporate-level strategy International strategy Innovation and Entrepreneurship Strategic options: methods Strategy evaluation Strategic management process Organising Resourcing Managing change Strategic leadership Strategy in practice Public sector/not-for-proï ¬ t management Small business strategy ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  ââ€" 

Internal Hiring or External Recruitment †Free Samples to Students

Question: Discuss about the Internal Hiring or External Recruitment. Answer: Introduction Human Resource Management is a crucial aspect of any organization. HRM performs a sundry set of functions within the business and helps businesses in managing the organizations most valued assets. An effective HRM ensures efficient recruitment of employees, timely training and development, transparent communication in the business, fair compensation for employees and expeditious addressing of employee grievances. Human Resource Management has achieved significant importance in the last few years: In practice as well as in literature (Brewster Hegewisch, 2017). This report throws light on two vital roles played by the HRM viz-a-viz recruitment selection as well as employee retention and talent management. Ensuring that the organization is equipped with the right people at the right time is very pivotal for the success of the business. HRM ensures that competent people are hired in the business through a transparent and highly effective process (Board, 2017). Once the employees institute tenure, it becomes the responsibility of the HRM to create a positive working environment for employees to remain associated with the business for a long term. This is where talent management comes into the picture and fortifies that at any given point of time an adequate number of people are associated with the business (Armstrong Taylor, 2014). Effective recruitment and selection are pivotal to the success of any business. These two process combines ultimately determine the quality of the employees in an organization (Costen, 2012). Managing human resources of the organization begins at bringing in the right employees for the right job profile in the business. Recruitment includes the process of bringing competent and interested candidates to apply for the jobs available in the organization. On the other hand, Selection refers to the process that these candidates undergo before being finalized for the position. Organizations need to respond to rapidly changing global environment. Continued success is, thus, dependent on attracting and retaining high quality individuals who can respond effectively to this changing environment (Newel, 2015). Recruitment process and decisions Recruitment involves the process of attracting the interest of a pool of capable people who will apply for jobs within the organization (Bratton Gold, 2017). It is a core function of Human Resource Management. Recruitment process ideally begins with identifying a gap between the HR needs of a business and the current workforce employed by the business. Once the gap has been identified, businesses attract candidates through a variety of sources and make those candidates go through a selection procedure. Recruitment plays a vital role as businesses tend to understand its manpower recruitment and competent candidates seek jobs. Effective recruitment processes are not just necessary for the business but for the growth of the economy. Malaysian unemployment rate stands at 3.4% this January (Trading Economics, 2018). On the other hand job vacancies in the country slumped to 401835 in the last quarter of 2017. There is a 2% rise in the labor force in 2017 as compared to 2016, yet there is an increasing need to work upon employee dissatisfaction (Department of Statistics Malaysia, 2018). This could be due to decreasing job satisfaction and lowering growth opportunities. Average salary increase rate in Malaysia declined to 5% in 2017 (New Straits Times, 2018). These statistics are evident that there is an increasing need for Malaysian organizations to improvise the recruitment process in order to be able to attract new talent in the business. Recruitment process at all the organizations varies slightly on the bases of organizations attrition rate, size of the organization as well as nature of the business. Large organizations like Dell have a large pool of candidates who have shown interest in working for the firm. The goodwill and effective positioning of these organizations automatically attracts candidates to work with these firms. On the other hand, small organizations or Startups like Food Matters need to put additional efforts in attracting potential candidates. Therefore, these organizations