Bullying in Our Life Essay

We all have been bullied or been a bullying in our life time, maybe not us. But our children have been bullied or is a bully without us even known. This is why I chose to write about bullying in school. We often hear on the news and internet how young people are shooting up schools, killing themselves cause of bullying. ‘‘60% of bullies have a criminal record† (Ryan Keller) by the adult age. However this essay will give you information and tools on how you and your child can solve bully problems in school s, also in the community’s even at work places. Most kids get teased by their sisters or brothers at some point in life and that’s what siblings usually do it’s not harmful teasing, but friendly and playful matter. But when it comes down to bullying were your teasing becomes hurtful, constant and really cross the line into bullying is a very intentional physical ,verbal Often time the child who is doing the bullying is a victim of bullying themselves, by someone at home. And they are looking for someone who appears to be weaker than them, so they can stand up to their bully. The second tool is we have to see why that child is a bully and help them to face their bully, they maybe stop begin a bully as well. The third tool is if you child see someone who is getting bullied, tell them don’t just walk by it go and get some help for them. Make a stand yell stop and help until someone comes and help.

Huntsville Project Team Meeting

HUNTSVILLE PROJECT TEAM MEETING As the Huntsville project manager to effectively coordinate and host a progress meeting with team members. There are three things that must be accomplished: meeting objectives; use the minimum amount of time; and participants should leave with a sense of direction and effectiveness in the meeting process. With these criteria in mind, the process of structuring, planning, preparation, and execution of the Project Progress Team Meeting will be a definite success. Predetermine the outcome and purpose of the meeting.Prior to setting the meeting objectives, I have to decide the end results or what I want this meeting to accomplish; whether it’s decision based, to generate ideas, update the status of the project, etc. so that it maximizes the allotted time and all participants can come prepare. Under all the stress of schedules, and time constraints; time is a precious resource during the life of a project and it should be used wisely. Therefore, duri ng the planning stage of this meeting, I owe it to my team members and myself to streamline the meeting in the most effective way to meet and cover all objectives in the least amount of time.In doing so I would prepare the agenda with the following factors in mind: priorities the agenda to determine what absolutely has to be covered; define the end result (what I want the meeting to accomplish); identify who needs to be in attendance and if required consider previously scheduled obligations so that I pick the superb time and date for max participation. With solid objectives, a tight agenda and a commitment to involving the meeting participants in the planning, preparation, and execution of the meeting, it’s a common curtsy to circulate the agenda to participants (team members) to get their feedback and buy-in.This gives them the sense of belonging and lets them know they’re actively contributing to the success of the project. Prior to closing the meeting I think itâ₠¬â„¢s important to reintegrate the highlighted points of the meeting and identify any team member due out so that everyone leaves the meeting on the same accord. Sending out meeting notes to assure objectives were met, would be the icing on the cake.

The Fifteenth Amendment

The Fifteenth Amendment (Amendment XV) to the United States Constitution prohibits the federal and state governments from denying a citizen the right to vote-based on that citizen's â€Å"race, color, or previous condition of servitude†. It was ratified on February 3, 1870, as the third and last of the Reconstruction Amendments.In the final years of the American Civil War and the Reconstruction Era that followed, Congress repeatedly debated the rights of the millions of black former slaves. By 1869, amendments had been passed to abolish slavery and provide citizenship and equal protection under the laws, but the narrow election of Ulysses S. Grant to the presidency in 1868 convinced a majority of Republicans that protecting the franchise of black voters was important for the party's future. After rejecting more sweeping versions of a suffrage amendment, Congress proposed a compromise amendment banning franchise restrictions on the basis of race, color, or previous servitude on February 26, 1869.The amendment survived a difficult ratification fight and was adopted on March 30, 1870.United States Supreme Court decisions in the late nineteenth century interpreted the amendment narrowly, and by 1910, most black voters in the South faced obstacles such as poll taxes and literacy tests, from which white voters were exempted by grandfather clauses. A system of whites-only primaries and violent reprisals by groups such as the Ku Klux Klan also suppressed black participation.In the twentieth century, the Court interpreted the amendment more broadly, striking down grandfather clauses in Guinn v. United States (1915) and dismantling the white primary system in the â€Å"Texas primary cases† (1927–1953).Along with later measures such as the Twenty-fourth Amendment, which forbade poll taxes in federal elections, and Harper v. Virginia State Board of Elections (1966), which forbade poll taxes in state elections, these decisions significantly increased bl ack participation in the American political system.

