Japanese festivals Essay Example | Topics and Well Written Essays - 1250 words

Japanese celebrations - Essay Example Japanese Matsuri (celebrations) are routine happy occasions. There are likewise an assortment of nearby celebrations that are fundamentally unidentified outside to a predetermined locale. It is ordinarily felt that one will forever find a celebration wherever in Japan. In Japan, celebrations are commonly upheld by a restricted sanctuary or sacred spot, in spite of the fact that they can be common. Be that as it may, celebrations are for the most part started pretty much a couple of significant events, with staple stands, diversion and festivity end of the season games to keep people busy with amusement. There is no specific matsuri time for each one in Japan, subsequently dates contrast from locale to area and even inside a careful region, aside from celebration days to be slanted to the gathering around the standard excursions for example Setsubun or Obon. Roughly every environmental factors has as at least single matsuri in pre-fall or in the beginning of harvest time, by and large connected to the rice yield. Essential matsuri much of the time trademark showings which may assimilate convoluted floats. Groundwork for these exhibits is for the most part prearranged at the phase of zones or as it were machi.Previous to these, the neighboring kami may be ceremonially mounted in mikoshi and parade right through the paths. An individual can consistently find in the encompassing region of a matsuri slows down selling keepsakes and staple for instance takoyaki and end of the season games for instance Goldfish scooping. Karaoke rivalries, sumo match-ups and different kinds of movement are over and again prearranged in simultaneousness with matsuri. Favored basics of the for the most part well known matsuri, for example the Nada Kenka Matsuri of Himeji or the Neputa Matsuri of Hirosaki, are routinely broadcast on TV for the entire nation to have its advantage. Various celebrations are referenced underneath. Seijin Shiki (Coming of Age Day) Seijin Shiki is hung on the second Monday in January. Festivities contain ceremonies held at neighboring and region work environments and get-togethers among family members and partners to celebrate course into middle age. Hinamatsuri (Doll Festival) The Japanese Doll Festival, or as such Girl's Day, is assumed on third March, the third day of the third month. Show places with a red howdy mosen are worn to introduce a place of improving dolls, exhibiting the sovereign, ruler, devotees and entertainers in standard court garments of the Heian period. Prologue to Japanese Culture 3 Hanami (Flower Viewing) Hanami is the Japanese ordinary convention of enjoying the wonderful of blossoms, bloom in this circumstance is almost consistently implies cherry blooms or Ume blossoms. From late March to the troublesome May, sakura prosper wherever in Japan. The blossom guess is declared each year by the climate associations and is watched carefully by the individuals who are doing the readiness of hanami as the blossoms. In contemporary Japan, hanami basically comprises of containing an outside gathering underneath the sakura through day

A Survey on Mobile User’s Data Privacy Threats

A Survey on Mobile Users Data Privacy Threats ABC EFG 1 , ABC EFG 2* and ABC EFG 3  4. Security Challenges for Mobile Devices Mobile gadget applications offer a degree of comfort that the world has never think it. All over the place (home. Office, inn, play area, street, stopping, picture royal residence, going in various nations or each spot of world) any portable client can utilize applications to satisfy their every day needs like impart, purchase, search, installment, sell, amusement, discover general data of their utilization. This extraordinary degree of solace has carried with it an outrageous number of security dangers. Beneath portraying some cell phone difficulties, how the vulnerabilities and assailants diminishing versatile applications opportunity. 4.1 Insecure Data Storage It can bring about information misfortune for a client, in the wake of losing cell phones an application is inappropriately made sure about and all client in danger. Some regular bit of information store at high hazard like individual data (Na me, Address, Date of Birth, Banking data, Family data, Family picture, Social systems administration address, email address) ,working data (organization name, working position, related some application, organization contact numbers and authority archives if any accessible). 4.2Physical Security Physical security of any cell phones is excessively troublesome, however when portable clients are continually utilizing cell phones, which is in consistently for 24x7x365 and client lose his cell phone then the assignment turns out to be apparently outlandish. Deliberately physical security is most worry for hazard free cell phones. In the event that an individual lost and lost or burglary their cell phones so it might be abuse user’s delicate information, work force data, email correspondence , any unbound records, address books, business information and documents by the cheat . 4.3 Mobile Browsing Mobile perusing is the best element for any cell phones for giving best utilization of web application however generally in cell phones client can't see the entire URL or web address, least confirm whether the web address or URL safe or not and client reach (peruse) their way into a phishing related assault. 4.4 Multiple User Logging Due to dynamic development of internet based life Single sign-on (SSO) in the portable application biological system it is evaluated 60% of versatile application uncertain by utilizing same login to numerous interpersonal interaction application. Programmers who got login certifications for site or applications twitter , Facebook can access user’s profile page. Outmost utilization of online life single sign-on (SSO) is really to encourage social connection at same time the designer additionally access some of social data identified with sign in client. 4.5Client Side Injection The execution of vindictive projects on the cell phones over the web medium by application or web perusing customer side infusion happens. Html infusion ,SQ L infusion or other more up to date attack(abusing telephone dialer, SMS ) comes in the customer side infusion. Programmers could stack content based assault and endeavor focused on analyst. Along these lines any wellspring of information can be infused including asset focused on records or application 4.6 Application Isolation Mobile application is just about everything from exchange, business ,work force and interpersonal interaction. Before introducing any application in your cell phones obviously observe the consent understanding, security and how to get to your gadget with that application. It may be any application burglary client touchy information ,monetary information, business information ,work force information and other significant record.

