High Schools Should Not Use Standardized Achievement Scores To Determi

High Schools Should not use Standardized Achievement Scores to Determine Whether Students Should be Promoted, Without Regard to Course Grades High schools should not use standardized achievement test scores to determine whether students should be promoted, without regard to course grades. The major reasons that high schools should not use standardized test scores to determine whether students should be promoted, without regard to course grades are learning disorders, memory disorders, and controversy. One reason that high schools should not use standardized achievement test scores to determine whether students should be promoted, without regard to course grades is learning disorders. One case history of a learning disorder is Attention-Deficit Disorder. For instance, students that have Attention-Deficit Disorder cannot concentrate if there is anything else going on in the room. Another case history of a learning disorder is Attention-Deficit Hyperactivity Disorder. For instance, a student that has Attention-Deficit Hyperactivity Disorder can not sit still for long periods of time. A second reason that high schools should not use standardized achievement test scores to determine whether students should be promoted, without regard to course grades is memory disorders. One instance of memory disorders is short-term memory. For instance, a student that has short-term memory only memorizes information for about a hour. Another instance of memory disorder is long-term memory disorders. For instance, a student that has a long-term memory disorder can not sort through their long-term memory for information they learned at the first of the school year. A third reason that high schools should not use standardized achievement test scores to determine whether students should be promoted, without regard of course grades is controversies. One instance of controversy is teaching the test. For instance, teachers teach only the materials that are likely to be on the test instead of providing a comprehensive education. Another instance of controversy is the test do not accurately assess the performance of all students. For instance, the test does not account for the differences in social and economic backgrounds. Learning disorders, memory disorders, and controversy are only a few reasons high schools should not use standardized achievement test scores to determine whether students should be promoted, without regard to course grades.

Use Is_String to Check if a Variable Is a String in PHP

Use Is_String to Check if a Variable Is a String in PHP The is_string() PHP function is used to check if a type of variable is a  string. A string is a data type, such as floating point or integer, but it represents text rather than numbers. A string uses a set of characters that includes spaces and numbers. For instance, an address such as 1234 Broadway and the sentence I ate 3 hotdogs contain numbers that should be treated as text, not as numbers. How to Use the Function Is_string is used within an if () statement to treat strings in one way and non-strings in another. It returns true or false. For example: ?php if (is_string(23)) {echo Yes;} else {echo No;}? The code above should output No because 23 is not a string. Lets try this again: ?php if (is_string(Hello World)) {echo Yes;} else {echo No;}? Since Hello World is a string, this would echo Yes. Specifying a String A string can be specified in four ways: Single quotedDouble quoted  Heredoc syntaxNowdoc Syntax Each of these methods requires strict adherence  to PHP rules, which are available at the PHP website. The simplest method, single-quoted strings, requires special treatment when literal single quotation marks or literal backslashes appear in the string. Include a backslash in front of the single quotation mark or backslash within the string. The example below illustrates this treatment: ?php//  Outputs:  Arnold said:  Ill  be  backecho  Arnold said:  I\ll  be  back;//  Outputs:  I  deleted  C:\*.*?echo  I  deleted  C:\\*.*?;? Similar Functions is_float() – determines if the type of variable is floatis_int() – determines if the type of variable is integeris_bool() – determines if a variable is a booleanis_object() – determines if a variable is an objectis_array() – determines if a variable is an array

Legalization of medical marijuana Essay Example | Topics and Well Written Essays - 1000 words