Evidence and practice Essay Example | Topics and Well Written Essays - 500 words

Evidence and practice - Essay Example quently utilized to define facts based medicine, but can also encompass other specialties, for instance, facts based nursing, pharmacy as well as dentistry (Scally and Donaldson, p.9, 2008). This process also incorporates the attributes, state, requirements, standards as well as preferences of those who might be impacted (Spring and Hitchcock, p. 23, 2009). This is usually attained in a way that is attuned with the environmental, as well as the institutional context. The evidence is usually from research upshots derived from the methodical compilation of facts via observation and experiment as well as the formulation of queries and hypothesis testing (Buysse and Wesley, 2007). It is an extremely crucial process which involves intricate and careful decision making which is not only grounded on the accessible resources but also on the ailing individual’s attributes, conditions, and preferences (Rubin and Parrish, p. 25, 2007). EBP realizes that care differs from one individual t o another, and it is also dynamic and encompasses uncertainties and possibilities. In addition, EBP also involves the establishment of individualized procedures of best practices to guide the advancement of any professional duty at hand (Mercer, p.12, 2007). EBP has attained momentum in the nursing field. For instance, research upshots, understanding from fundamental science, clinical understanding as well as expert judgement represent evidence (Mercer and Pignotti, p. 5, 2007). Nonetheless, practices grounded on research upshots are probable to result in the preferred patient upshots across varied settings, as well as geographic locations. The drive for EBP is mainly from the payer and healthcare system pressures for expenditure containment, enormous accessibility of information and escalating client savvy with regard to treatment, as well as care alternatives (Melynk, p.9, 2008). EBP demands alterations in education of scholars and emphasizes on practice crucial research. Additionally,

#2 Religion Reflection Assignment on a reading by Scarboro and Luck Essay

#2 Religion Reflection Assignment on a reading by Scarboro and Luck called The Goddess and Power (Reading material is uploaded) - Essay Example While thinking about the first question the researcher discovered that the exposition of the paper makes a reader indulge into reflective mode since the reader is compelled to question what the real objective of the authors could be in writing this paper. It appears as if the author would discuss the emergence of religious diversity in order to show the accommodative, liberal and diverse nature of the American religious arena. However, the terms â€Å"religious plethora† â€Å"pagan ceremonies† and â€Å"radical† (Scarboro and Luck, 69) used in the second paragraph bear negative connotation for beliefs like Wicca and Witchcraft and seem to belittle the value of these beliefs in the very onset. This implies that the authors consider all such religious practices somewhat alien to the mainstream America belief systems. The research questions brought forward by the authors – â€Å"What is the appeal of witchcraft to contemporary Americans?† and â€Å"W hat does Wicca offer to the wider American religious tradition?† (69) – also implicate alienation, separation and distancing of these religious beliefs form the authors’ own beliefs. The wording and terminology used here could look more convincing if the authors had used more neutral language. The discussion also implies that the attributes of Wicca religion and the Witches’ attack on Christian beliefs make the readers assume that Wicca Witches are insolently bold and believe in personal and communal freedom. The words like â€Å"distant, stern, judging, vengeful [....] standing over against the human† (71) used by the Witches for the Christian God implicate that the Witches believe in a belief system which does not have any threat of judgement or punishment. Likewise, the gender inclusive nature of divinity in Wicca culture also sounds striking and imply that the practitioners of this religion believe in human rights and, more specifically speaking, women rights. The male

History Essay Example | Topics and Well Written Essays - 250 words - 5

History - Essay Example At the core of the issue was their original demand for representation but not independence. The American leaders knew that the nation is destined for greater things than just being a colony. The economic atmosphere was likewise that of a new beginning; for the country was on the verge of becoming a great economic power herself due to its vast natural resources. The former British colonizers were exploiting American resources for export to its own colonies. The primary domestic concern of the newly-independent Americans was to preserve the nation so it will not fragment into small independent states. There were some frictions with the slave-holding Southern states such as the 3/5 clause which gave these Southerners a big political clout for every slave owned (Amar 17). Hyper-inflation was a big issue (Trask 1). Throughout much of Europe, the people there were overthrowing their own monarchies and tried to give back power to the people. The French Revolution, for example, tried to do t his by toppling their own king because their political structure was based on feudalism. The American framers of the constitution tried to imagine every political possibility that could happen in the distant future by integrating flexibility such as that by way of amendments. It also ensured checks and balances by making the three branches of government co-equal.

Influence of Stakeholders on Encouraging Responsible Business Essay - 1

Influence of Stakeholders on Encouraging Responsible Business Practices - Essay Example This research will begin with the statement that in the business world, stakeholders constitute of any group or an individual who has an effect or can be affected by the achievement of the business objectives. They include managers, business corporates, shareholders, corporation and the entire business management. These stakeholders play a critical role in promoting responsible business practices by instituting legitimate business ethics. Business practices range from social to economic perspectives. For most businesses, there are values, responsibilities and sustainability issues that are under consideration. As a result of these factors, business management comes up with a variety of ways to ensure responsible business practices as seen in the research study by Olson. The business world has come under criticism that it is to blame for global warming, carbon dioxide emissions, deforestation, and pollution. To prove the critics wrong, Cohen states that the stakeholders have begun a f ight to reduce global warming and carbon emissions. The green movement has come in to promote the growth of trees. It also helps in educating the public in regard to the emission of carbons. The stakeholders meet annually in Rio de Janeiro for the earth summit. Worldwide campaigns regarding proper business ethics are underway to ensure that businesses reduce pollution and global warming. Apart from the green movement, the stakeholders have stipulated strict rules within their businesses to ensure that there is proper waste disposal. The stakeholders came together in 1997 to sign the Kyoto protocol so as to control the rate of waste disposal as stated in the research study by Kotler & Lee. Stakeholders are now forming various groups to promote responsible business practices. Such corporate groups include the WWF, Friends of the Earth, the Greenpeace as well as the Green Party. These groups play a considerable role in ensuring that business entities protect the environment and consequ ently lead to responsible business practices.

