Elect any two countries and using the academic literature examine the Essay

Elect any two countries and using the academic literature examine the impact of cultural differences on the negotiation process - Essay Example Hofstede’s Cultural Typology Hofstede’s cultural dimension theory is beneficial in understanding cross-cultural communication processes and the influence of cultural differences. Hofstede found his theory beneficial for developing a model, which ranks one country against the other, on the basis of four dimensions of culture, i.e. power distance, individualism, masculinity/femininity and uncertainty avoidance (Hofstede, 1984). Culture Difference between United Kingdom and Australia Power Distance The society of United Kingdom is supportive of equality within the society and considers each human being or native of the country as equal. These results reflect that United Kingdom’s society has transformed from the typical old times society into a modern one, which believes that individual rights should not be limitedly granted to few fortunate individuals of the society, but fair play should prevail in every aspect of life. Australian society, on the other hand, is fo und to be a little bit more supportive of equality in the society, as compare to United Kingdom. Australian culture provides each individual with equal opportunities to make their lifestyles better, no matter if the individuals belong to black or white community and they immigrants or civilian of the country (Hofstede, 2012). Individualism By analyzing UK’s society utilizing Hofstede’s typology, it is found that the society is highly supportive of individualism and takes care of each other’s privacy. Individuals are empowered to take decisions about their lives, career and education on their own, and the outcome of their actions is their own responsibility. Moreover, individuals are also supported to live their life in a way, which is considered as a positive contributor towards the overall social structure of the society. When the culture of Australia was analyzed against UK’s culture on the basis of individualism, it was found that Australia’s so cial structure and culture design are more supportive of individualism as compare to United Kingdom (Hofstede, 2012). Masculinity/ Femininity The society of United Kingdom is highly supportive of masculinity and individuals who are highly successful, ambitious and positive are usually considered as the one who drives the society towards positive attitude. On the other hand, Australian society is also femininity oriented, where individuals’ attitude towards life and their contribution to the society are measured from how successful and ambitious they are about their career and job related performance (Hofstede, 2012). Uncertainty Avoidance In this dimension, the society of UK is found to be more supportive of positive attitude and they always perceive that the future is going to bring for them happiness and fortune. Individuals living within the society are hopeful that their present and future would bring hope. Moreover, it also implies that the social structure of UK allows its individuals to keep their plans for the future and present flexible, as it can be altered according to changing scenarios and incoming new information. This is the reason, that UK’s society is supportive of fair play and equal opportunities for every individual in the society. On the other hand, Australian society is more uncertain about the future and reflects a slightly negative attitude in their daily life practices. They are scared of what might

Culture Essay Example | Topics and Well Written Essays - 250 words - 2

Culture - Essay Example In the early years, immigrants shared a common ethnic and religious profile: white, Anglo-Saxon, Protestant (McDonald & Balgopal, 1998). The first wave of European immigrants ‘melted’ into the mainstream American culture easily due to this similarity of the ethnic background. Israel Zangwill’s concept of America as a ‘melting pot,’ in which immigrants of diverse ethnicities assimilated into one homogenous cultural identity, pertains to this age. Present, second wave of immigrants is largely from the developing nations of Asia and Latin America. They bring with them a diversity of languages, customs, distinct physical traits, religions and ethnicity, which does not submit to easy assimilation. Today, â€Å"there is more emphasis on preserving ones ethnic identity, of finding ways to highlight and defend ones cultural roots† (Booth, 1998). America is now a multicultural ‘Mosaic,’ in which various groups preserve their ethnic identities and yet remain a part of the larger American way of life. The Chinese exemplify this ‘mosaic’. This group retains its ethnic identity and also makes significant contributions to the American culture. Steven Chu, Samuel C. C. Ting, and others are Nobel Prize winners. (â€Å"Chinese American Culture†, 2010). Amy Tan is one of today’s most popular American writers. Chinese take-away is as much a part of American cuisine as apple pie. The teachings of Confucius are part of the curriculum of many American universities. The benefits of Chinese meditation, green tea, and acupuncture are a part of American life. Chinese calligraphy, character tattoos, and martial arts have permeated American culture. In this age of immense diversity, American culture is no longer a ‘melting pot’ which blends all its composite groups into a homogenous whole. There is no single American identity. â€Å"Ethnicity