Legalization of medical marijuana - Essay Example According to the Drug Policy Alliance, during the year 1999, the most comprehensive study of medical marijuana's effectiveness to date by the Institute of Medicine, concluded, "Nausea, appetite loss, pain and anxietyall can be mitigated by marijuana." This statement opened the doors for many people in over 26 states to support the legalization of the drug. However, despite the strong support for the legalization, Congress still holds firm that they will not allow the legalization without their approval, regardless of the majority of Americans who have voted to legalize the drug. In July of 1787, five members of the Committee of Detail began arranging and preparing the United States Constitution. This Committee was in favor of allowing the United States Constitution to have "essential principles only; lest the operations of government should be clogged by rendering those provisions permanent and unalterable which ought to be accommodated to times and events." During their task they were able to enumerate 18 powers for Congress, the 18th power being the "Elastic Clause." This clause gave Congress the complete authority "to make all laws that shall be necessary for carrying into execution the foregoing powers vested by this Constitution in the Government of the United States." The Committee decided that along with the decision to enforce the "Elastic Clause" they would also implement the "Supremacy Clause". According to article VI, Paragraph 2 of the United States Constitution the "Supremacy Clause" states, "This Constitution, and the Laws of the United States which shall be made in Pursuance thereof; and all Treaties made, or which shall be made, under the Authority of the United States, shall be the supreme Law of the Land; and the Judges in every State shall be bound thereby, any Thing in the Constitution or Laws of any State to the contrary notwithstanding." This portion of the United State Constitution solidifies the fact that everyone must follow the federal law even if it conflicts with state law. Valid state laws or court orders cannot override the federal law because the United States Constitution clearly states that federal law is supreme to anything in the Constitution or laws from any state to the contrary notwithstanding. These two clauses make it nearly impossible for a state to legalize medical marijuana without authority from the U.S. Congress. June 14, 2005 lawmakers of the House of Representatives voted 161-264 against a law stating that the federal government could not prosecute patients who use medical marijuana under a physician's orders in states that allow the practice. The Congress could have had the opportunity to prohibit the Justice Department from spending money to undermine state medical marijuana laws, however, the 161 votes for the bill did not pass even though it was the most votes that had ever been received during the past three years that the amendment has been offered. This vote came one week after a 6-3 ruling by the Supreme Court that the federal government can still enforce national anti-drug laws in the states that allow medical marijuana uses. This decision ultimately gave Congress the right to regulate and decide about medical marijuana use regardless of state laws. Many people have opposing views on the Supreme

SUMMARY AND problem solution Essay Example | Topics and Well Written Essays - 1000 words

SUMMARY AND problem solution - Essay Example In the news and through YouTube images, we are witnesses to how texting while driving has become a dangerous habit. We see how it endangers the life of the driver, the passengers, pedestrians, and other drivers as well. Images from YouTube have managed to send the message across to many drivers and texters out there – that even the shortest period of time taken to text can lead to disastrous consequences (Andrzejczyk, p. 1). These images show very bluntly and graphically how violators who are caught in the act have exposed themselves to life-threatening conditions. They have also managed to serve as fitting examples of what can happen to people who text while driving and for people to somehow learn from the experience and to be deterred from adopting or from repeating the practice (Andrzejczyk, p. 2). However, many of these texters still claim that they cannot seem to stop themselves from texting and from texting while driving. This is another danger of texting while driving à ¢â‚¬â€œ that its practice in the hands of an obsessive compulsive personality makes for a dangerous combination on the road (Andrzejczyk, p. 1). A psychological factor which contributes to the problem of texting while driving can be attributed to a person’s need to socially and physically connect and communicate with others. The cell phone fulfills this need, more than any other technology; hence, its great popularity all over the world (Andrzejczyk, p. 4). The need to connect with other people is a need which is easily fulfilled by cell phones anytime anywhere. It is therefore easily understood why most users of the cell phone and of texting are teenagers because their need to communicate with other people is a top priority in their life (Andrzejczyk, p. 4). The psychological need of belongingness and of kinship with peers fuels the problem of texting while driving; and such need is often easily and conveniently filled by