resort to various recruitment strategies discussed in the next part of the report. Dell also supports internal recruitment because of the large number of employees working with the business. The organization posts job requirements on the company website as well as ties up with online job portals in order to attract competent candidates (Dell EMC, 2018). While on the other hand, new generation startups resort to social recruiting and extensive employee referrals while initiating the recruitment process. Recruiting strategies Every organization adopts various strategies to recruit talent into the organization. Recruiting strategies can be categorized into two main streams. These are internal and external recruitment. Both these forms of recruitment play a vital role in attracting a pool of competent candidates who are interested in working with the organization (DeVaro, 2016). Recruitment strategies play a vital role in the success of the business to ensure the growth in the Malaysian job market. The increasing attrition rate in organizations has created a need to be creative with recruitment as well as enhance focus on employee satisfaction. According to research, a staggering 74% of employees are unsatisfied with current jobs. Over 61% people validated that low pay was the major reason leading to job dissatisfaction. (Jobstreet, 2015). However, in order to counter the same, companies have been putting efforts in providing other benefits to employees (Monroe Consulting Group, 2015). Internal recruitment involves promotions, job enhancements and geographical transfers. Often organizations have a pool of employees who would be willing to perform different roles within the same organization. Whenever, a vacancy is formed in a business, it is recommended to analyze if the vacancy can be filled by internal sources alone. External recruitment involves recruitment brokers, online recruitment portals, companys website, social media recruitment. The size of the company widely impacts the recruitment strategies adopted by the company. There are certain jobs that are more likely to be filled by internal mobility (promotions and lateral transfers) than by hiring (Bidwell Mollick, 2015). A few recruitment strategies adopted by organizations are as below: The Apple Inc. is a multinational business specializing in technology related services and products. The organization has offices across the globe and is in constant need of employees. In order to attract a pool of talented candidates, Apple Inc. posts the vacancies in the organization on its official website (Apple Inc, 2018). That is the only source of recruitment adopted by Apple. The brand awareness and goodwill of Apple makes it easy for the firm to attract candidates. Social media is also becoming an increasingly prevalent and relevant tool of recruitment by various organizations. This was started by LinkedIn recruiting. Today, the world of recruiting has gone nearly 100% digital (Taylor, 2016). The large reach and wide usage of social media has made it possible for organizations to reach out to a wide number of candidates through social media platforms. There are various online job portals like Jobstreet, Fastjobs and Monster.com. These portals are aimed at bridging the gap between employers and competent candidates. Such portals can be used by organizations to contact candidates. There are various organizations like Country Garden who have listed vacancies in online portals and have been able to recruit employees through such portals (Jobstreet, 2018). Country Garden recruited 250 employees in 2014 via Jobstreet (Cheng, 2014) Employee referrals are one of the most efficient ways of recruiting competent candidate within the organization. The employees get a certain pre-decided referral bonus for recommending candidates which keeps them motivated. The major advantage of recruiting through referrals is an additional amount of trust that can be bestowed upon a new employee if he or she has been referred by an existing employee. Therefore, referred candidates are more likely to be hired (Brown, Setren Topa, 2016). Employee selection is an important organizational process for assessing individuals and their attributes (Bolander, 2016). Once a pool of competent candidates has been gathered, every candidate from that pool goes through a selection process. The aim of the selection process is to test various attributes of the candidates and based on the analysis, select the most appropriate candidates and offer them to work with the business. Every organization has a different selection criteria. The Google LLC is a leading multinational technology company which specializes in internet related services and products. The