Marketing Communications in Hospitality Essay Example | Topics and Well Written Essays - 2750 words

Marketing Communications in Hospitality - Essay Example Service marketing and the tangible product marketing are not the same. Service marketing required some more specifications as far as the marketing is concern. The traditional four Ps of marketing are very much important for the product marketing. However, according to Crane (1993), the additional three Ps are also very much important for the service oriented business. And they are people, physical evidence and the process. People: The people are the primary part of the service delivery process and these are the main people who can influence the customer’s mind towards the product. The perception towards the products relies on these people. The person who performs the service delivery he is the most important personnel in the service industry towards the customer’s mind. The people who demonstrate the product, he or she must know all the aspects of the products so he or she can explain all the details of the service. For any hospitality businesses which are mostly service oriented are much tougher to sell as the customers do not get the actual feelings of the product while they are buying the product. However, they feel the product while they are availing the service and that is basically after they buy the product. For this particular reason, the physical evidence of the product is very much important. The actual feeling of the products must be created by the sales person at the point of sales towards the customer so the customers would be feeling confident to buy the products. Process: This particular functional activity is actually the procedure or mechanism and flow of work towards the service. The proper process can be a great positive point

Why was Ireland Partitioned Essay Example for Free

Why was Ireland Partitioned Essay In the late 19th century, Ulster became the most prosperous province in Ireland, with the only large-scale industrialization in the country. Its linen industry thrived and its products were imported throughout the world. In the latter part of the century, Belfast overtook Dublin as the largest city on the island. Belfast was particularly famous for its huge dockyards owned by Harland and Wolff1. After the famine there was a preponderance of Protestants in Ulster, with a much larger number of skilled workers than the Catholics. Ulster Unionism was and still is composed of two main elements; the protection and preservation of their religion and of the Ulster Economy. When the Home Rule party began introducing reforms such as the Land Act of 1870 Ulster Unionists began to feel threatened. They saw these reforms as the thin edge of a wedge which they feared might damage their interests2. Although there were vast gulfs of difference between them, they were able to unite remarkably well under the common banner of Unionism, a resolve which was strengthened with the start of land agitation in the North. They saw this as a direct attack on all they strove to protect3. In the 1885 elections, the Home Rule party won 17 of the 33 Ulster seats, a development which shocked many Unionism and Gladstone introduced his first Home Rule Bill. While Gladstone prepared an Irish policy, Lord Randolph Churchill prepared for his own visit to Ireland. In February, he wrote, I decided some time ago that if Gladstone went for Home Rule, the Orange card would be the one to play4. Ninety-three of Gladstones own Liberal MPs voted against the bill, and it was defeated. Disturbed at how close to success the Home Rulers had come, there was an influx of new members into the orange order. The Ulster loyalist anti repeal union was also established. They had a conditional loyalty to the crown which means they supported it as long as it did not interfere with their interests5. In 1886 the Belfast anti-Unionist riots damaged the Home Rule cause in the North. Also in that year Queens University became an independent University instead of affiliating to the other British Universities. In this way Unionists first began showing their feelings of self-reliance and autonomy6. The struggle for home rule continued, and Gladstone introduced a second bill in 1893, only to see it defeated in the House of Lords. The Parliament Act of 1911 reduced the peers veto on legislation to a delaying power. At this time there were three strands of Unionism the Ulster Unionism of Craig and the Unionist Council; the Irish Unionists with Edward Carson; and the British Unionism and Bonar Law. The Irish position changed when Carson, M.P., for Trinity College, was invited to lead Ulster Unionists in February, 19107. A meeting was held at Craigavon, Craigs home, to receive the new leader on 23 September, 1911; 100,000 people attended. The meeting marked the beginning of the campaign against the Home Rule Bill of Asquith which was to go before Parliament in 1912. This bill was rejected by the Lords, but became law in 19148. On the 28th September (Ulster Day) the Solemn League and covenant was signed by Unionist men only. This showed their opposition to Home Rule. Some to show their intent signed it with their own blood. In January 