Lowe's vs. home depot Essay Example | Topics and Well Written Essays - 500 words

Lowe's vs. home depot - Essay Example as become easy for the customers to become aware of the product details including its availability at competitive prices which has precipitated the need to develop a whole new perspective for a new marketing technique. Lowe and Home Depot, both deal into the various aspect of home dà ©cor and accessories meeting all their customers’ home improvement requirements. But the major factor that impacts their sales is the subtle differentiation in the segmented market. While Lowe is more focused towards the needs of its women clients with its accessories for finishing touches on the decorating projects, Home Depot, with its wide varieties of ‘do it yourself’ products caters more to men, contractors and serious DIY customers. Home Depot has a better competitive image primarily because it has wider customer base and more branches spread across region than Lowe. In the current environment of recessive trends and highly competitive business compulsions, it has also realized the need to expand its product line to target extended market segmentation. Indeed, today the markets have been designed to cater to the system as a whole rather than exclusively to the customer. The need has risen so as to accommodate the growing demand from the new market segment that has come up with the advent of new technologies. The inter-dependence of the various elements within the system with its inherent capacity to complement each other has helped establish a market that is sustainable as well as mutually satisfying. While the segmentation helps to create a niche in the market. The mixed segmentation is hugely popular in the contemporary times and gives a big leverage to the companies to plan its market strategy in a more flexible manner and successfully introduce their products in a new market. Customer satisfaction through creative inputs and introduction of people-centric policies and plans that would meet the challenges of the changing social patterns and its changing demands, have

Evaluation of Health Promotion 3 Essay Example | Topics and Well Written Essays - 2500 words

Evaluation of Health Promotion 3 - Essay Example Obesity has become a matter of concern and it is considered to be one of the major health problems. When compared to the other health hazards, obesity has become a common issue among the people of all the age groups. (Health Committee 2004). Health promotion programs have been conducted by many organizations to create awareness among the public. This evaluation proposal aims at providing a complete outlook on the health promotion program for obesity. Health promotion programs are conducted in such a way that people get to know about a particular health problem. It provides information about the existing legislations and policies and the environmental changes. Health promotion programs aim at improving the health of the people by inculcating the basic importance of maintaining their health in a proper way. A health promotion program can be implemented only if the methods and procedures are well defined. Government organizations do not depend on any other private organization to implement health promotion programs. But the situation is entirely different when a private or voluntary organization conducts a health promotion program. The private organizations depend on government or other financial institutions to help them in conducting a health promotion program. The financial institutions provide financial assistance to the private organizations that conduct such health programs. (Aldana 2001). Since our institution is a non-government body, the help of government and other financial institution is necessary. A promotion program has to be implemented within a specific time period and this proposal indicates the timeline of the health promotion program. Research proposals include a complete implementation schedule that imposes a step by step process to accomplish a particular task. This will enable the organization to implement and process the