Cincinnati

Cincinnati Cincinnati sins?nat ´e, â€"nat ´? [key], city (1990 pop. 364,040), seat of Hamilton co., extreme SW Ohio, on the Ohio River opposite Newport and Covington, Ky.; inc. as a city 1819. The third largest city in the state, Cincinnati is the industrial, commercial, and cultural center for an extensive area including numerous suburbs in Ohio, Kentucky, and Indiana. It is also a port with a large riverfront and good transportation facilities. Machinery; consumer goods; transportation, electric, and electronic equipment; musical instruments; metal goods; and packaged meats are among its manufactures; banking and finance also are important. Cincinnati was founded in 1788 as Losantiville; in 1790 Arthur St. Clair , the first governor of the Northwest Territory , renamed it for the Society of Cincinnati, a group of Revolutionary War officers. It was the first seat of the legislature of the Northwest Territory. After the opening of the Ohio and Erie Canal (c.1832), the city developed as a sh ipper of farm products and meat. Built on and below seven hills, it became known for its German-influenced cultural life. Corruption, crime, and unrest plagued late-19th-century Cincinnati; a reform movement culminated in the establishment (1924) of the city-manager type of government (notable managers were Clarence A. Dykstra and Clarence O. Sherrill). Disastrous flooding struck the city in 1884 and again in 1937, after which major flood-control projects were undertaken. In the 21st cent. the city's downtown and riverfront has undergone a revitalization, with the construction of new business and residential buildings and park facilities. William Howard Taft and his son Robert A. Taft were born here. Cincinnati's landmarks include the Taft Museum; Eden Park, with the Cincinnati Art Museum; the Cincinnati Museum Center in the former Union Terminal; and the Rosenthal Center for Contemporary Art. The Univ. of Cincinnati, Edgecliff College, Xavier Univ., and several other educ ational institutions are in Cincinnati. The city is home to the Cincinnati Reds, the nation's oldest professional baseball team, and the Bengals football team. The Columbia Electronic Encyclopedia, 6th ed. Copyright © 2012, Columbia University Press. All rights reserved. See more Encyclopedia articles on: U.S. Political Geography

Imclone Business Ethics - 1042 Words

Running head: Case Study Report 3 Case Study Report 3 Deb Gephart Western International University LDR 620 Ethics and Corporate Social Responsibility Ray November January 28, 2008 Case Study Report 3 I chose to report upon the case study involving ImClone and Samuel Waksal’s deceitful practices involving selling personal shares of ImClone stock. Samuel Waksal knowingly participated in insider trading which involved selling his ImClone stock and then notifying his family of the impending refusal by the FDA for the approval of their first drug Erbitux. Waksal was privy to non-public information which he knew would negatively impact the value of ImClone stock. Rather than perform his corporate duty and abide by the†¦show more content†¦Nothing is guaranteed in the world of investing except unpredictable financial loss, gain, and anxiety. Samuel Waksal’s reaction was motivated by the desire to prevent financial losses to himself and his family regardless of the price paid by his stockholders, employees, and other investors of the company, including those employees who held no ImClone shares but dedicated their expertise to ImClone and developing its anti-cancer drug. Why were Samuel Waksal’s actions unethical? Samuel Waksal’s actions were unethical because he was acting with information his staff, board of directors, and stock holders were unaware of. Samuel took advantage of confidential information provided to him and used it for personal financial gain and for the financial gain of his family. His actions were deliberate and taken with the clear knowledge that what he was doing was ethically and morally wrong. The sentencing of Samuel Waksal to 87 months in prison and the order to pay $3million in fines and $1.2 million in restitution to the New York State Sales Tax Commission should serve as a stern reminder that although one may sit very high up on the corporate ladder, the code of ethics, integrity, and high personal standards cannot be put aside for even a moment. The higher one goes up the ladder, the harder the fall to the bottom will be when they abuse their position. Company officers are held to high standards of personal and professional conduct and are expected toShow MoreRelatedEssay on Douglas Fanueil Assignment621 Words   |  3 Pages 1. The key parties of this situation would be Stewart and myself. Even though I think telling Stewart about Waksal is unethical, following Baconivic’s orders and telling her would put her at an advantage because she would be able to sell her ImClone stocks before the rest of the shareholders could. Even though she could use the Waksal information for her advantage, she would be putting herself in jeopardy with the law. Following Baconivic’s orders would also make me look better in front of himRead MoreEssay on The Consequences of Bad Business Decisions1304 Words   |  6 PagesIn todays world business is very competitive. To compete with other companys executives have turned to corrupt practices. Once respected businesses like Enron, WorldCom, and Arthur Anderson have been found deceiving there customers, stockholders, and employees. C.E.O.s try to achieve the American dream and pursue capitalism to its fullest potential. In doing so, business leaders have lost their v alues and ethics, and make bad business decisions. The downfalls of a company are the consequence ofRead MoreAc 504 : Ethical Issues1993 Words   |  8 PagesUnit 6 Assignment AC 504 – Ethical Issues in Business Accounting June 23, 2015 Kumar Jadoo â€Æ' Abstract The Sarbanes-Oxley Act of 2002, which is also known as the Public Company Accounting and Investor Protection Act or the Corporate and Auditing Accountability and Responsibility Act and then more commonly called Sarbanes-Oxley, or SOX, is a United States federal law that set new or enhanced standards for all of the United States public