1913 the Ulster Volunteer force (UVF) was founded9. Men paraded and drilled with wooden weapons at first. At the end of April 35,000 rifles and 5 million rounds of ammunition were landed at Larne by the Unionists. No moves were made by the army or police to thwart them and this caused much anger amongst Nationalists. Herbert Asquiths policy of wait and see was not doing much for the situation and he failed to realise the intent of the Unionists. It was only in late 1913 that he began to take Ulster opposition seriously. The Curragh mutiny of July 1914 was a blow that showed his complete lack of power over Ulster10. The prospect of Ireland being partitioned began to be considered as a serious option around this time when Lloyd George suggested the temporary exclusion of parts of Ulster. Bonar Law stated that this should be permanent and Carson also refused to compromise. In July 1914 King George, recognising the looming crisis called the Buckingham Palace conference in an effort to make some progress. This conference was attended by Asquith, Lloyd George, Bonar Law, Carson, Craig, Redmond and Dillon11. At the conference Carson immediately stated that he would not consider anything other than partition. The question was the area for exclusion and the time for which it would be excluded. Redmond suggested that each county could be given a plebiscite whether to opt in or out of Home Rule12. Carson disagreed and said Ulster should vote as a block. This was unacceptable to Redmond. Neither side would concede the counties of Tyrone and Fermanagh. It was here that the conference broke down. The original intention of the Unionists was to defeat Home Rule for all Ireland. However, as time went on the idea of partition began to appeal more and more to them13. They began to see the safety from interference it would give them. What had began as a device for killing home rule had become an end in itself. The implementation of Home Rule had to be delayed for the duration of the Great War. A coalition government was set up and both Carson and Redmond were invited to become members. Redmond turned it down. This was to place him at a disadvantage that was to have severe consequences14. Carson accepted his place immediately. Urged by Redmond many nationalists signed up to fight in the war. The Unionists also fought. Both sides suffered terrible casualties notably at the Battle of the Somme. The war also brought with it the chance the Irish republicans had been waiting years for. The old saying Englands difficulty is Irelands opportunity rang clear as they started a Rising on Easter Monday 191615. As William Butler Yates later wrote about the event alls changed, changed utterly. All had changed. After the executions that followed 1916, the Irish people would no longer be happy with Home Rule. Overnight Redmond and the Home Rulers lost much of their power. Lloyd George organised talks in September 191816. He talked to Carson and Redmond separately. Carson was told he could have immediate permanent Home Rule for the six counties whilst he convinced Redmond it would only be a temporary measure until the war ended. The Irish Convention was an assembly called by Lloyd George which sat in Ireland from July 1917 until March 1918 to address the Irish Question. However it did not have much success in resolving the problems. By the end of the war John Redmond was dead, the Irish party was a spent force and Sinn Fein had come to power. Dail Eireann had been set up by the republicans as their own parliament to ignore Westminster. The British Government would have let Home Rule slide was it not for the fact it was still on the books. Walter Long was a British Unionist politician17. From October 1919 onwards, he was largely concerned with Irish affairs, serving as the chair of the cabinets Long Committee on Ireland. The purpose of this committee was to deal with the Irish question. He would only consider a settlement which was in the Unionists favor. In this capacity he saw them first reject the county by county option. Instead it was proposed that there would be two parliaments one in Dublin and one in Belfast. Both were directly answerable to Westminster. This move would give Unionists control over their own destiny18. The British governments official stance was in favor of ultimate unification. The Unionists were first offered nine counties. This was turned down as they feared nine was too big for them to retain full control over. Instead they demanded six counties. The government of Ireland bill was introduced on the 26th of February 192019. It caused much hostility in the border counties and rioting in Belfast between June and September. On 3rd May it came into effect, creating separate home rule governments for Southern Ireland and Northern Ireland, the latter he endowed with wider powers than its southern counterpart. Although in southern and western Ireland, this was soon superseded by the Anglo-Irish Treaty, which gave the new Irish Free State a much greater share of independence. The king opened the new parliament in Ulster in May 192120. In conclusion, this essay has examined the reasons behind the partition question in Ireland and had accessed the causes of this divide in detail. It is ironic that the Unionist people fought so hard and so long against Home Rule just to later adopt it for themselves. 