Selection process at Google is mentioned below: The first step of the Google Selection process is online application that needs to be filled by interested candidates from the Google Website. The application is then shortlisted by expert based on candidates skillset and previous experiences. The second step of the Google Selection process involves hangout or telephonic interviews. The candidates are asked open ended questions. Often candidates are asked to write algorithms in various coding languages to assess the technical skills. The shortlisted candidates are then invited for a face to face interview. Four different strengths will be analyzed which is ability, leadership, role related knowledge and Googleyness (Google, 2018). Googleyness is a terminology given by Google where the organization analyzes the ability of candidates to move outside comfort zone. Negotiation and Selection Once the candidate has been shortlisted after the onsite interview, both the parties negotiate over the offered salary and upon reaching a common ground, the candidate is selected to work with the organization and an official selection letter is rolled out to the employee. Above are the steps for selection process by google which is almost similar the other companies, but SGS differs a little from Googles process because candidates after clearing the face to face interview are then invited to take psychometric and logical reasoning tests to help recruiters understand the candidates motivation, behavior and reasoning skills (SGS, 2018). Employee selection is more complex than hiring a qualified employee to perform a particular job. It is emphasized that employee selection processes and techniques are often keys to effective execution of other HR processes (Farr Tippins, 2017). Retention and Talent management Employee retention and talent management are crucial firms of any organization. Employee retention is important to ensure than organizations retain competent employees in the business leading to improved productivity and efficiency. Talent management is the overall process of managing talent within the organization. Addressing work life balance is one of the key variables in addressing issues of employee retention (Deery Jago, 2015). This covers the entire spectrum of human resource activities in the business including employee recruitment, engagement, satisfaction, retention and motivation. Talent retention is one of the major challenges faced by organizations (Forbes, 2017). Various organizations across the globe put tremendous efforts in retaining employees. Malaysian retention scores have severely declined, 36% of employees confirm that employees are likely to leave current organization within a span of two years (Willis Towers Watson, 2017). There are various advantages associated with retaining employees. These advantages include reduced training costs, improved trust and smooth functioning of the business. Employee attrition is the process of current employees leaving the organization. The reason behind employees leaving the organization might be voluntary or involuntary. Voluntary reasons involve resignation due to health issues, personal problems, and dissatisfaction with the organization, better opportunities or change of industry. Involuntary reasons include retirement or poor performance at work. As mentioned above, there is an increasing gap between unemployment rate and vacancies. Besides that, the attrition rate of the country stands high at 15.1% (Willis Towers Watson, 2018). This could be due to decreasing job satisfaction and lowering growth opportunities. Average salary increase rate in Malaysia declined to 5% in 2017 (New Straits Times, 2018). The increasing attrition rate in organizations has created a need to be creative with recruitment as well as enhance focus on employee satisfaction. Research revealed that over 70% of employees who demonstrated loyalty towards the firm did not receive pay increases. Moreover, out of the 30% of employees that received salary hikes, 52% received increases of below 10%. But to counter the same, companies have been putting efforts in providing other benefits to employees (Monroe Consulting Group, 2015). According to Michael page, Malaysian employees leave the current company for two predominant reasons including lack of career progression (52%) and seeking a fresh challenge (43%). 25% people also stated that the reason for leaving current employer is feeling undervalued. (Michael Page, 2015). While looking for a new job, 32% people felt that improved workplace flexibility is the key reason for being attracted to a new job (Michael Page, 2015) Benefits are additional perks given to employees besides salaries. These include sick leaves, retention bonuses, profit sharing, education loan contributions, retirement benefits or even health insurance. These benefits are an additional gesture by the organization to demonstrate trust in employees. 