company boards, management and public accounting firms. Read MoreEnron : Year Of Scandal Essay1711 Words   |  7 PagesThe ethical code of conduct is linked directly with the research ethics and this is the major arena that should be highlighted positively in our society in order to enhance potential outcomes. In an organization, it is important to see how work is done by keeping in mind the ethical code of conduct and how it is affecting the society. In the majority of the fields, information security is not directly linked with the security and ethics and this is the reason how it is leading towards various alarmingRead MorePost Enron Era4022 Words   |  17 PagesPost-Enron Era By: Brenda Palmer Management 320 Week 8 The post-Enron era has brought on many new changes in the way businesses are to conduct business and to keep in line with the laws and not to fall into the Enron mistakes and mistrust. Before Enron, many people including employees, stakeholders, shareholders, board of directors and people in the communities had high trust in corporations and didn’tRead MoreStakeholders and Shareholders Debate4838 Words   |  20 PagesThe Shareholders vs. Stakeholders Debate T he stakeholder theorists smell blood. Scandals at Enron, Global Crossing, ImClone, Tyco International and WorldCom, concerns about the independence of accountants who are charged with auditing financial statements, and questions about the incentive schema and investor recommendations at Credit Suisse First Boston and iMerrill Lynch have all provided rich fodder for those who question the premise of shareholder supremacy. Many observers have claimed thatRead MoreEthics and Social Responsibility1313 Words   |  6 PagesEthics and Social Responsibility MGT/498 February 26, 2013 Ethics and Social Responsibility Companies, such as Enron and WorldCom brought new awareness of the terms ethics and social responsibility. Thus, corporations are including ethics as part of the company’s strategic planning objectives (Cato Institute, 2013). This writing will assess the role of ethics and social responsibility in developing a corporate strategic plan. Further, the considerationsRead MoreEssay Martha Stewarts Insider Trading1085 Words   |  5 Pages Stewart instead has the spotlight on her for crimes of insider trading. A tip from her former broker Peter E. Bacanovic, persuaded her into selling her IMClone stock after sharing information about a close friend of Stewart’s getting rid of his shares. Stewart’s companion, Sam Waksal, was also the chief executive of IMClone Systems Inc. IMClone Systems is a well-known company specializing in the research and development of therapies treatments of cancer. The stock selling was provoked due to a leakRead MoreEssay on Martha Stewart: Organization Ethics of Insider Trading2451 Words   |  10 PagesAbstract Insider trading mostly occurs by individuals close to the upper level management of an organization. This type of unethical behavior undermines the stability of the organization. In the ImClone scandal where Martha Stewart was indicted for her involement, the stability of her company suffered and the companies and people associated with Ms. Stewart suffered as a result of her decision. In this essay I will examine the parties that were privileged to knowing ImClone’s stock was going toRead MoreRequired Skills of a Systems Analyst Essay648 Words   |  3 PagesLeonard Marshall Bob OBrien CIS-320 October 7th 2012 Required Skills of a Systems Analyst A systems analyst is someone who solves business problems using information system technology. Problem solving means looking into the problem in great detail as well as understanding everything about the problem, generating several alternatives for solving the problem, and then picking the best solution for the company. Information systems are usually part of the solution, and information systems development

Essay about Advice to Youth and Mark Twain - 890 Words

Mark Twain, known at the time to be a humorous author, wrote a speech on ‘Advice to Youth.’ Twain gives several pieces of advice all with a twist of honesty attached. The way this speech was written suggest that it would have been delivered at a graduation ceremony. Perhaps Twain was asked to speak at a college graduation ceremony and was going to deliver this speech. It is the perfect speech to relate to youth. Twain’s advice begins with â€Å"always obey your parents†¦Ã¢â‚¬  (Norton, 550) which is sound advice. The rule of obeying one’s parents comes right from the Ten Commandments. Obeying one’s parents is a rule that is as old as time, engraved in everyday teachings. Twain twists this idea and adds â€Å"†¦ when they are present† (Norton, 550) saying†¦show more content†¦Twain is relating to the target audience. Twain is getting into the shoes of a youth in their era. This is one way to get the youth to listen and resp ond in a positive way. Twain writes every sentence positively then ends sarcastically. â€Å"If a person offends you †¦ hit him with a brick† (Norton, 550). This line is hilarious. Twain is telling young adults it is ok to act out aggressively, just wait for the appropriate time and place. Also, if it is the wrong person you act out against just apologize and everything will be fine. The lark is commonly used as a symbol in a variety of ways. Twain uses the lark in the part about going to bed early and waking up early. Waking up with the sun is the normal time to rise for the year this was written. Depending on the time of year the sun usually rises at about seven in the morning. Twain says to wake up with a lark is respectable but â€Å"you can easily train him to get up at half past nine† (Norton, 550). Meaning on average this would give you an extra two and a half hours to sleep in. This is evidence showing that Twain is writing to teens or college students bec ause they are usually the ones who like to sleep the day away. Mark Twain’s advice on lying is do not get caught. Twain says â€Å"once caught, you can never again be, in the eyes of the good and the pure† (Norton, 550) Meaning once a person lies, that person is a liar. Branded like cattle, forever having a mark of the liar. It literally scars aShow MoreRelatedAdvice For The Youth By Mark Twain1344 Words   |  6 Pagesof roles they acquire on a daily basis. In the memoir Advice to the Youth by Mark Twain, it relates a lot to identity, especially mine. The memoir gives advice to children about key topics that Twain thinks are important for the youth to know while growing up. I can relate to the passage because I have a younger sister that I love to teach things to. I always strive to do the right thing to be a good influence on her. In the passage, Twain also makes references to controversial topics that AmericaRead MoreThe Use of Irony in Advice to Youth by Mark Twain1055 Words   |  5 PagesThe use of irony in Advice to Youth by Mark Twain â€Å"(born Nov. 30, 1835, Florida, Mo., U.S.