1J. J. Lee, Ireland 1912-1985, pages 9-11 2 Alvin Jackson, Ireland 1798-1998, pages 145 3 D. G. Boyce, Nineteenth Century Ireland, pages 200-201 4 D. G. Boyce, Nineteenth Century Ireland, pages 194-195 5 Pauric Travers, Settlements and Divisions, 116-117 6 Paul Bew, Ideology and the Irish Question: Ulster Unionism and Irish Nationalism 1912-1916 pages 8-9 7 D. G. Boyce, Nineteenth Century Ireland, pages 186-187 8 Michael Laffan, The Partition of Ireland, 1911-1925 9 Pauric Travers, Settlements and Divisions, pages 126-128 10 Alvin Jackson, Ireland 1798-1998, pages 151-153 11 J. J. Lee, Ireland 1912-1985, pages 17-20 12 D. G. Boyce, Nineteenth Century Ireland, pages 200 13 Alvin Jackson, Ireland 1798-1998, pages 156 14 J. J. Lee, Ireland 1912-1985, pages 13-15 15 Pauric Travers, Settlements and Divisions, pages 139-140 16 Pauric Travers, Settlements and Divisions, pages 145 17 J. J. Lee, Ireland 1912-1985, pages 19-20 18 Paul Bew, Ideology and the Irish Question: Ulster Unionism and Irish Nationalism 1912-1916 pages 17 19 Paul Bew, Ideology and the Irish Question: Ulster Unionism and Irish Nationalism 1912-1916 pages 118-119 20 J. J. Lee, Ireland 1912-1985, pages 24-25

Companies That Use Flexitime And The Benefits Experience Management Essay

Companies That Use Flexitime And The Benefits Experience Management Essay There are many challenges today within the workplace facing human resources management and how people are managed. The business climate has been turbulent such as the global recession, competition in pricing as well as laws concerning employment strengthening the case for new initiatives to be enforced. As a result, the human resources management team have provided a booklet on issues concerning the benefits and drawbacks of four key subject areas such as the graduate assessment centres, absenteeism through a punitive approach, performance related pay and flexitime as a flexible working option. This will also include facts and figures illustrating the importance of each topic as well as defining key areas in order for MW Associates to make a decision about how to deal with these HR issues when they establish their new leisure operation. What is Flexible Working? Flexible working can be and has been defined in variety of different ways. For example according to CIPD Factsheet (2010) flexible working is described as working arrangements between the employee and their employer in terms of working time and working patterns. Flexible working has also been defined as the ability a company can employ people when and where required in the interest of everyone Pettinger (2002, p5). Flexitime Flexitime working arrangement is an arrangement that allows employees to choose the start and finish times they wish to work, according to the given parameters. The working arrangement of flexitime being offered to employees began in the 1970s and was mostly common in the public sector according to IRS (2007). According the IRS survey of 2007 on flexitime and other working arrangements, organisations where men make up 60% of the workforce are much more likely to offer their employees flexitime arrangements to those with either with other genders. It is suggested that in order for a flexitime arrangement to work it will rely on the goodwill and trust, as well as good monitoring and good management (XpertHR professional, 2005). Companies that use flexitime and the Benefits experience BT British Telecommunications (BT) is one of UK most known and recognised brand, and is also known for providing product and services in over 170countries worldwide (BT, 2010). BT is also one of the UK leading companies in providing employees the options of flexible working arrangements such as flexitime. A report by the Family Friendly Working Hour Taskforce of 2009 found out that BT retention of their employees improved with the percentage(over the last five years)of its UK female employees returning to work after taking maternity leave reached 90.99%, saving the company  £5million a year in recruitments and inductions (Family Friendly Working Hour Taskforce, 2009). City Sightseeing Glasgow City Sightseeing Glasgow is another company that found the benefits of providing their workforce flexitime as a form of working arrangement, twice a year in the summer and winter season. The imitative was originally for older employee who wanted to reduce or change their working pattern, however due to the success of the initiative the company expand it to the entire workforce. The company saw absenteeism levels drop, retention rate increase to 90-95% and expand their recruitment market among students and women want to return to work (Family Friendly Working Hour Taskforce, 2009). LillyUK A Human Resource Management International Digest article (2005) highlighted that LillyUK one of the worlds largest research-based pharmaceutical companies, has been making flexible working arrangements available to their employee since 1996. The article reports that one of the working arrangements that Lilly offers to their employees is flexitime, and since the introduction of the arrangement the company had noticed they were able to attract more high-caliber recruits by 30%. Other forms of Flexible Working Arrangements The graph below illustrates the finding of IRS survey (2010) of the forms of flexible working arrangements, and their popularity with organisations. The