Existentialism is a Humanism Essay Example for Free

Existentialism is a Humanism Essay In Existentialism is a Humanism, Jean-Paul Sartre (1905-1980) presents an accessible description of existentialism. A key idea of existentialism—and of the human condition— is that existence precedes essence. The essence of something is its meaning, its intended purpose. A paper cutter is made to cut paper; that is its point. Humans, however, do not have an essence. Man exists, turns up, appears on the scene, and, only afterwards, defines himself. We have no greater purpose, no pre-determined plan, no ultimate meaning. We have, in Sartre’s words, no human nature, since there is nothing (e.g. God) outside of us which would conceive of it for us. We are simply here, and it is up to us to define ourselves. Responsibility Man is nothing else but what he makes of himself. We have choice, we have subjectivity, and we choose what we will make ourselves to be; we are entirely responsible for our existence: Thus, existentialism’s first move is to make every man aware of what he is and to make the full responsibility of his existence rest on him. This thought is often not easily accepted. ‘Subjectivity’ is a word that riles up many. â€Å"If everything is subjective then nothing is objective; nothing is absolute! Our values are nothing more than our whims! Nothing is right or wrong! Rabble, rabble, rabble!† Sartre replies that, â€Å"it is impossible for man to transcend human subjectivity.† He isn’t saying â€Å"I prefer subjectivity over objectivity,† he’s asking, â€Å"how can we possibly not be subjective?† Even the religious individual who believes that morality is absolute and comes from God must, at some point, choose to bel ieve that this is the case. Our responsibility is a blessing and a curse. It leads us to feel things like anguish, forlornness, and despair. Anguish We experience anguish in the face of our subjectivity, because by choosing what we are to do, we ‘choose for everyone’. When you make a decision you are saying â€Å"this is how anyone ought to behave given these circumstances.† Many people don’t feel anguish, but this is because they are â€Å"fleeing from it.† If you don’t feel a sense of anxiety when you make decisions, it’s because you are forgetting about your â€Å"total and deep responsibility† toward yourself and all of humanity. Forlornness Forlornness is the idea that â€Å"God does not exist and that we have to face all the consequences of this.† There is no morality a priori. There is no absolute right or wrong. There is no ultimate judge. This is a very distressing idea. As Dostoievsky said, â€Å"If God didn’t exist, everything would be possible [permissible].† Without God we have nothing to cling to. â€Å"There is no determinism, man is free, man is freedom. [] We have no values or commands to turn to which legitimize our conduct.† In other words, we have no excuses, and we are entirely responsible for our decisions. What are our values? The only way to determine them is to make a decision. At the end of the day, your ideals aren’t what matter; what matters is what you actually did. Despair Despair arises because we only have power to change things that are within our power to change—and there is a lot we cannot change. Reality is impartial and out of your control, except for small aspects of it here and there. We despair because we can never have full control of the future. What Will Happen Will Happen Tomorrow, after my death, some men may decide to set up Fascism, and the others may be cowardly and muddled enough to let them do it. Fascism will then be the human reality, so much the worse for us. Regardless of what is right or wrong, good or bad, and regardless of whether these are absolutes or not, â€Å"things will be as man will have decided they are to be.† What will happen will happen and humanity will be entirely responsible for what it does. Does this mean we ought to become passively accepting of what will happen? Sartre says the exact opposite. Does that mean that I should abandon myself to quietism? No. [] Quietism is the attitude of people who say, â€Å"Let others do what I can’t do.† The doctrine I am presenting is the very opposite of quietism, since it declares, â€Å"There is no reality except in action.† Moreover, it goes further, since it adds, â€Å"Man is nothing else than his plan; he exists only to the extent that he fulfills himself; he is therefore nothing else than the ensemble of his acts, nothing else than his life. No Excuses This is why existentialism horrifies some people. It puts such a burden of responsibility squarely on their shoulders. They can’t stand to think they were at fault for not being a great or successful person, for having no great friendships or love. They think they are the victim of circumstances; they haven’t had the proper education, leisure, or incentives; they haven’t found the right person yet; they haven’t had the opportunity to show their greatness. Sartre, however, says that â€Å"The coward makes himself cowardly, the hero makes himself heroic.† The artist is an artist because of the works of art he created, not because of what he could have created. The mathematician is famous for the math he did, not what he maybe could have done. We find that this is â€Å"a harsh thought to someone whose life hasn’t been a success.† We are responsible for our successes and failures. But at the same time, this harshness forces us to face the incredibly important fact that: Reality alone is what counts. Sartre sees these views not as a pessimism, but as an â€Å"optimistic toughness.† Optimistic in that we are the rulers of our lives; our destiny is within our hands; we are encouraged to take action. Sartre summarizes his idea of optimism and action in the following passage. Thus, I think we have answered a number of the charges concerning existentialism. You see that it can not be taken for a philosophy of quietism, since it defines man in terms of action; nor for a pessimistic description of man—there is no doctrine more optimistic, since man’s destiny is within himself; nor for an attempt to discourage man from acting, since it tells him that the only hope is in his acting and that action is the only thing that enables a man to live. Is Choice Arbitrary? Sartre ends this piece with a further defence of subjectivism, in which I wish he had gone into a little more detail. He says people are still not satisfied with the idea of subjectivism, and objections usually come in one of the following forms: 1. â€Å"Well then, you’re able to do anything, no matter what! You’re promoting anarchy!† But this isn’t the point. It is not possible to not choose. In not making a choice you are still choosing not to choose. Choice is inescapable; we are â€Å"condemned to be free† because we are human, whether or not we are existentialists. 2. â€Å"You can’t pass judgement on others, because there’s no reason to prefer one idea to another!† We can still hold values, and values appear out of the choices we make. Through our actions (as an individual and as a group), we create ethics. 3. â€Å"Everything about your choice is arbitrary!† We define ourselves through our actions, â€Å"in relationship to involvement.† And as we make ourselves—as we make choices—it is absurd to say we are choosing arbitrarily.