—died April 21, 1910, Redding, Conn.) American humorist, journalist, lecturer, and novelist who acquired international fame for his travel narratives, especially The Innocents Abroad (1869), Roughing It (1872), and Life on the Mississippi (1883), and for his adventure stories of boyhood, especially The Adventures of Tom Sawyer (1876) and Adventures of Huckleberry Finn (1885). A gifted raconteur, distinctiveRead MoreMark Twain Advice to Youth Summary5237 Words   |  21 PagesThe Origins of the Constitution Gordon S. Wood, Brown University When did the story of the Constitution begin? Some might say it ABOUT THE began over 2500 years ago in the city-states of ancient Greece. AUTHOR Others might place its beginnings nearly three-quarters of a millennium back in the fields of Runnymede. Still others might say Gordon S. Wood, is professor of history at the Constitution had its origins three centuries or so ago during Brown University, and the the tumultuous years of theRead MoreMark Twains Advice to Youth954 Words   |  4 Pagesstyle, tone and voice. In Mark Twains â€Å"Advice to Youth† his style and tone really allow for him to capture his audience. Twains humor allows for the young audience to relate to what he is saying. This humor also helps them to connect with the speaker by allowing them to feel more comfortable. Twain also uses repetition in a unique way that allows for his speech to have a specific structure, that further enhances his writing. When looking at Mark Twains Advice to Youth one very obvious strategyRead MoreJonathan Swift Satire Analysis1108 Words   |  5 Pagesomparing Irony In both Mark Twain and Jonathan Swift’s articles there is an effective use of irony. Irony in satirical writing is normally used for the speaker to convey the opposite intended meaning to which they are stating; along with antiphrasis, the use of a word when the opposite meaning is implied, irony makes a valuable asset to satirical literature. The sarcastic use of irony was input to both readings to express the writer’s disappointment towards their societies teachings during theirRead MoreThemes Of Huckleberry Finn3483 Words   |  14 Pagesbriefly show arguments, and conclusions within the writings of Mark Twain’s story Huckleberry Finn. I will discuss the various themes that Mark Twain is bringing to light within his story. This paper will show how Mark Twain uses those themes within the story, and how they are specifically used. I will also briefly discuss the life of Samuel Clemons, the author known as Mark Twain, and give the reasoning behind choosing the n ame of Mark Twain when writing his novels. Themes of escapism will be discussedRead MoreAnalysis Of The s Romeo And Juliet 2095 Words   |  9 Pagessixth century BCE in which there were figures wearing wings. The story slowly was created and eventually written in Latin (Hyde). Writing about the creation of this myth Jim Marks said, â€Å"The pairing of a legendary craftsman with a protà ©gà ©, or apprentice, is a common theme in a number of ancient eastern Mediterranean Myths.† (Marks). This is clearly a reflection of society during that time period and the importance they held on making new discoveries. People back then did not think flight was even possibleRead MoreChild Rearing (19th Century)6310 Words   |  26 Pages | | | |Bibliography |21 | 1. Introduction Many of educational child-rearing advices were produced during the 19th century in America. The good thing about these works is that they not only give us insights into what 19th-century writers thought parents should do, but also an idea of what parents actually were doing. LiteratureRead MoreLyndon B. Johnson s President Of The United States1833 Words   |  8 Pagesopportunity at a great education. This problem is very evident in our current society, but it is also a popular topic in classic literature. Such an example would be found in the time-honored novel The Adventures of Huckleberry Finn, by the legendary Mark Twain. In Huckleberry Finn, we follow Huckleberry’s adventures through the American Midwest in the 1800s. Throughout most of the novel, Huck spends his time with Jim, a black man who escaped the clutches of slavery. In the novel, Jim says, â€Å"Well, it’sRead MoreThe Discourse Community Of The English Subject2328 Words   |  10 Pages and the Elizabethan Period. Of course with every discourse community there are a vast number of people who help to make it up. In the discourse community of English some of these people include author and playwright William Shakespeare, author Mark Twain, author and poet Jane Austen , and a slew of famous African-American authors some including Toni Morrison, Alice Walker, Lorraine Hansberry, and poet Maya Angelou. African American Literature: Urban Fiction The aspect of the English discourse

Mobley Turnover Model Free Essays