Graph above shows the forms of flexible working arrangement that companies offered in 2009 and as shown part time working was the preferred method of arrangement with 93%, and with flexitime with 54%. Pros and Cons of Flexible working Arrangements CONS PRO Social factors are sources of disadvantage, working suffering from isolation and not feeling part of an organisation. Foot (2005.p183). Workers on flexible contracts tend to be more emotionally engaged, more satisfied with their work, more likely to speak positively about their organisation and less likely to quit. (CIPD,2010) A flexible workforce is harder to manage and impose higher administrative costs in areas such as recruitment. Hendry(1995.p401) Provides a pool of staff that can be called upon to work at short notice. (IRS, 2009) The company may have difficulty of maintaining staff development and upgrading skills. (Businesslink, 2010) Enables employees to achieve a better work-life balance.  (CIPD,2010) The Potential Drawbacks and Challenges presented should MW Associates choose to implement Flexible Working Arrangement In order for MW Associates to implement flexible working arrangement such as flexitime within their organisation they would have to overcome the challenges that would be presented to them, this could come in the form of line managers being reluctant to accept flexible working arrangement. Flexible working arrangements may have affect communications between line managers and employees, so it would important for MW Associates ensure that they establish a clear process for how flexible working works in  the organisation. CIPD, 2010 Performance Related Pay- The Benefits and Challenges According to Foot and Hook (2008) performance related pay is a term that is closely linked with relationship between an individuals pay progressions to his or her level of competence. It seeks to be a tool for motivation. This pay scheme is now popular in many organisations since being introduced in the 1980s, according to MW Gilman (1998) the average proportion of employees covered by an organisations IPRP scheme to be in the range of 70%- 80%, suggesting that this is the most beneficial way to get people to work to their best. Though, the CIPD recent reward management report (2009) again records the popularity of individual based bonuses and incentive plans at 61% as the highest way to reward its employees. Companies/ Sectors that use PRP and the Benefits experienced Chelsea Football Club- Supervisors are encouraged to reward staff who work exceptionally well and go the extra mile each game with a star, this is an extra  £15.00 on top of the basic pay. This is very beneficial for the company as some employees will perform better than others in order to get the extra reward, therefore the company will get the best output possible out of their employees. Staffs do what is asked of them when asked to do so. People are only working hard because they know there is a possibility of a reward, not because they want to or is required as part of the job. The Pros The Cons The reward will motivate some staff to work harder. Supervisors can be bias without realising and the reward to friends or the same people. If the same people are getting the reward consistently, the organisation will recognise this and it will give them an idea of who to promote. Although you get an extra  £15.00, for those who get taxed it doesnt make much of a difference as it is taken in tax. (Primary Research, Samantha Koranteng, 2010) NHS Consultants- Clinical Excellence Awards The ACCEA (Advisory Committee on Clinical Excellence Awards) give Clinical Excellence Awards to recognise and reward the exceptional contribution of NHS Consultants who work over and above that normally expected in the job to the values and goals of the NHS and to patients care. The Cons The Pros The committee offers 3 bands, Bronze, Silver and Gold this is good because it makes it more accessible and highlights a good range that consultants can reach, in effect it makes it fairer. The fact that you have to apply for it suggests that its not an automatic recognition, the long process and stages may deter qualified candidates from applying. Consultants can apply for the scheme on their own behalf so the scheme can have a large volume of applicants. (Department of Health, 2010) Local Education Authorities-Teachers In teaching there are pay scales that are dependent on performance, provided performance is satisfactory the teachers pay will go up a grade, once on the highest grade through recommendation they can move up to a higher grade. Teachers may become too target orientated and forget that there job is to educate. This can identify teachers that are unsatisfactory and training can be provided to make them to the standard The Pros The Cons (Christine Blower, acting NUT general secretary. May 2008) The Potential Drawbacks and Challenges presented should MW Associates choose to implement such HR Approaches MW Associates should pose a policy whereby employees know they have security of their earnings and a contract that states there is a minimum level or fall back rate, this will not be difficult to do however MW Associates need to highlight how much employees will gain after they have exceeded the standard or basic level of work asked for. The organisation also needs to clearly devise a method of