63% of employers across the country feel that additional benefits provided to employees improve attraction and retention (Willis Towers Watson, 2017). Facebook provides its employees with unlimited sick leaves in a year. No doubt, Facebook enjoys a high employee retention rate. When an organization provides additional benefits to employees, it gives them reasons to stay associated with the firm. Employee engagement has emerged as the main driver for organizational success. And organizations are increasingly recognizing its importance in organizational success (Sharma Rajput, 2017). Employee engagement refers to the ability of the business to keep employees engaged. The top three engagement drivers specifically for Malaysian organization are empowerment, goals and objectives, and workload and work life (Willis Towers Watson, 2015). Enhancing employee engagement would result in increased sense of ownership and hence increased retention. The number of hours that an employee contributes to work largely impacts satisfaction as well as work-life balance of the employee. In order to retain employees, it is imperative that organizations must put efforts in improving employees work-life balance. Banking sector in Malaysia specifically believes that offering flexible working hours to employees is a key strategy for ensuring employee retention (Idris, 2014). Rewarding employees and recognizing hard work is an important strategy to keep employees motivated within the firm (Cherry, 2016). Rewards can be monetary or non-monetary in the form of cash prizes, paid vacations, promotions or improved jobs. Rewarding employees and recognizing hard work will lead to improved retention since employees will feel more valued. Employee learning plays a vital role in ensuring employee retention in the business. If employees can feel themselves growing in a particular organization then employees will tend to remain associated with the organization for a longer time. Talent management Talent management refers to the process of anticipating the need of human resources in the business and building strategies to fulfill the same (Taylor, 2014). Talent management involves ensuring that the right people are at the right job in the business. It covers the entire sector of human resource activities that take place in an organization. The talent management process has evolved a lot over time. From traditional talent management systems, organizations have shifted to role based talent management. The traditional TM system began with designing the components and processes and focused on knowledge and skills of employees. On the other hand, role base TM system begins with specific and targeted business outcomes while keeping focus on pivotal roles and accomplishments expected from and delivered by employees. This role base TM system designs workplace in a manner to reduce barriers and enable successful performances in the organization. The ultimate aim is to achieve the business results unlike traditional system which considered the end goal as an effective quality of the system. However, despite the change, talent management practices in Malaysia are still at an early stage. Most of the organizations do not have a documented HR process. This will pose a severe challenge when competing with global organizations (Kaliannan, Abraham Ponnusamy, 2016). The process and strategies adopted for talent management are different for different organization. Facebooks talent management is unique and includes the following strategies: The first step of talent management is the ability to identify the gap between current manpower and required manpower by an organization. Facebook achieves so my putting a dollar value on all employees. Facebook analyzes the value of employees in monetary terms in order to understand its manpower gaps. For example an engineer at Facebook is valued at 0.5 to 1 million dollars (ERE recruiting intelligence, 2013). Facebook aims at recruiting the most competent employees through a stern process involving a lot of interviews in a loop on a single day (Facebook, 2018). Effective recruitment is an important step in managing talent of the firm that equips organizations with effective human resources. Moreover, Mark Zuckerberg himself visits campuses and recruits talent. Facebook provides various fringe benefits to its employees as strategies to retain them. Work life balance of Facebook employees is commendable. All the employees are entitled to