Philosophy Assignment Example | Topics and Well Written Essays - 750 words - 8

Philosophy - Assignment Example Therefore this distinct and clear perception of Descartes depends on assumption that the Almighty God exists, which also depends on the criteria of distinct and clear perception. It is therefore a common knowledge that what we clearly and distinctly perceive as true always exists like Descartes clearly and distinctly perceives that God exists and that He (God) cannot lie. Loeb contrasts Descartes current belief of clearly and distinct perception that something exists. Loeb compares a time when one is not able to currently perceive something a clear and distinct perception, but he/she can previously recollect a clear and distinct perception of something that existed in the past. He calls this a recollected distinct and clear perception unlike the current distinct and clear perception that has no basis at all. He therefore puts it that beliefs that are based on distinct and clear perception, as either recollected or current distinct and clear perceptions. He (Loeb) therefore, says that a current distinct and clear perception will include a current assumption and current theorems. But recollected distinct and clear perception will include recollected assumptions and theorems. This is unlike Descartes who had invoked the distinction between recollected and current theorems in his passages to the circle. It is therefore clear that any psychological doctri ne that can use recollected distinct and clear perceptions will be dislodged by the doubtful supposition, and that it will seem more acceptable because doubt is a state that can destabilize belief. (Loeb, pg 96) Again Loeb finds a problem in the Cartesian cycle that claims that the rule of knowledge of truth is a complete condition for stability of beliefs that are based on distinct and clear perceptions. This is by the supposition that claims the skeptical hypothesis as true.