Soft And Hard Human Resource Management

Soft And Hard Human Resource Management HRM is an essential and vital function for organizational success. Areas within HRM like Manpower planning, Job analysis, Selection and Recruitment, Compensation and Benefits, Performance evaluations, Contract negotiations and Labor legislations are parts of hard HRM whereas functions like Organizational development, conflict management, human resource education, leadership development, organizational culture, and relationship building are components of soft HRM. The hard HRM can be categorized as the basic functions and soft HRM as advanced functions. In todays knowledge economy, where human capital determines the growth and success of an organization, both hard and soft HRM are sig. Hard HRM:- a very instrumental, practical approach, people seen as a passive resources to be used, deployed and if necessary disposed of HR planning is seen as a factor of production incompatible with trade unions-may necessitate confrontation to implement concepts. Soft HRM: sometimes known as development humanism stresses human side entails trust, collaboration, skill development place for unions in this model where unions are marginalized and by passed on many issues or alternative forms of employee representation are initiated above all, about commitment and partnership. Hard HR Management Soft HR Management Treats employees simply as a resource of the business (like machinery buildings) Strong link with corporate business planning what resources do we need, how do we get them and how much will they cost Treats employees as the most important resource in the business and a source of competitive advantage Employees are treated as individuals and their needs are planned accordingly Focus of HRM: identify workforce needs of the business and recruit manage accordingly (hiring, moving and firing) Focus of HRM: concentrate on the needs of employees their roles, rewards, motivation etc. Key features Key features Short-term changes in employee numbers (recruitment, redundancy) Strategic focus on longer-term workforce planning Minimal communication, from the top down Strong and regular two-way communication Pay enough to recruit and retain enough staff (e.g. minimum wage) Competitive pay structure, with suitable performance-related rewards (e.g. profit share, share options) Little empowerment or delegation Employees are empowered and encouraged to seek delegation and take responsibility Appraisal systems focused on making judgments (good and bad) about staff Appraisal systems focused on identifying and addressing training and other employee development needs Taller organizational structures Flatter organizational structures Suits autocratic leadership style Suits democratic leadership style As analyzing this, the hard approach to HR might be expected to result in a more cost-effective workforce where decision-making is quicker and focused on senior managers. However, such an approach pays relatively little attention to the needs of employees and a business adopting a genuinely hard approach might expect to suffer from higher absenteeism and staff turnover and less successful recruitment but the soft approach will certainly appeal to the touchy-feely among it who like to see people being treated nicely. And it can also make a good business case for an approach which rewards employee performance and motivates staff more effectively. However, the danger of taking too soft an approach is that when all the employee benefits are added up, the cost of the workforce leaves a business at a competitive disadvantage. HMR and Personal/ IR Practices with Compared to 27 Dimensions of Storys Definitions Storys model gives a clear idea about the difference between personal and industrial human resource management, According to storys model of human resource management: Human Resource Management has to be implemented into the organization strategy and has to be considered in the higher level of the organization. Human Resource Management needs to be included to management functions and creates an impact on the organizations ability to achieve their goals. Human Resource Managements main key function is to encourage commitment from the employees in the organization but not complaints. Humans ability, capability and commitment is what differentiate each organization has. Points of difference between personnel and IR practices and HRM practices Dimensions Personnel/IR HRM Beliefs Assumptions Contract Careful delineation of written contracts Aim to go beyond contract Guide to management action Procedures Business need Behavior referent Norms Values Managerial task via a vise labor Monitoring Nurturing Strategic Aspect Key relations Labor management Customer Corporate plan Marginal to Central to Speed of decision Slow Fast Line Management Management role Transactional Transformational leadership Communication Indirect Direct Standardization High Low Key Levelers Selection Separate, marginal task Integrated, key task Pay Job evaluation Performance related Conditions Separately negotiated Harmonization Labor management Collective bargaining contracts Towards individual contracts Role of the Line Managers and employees in the organization. The areas where front line managers and employees make a significant difference to people management practices are: Performance Appraisal Training, coaching and guidance Involvement and communication Openness how easy is it for employees to discuss matters with their front line manager Work-life balance Recognition the extent to which employees feel their contribution is recognized. These are all areas where, although the process may be designed by HR, it cannot be delivered by HR. The front line manager role is crucial in a number of respects In enabling the HR policies and practices, or bringing them to life. in acting upon advice or guidance from HR in controlling the work flow by directing and guiding the work of others To do this successfully, this part of the front line managers role must be given at least as much recognition as other operational areas and they must be allocated time within their work schedule to carry out the people management side of the job. The qualities and skills needed from front line managers. The Bath research found that front line managers exercise a strong influence over the level of discretion that an individual has over how they do their job. Some managers can permit and encourage people to be responsible for their own jobs whereas others can stifle initiative through controlling or autocratic behavior. To encourage the kind of discretionary behavior from employees associated with higher performance, front line managers need to: Build a good working relationship with their staff. They need to lead, listen, ask, communicate, be fair, respond to suggestions and deal with problems. Help and support employees to take more responsibility for how they do their jobs by coaching and guidance. Build effective teams. Many of the qualities and skills which are associated with higher quality front line management are around the behaviors of front line managers. It is not enough to educate front line managers in the behaviors required; organizations must also ensure they are developing the environment and culture in which front line managers are actively encouraged and permitted to exhibit the behaviors above. The Bath research found that organizations which had a strong shared culture with guiding principles for behavior which were embedded into practice over time were more successful Attribution: http://www.citehr.com/15998-role-front-line-managers-hr.html#ixzz21Teh5Dml Section B There are potential benefits for both the individual and the organization from using a proper performance management A good performance management system works towards the improvement of the overall organizational performance by managing the performances of terms and individuals for ensuring the achievement of the overall organizational ambitions and goals. An effective performance management system can play a very crucial role in managing the performance in an organization by: Improved business profits The bottom line of an organization improves significantly by increasing employee productivity and quality of work. Increase employee responsibility Communicating realistic but challenging job expectations and making employee accountable for their decisions and actions result in noticeable improvements in employee tardiness, absences and organizational commitment. Equitable treatment of employees All employees are treated fairly by implementing standardized procedures that promote consistency throughout an organization. Enhanced quality of work life Employees experience greater job satisfaction because they become more successful As a HR manager, you need to manage different human resource practices in the workplace Yes I do agree with the statement. Approaching the nature of HRM from a slightly different perspective, (Bowen and Ostroff, 2004) have argued that what they term a strong HR system is more likely to have an impact. Where more high performance practices are in place, and all helping to elicit the same kind of attitudes and behavior from employees, the cumulative impact is likely to be greater. In this context, the specific sets of practices that might be associated with competence, motivation or contribution become rather less important. Another reason why specific bundles of practices might be less significant and difficult to link to performance is that some practices might contribute to several HR outcomes. For example, job design or goal setting might affect both motivation and opportunity to contribute. This leads to two possibilities. On the one hand it may be most appropriate to follow the Bowen and Ostroff line and count the number of practices in place; on the other, it may b e sensible to explore whether specific practices are consistently associated with superior performance. There is