sick leaves for themselves as well as to cater to a sick family member. Employees are also entitles to four months of paid leaves for new parents (Tech Crunch, 2017). Such strategies by Facebook helps the firm in retaining employees. These are few talent management strategies adopted by Facebook to manage talent in an effective manner, keep employees satisfied and in turn enhance organizational efficiency. Talent management plays a crucial role in managing the human resources of any business. The concept is still relatively new in Malaysia and hence efforts must be put to enhance awareness regarding the same. Conclusion Human Resource Management is one of the most important functions of a business. Success of a business largely depends on various HR practices adopted by organizations (Marchington et al, 2016). This report has throws light on HR process like recruitment, selection, retention and talent management. There are various organizations who have set tremendous example of effective Human Resource Management like Google, Apple and Facebook. Employment scenario in Malaysia is yet not entirely effective. The population is experiencing close to full employment with the unemployment rate of 3% but human resource practices in Malaysia must change and accept the fact that the average turnover for any individual in this day and age is two-and-a-half years (The Sun Daily, 2017). This report reflects upon various strategies that leading organizations of the world have adopted in order to manage talent. It has been learnt that effective recruitment, competent HR processes, efficient talent management and efforts by the organization to retain such talents are highly important to ensure the success of any business. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Page 264. Bidwell, M. and Mollick, E., 2015. Shifts and ladders: Comparing the role of internal and external mobility in managerial careers.Organization Science,26(6), pp.1629-1645. Board, G., 2017. Recruitment Selection. Epinay. Bolander, P., 2016. 10 Expertise in the Selection of Employees.The Organization of the Expert Society, p.146. Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave. Page 143. Brewster, C. and Hegewisch, A. eds., 2017.Policy and practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor Francis. Brown, M., Setren, E. and Topa, G., 2016. Do informal referrals lead to better matches? Evidence from a firms employee referral system.Journal of Labor Economics,34(1), pp.161-209. Cherry, K., 2016. What is intrinsic motivation?About.com. Available at https://static1.squarespace.com/static/5245a9c6e4b038b5cbe9a684/t/5990decd893fc0867d8aba46/1502666445285/What+Does+Intrinsic+Motivation+Mean%3F.pdf. Costen, W.M., 2012. Recruitment and selection.The Encyclopedia of Human Resource Management: Short Entries, pp.379-387. Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention strategies.International Journal of Contemporary Hospitality Management,27(3), pp.453-472. Department of Statistics Malaysia, 2018. Principle statistics of labor force. Available at https://dosm.gov.my/v1/index.php?r=column/cthemeByCatcat=429bul_id=U243VmM4VHJHMXJKaUVvMjZwaDdhdz09menu_id=U3VPMldoYUxzVzFaYmNkWXZteGduZz09. Retrieved on 5 April, 2018. DeVaro, J., 2016. Internal hiring or external recruitment?IZA World of Labor. Dell EMC, 2018. Internal mobility policy. Available at https://israel.emc.com/corporate/jobs/coe/internal-mobility-policy.htm. Retrieved on 20 March, 2018. ERE recruiting intelligence, 2013. A case study of Facebooks talent management. Available at https://www.ere.net/a-case-study-of-facebooks-simply-amazing-talent-management-practices-part-1-of-2/. Retrieved on 24 March 2018. Facebook, 2018. Job at Facebook. Available at https://www.facebook.com/notes/facebook-engineering/get-that-job-at-facebook/10150964382448920/. Retrieved on 24 March, 2018. Farr, J.L. and Tippins, N.T. eds., 2017.Handbook of employee selection. Taylor Francis. Page 231. Forbes, 2017. Why retention will be the biggest talent challenge of 2017. Available at https://www.forbes.com/sites/larsschmidt/2016/12/16/why-retention-will-be-the-biggest-talent-challenge-of-2017/#60a337a06ae4. Retrieved on 24 March, 2018. Google, 2018. Onsite interviews. Available at https://careers.google.com/how-we-hire/interview/#_. Retrieved on 15 March, 2018. Idris, A., 2014. Flexible working as an employee retention strategy in developing countries: Malaysian bank managers speak.Journal of Management Research,14(2), p.71. Jobs Street, 2018. Internship for Marketing. Available at https://www.jobstreet.com.my/en/job-search/jobs-at-unilever-malaysia-holdings/. Retrieved on 15 March, 2018. Kaliannan, M., Abraham, M. and Ponnusamy, V., 2016. Effective talent management in Malaysian SMES: A proposed framework.The Journal of Developing Areas,50(5), pp.649. Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016.Human resource management at work. Kogan Page Publishers. Michael Page, 2015. Employee intentions report. Available at https://www.michaelpage.com.my/sites/michaelpage.com.my/files/2015_MALAYSIA_EMPLOYEE_INTENTIONS_REPORT_FINAL.pdf. Retrieved on 24 March, 2018. Page 7. Monroe Consulting Group. 2015. Recruitment market report. Available at https://www.monroeconsulting.com/malaysia/recruitment-market-reports/malaysia-recruitment-reports/malaysia-market-survey-2015.pdf. Retrieved on 19 March, 2018. New Straits Times. 2018. Average salary increase rate in Malaysia declined to 5pcin 2017: Aon. Available at https://www1.nst.com.my/business/2017/12/316593/average-salary-increase-rate-malaysia-declined-5pc%C2%A0-2017-aon. 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Wolfmother †“Wolfmother” free essay sample

The Australian band Wolfmother is making a big splash in the world of music. This band, with all its rocking new songs, has got Australians and the rest of the music world talking. This three-piece group rocks like Led Zeppelin, AC/DC, and Black Sabbath but still manages to create its own sound. Wolfmother became popular in 2004, releasing their first album in 2006. This album has 13 songs, and every one of them is a ride for the listener’s ears. The old-school vocals will remind you of Robert Plant. The guitar plays a central role with driving chords and rocking solos. Wolfmother is primarily a hard-core rock band that will delight the ears of metal heads, classic rockers, and alternative rock listeners. The album has a great selection of songs that vary in intensity and tempo, some hard rocking pieces and some easy-listening. This is a great start for the band. The lyrics will take listeners to places like the carnival, outer space, or maybe a quiet room. We will write a custom essay sample on Wolfmother – â€Å"Wolfmother† or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The variety of subjects in their lyrics adds to the overall feel of the album. One of my favorites is â€Å"Dimension,† a great song with a loud, driving rhythm  ­reinforced by the drums and guitar. My all-time favorite is â€Å"Joker and the Thief,† which they begin creatively with a guitar solo – a somewhat unusual start, but it’s just one of the ways that Wolfmother is creating a unique sound and style. These songs will transport the listener with creative and poetic lyrics, shredding guitar riffs, driving beat, and fast-paced melodies. In my opinion, this is a great band for hard and classic rock lovers alike who may be looking for a new sound. This three-man group with guitar, keyboard, vocals, and drums will not disappoint. I love their retro up-tempo sound with a classic rock flavor. They have the  ­potential to be the modern-day version of Led Zeppelin, AC/DC, or Black Sabbath.

Conjugation of the Future Tense of Spanish

Conjugation of the Future Tense of Spanish The future tense of Spanish is probably the easiest conjugation pattern of all to learn. Not only is its use much as in English, but its formation is irregular for far fewer verbs than with the other tenses and is the same for all three infinitive endings (-ar, -er and -ir). As you would expect, the future tense is typically used for verbs whose action will take place sometime in the future. Generally, it is the equivalent of the will verb form in English in sentences such as I will go or she will eat. Endings for Future Verbs With regular verbs, the future tense is formed by adding endings to the infinitive as shown in boldface in the list below. Although the verb hablar (to speak) is used as an example, the future is formed in the same way for all regular verbs: yo hablarà ©, I will speaktà º hablars, you (informal second-person singular) will speakusted/à ©l/ella hablar, you (formal second-person singular)/he/she will speaknosotros/nosotras hablaremos, we will speakvosotros/vosotras hablarà ©is, you (informal second-person plural) will speakustedes/ellos/ellas hablarn, you (formal second-person plural)/they will speak If youre familiar with the conjugation of the verb haber, you may notice that these endings are the same as the present tense of haber (an auxiliary verb meaning to have), minus the initial h. Presumably, at some time in the distant past, a conjugated form of haber was placed after the infinitive to form the future tense. Verbs Irregular in the Future Since the ending is placed after the infinitive and includes the syllable that is stressed in the verb, you dont have to worry about the stem changes that are common in the