analysis that can fairly and ethically distinguish between the better performances of one employee to another. Alternatively they could introduce a bonus scheme where the incentives are non monetary, they could offer days off work, paid holidays or organised staff social gatherings. Managing absence through a `punitive approach` is this effective and what are the alternatives? Absence can be seen as a problem to many organisations with short term absence being largely unprepared compared to long term absence. Although, many organisations use appraisals with regards to performance management in helping employees develop and learn more about the business in order to prevent absenteeism. According to NSW Nurses Association (2010), absenteeism can be defined as when an employee is constantly or continuously failing to attend work as scheduled, in particular, when their absence forms a pattern which suggests that the employee is dissatisfied with their work or that their absence could have been avoided. Absenteeism can be also considered grounds for dismissal according to Redgoldfish, (2010). It is important to manage absence because of the loss of money concerning indirect costs such as the replacement of staff, loss of labour and production as well as costs to the business regarding its reputation. These are just some of the factors in why management of absen ce is important. Forms of Short -Term Long term Absence Short- term Absence Long term Absence According to (Travel Trade Recruitment, 2009) being more and more persistent time off work According to (Visual Human Resources 2009) definition long term sickness absence here is any absence lasting more than ten consecutive days. Unauthorised absence for any reason Consultation with the employee Lateness An assessment of alternative employment being offered (e.g. reduction hrs, home based Sickness / injury Medical investigation into sickness Facts Figures / Costs of absence Short term absence is harder to manage because it is largely unplanned. There are many factors involved concerning absence this can be seen as health problems such as smoking, heart disease or a good night out unable to get up to attend work the next day. Factors such as stress or the responsibility of bringing up children as well transportation far away from your place of work can be seen as absence related. The psychological contract (Guest, 2002) is related to absence for example, this can be seen as a psychological contract which may be imprinted inside the employees or employers head rather than an actual contract. For example, the employee could punish the employer by not attending work because they are unhappy with the organisation. In any case managing absence is an important factor now as sickness absence costs UK employers 11.6 billion a year according to People Management (2010). Many organisations lose much capital having to replace staff, loss of labour and production, poor customer service, as well low morale and bad reputation. However, (CIPD, 2009) review short-term absence shows that many companies are implementing return-to-work interviews (83% of organisations), followed by trigger systems to review attendance (74%), and the provision of sickness absence information to line managers (73%) and the use of disciplinary procedures (73%). Another key way to manage absence is through accurate measurement and monitoring so that the organisations can make an assessment to tackle any problems they may have. However, the Bradford factor is like a calculator and has helped reduce absenteeism by 20% such as creating triggers whereby action is taken. The average number of days absent per employee, per year is 6.5 days with average cost of absence each employee per year is  £754.00 (Bradford factor, 2010). Punitive approach The punitive approach in dealing with absence is about teaching employees discipline. This can be seen as lateness, authorized absence and behaviour. It is like having a parent to nurture the employee and to learn respect, compassion as well as taking responsibility. This can be seen as the harsh approach such as reduced pay through absence by using discipline. Other factors such as performance feedback can be used, corrective actions and effective communication. PROS CONS Clear about what is expected Few opportunities for progression Can identify when someone needs help Ineffective management Support employees make the work interesting Monotonous jobs The Council / Local Boroughs Policies are more generous with regards to absence compared to the private sector. Although most absence is short term there is criticism for the high level of sick leave from council staff. The procedure of conducting back to work interviews has now been implemented across the board (Nutt, 2009). DVLA This can be seen again in the public sector with many taking duvet days those feeling hung over or unable to face a days work. However, a punitive approach is taken concerning the official term for this form of leave, then deducted from the employees holiday entitlement (Watts, 2007). Tesco As a private organisation as big as this seen as one of Britains biggest retailer they have introduced no pay for the first three days off sick, not to penalise people being ill but to discourage those taking the odd day (Ryle, 2004). The Potential Drawbacks and Challenges presented should