oblJournal of Applied Psychology 1977, Vol. 62, No. 2, 237-240 Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover William H. We will write a custom essay sample on Mobley Turnover Model or any similar topic only for you Order Now Mobley University of South Carolina The relationship between job satisfaction and turnover is significant and consistent, but not particularly strong. A more complete understanding of the psychology of the withdrawal decision process requires investigation beyond the replication of the satisfaction-turnover relationship. Toward this end, a heuristic model of the employee withdrawal decision process, which identifies possible intermediate linkages in the satisfaction-turnover relationship, is presented. Previous studies relevant to the hypothesized linkages are cited, and possible avenues of research are suggested. A schematic representation of the withdrawal decision process is presented in Figure 1. Block A represents the process of evaluating one’s existing job, while Block B represents the resultant emotional state of some degree of satisfaction-dissatisfaction. A number of models have been proposed for the process inherent in Blocks A and B—for example, the value-percept discrepancy model (Locke, 1969, 1976), an instrumentalityvalence model (Vroom, 1964), a met-expectations model (Porter Steers, 1973), and a contribution/inducement ratio (March Simon, 1958). Comparative studies -that test the relative effiMuch more emphasis should be placed in the cacy of these and other alternative models of future on the psychology of the withdrawal satisfaction continue to be needed. process. . . Our understanding of the manner Most studies of turnover examine the direct in which the actual decision is made is far relationship between job satisfaction and turnfrom complete, (p. 173) over. The model presented in Figure 1 suggests The present paper suggests several of the pos- a number of possible mediating steps between sible intermediate steps in the withdrawal decision dissatisfaction and actual quitting. Block C sugprocess (specifically, the d ecision to quit a job). gests that one of the consequences of dissatisPorter and Steers (1973) suggested that expressed faction is to stimulate thoughts of quitting. intention to leave† may represent the next log- Although not of primary interest here, it is recogical step after experienced dissatisfaction in the nized that other forms of withdrawal less extreme withdrawal process. The withdrawal decision than quitting (e. g. , absenteeism, passive job beprocess presented here suggests that thinking of havior) are possible consequences of dissatisfaction (see e. g. , Brayfield Crockett, 195S; Kraut, quitting is the next logical step after experienced 197S). issatisfaction and that â€Å"intention to leave,† folBlock D suggests that the next step in the lowing several other steps, may be the last step withdrawal decision process is an evaluation of prior to actual quitting. the expected utility of search and of the cost of quitting. The evaluation of the expected utilit y of search would include an estimate of the Preparation of this paper was supported by a chances of finding an alternative to working in grant from the South Carolina Business Partnership the present job, some evaluation of the desirFoundation. Requests for reprints should be sent to William ability of possible alternatives, and the costs of H. Mobley, College of Business Administration, search (e. g. , travel, lost work time, etc. ). The University of South Carolina, Columbia, South evaluation of the cost of quitting would include Carolina 29208. suc’h considerations as loss of seniority, loss of 237 Reviews of the literature on the relationship between employee turnover and job satisfaction have reported a consistent negative relationship (Brayfield Crockett, 19SS; Locke, 197S; Porter Steers, 1973; Vroom, 1964). Locke (1976) noted that while the reported correlations have been consistent and significant, they have not been especially high (usually less than . 40). It is probable that other variables mediate the relationship between job satisfaction and the act of quitting. Based on their extensive review, Porter and Steers (1973) concluded the following: 238 SHORT NOTES clft iJ ,Pi 1^ : i 1 1 A. i * i* Evaluation of Existing Job f,-; i « 1! J 1! L B . l L Experienced Job Satisfaction4†¦ 1 * Dissatisfaction a) Alternative forms of withdrawal, e. g. (a )Aite absenteeism, passive job behavior absents 1 Thinking of Quitting J Evaluation of Expected Utility of Search and Cost of Quitting L E. IL LJL-: 1 Intention to Search for Alternatives (b )Nor (b) Non-job related factors e. g. , I 1 transfe of spouse, may stimulate transfer intent! (c) Unsolicited or highly visible alternatives may stimulate evaluation F. I-L-. Search for Alternatives G. 1 1 1 J Comparison of Alternatives vs. Present Job d) One alternative may be withdrawal from labor market  »1_ 1. 1 Intention to Quit/Stay 1 i Figure 1. The employee turnover decision process. vested benefits, and the like. This block incorporates March and Simon’s (1958) perceived ease of movement concept. If -the costs of quitting are high and/or the expected utility of search is low, the individual may reevaluate the existing job (resulting in a change in job satisfaction), reduce thinking of quitting, and/or engage in other forms of withdrawal behavior. Research is still needed on the determinants of alternative forms of withdrawal behavior and on how the expression of withdrawal behavior changes as a function of time and of changes in or revaluation of the environment. If there is some perceived chance of finding an alternative and if the costs are not prohibitive, the next step, Block E, would be behavioral intention to search for an alternative (s). As noted by Arrow (b) in Figure 1, non-job-related factors may also elicit an intention to search (e. g. , transfer of spouse, health problem, etc. ). The intention to search is followed by an actual search (Block F). If no alternatives are found, the individual may continue to search, reevaluate the expected utility of search, reevaluate the existing job, simply accept the current state of affairs, decrease thoughts of quitting, and/or engage in other forms of withdrawal behavior (e. g. , absenteeism, passive job behavior). (e) Impulsive Behavior SHORT NOTES If alternatives are available, including (in some cases) withdrawal from the labor market, an evaluation of alternatives is initiated (Block G). This evaluation process would be hypothesized to be similar to the evaluation process in Block A. However, specific job factors the individual considers in evaluating the present job and alternatives may differ. (See Hellriegel White, 1973; and Kraut, 1975, for a discussion of this point. ) Independent of the preceding steps, unsolicited or highly visible alternatives may