an impact of globalization on issues such as human resource planning Yes I do agree with the statement. The interest in strategic human resource management (HRM) has spawned a number of empirical research studies that investigated the impact of HRM practices on organizational performance. However, very little attention has been paid to address the impact of HRM practices on operations management and to generalize the findings across countries and industries. Success of some business decisions. Globalization and The Changing Face of Human Resource Management The pressures on traditional IR models are not all due to globalization, as we shall see, but many of the changes taking place can be traced to globalization. It is not always easy to disentangle the causes and effects of globalization. However it would probably be true to say that globalization is represented by the opening up of markets due, in large measure to foreign direct investment consequent upon the lowering of investment barriers in practically all countries by the liberalization of trade and by the deregulation of financial markets in consequence of which governments increasingly have little control over the flow of capital across borders. All this implies the dominance of the market system, facilitated by the collapse of alternative economic systems. Introduction of new technology Pushing for a more deregulated and flexible labor market More emphasis on productivity and quality Greater employee involvement in the design and execution of work Shifting the focus of collective bargaining from the industry level to the enterprise level. Employers are of the view that issues relevant to the employment relationship such as work re-organization, flexible working hours and contractual arrangements, and pay for performance and skills, are increasingly workplace-related, and should therefore be addressed at the enterprise level. Downsizing the workforce. One important response has been the introduction of flexibility in the employment relationship to increase the capacity of enterprises to adapt rapidly to market changes. This has involved measures such as: flexible working hours, part-time work different types of employment contracts to the standard ones familiar to collective IR flexibility in functions, so that employees who are multi-skilled are not confined to the performance of only one task. They can cover up for absenteeism, and make some jobs redundant. Globalization has, through technology diffusion, substantially increased the introduction of new technology. This, as well as the need for flexible adaptation to market changes, has led to the re-organization of production systems and methods of work, such as the following: Reduction of narrow job classifications and demarcation lines between managers and workers, accompanied by skills enhancement needed to perform jobs with a broader range of tasks. The competition generated by globalization and rapid technological changes accompanied by shorter product life have, while destroying countless jobs in industrialized countries, created opportunities for multi-skilled and easily trainable workers, and for the most significant group of emerging employees the knowledge worker. Knowledge and skills have become the most important determinants of investment, employment opportunities, productivity and quality and of flexibility. Different national cultures and practices make an influence for making a culturally diverse workforce Difference national cultures and practices make an influence for making a culturally diverse workforce. The workforce of the twenty first century is increasingly diverse and multicultural. To effectively manage and lead in this environment, HR must be knowledgeable about cross cultural factors on both the domestic and global fronts in human resource management. By promoting education in cross cultural competencies throughout the organization HR can better serve the company to successfully achieve its mission and goals. As a concept and as a reality, culture is broad and multifaceted. On a daily basis culture influences who we are as individuals, families, communities, professions, industries, organizations and nations and how we interact with each other within and across regional and national borders. Defined as a set of values and beliefs with learned behaviors shared within a particular society, culture provides a sense of identity and belonging. From language, communication styles, history and religion to norms, values, symbolism and ways of being, culture is everywhere. In domestic and global workplace settings people in organizations reflect their respective cultures. As shifting demographics bring together people of many cultural backgrounds, human resource management must be thoughtfully examined and sometimes altered to support organizational goals. Special Expertise Panel members point out that for sustainability, organizational leaders must expand their perspectives from a local to a worldly view. HR professionals experienced in workplace diversity and cross cultural communication are well positioned to develop and implement culturally appropriate HRM strategies, policies and practices. While not exhaustive this Research Quarterly focuses on selected cross cultural factors in HRM in todays workplace and provides insights for HR to better serve the needs of the organization. Business Case for Cross Cultural HRM With the advent of globalization, research on cross cultural organizational behavior has become a pathway to understand the dynamics of multicultural domestic and international workplaces. In fact successful organizations of the 21st century require leaders who understand culturally diverse work environments and can work effectively with different cultures that have varying work ethics, norms and business protocols. Yet diverse cultures create HRM challenges. Gaining cross cultural competence takes time, education, experience, openness and sensitivity. When people lack intercultural skills miscommunications can damage business relationships deadlines can be missed projects may fail and talented people will go to the competition. Key HR responsibilities are to understand how cross cultural factors interact with HR, be the conduit for organizational learning for cross cultural intelligence and foster cross cultural communication throughout the organization. Cultural Value Dimensions Cross cultural intelligence is the ability to switch ethnic or national contexts and quickly learn new patterns of social interaction with appropriate behavioral responses. This competence is essential to work effectively in multicultural environments. Thus linking future career paths and global business success with cultural competence is important for HR to emphasize, with the goal that managers are motivated to acquire new behaviors and skills and understand the benefits of learning from different cultures. Task 02 Section A- Case Study Explain the Audit Firms model of flexibility. The concept of a flexible firm recognizes that organizations will requires enhanced flexibility to meet ever evolving market and competitive pressures. The flexible firm model suggests that we can design our workforces to proactively meet our business needs through flexible staffing arrangements. In other words it is a concept of simply integrating flexible conditions into the administration an organizations functional operations, in order o meet the demands of a highly competitive market and attain its strategic aims and goals. Flexibility is a calculated risk utilized by organization to survive and gain strategic competitive advantage. Therefor this case study, shows how they has developed and implemented flexible work practices improve its services and meet the changing needs of its staff. According to the contracts help the Audit commission to cope with all of its changing needs. They also help it to be flexible. There are three main types of flexibility they practice. Numerical Flexibility Functional Flexibility Place- of- work flexibility The Audit Commission is constantly face with peaks and troughs in the workload that cannot be met simply by having its employees on full time contracts. There are situations where they need either more staff or fewer staff. By increasing or reduce staff in their situation the Audit Commission has developed numerical flexibility. The Audit Commission has also developed flexibility through developing the skills of its employees to deal with a wider variety of work. This means that when the nature and type of work changes, employees are comfortable undertaking different tasks. This is known as functional flexibility. Homeworking is an example of place-of-work flexibility. The Audit Commission uses this way to respond to the challenges within their business environment. This method of working has helped it to meet more closely the needs of its staff. As part of its flexible working arrangements, homeworking has helped to transform the ways in which many people work and improve their work-life-balance. Briefly explain the need for flexibility. According to this firm do you believe that they are implementing the correct types of flexibility? Explain your answer. Employers have always wanted workers to be as flexible as possible. In the past this has mean paying overtime for extra hours worked, or higher rates for shift work. Faced with competition, businesses attempt to use their existing employees more effectively. Sometimes this could benefit employee. Working flexible hours could mean an employee may take time off for personal reasons and still work their required number of hours a week. The need for flexibility is increasing due to demographic and social changes the number of people in the paid work force with caring responsibilities is set to increase. In turn this will increase the demand for flexibility in the workplace. Moreover, increasing competition has placed emphasis on quality, innovation and reducing the unit cost of