Emerging Issues In Strategic Human Resource Management Commerce Essay

Emerging Issues In Strategic Human Resource Management Commerce Essay This report is based on the case study Apple Inc.s Corporate Culture: The Good the Bad and the Ugly. The report tried to investigate and find out what is good and what is detrimental to the organisational culture in terms of Human Resource strategy and practice in Apple Inc. The conceptual investigation was totally focused on Human Resource Management perspective issues of Apple, though the case study has included wide areas of analysis including Apples operations, marketing, accounts etc. This theoretical research provides a reasoned and academically underpinned critical analysis as well as provides coherent and justified recommendations for changes to HR strategy and practice in Apple Inc. Based on the above mentioned case study, this essay reviewed the impact of people (employee) in apples magical success as well as it has reviewed the Apple Incs management and leadership styles. In the progress of the essay, Apples human resources policy is also critically evaluated and detrimental HRM issues are identified. Appropriate models and frameworks also has been identified which could be used for better managing of human resources. Good HRM practices also given credit which they can effectively keep implementing for sustainable future success. Critical appraisal of the contribution people has made to Apple Inc People, in organisational term employees have great impact towards organisations success or failure. Michigan model (Cited in Price 2007, pp 40) explains that employees are resources in the same way as any other business resource. So exploiting the peoples are crucial as with other equipment and raw material of the organisation. Peoples in Apple Inc. have made huge impact and they are the key of companys success. Its CEO Steve Jobs is the person who has been the figureheads for the company. He is the founder of the company, however after his initial spell with the organisation he had to leave. When he came back after twelve years, he has made Apple most innovative and profitable organisation on earth. He is an iconic figure and everybody wants him around in the company. He is worlds greatest salesman (case study). Apple and Jobs have become synonymous. How one person can make a crisis-ridden company to a world most recognised company, what might be impact of peoples to an organisation, Apple and Steve Jobs would be used as an example surely for long. It is not only Steve Jobs, apart from him it is peoples who works for Apple made the difference. As the case study suggests, totally awesome team of people working in the company. Everyone is respectful, intelligent and good at executing. Apples employees had high passion and believe in the corporate mission and it was the competitive advantage for the company. Apple exploits it employees in various roles right from engineering to marketing to operations and sales. People working for Apple feels proud working for the most innovative company and work hard for the company which is phenomenal within the industry. According to the case study the key people in the organisation are the position of technical, marketing and staff positions. The organisations success largely depends on attracting and keeping these peoples. Redman Wilkinson (2009) indicates that personal and organisational success is increasingly correlated with the profession of skills. Skilled individuals can command a premium salary in periods of high economic activity. It is the interests of any company to maximise its human resources by investing in the skills of its workforce: its human capital. Price (2007) suggests human capital is a crucial component of an organisations overall competitiveness. Companies like Apple where human resources become the driving force in the development of strategy; there is an overriding emphasis on developing their skills and capitalising on their competencies. Apple has successfully focused on the people resources and capitalised it to achieve competitive advantages in the market place. Apple is acknowledged as the most innovative company within the industry and no doubt, its peoples (management and other employees) has made it worlds top innovative company. Analysis of factors concerning the management of the human resource in Apple Factors concerning the management of the human (people) resource vary within an organisation and across situations. The output of any organisation, however it is measured, relies heavily upon market factors which determine how the organisation operates. RDI (2010) suggests, future trends must be identified and the organisation must be able to adapt to them if it is to continue to function in a profitable and effective way. The HRM function must support these strategic perspectives. In developing a strategic perspective, an in-depth understanding needs to be acquired of the relationship between an organisations environment and its people (HRM) strategy. HR professionals must therefore have an understanding of the strategic HRM process in term of people aspects. . Most organisations are being held back by people issues. They need to be handled with care and effectively. It seems Apple has adopted a balance of Best fit and best practice approaches to manage its human resources. The objective of Apples Human Resources is to maximize the return on investment from the organizations human capital and minimize financial risk. These responsibilities are conducted by human resource managers in an effective, legal, fair, and consistent manner. Human resource management in Apple serves these key functions: Recruitment and selection, work analysis, training, job rotating, leadership development, performance appraisal, incentive compensation, benefit profit sharing, employee development, employee security and health, employee relation etc. However some key factors concerning the management of human resource in Apples are discussed below: Recruitment Apple recruits people with computer based knowledge. Highly selective recruitment process was designed to hire only the best who would fit well to the organisational culture regardless of their experiences. Organisational fitness is more important in Apple than job-fitness. Case study suggests that selection process is a short procedure, where prospective employees organisational suitability is measured by verbal interview. Equal opportunity and diversity Apple is the equal opportunity Employer and promoted diversity within the organisation. Apples employees are from diverse