stimulate this evaluation process. The evaluation of alternatives is followed by a comparison of the present job to alternative(s) (Block H). If the comparison favors the alternative, it will stimulate a behavioral intention to quit (Block I), followed by actual withdrawal (Block J). If the comparison favors the present job, the individual may continue ‘to search, reevaluate the expected utility of search, reevaluate the existing job, simply accept the current state of affairs, decrease thoughts of quitting, and/or engage in other forms of withdrawal behavior. Finally, Arrow (e) gives recognition to the fact that for some individuals, the decision to quit may be an impulsive act involving few, if any, of the preceding steps in this model. The relative incidence and the individual and situational determinants of an impulsive versus a subjectively rational decision process presents yet another area of needed research. The model being described is heuristic rather than descripitve. There may well be individual differences in the number and sequence of steps in the withdrawal decision process, in the degree to which the process is conscious, and as noted earlier, in the degree to which the act of quitting is impulsive rather than based on a subjectively rational decision process. One value of such an heuristic model is to guide thinking and empirical research toward a valid descriptive model that can account for such individual differences. There is a lack of research evaluating all or even most of the possible steps in the withdrawal decision process. There have been a few studies that have tested one or two of the intermediate linkages proposed in the present note. Mobley (Note 1) found high negative correlations between satisfaction and frequency of thinking of quitting (Blocks B and C). Atkinson and Lefferts (1972), who dealt with the association between Blocks C and J, found that the frequency with which people thought about quitting †¢their job was significantly related to actual termination. Kraut (1975), looking at the associations among Blocks B, I, and J, found significant cor- 239 relations between expressed intention to stay and subsequent employee participation. These correlations were much stronger than relationships between expressed satisfaction and continued participation. Finally, Armknecht and Early’s (1972) review is relevant to the relationships between Blocks D and/or F and Block J. They concluded that voluntary terminations are closely related to economic conditions. Each of these studies fails to look at a complete withdrawal decision process. Such research would appear to be sorely needed. Several researchable questions that follow from the withdrawal decision process described in the present note were mentioned earlier, Additional questions include the following. Do individuals evaluate the expected utility of search? If so, what are the determinants and consequences of this evaluation? What are the consequences and determinants of behavior in the face of an unsuccessful search? In such cases, do individuals persist in search, reevaluate their existing jobs, reevaluate the cost of search, or engage in other forms of withdrawal? Is the process and/or content for evaluating alternative jobs the same as for evaluating the present j o b ? Does satisfaction with the present job change as a function of the availability or evaluation of alternatives? Attention to these sorts of questions rather than a continued replication of the direct relationship between job satisfaction and turnover would appear to be warranted. Particularly useful would be the longitudinal analysis of the variables and linkages suggested by the model. Such research would be responsive to Porter and Steer’s (1973) conclusion that more emphasis should be placed on the psychology of the withdrawal decision process. Reference Note 1. Mobley, W. H. Job satisfaction and thinking of quitting (Tech. Rep. 7S-3). Columbia: University of South Carolina, College of Business Administration, Management and Organizational Research Center, 1975. References Armknecht, P. A. , Early, J. F. Quits in manufacturing: A study of their causes. Monthly Labor Review, 1972, 11, 31-37. Atkinson, T. J. , Lefferts, E. A. The prediction of turnover using Herzberg’s job satisfaction technique. Personnel Psychology, 1972, 25, 53-64. Brayfleld, A. H. , Crockett, W. H. Employee attitudes and employee performance. Psychological Bulletin, 1955, 52, 396-424. 240 SHORT NOTES oj industrial and organizational psychology. Chicago: Rand-McNally, 1976. March, J. G. , Simon, H. A. Organizations. New York: Wiley, 1958. Porter, L. W. , Steers, R. M. Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 1973, SO, 151176. Vroom, V. H. Work and motivation. New York: Wiley, 1964. Hcllriegel, D. , White, G. E. Turnover of professionals in public accounting: A comparative analysis. Personnel Psychology, 1973, 26, 239-249. Kraut, A. I. Predicting turnover of employees from measured job attitudes. Organizational Behavior and Hitman Performance, 1975, 13, 233-243. Locke, E. A. What is job satisfaction? Organizational Behavior and Human Performance, 1969, 4, 309336. Locke, E. A. Personnel attitudes and motivation. Annual Review oj Psychology, 1975, 26, 457-480. Locke, E. A. The nature and consequences of job satisfaction. In M. D. Dunnette (Ed. ), Handbook Received February 5, 1976 †¢ How to cite Mobley Turnover Model, Essay examples

Resourcing talent free essay sample