conjugation of many irregular verbs. And since the future tense is a later development in the language, there overall are fewer irregular verbs in the future tense to be concerned with. Even some of the most highly irregular verbs (such as ser, estar and ir) are regular in the future tense. In general, most of the verbs that are irregular in the future tense modify and/or shorten the infinitive, but they all have the correct ending otherwise. Here are the most common examples: caber (to fit): cabrà ©, cabrs, cabr, cabremos, cabrà ©is, cabrndecir (to say): dirà ©, dirs, dir, diremos, dirà ©is, dirnhaber (to have): habrà ©, habrs, habr, habremos,habrà ©is, habrnhacer (to make or do): harà ©, hars, har, haremos, harà ©is, harnpoder (to be able): podrà ©, podrs, podr, podremos, podrà ©is, podrn  poner (to put): pondrà ©, pondrs, pondr, pondremos, podrà ©is, podrnquerer (to want): querrà ©, querrs, podr, podremos, podrà ©is, podrnsaber (to know): sabrà ©, sabrs, sabr, sabremos, sabrà ©is, sabrnsalir (to leave): saldrà ©, saldrs, saldr, saldremos, saldrà ©is, saldrntener (to have): tendrà ©, tendrs, tendr, tendremos, tendrà ©is, tendrnvaler (to have value): valdrà ©, valdrs, valdr, valdremos, valdrà ©is, valdrnvenir (to come): vendrà ©, vendrs, vendr, vendremos, vendrà ©is, vendrn Sample Sentences Showing Use of Future Tense Siete de cada diez personas comprarn un regalo de San Valentà ­n. (Seven out of 10 people will buy a St. Valentines gift.) Creo que estaremos en una desventaja competitiva. (I think we will be at a competitive disadvantage.) Tendrà © muchas otras cosas para hacer. (I will have many other things to do.) Te dir muchas mentiras, pero tà º no sers consciente de ellas hasta que pase un tiempo.  (She will tell you many lies, but you wont be aware of them until some time passes.) Unos aà ±os ms tarde, querrà © ir a verlas a otras ciudades.  (A few years later, I will want to go see other cities.) Habr cinco meses ms para personalizar los coches. (There will be five months for personalizing the cars.) Haremos los arreglos necesarios. (We will make the necessary arrangements.)  ¡No podrn las voces de la oscuridad! (The voices of darkness will not overcome!) El municipio ser el beneficiario y en consecuencia dar las à ³rdenes de pago. (The municipality will be the beneficiary and as a result will give the payment orders. Donde vayan los iremos a buscar. (Where they go we will go looking for them.)  ¿Cà ³mo sabrà © cuando podrà © usar nuevamente mi cuenta? (How will I know when I will be able to use my account again?) Creo que si nos damos prisa llegaremos a tiempo. (I believe if we hurry we will arrive on time.) A fin de aà ±o deberà © 20,000 pesos para cancelar mi deuda. (At the end of end of the year I will owe 20,000 pesos in order to cancel my debt.) Este fin de semana tengo una boda, y llevarà © un vestido verde. (This weekend I have a wedding, and I will wear a green dress.) Me llamars por mi nombre, reconocers mis atributos y mà ©ritos. (You will call me by my name, and you will recognize my attributes and strengths.)

A Primer on the Price Elasticity of Demand

A Primer on the Price Elasticity of Demand Price elasticity of demand (sometimes referred to simply as price elasticity or elasticity of demand) measures the responsiveness of quantity demanded to a price. The formula for price elasticity of demand (PEoD) is: PEoD (% Change in Quantity Demanded)/(% Change in Price) (Note that price elasticity of demand is different from the slope of the demand curve, even though the slope of the demand curve also measures the responsiveness of demand to price, in a way.) 2:48 Watch Now: How Does Price Elasticity of Demand Work? Calculating the Price Elasticity of Demand You may be asked the question Given the following data, calculate the price elasticity of demand when the price changes from $9.00 to $10.00. Using the chart on the bottom of the page, well walk you through answering this question. (Your course may use the more complicated Arc Price Elasticity of Demand formula. If so, youll need to see the article on Arc Elasticity) First, well need to find the data we need. We know that the original price is $9 and the new price is $10, so we have Price(OLD)$9 and Price(NEW)$10. From the chart, we see that the quantity demanded when the price is $9 is 150 and when the price is $10 is 110. Since were going from $9 to $10, we have QDemand(OLD)150 and QDemand(NEW)110, where QDemand is short for Quantity Demanded. Thus we have: Price(OLD)9Price(NEW)10QDemand(OLD)150QDemand(NEW)110 To calculate the price elasticity, we need to know what the percentage change in quantity demand is and what the percentage change in price is. Its best to calculate these one