MW Associates choose to implement In order to manage absence it can be suggested that MW associates implement the encouragement of team work which will lead to more commitment within the working environment working as a team. To make the tasks more interesting as well as training and good management control procedures with the odd reward for attendance. What is a Graduate Assessment Centres? According to Colman (2010) Assessment Centers is defined as a variety of testing techniques designed to allow candidates to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job(Coleman, 2010, p.3). The assessment centre approach involves using a battery or range of selection tolls that simulate the relevant attributes, skills and competencies required in the job. (Peter et al, 2004, p.95). Type of Activities used in Assessment centres There are many types of activities are being used in assessment centres depending on the company. But the core ones which are generally used include; In-basket exercises, leaderless group discussion, role-playing, behavioural interview. (George Scott, 2010, p.204). The IRS survey (2009/10) identified assessment centre is the most effective selection method. In the year 2010 almost 75% of graduate recruiters rate assessment centres as their single most effective selection method. The use of assessment centre rises from 52.7% to 95.2%. (IRS survey,2010) How effective are your organizations assessment centres in identifying the best candidate(s) for a position? Very effective 47 Fairly effective 48 Fairly ineffective 4 Very ineffective (source: IRS survey) Reliability Validity The key issues in an assessment centre are the reliability and validity as similar test are administered to the same person on two separate occasions the results could be very similar unless something has changed the individual. The reliability of assessment centre is much greater than single interview. (Peter et al, 2004, p.95). Validity that shows the extent to which the test is providing useful information related to the job. There are five types of validity; face validity predictive validity, concurrent validity, construct validity, content validity. (Peter et al, 2004, p.95).The table bellow suggests that assessment centres are the most effective method of selection, predicting effectively how a candidate is likely to perform in a job approaching 70 per cent of the time.( Derek et al, 2009. P.94) The table of selection method and predictive validity Selection Method Predictive Validity Usage (%)* Assessment centre 0.68 47 Structured interviews 0.62 88 Work samples 0.55 80 Ability test 0.54 72 Personality questionnaires 0.38 56 Unstructured interviews 0.31 92

Software Patents and the European Union :: Software Technology Europe Essays

Software Patents and the European Union Introduction The European Council recently approved changes to the European Union’s Software Patents Directive that will lead the way to widespread patenting of software in Europe.[1] If the changes are ratified without modification, then the European Patent Office (EPO) will have the ability to grant software patents in much the same manner as the United States Patent Office (USPO). This will lead to many of the problems that have arisen in the United States. For instance, the USPO is infamous for issuing patents for obvious software process, such as Amazon’s 1-click shopping. The granting of these obvious patents has led to a flurry of litigation, where the patent holder tries to extort licensing fees for alleged â€Å"patent infringement†. This has led to corporations to try and patent â€Å"everything under the sun†, in order to protect them from getting sued and to create a platform to launch their own litigation/licensing extortion from their competitors. I t has also created a flood of patent applications for software, giving the overworked USPO little time to examine and research for any â€Å"prior art† that would invalidate the patent application. After giving a background on software patent history in the European Union, this paper will attempt to analyze the ethical issues of software patents. Do they bring more harm to society than good? Do they promote innovation and research or do they stifle invention? These questions, along with other issues dealing with software patents, will be examined from a variety of ethical perspectives. Background Initially, software was not patentable under European law. This was decreed in the Article 52 of the European Patent Convention of 1973, which states that â€Å"mathematical methods, intellectual methods, business methods, computer programs, presentation of information etc are not inventions in the sense of patent law.† [2] However, small changes in European Patent law over the years has led to the patentability of â€Å"process claims†, â€Å"program claims†, and even â€Å"computer-implemented inventions†, which has led to 30,000 software related process patents.[3] In 2002, the European Commission's Directorate for the Internal Market proposed the creation of a Directive to clarify the patentability of computer-implemented inventions and reduce excess at the EPO. However, the Directive only put on paper what the EPO had already been practicing, which was granting unlimited patentability. In September of 2003, a set of amendments to the Directive were voted in by the European Parliament.