The aims and objectives of this report are to: identify factors affecting an organization’s approach to attracting talent explain the benefits of attracting and retaining a diverse workforce describe factors affecting organizational approach to recruitment and selection give examples of recruitment and selection methods explain the purpose of induction and give a sample induction plan 2. ATRACTING TALENT 2. 1. 4 FACTORS THAT AFFECT AN ORGANISATION’S APPROACH TO ATTRACTING TALENT An organisation’s ability to attract talent from outside depends on how potential applicants view the company, the sector in which it operates and its culture. This is why BRAND IDENTITY seems to be one of the most important factors influencing an organisation’s approach to attracting talent. The top-notch candidates will always ask ‘what’s in this for me’? ‘Unless a business is a brand new start-up, they’re likely to have an existing reputation as an employer – whether this is intentional or not. We will write a custom essay sample on Resourcing talent or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Given that potential new employees make decisions about joining based on this impression, it pays to define a strategy to make sure the right (and real) messages are being heard. ’ (http://www. pageexecutive. com/insights/talent-attraction-through-employer-branding). WORKFORCE PLANNING which is company likely needs for talent is another very important factor. An organisation’s approach to attracting talent is determined by its workforce planning (WFP). This means: predicting organisation workforce requirements by taking into account: existing skills, training and development, retention, career progression, staff turnover, external factors like: economic climate, demographics, working patterns, and most importantly the demand and supply in labour market. Organisations need to have strategic approach to attracting talent and need to understand the importance of investment in human capital. Talent strategy must be as close to corporate strategy as possible. SIZE OF ORGANIZATION – A small organization cannot have same staffing practices which a large organization may have; it may not be able to attract highly talented staff. Even if it tries to do so it may increase the staffing cost. TYPE OF TALENT THE ORGANISATION IS LOOKING FOR is a very important factor in organisation’s approach to attracting potential employees. For example the level of staff required will determine the recruitment pool, low level team members will be easy to find locally whilst to find a senior manager or a director a company may have to resource internationally. Other factors influencing a company’s talent management are: type of product/services the company is delivering, recruitment tools/methods available, the labour market, national as well as international, legal factors, socio-culture factors or political influences. 2. 2. CIPD POINT OF VIEW ON TALENT MANAGEMENT HR professionals have a very important role in talent management. They have to understand the 4 areas of talent management which are: attracting, developing, managing and evaluating talent. In the current uncertain economic climate strategic approach to talent management is even more important than ever before. 3. A DIVERSE WORKFORCE 3. 1. 3 ORGANISATION BENEFITS OF ATRACTING AND RETAINING A DIVERSE WORKFORCE Diversity is the art of thinking independently together’ Publisher Malcolm Forbes People need to be treated differently in ways that are fair and tailored to their needs but in ways that are aligned to business needs and objectives (The business case for diversity). There are many advantages of a diverse workforce: WIDENS THE RECRUITMENT POOL ACAS points out that the working generation is getting older therefore people from different cultural ethnic backgrounds are entering the workforce. REDUCES LABOUR TURNOVER – looking at the UK labour market in the last 10 years, foreign workers are more motivated to work for lower salaries than people living permanently in the UK. They tend to stay in a job for long mainly due to their financial commitment to families living abroad. GIVES GOOD CORPORATE REPUTATION and this helps to attract talent. Organizations with high level of diverse workforce are valued by many people e. g. large supermarkets by having a diverse workforce on the shop floor help international customers to communicate with staff in their own languages. Other benefits of a diverse workforce include: it’s a key to fostering new ways of thinking, opens up a wealth of possibilities and helps to encourage creativity and foster innovation, gives bias-free people policies and working practices, helps to develop new products and practices, opens up new markets and provides due diligence against discrimination claims. 3. 2. CIPD POINT OF VIEW ON DIVERSE WORKFORCE Recognizing and valuing diversity is crucial to good people management practice. HR practitioners have important role in creating inclusive workplace. CIPD advises to companies to go beyond legal compliance with anti-discrimination laws and create diversity strategy or they will become less attractive to potential employees. Company diversity strategy needs to support business objectives and strategies. 4. RECRUITMENT AND SELECTION 4. 1. 3 FACTORS THAT AFFECT AN ORGANISATION’S APPROACH TO RECRUITMENT AND SELECTION Recruitment and selection is the process of having the right person, in the right place, at the right time. It should be affected by current needs as well as future plans (see workforce planning, page 3). One of the factors that can affect an organization’s approach to recruitment and selection is the EQUAL OPPORTUNITIES LEGISLATION. Companies should ensure that they take account of equality and diversity at all times. Organizations should monitor whole recruitment processes continuously to ensure their validity, and that they are non-discriminatory. Advice and guidance is provided by Equality and Human Rights Commission, for example wider advertising, flexible working hours arrangements or child care vouchers for employees. THE SIZE OF THE COMPANY AND RESOURCES AVAILABLE – small companies will have to use different recruitment and selection methods that the larger ones. The infrastructure and finance will determine if it’s a newspaper advert or TV campaign, for example: ‘Join the Army’ Campaign being used to recruit candidates. Also a small organisation will not be able to use assessment centres or psychometric testing due to low budget available. SUPPLY AND DEMAND The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs. Other factors include: costs, recruitment policy or unemployment rate. 4. 2. 