background. Diversified workforce is one of the positive aspects of Apples corporate culture. Compensation and benefit: Apple offers various benefits to its employees and its compensation and benefits are very competitive. Benefit package varied depending on location and employment status. The common benefit included insurance coverage, flexible spending accounts, an employee stock purchase programme and a 401(k) saving and investment plan. Product discounts, on site fitness centre, and the opportunity to work on big projects with some of the experienced players in the industry were added bonuses. Salary and compensation reviews include year-end bonuses, vacation time and other perks and reimbursements. Apple also offered the FlexBenefits programme to its employees where they could choose benefits that best fit their lives. Recognition and appreciation In 1995 Apple created the Apple fellows program in order to recognise the best of its employees who had made extraordinary contributions to personal computing. Each Apple fellow acted as a leader and visionary guiding the company in their particular area of expertise. According to the case study apple is well known to appreciate and value its employees. It is considered a great place to work for people who are passionate about innovation. Career opportunity: Apples positive recruitment policy emphasis on candidates suitability to suit the organisational culture rather than their skills to fit in a specific position. However opportunities are given to employees to gather skills within the organisation. Opportunities for training and development include internship, on-the-job training etc. Internship with apple offered real learning experiences that led to prospective careers in diverse fields. Apple attracted most talented people to come as interns, as people valued Apple best place to learn, they joined them and worked for them as interns. They thought once they get chance to work at Apple, whatever basis it is , it would not be a problem for them to find jobs in elsewhere, the fact is that it wasnt as according to the case study most of Apples interns were able to find jobs promptly once they had some experience from Apple. On-the-job training is applied successfully in Apple. In this casual work culture employees get an opportunity to work with experienced and talented people with no end to challenges. Employability security: Apple has no mutual obligation between the company and its employees and the employees should opt for a better opportunity if it came along. Apple is always unapologetic about layoffs and made it clear that the company believed in employability security rather than employment security. The employability security means that an employee after working with apple would learn enough to be attractive to another employer if laid off. Apple emphasis on psychological contract rather than physical contract. Price, (2007) viewed psychological contract as an informal understanding between the employer and employee. Unlike the formal employment contract, this has no physical existence. It is a set of expectations held by both employers and employees in terms of what they wish to give and receive from their working relationship. Comparison and contrast of the concepts of management and leadership in context of Apple Inc The effectiveness of any organisation depends upon the structure of the management system in operation, as well as its cultural environment. According to the case study Apple is ranked in the top position for the people management within the industry. Jobs is a charismatic CEO whose management style has influenced by Douglas McGregors Theory Y type attitudes (Price, 2007) who leaves his employee to work on their own, taking initiatives, being self-motivated and tending to work hard. However when it comes to take final decisions, the case study suggests it is always one person who takes them and it is Steve Jobs himself as well as his job delegation was very selective only to whom he (Jobs) trusted which is named benevolent authoritative style of management by Likert (2009). One of the problems of management was span of control and information communication gap. As the case study suggests one of the employees said, six different supervisors gave him six different answers and they did not communicate together. Apples management coordination is characterised by Japanese centralisation (Torrington et al 2008) orientation the typical Japanese approach is for strong headquarters group to keep for themselves all major decision. Steve Jobs is a visionary leader who has who has always identified the need of change and has vision of future desired state. Anon (2002) dubbed him as a transformational leader who has single-handedly turned the organization around and delivered it from crisis when he was called back to the company in the year 1997 after twelve years of his departure. Jobs inspired the employees at apple to come out with unconventional products by thinking differently. However though Jobs leadership has brought success for Apple, it does not guarantee that same style would work for future leaders. According the case study Jobs leadership in Apple is supported by Great man theory of leadership where he practices CEO centric power. Anon (2008) suggests that he is secretive, controlling, hog credit, makes people cry and parks his Mercedes in disabled spots. In the world of continuous change this sort of leadership is ineffective for long run. Jobs has been a successful manager who has showed his competency of managing task and people in Apple at the same time though he is a transformational visionary leader but on the other side of the coin he is a autocratic dictator who has been subjecting his employees to tyrannical outburst and fostering a culture of strict secrecy at the company. Apples future leader should adopt more integrating style of leading rather than Jobs traditional controlling leadership. Apples organisational culture is ingrained by Steve jobs and he has made Apple an Institutional mirror of himself. However the company thinks that they would keep operating the same way even when Jobs was no longer there. As the case study suggest that Jobs put an executive team, trained and groomed in his way of doing things in place to take the company forward in his absence. It seems the scheme is successfully working as in Jobs recent six months absence period the company ran smoothly and even Apples stock price was up 66%. Steve jobs has put bold management succession plan in place as it is clear after Jobs sudden exit, Cook will take over as the CEO. Torrington