at a time. Calculating the Percentage Change in Quantity Demanded The formula used to calculate the percentage change in quantity demanded is: [QDemand(NEW) - QDemand(OLD)] / QDemand(OLD) By filling in the values we wrote down, we get: [110 - 150] / 150 (-40/150) -0.2667 We note that % Change in Quantity Demanded -0.2667 (We leave this in decimal terms. In percentage terms this would be -26.67%). Now we need to calculate the percentage change in price. Calculating the Percentage Change in Price Similar to before, the formula used to calculate the percentage change in price is: [Price(NEW) - Price(OLD)] / Price(OLD) By filling in the values we wrote down, we get: [10 - 9] / 9 (1/9) 0.1111 We have both the percentage change in quantity demand and the percentage change in price, so we can calculate the price elasticity of demand. Final Step of Calculating the Price Elasticity of Demand We go back to our formula of: PEoD (% Change in Quantity Demanded)/(% Change in Price) We can now fill in the two percentages in this equation using the figures we calculated earlier. PEoD (-0.2667)/(0.1111) -2.4005 When we analyze price elasticities were concerned with their absolute value, so we ignore the negative value. We conclude that the price elasticity of demand when the price increases from $9 to $10 are 2.4005. How Do We Interpret the Price Elasticity of Demand? A good economist is not just interested in calculating numbers. The number is a means to an end; in the case of price elasticity of demand it is used to see how sensitive the demand for a good is to a price change. The higher the price elasticity, the more sensitive consumers are to price changes. A very high price elasticity suggests that when the price of a good goes up, consumers will buy a great deal less of it and when the price of that good goes down, consumers will buy a great deal more. A very low price elasticity implies just the opposite, that changes in price have little influence on demand. Often an assignment or a test will ask you a follow-up question such as Is the good price elastic or inelastic between $9 and $10. To answer that question, you use the following rule of thumb: If PEoD 1 then Demand is Price Elastic (Demand is sensitive to price changes)If PEoD 1 then Demand is Unit ElasticIf PEoD 1 then Demand is Price Inelastic (Demand is not sensitive to price changes) Recall that we always ignore the negative sign when analyzing price elasticity, so PEoD is always positive. In the case of our good, we calculated the price elasticity of demand to be 2.4005, so our good is price elastic and thus demand is very sensitive to price changes. Data Price Quantity Demanded Quantity Supplied $7 200 50 $8 180 90 $9 150 150 $10 110 210 $11 60 250

Two Strategy Questions Assignment Example | Topics and Well Written Essays - 500 words

Two Strategy Questions - Assignment Example In the measurement stage, the products output were measured according to the set out expected performance. Analyze phase considered the merits and demerits of the products. Orkut was a social media platform which did well in some countries, but not as compared to Facebook. Google translate enabled users to search for information in different languages, though the languages were insufficient. Google earth pictures were vague and one could not see the directions in case of difficulty. Gmail application was a computer web based operation and due to technology changes, users suggested a mobile version. Lastly, Picasa enabled users to store and edit their photos online. The improve stage saw major shake ups in Google internal operations. The social network Orkut was scrapped due to low numbers. Google translate was added forty more different translation languages. Sky, ocean, Google map and navigation were also included on Google earth to improve the quality and features from the satellite. Mobile Gmail was introduced for all wap enabled phones. For mass Google presence on the internet and entertainment industry, it purchased the reowned video streaming company, you tube. Google controls its operations through the use of feedback from its users to avoid their dissatisfaction. Feedback is collected by Google employees who work in teams for efficiency. The changes in internal operations are effective as Google has managed to stay at the top after continuous improvements. Changes from way back have yielded extreme profits over the years in Google, and therefore, improvements in internal operations are vital. Corporate culture is the accepted norms, values and systems that define an organization and undertaken to meet its objectives. Corporate culture helps strategy execution in a number of ways. First, it fosters innovation. If an