3 DIFFERENT RECRUITMENT METHODS There are many recruitment methods available on the market including: advertising, agency, website, word of mouth, newspaper, posters, ‘milk round’, internships, head hunters, recommend a friend scheme, social media: Facebook, LinkedIn, job centre, etc. For the purpose of this exercise I will describe 3 methods in a table below: RECRUITMENT METHOD BENEFITS OTHER COMMENTS Advertising on the website Cost effective Creates employer’s branding Easily accessible Gives understanding of organization’s culture Broad recruitment pool HR managers are actively involved in recruitment and selection Recruitment agency Time effective Efficient Broadens the recruitment pool High standard UK eligibility and CRB checks done Is used to hire management level employees, mainly by larger organizations Recommend a friend scheme It’s less expensive than agency It comes with a recommendation of someone we already trust Used to employ all levels staff from waiters and chefs to senior management There is a risk of discrimination claim Source: Aleksandra Wozniak 2013 4. 3. 3 SELECTION METHODS There are many selection methods, including: assessment centres, speed networking, psychometric testing, daily trail – role practice, competency based interviews, telephone interviews/screening, group interviews/exercises or occupational tests. For the purpose of this exercise I will describe 3 methods in a table below: SELECTION METHOD BENEFITS OTHER COMMENTS Assessment centre Creates employer’s branding Time effective It’s expensive Doesn’t give understanding of organizational culture Face to face interview Time effective Efficient Cost effective Availability to see candidates’ attitude Opportunity for probing Needs good preparation Should be done by a trained and experienced interviewer Psychometric tests Gives highly predictive results Improves the efficiency of the recruitment process There is a risk of standardisation Source: Aleksandra Wozniak 2013 5. INDUCTION Induction is the process of familiarisation with the organisation and settling into the job (acas. org. uk). 5. 1. PURPOSE OF INDUCTION 1. Social welcome – employees feeling valued 2. Introduction to the Company’s culture 3. Physical orientation 4. Explanation of employee’s benefits: staff discount and pension scheme. 5. Check of eligibility to work in UK 6. Explanation of house rules – staff uniforms, reporting absences, etc. 5. 2. HOW DOES INDUCTION BENEFIT INDIVIDUALS AND ORGANISATIONS Most labour turnover is among new employees, and work efficiency is reached only after a period of learning and adjusting to the new environment. Induction benefits for individuals are: Builds positive attitude of the company Allows quick adjusting, especially for school leavers or people returning to the workforce Saves time The benefits of induction for an employer are: The chance to build on the positive attitude of the new recruit To answer their anxieties about how well they will get on with their co-workers and understand the standards and rules of the organisation Chance to welcome new employees and build on their positive attitude and enthusiasm for their new job An opportunity to familiarise new members of staff with your organisation To introduce them to their immediate colleagues and other members of the wider workforce Health and safety, equality and discrimination Case study illustrating the result of the lack of an induction process: A new employee starts on a Monday, reports to reception and no one knows he is due to start work on that day. He is sent to room 302 where 3 very surprised team members welcome him in a cold way. It transpires that the desk and computer are not ready and he has to share a desk with one of his colleagues. The new starter feels very lost and disappointed. He doesn’t know who to ask for help and find out only after going back home and visiting the web site. He contacts HR but the situation isn’t resolved until the following week. He doesn’t think positively about his new company and starts regretting quitting his last job. 5. 3. INDUCTION PLAN A copy of an induction plan should be kept by new starter to enable him to follow what is happening and will act as a reminder of anything missed or that needs particular attention. POSITION: EMPLOYEE START DATE: NAME: INDUCTION COMPLETION DATE: SIGNATURE: AREAS TO BE COVERED WHEN WHO HOW COMMENTS PERSONAL DOCUMENTATION/ ELIGIBILITY TO WORK IN UK CHECKED First day HR Take copies P45 First day HR Take copies NIN First day HR Take copies INTRODUCTION TO THE COMPANY First week Line manager Presentation Who’s who History Products/services/markets Future plans and developments TERMS AND CONDITIONS OF EMPLOYMENT First day HR Written Written terms and conditions issued Contract of employment issued Hours, breaks, method of payment Holidays Clocking on/flexitime/reporting procedures Probationary period Period of notice Sickness provisions Pension provisions Maternity/paternity/parental leave provisions AREAS TO BE COVERED WHEN WHO HOW COMMENTS EQUAL OPPORTUNITIES POLICY AND WORKER DEVELOPMENT First week HR Verbal/Written Equal opportunities policy Training needs and objectives Further education/training policies Performance appraisal Promotion avenues Policy/procedures to prevent bullying and harassment WORKER/EMPLOYER RELATIONS First week Line manager Verbal Trade union membership Other worker representation Worker communications and consultation Grievance and disciplinary procedure Appeals procedure ORGANISATION RULES First week Mentor/Buddy Verbal/Coffee chat Smoking policy General behaviour/dress code Telephone calls/emails and use of the internet Canteen/break facilities Cloakroom/toilets/lockers HEALTH AND SAFETY First week Safety officer E learning Risk assessment Emergency procedures AREAS TO BE COVERED WHEN WHO HOW COMMENTS Awareness of hazards – any particular to type of work Safety rules Emergency procedures Clear gangways, exits Location of exits Reporting of accidents First aid Personal hygiene WELFARE AND WORKER BENEFITS/FACILITIES First month Section supervisor Coffee chat Sports facilities Protective clothing – supply, laundry, replacement Transport/parking arrangements Company discounts THE JOB First week Mentor/Buddy Coffee chat Introduction to manager/supervisor Requirements of new job Standards expected Co-workers Supervision and work performance appraisals Source: Induction, Appendix 3, acas. org. uk with small changes by Aleksandra Wozniak 2013 6. BIBLIOGRAPHY