et al (2008) describe it as individual succession analysis. This process is focused to an informal approach to promote with short-term focus on who would be able to replace senior people if they left suddenly. However it is not undisputable that Apple is a visionary organisation or Steve Jobs is a visionary leader as some critics thinks they live just in present. Like Boivin, C. Roch, J. (2006) said Apples leadership are stonewalling; these people, accustomed to the veneer of emergencies, could find no heart or time in their calendars for thinking beyond next months products, next months programs. Too many Apple people, live only in the present and are so wrapped up in the present, so totally engrossed in fighting todays battles, that they live unaware of the past and the future. All today, no yesterday, no tomorrow. They werent stonewalling on the strategy; the strategy dealt with tomorrow, and there was no time in their calendar for tomorrow. Leading and developing effective teams Though Apples work culture is driven by intense work ethic, however it has also another side. In one side we can see a group of eccentric workaholic peoples who work unusually longer hours on the other side we can see that Apples work environment is relaxed and casual, which has certainly helped leading and developing effective team spirit. Employees are followed by casual dress code on the job. According to the case study, Apples employees think it has funny, brilliant, relaxed co-workers and modern, spacious, beautiful offices filled with comfortable couches. Case study also suggests, employees are upbeat about Apples workplace experience and corporate diversity and shared passion. Apple has been able to instil a sense of pride towards its employees. The work culture at Apple was driven by passion for products and attention to the minutest details. Every department is equipped with smart, creative and hard-working people. The work culture is much more like club rather than family. Product development team is formed at Apple with peoples from diverse experience background. By hiring innovative people from diverse background, apple was able to incorporate different perspectives and skills and achieve its goal of making the best products on the market. Teams in Apple work in challenging and creative environment and explored new ways of performing common tasks. Apple provides them ample opportunities to learning and growing. There was amazing level of coherence among the executive teams at Apple. However rather than team work in apples corporate culture encourages individual performance. In Apple, employees had to do their work independently and each individual was his/her best resource. Guidance was occasional. As a company policy employees were not allowed to take note in meetings. Apple appreciated hard working employees and rewarded those who demonstrated their skills and capabilities. It seems Apple fostering an individualistic culture rather team culture. It selects independent thinker who likes to work alone. Apple created a club/community like environment to motivate and retain employees. Analysis of HRM problems in Apple Inc and appropriate models to develop solutions The absence of systematic standard human resource management tools is major problem for Apple. In the absence of well-structured systems and process, the corporate culture became dysfunctional. Many talented people left Apple, because they did not like Apples culture. Without systematic HRM strategy which should be aligned with organisational strategy the company will not prosper for long time. Lack of proper tools to recognition and appreciation Case study suggests that employee had to look after their career as organisation has no proper talent tracking system. Management did not care about interests of other employees, recognising their hard works. Employees innovative product ideas have never been accepted by the company. Though in the early stage employees were appreciated for their work e.g. those who worked for Mac their signature were engraved in the inside of computer case. However it was not the practice later on. Promotion unfairness According to the case study unfairness in promotions and overall employee treatment existed at Apple. Apple worked its employees to the bone but did not reward their hard work and dedication. Only top executives were rewarded. In Apple, appraisal is not based on contribution to the team and support of others, rather based on individual outstanding performance. Career progression and development In a flat hierarchical organisational structure career advancement opportunities were very limited. Reward and bonuses Reward is not based on team performance and contribution, rather individual performance and individual effort. The top management seems in Apple is content with their pay. Lower level employees have not got bonuses or pay rise. Even lower level employees do not have stock option though they worked 60 hours per week. Pfeffer (1998) models suggests profit can still be made with higher pay rates if the right pay format is used such as gain sharing , stock options and pay for skills (cited in Price, 2007). When employees think they are fairly rewarded they will show more commitment. Apples management must pay attention on this. It is important task for any HRM department to aligning an organizations payment arrangements and wider reward systems with the business objectives (Torrington et al. 2008, pp. 638). Long work hours Apple is criticised for its long work hours. Employees struggle to balance work and family life and Apple was blamed for having no regard for family life. Even the company was sued by its employee on the ground of breaking the Californian labour law. Adopting a commitment model (Torrington et al 2008) and changing the organisational culture could solve most of the HRM issues for Apple. commitment model: Communication: Outlining the direction that the organisations strategy is taking and the purpose of any changes. Staffs need to understand why decisions have been before they will cooperate in their implementation. Apples top level managements strict secrecy and rigid mentality must need to be changed. Ownership: Ownership is encouraged by involving people in decisions and making them responsible for implementing specific action. Steve Jobs himself and his successor must stop taking all decisions without employee involvement and participation. Employee involvement is all about their participation with organizational decision making process. Employee involvement is largely concerned with preventing or alleviating alienation (Torrington et al. 2008, pp. 484). Staffs can be involved within the organization through ownership or empowerment. ABE (2001) HRM study manual suggests that empowerment involves people in the operation of organization, so they feel personal responsibility for their actions (pp. 115). Emotional Identification: It is more likely in an atmosphere of enthusiasm. This can be created by acknowledgement and encouraging responsibility and recognising hard work. Performance: Performance assessment and reward structure should be focused on commitment. Apple must put proper performance appraisal system in the place and act accordingly to identify well performing individuals and reward them accordingly. Change of organisational culture: Moreover organisational cultural shift is also needed which would change Apple from an excessive control cultural company to a collaborative cultural company. To survive in future transference and collaboration is essential. A culture that is constantly in pursuit of operational excellence. Good organisational cultures flourish the organisational growth. Leadership in control cultures is a function of authority, and decision making is tied closely to title and role in the organisational. Such organisations tend to be more hierarchical in structure (RDI, 2010). Apple belongs to this category. Scholars place a high value on collaboration not just internally, but with its customers and partners. It emphasises the power of teamwork. By collaboration it seeks to be closely in touch and in tune with the customer and the market at large. RDI (2010) hints that leadership in a collaboration culture is role-based, not person or title-based, and authority is situational (dependent on the particular client engagement, project etc). The natural organisational structure of a collaboration culture is cross-functional teams aligned to market opportunities. According to the case study Apple has been subject to the criticism for an organisational culture characterised by Steve jobs over controlling, top management strict secrecy maintaining and practice of lack of transference. To attain sustainable customer trust, transference and collaboration are necessary in all levels of the organisation. Conclusion It is obvious apple has many good thinks which are strength for the company including strong management, leading, skilled and dedicated people resources. However it is also evident that companys overall corporate culture is out dated which is characterised by absence of morale and lack of alignment of people with organisational strategy. So change in organisational culture is crucial and should be imminent for sustainable long term success. Future leaders initiatives to address these issues, their openness to change and implementing changes to the organisation would become vital factor to success. It is also need to be seen whether Apple finds a perfect successor (predictably Cook) for Steve Jobs, a man who has always been well ahead of competitors to create future vision. It is not drastic change Apple has to go through in near future in terms of its HRM strategy but they must implement some changes which will put the company from one man show to a systematic practice. Apples existing workforce comprise by 35,000 employees worldwide (case study), however this number is inevitable to increase in future and without proper Human Resource strategy and defined policy it will be difficult to manage a diverse huge workforce. Future leaders and managers must set out a standard HRM policy aligned with organisational strategy addressing all emerging issues of HRM. Reference Anon (2002) Transformational leadership; Organizational change; Management styles. Review of Transformational leadership in the context of organizational change by Eisenbach, R. et al (1999). Strategic Direction, 18(6), pp.5-7 [Online] Available at: http://www.emeraldinsight.com/journals.htm?issn=0258-0543volume=18issue=6articleid=869238show=html [Accessed: 19 July, 2010] Anon (2008) Leading personalities. Review of The trouble with Steve by Elkind, P. (2008). Strategic Direction, 24 (11), pp. 17-19 [Online]. Available at: http://www.emeraldinsight.com/journals.htm?issn=0258-0543volume=24issue=11articleid=1747898show=html [Accessed: 19 July, 2010] Bovin, C. Roch, J. (2006) Dominant organizational logic as an impediment to collaboration Management Decision, 44 (3), pp. 409-422 [Online]. Available at: http://www.emeraldinsight.com/journals.htm?issn=0258-0543volume=18issue=6articleid=869238show=html [Accessed: 19 July, 2010] Likert, R. (2009) Management Operations. Harlow, England: Pearson Education Price, A. (2007) Human Resource Management in a Business Context. 3rd Edition, London, UK: Cengage Learning EMEA rdi (2010) Managing the Human Resource Manual [Online] Available at: http://moodle.bl.rdi.co.uk/course/view.php?id=168 [Accessed: 18 July, 2010] Redman, T. Wilkinson, A. (2009) Contemporary Human Resource Management Text and Cases. 3rd Edition. Harlow, England: Pearson Education Torrington, D. et al (2008) Human Resource Management. 7th edition. Harlow, England: Pearson Education

Internet Essay -- essays research papers

"We live in an age of scientific triumph. Science has greatly enlarged human knowledge" (Bishop237) and communication. Despite the recent hype, the Internet is not a new phenomenon. Its roots lie in a collection of computers that were linked together in the 1970s to form the US Department of Defense's communications systems. It is a technology that would be invented today if it hadn't been invented in the past because of the world need for high tecnology. Millions of people worldwide would be using the Internet to share information, make new associations and communicate. Individuals and businesses, from students and journalists, to consultants, programmers and corporate giants are all harnessing the power of the Internet. For many people the Internet would become integral to their operations. The internet would allow users to send and receive data: messages, notes, letters, documents, pictures, video, sound- just about any form of communication, as effortlessly as making a phone call. It is easy to understand why the Internet would become the corporate communications medium. Using the mouse on your computer, would be an uncomplicated point-and-click task whose function would give you acess to send electronic mail for sending and receiving data, and file transfer for copying files from one computer to another. Telnet services allow you to establish connections with systems on the other side of the world as if they were just next d oor. ...