production: job design and the organization of work must both mobilize employees energies for quality innovation and reliable productivity. In addition to this Technological change, particularly in the automation and computerization of work process and information flows, has eroded traditional demarcation boundaries between jobs: job design and the organization of work must fit the new technology in order to secure its benefits for efficiency. Increasing market uncertainty means that organizations need to be more adaptable to changes in demand: able to vary the size and deployment of their workforces to meet demand as effectively and efficien tly as possible. Yes I do believe that they are practicing the correct types of flexibility. The benefits they are getting form those types are more and it will lead to build effective flexible working system. Flexibility is not about integration of the different spheres of life to reduce conflict or to harmonizing paid work with other parts of life; rather flexibility is about how self-managing employees constitute synthesis of work life and home life as distinct parts of one and the same life. If Audit Commission is very much concerned about their flexibility in the work place those types they are currently practicing is totally suitable. By regular homeworking helps an organization to develop family-friendly policies that improve the work-life balance of its staff. For the organization, homeworking assists in recruiting individuals who are attracted to this style of working and this enables the Audit Commission to retain a diverse workforce. Evaluate the advantages and dis advantages of flexible working practices from both of the employee and employer perspective relate with this firm. For Employee Advantages It reduces the transport cost for the employee and by reducing the transportation it is good for environment. Regular homeworking helps an organization to develop family-friendly policies that improve the work-life balance of its staff especially in Audit Commission. Employers have great freedom to organize their work to finish on time. By implementing flexible working system employers can improve morale and reducing absence and lateness. A better work/life balance being able to meet both work and personal commitments Increased sense of control leading to increased sense of well-being With the greater job satisfaction employees can make better working environment with a happier person all around. Being able to remain in the workforce longer with greater loyalty, trust and respect towards employers Disadvantages Lower salary if you work fewer hours. Possible sense of isolation from colleagues. Loneliness. Need for a dedicated work space. Difficulty in judging performance. Need to be self-disciplined and highly organized. Possible obstacle to promotion. A sense that you have been forced into it by circumstances not of your choosing. For Employer Advantages Happy and satisfied employees, who have a greater sense of trust and loyalty, create many business benefits: Attracting skilled and motivated employees Particularly those who wouldnt normally apply. For example mature aged workers those who have Auditing experience, those with family/care responsibilities and those seeking greater balance between work and personal interests. Keeping skilled and motivated employees Effective flexibility can reduce unwanted staff losses by up to 25%. A huge cost saving in terms of retaining knowledge, maintaining Agent relationships and in re-training, creating awareness and administration costs. Motivating and energizing staff Resulting in increased productivity and greater profits, as employees focus more on business success, are more flexible to meet its needs and driven to work harder specially service organization like Audit commission. Increasing employee satisfaction creating a happier workplace, with greater teamwork, collaboration and sharing of knowledge. Lower staff absences employees are less stressed about meeting their job and outside/family commitments and have a greater sense of well-being, reducing unplanned absences. Increasing skills and creativity of your managers Managers are challenged to look outside the square, develop leadership skills and manage a more diverse workforce Improving customer service and retention More committed employees, greater employee retention and a better match between peaks and troughs in workflows and staffing will allow you to more closely meet customers needs Becoming an Employer of Choice which expands the pool of talented workers that an advertisement will attract. Disadvantages Finding qualified employees who want to be part of a flexible workforce can be challenging, because people generally prefer jobs that provide a reliable and predictable income stream. It can be difficult to retain employees in a flexible workforce. Thats because during times when business is slow and members of a flexible workforce arent working, theyre likely to spend their time looking for other work. If Audit Commission is opened in non-working working hours as a result it will lead to increase the unwanted costs like electricity and heating and so on. Section B Essay Equal opportunities with in the workplace The term equal opportunities is a broadly used phrase which promotes the idea that everyone within an organization should have an equal chance to apply and be selected for posts, to be trained or promoted and to have their employment terminated equally. Providing equal opportunity and treating employers without prejudice is vital to achieve organizational objectives. Over the past 30 years, the workplace has changed dramatically. Women have become more empowered giving them the opportunity to seek career progression which had previously been denied to them. Disabled people who can work are being helped back to work and offered the same opportunities as able-bodied people and economic globalization of business has meant that managers must be aware of cultural and race issues. There should be no discrimination on the grounds of gender, homosexuality, age, racial origin, religious affiliation, disability or marital status. Employers can only discriminate on the grounds of ability, poten tial and all employment decisions taken on an individuals ability to do a particular job. There are two main forms of discrimination. First of all direct discrimination involves treating an individual within the workforce less favorably than others on sexual, marital, racial or disabled grounds. It occurs when interested group is treated less favorably than another. (Except for exempted cases) For example, Management decision is not to select or promote a woman because she is pregnant or because of her nationality. One act of discrimination is sufficient and must be directed at an individual for action to be taken. Second type of discrimination is indirect discrimination. Indirect discrimination describes a term or condition applicable to both sexes but where one sex has considerably less of an ability to comply with it than the other. It occurs when, an employer applies a provision, criterion practice to men and women equally, but it has the effect of putting one sex at a particular disadvantage without justification. For example, change the shift patterns to include an early morning to start, as a woman is more likely to be responsible for childcare or a condition that a candidate for a job must be of a minimum certain height. It is unlawful to discriminate in employment on the grounds of color, race, nationality, gender, gender reassignment, marital status, and disability for all staff, regardless of their hours, or patterns of work. Within the work environment the majority of discrimination claims Centre around the recruitment and selection process. Several pieces of employment legislation exist in order to provide a framework for implementing equal opportunities within the workplace. The main legislation is Equal Pay Act, Sex Discrimination Act, Race Relations Act, Human Rights Act, Race Relations, Employment Equality in Religion or Belief and Gender Recognition Act. In developed countries there are migrants and even students who work for lesser wages than the minimum wages. The wages that they are paid is less than the national wages that is allowed by the government and not only the payment is less but there could be situations where they work for longer hours than they can in a weeks time. In countri es such as Sri Lanka there are many places and organizations where framework is not followed and are broken with many discrimination such as sex, pay and also race but due to the fear of the influence and also the fact that they need the money to work the employees do not take necessary actions. Organizations consist of many individuals working together to achieve organizational success. These individuals collectively bring different attitudes, perceptions and learning experiences to the workplace, as well as ethnic, gender and personality differences. When the Equal Opportunities Commission was set up, it was to tackle the issue of Gender Discrimination predominantly and to offer women the same working rights as their male complements. However, in modern day society, equal opportunities has been broadened and backed up by law to provide the same level of protection to other minority groups in the workforce. Mainly there are three types of discrimination. First type of discrimination is age discrimination. Age discrimination involves treating employee less favorably because of his age. The Age Discrimination in Employment Act only forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, although some states do have l aws that protect younger workers from age discrimination. It is not illegal for an employer or other covered entity to favor an older worker over a younger one even if both workers are age 40 or older (The Employment Equality (Age) Regulations 2006, 2006). Second type of discrimination is sex discrimination. Sex