Fences: African American and Troy Essay

In 1987, August Wilson’s â€Å"Fences† was a part of his Pittsburg Cycle of dramas of the 20th Century. These plays were used to â€Å"examine important elements of African American experiences† (Gardner 1331). The symbolisms in the play are used to tell the late life story of Troy Maxon and his relationship with family. From the start of the play, there is conflict and foreshadowing that shows Troy’s own belief that he has failed in life and that the world did not give him what he deserved. He believes that he has to venture outside of his family to find relief. At the start of the play, Wilson takes the audience into the seemingly happy life of Troy Maxon. The author then makes it clear that he felt like a failure and was not happy. The first symbol that is seen is the difference between the white people and the black people. Troy takes a stand and asks why black people never get to drive the trash trucks. Most of his coworkers believe that he will be fired. This theme of not being appreciated and believing that something is not enough is seen through all the symbols used in this drama. A second symbol seen is sports and dreams of the future. Troy had been in the Negro League and played baseball until he was over 40 years old. The problem presents itself when Troy is overlooked by the recently desegregated professional baseball league because of his age. His dreams of playing for the professional white league were smashed, and he believed that he had nothing to show his worth in the later years. This defeat in his career also defeated Troy mentally. From then on, he saw his family and his life as a failure that he wanted to escape from, yet he could not shake the feeling of responsibility to them. Troy’s first son, Lyons, is accepted by Troy. Lyons is a failure in Troy’s eyes and so Troy believes that Cory is no better than him. Lyons wants to be a musician, but he is not very successful. Troy sees Lyons failure in music career to be equivalent to his failure to get into the professional league. He believes that his son will eventually take an unskilled job and end up just like his father. In the last scene of the play it is revealed that Lyons did end up defeated, but not to the extent of his father. His love of music still lived and he was still pursuing his dream. Unlike his son Lyon, Troy’s feeling of failure is evident in his relationship with his son, Cory. Cory is an excellent football player, and yet, Troy refuses to acknowledge his son’s ability even when he is recruited by a college. Troy will not let Cory succeed where he failed and refuses to let Cory go to college on a football scholarship. In Act 1, Scene 3, Cory asks Troy â€Å"How come you ain’t never liked me? † (Wilson 1075). Troy is angry at this question and tells Cory that â€Å"†¦it’s my duty to take care of you. I owe a responsibility to you! † (Wilson 1076). However, even before this it is obvious that Troy sees Cory as nothing but an annoyance that continues until the final scene, when Cory arrives for Troy’s funeral. Troy’s relationship with his wife Rose is an unfaithful one. He is constantly stating that there is no better woman or wife, yet he has an affair with Alberta. Through this diversity, Rose is eventually presented as a model of the strong African American woman. She has given her life to Troy, and yet he has an affair with Alberta. He explains the affair as a way to ignore the responsibilities of his failed life. This aggravates Rose because he has never taken her feelings, wants or needs into consideration. Troy continues to be married to Rose, but also continues his affair with Alberta while Rose knows about the whole thing. Rose even accepts the call from the hospital when Alberta dies while giving birth. The full strength of Rose is not shown until Troy brings home his love child. He asks Rose to help him raise her. Rose’s response shows the intensity of her strength. She says, â€Å"From right now†¦this child got a mother. But you is a womanless man† (Wilson 1099). Rose makes it apparent that this child will have as good a life as Rose can give her and she will show no animosity or jealousy towards the child. Troy, on the other hand, will have the responsibility of the child, Rose, Lyons, and Cory while receiving nothing in return. Throughout all these trials, the fence is essential in the explanation of Troy’s life. Rose had requested the fence, and it symbolized her family being held together. The fact that Troy never really worked on the fence showed that he was not in love with Rose, but felt a responsibility to her. He wanted his freedom and the fence symbolized his imprisonment. The symbol of the fence throughout this play connects everything back to the fact that Troy Maxon was unhappy with his life, and felt as if he were a failure. He felt no real responsibility to Lyons, hence their relationship was better. Troy was jealous of Cory and reminded of his failures by Rose. Wilson used the fence to tell this story. It was not just a story of a life seen as a failure, but a look into the mind and thoughts of an African American man of the 1950s. Works Cited Wilson, August. Fences. Literature: A Portable Anthology. Ed. Janet E. Gardner, 3rd ed. Boston: Bedford/ St. Martin’s, 2012. 1053-1111. Print. Gardner, Janet, Beverly Lawn, Jack Ridl, Peter Schakel, eds. Literature: A Portable Anthology. 3rd ed. Boston: Bedford/St. Martin’s, 2012. Print.