The revenues and profits of TESCO

The revenues and profits of TESCO Tesco Plc is the third largest retailer in the world in terms of revenues and second largest in terms of profits. (http://en.wikipedia.org/wiki/Tesco ). Tesco is a conglomerate business which offers alternative goods and services such as food, insurance, banking, fuel, online shopping-through its subsidiary Tesco.com, optician, mobile, clothing etc. Tesco has designed various outlets to meet different customers needs. The United Kingdom (UK) is the companys largest market. Tesco operate under four banners namely Express, Metro, Extra and Superstore. Retail analysts have identified three main reasons for this. Tescos are everywhere; Sell to everyone; Sell everything Tesco has a market share of 30% in the UK according to the data from TNS world panel. Tescos market share is double than its closest competitor Asda Supermarket which has a market share of 17% in UK. In UK there are more than 2280 stores and internationally it has 2077 stores. Around 469,000 staff work for Tesco and about 283,000 of them work in UK. Tesco almost has sixteen and half million club card members in UK and twenty million outside the UK, in nine countries across the globe. (http://www.guardian.co.uk/business/2009/apr/21/tesco-facts). Tesco have stores in 14 countries across Asia, Europe, North America, Malaysia and Thailand. Tesco was set up in 1919 by Jack Cohen and is now the biggest private sector employer in the UK. Tescos first store was open in 1929 Burnt oak in Edgware. Since overtime the company is growing and developing and responding to the dynamic environment. Tescos main competitors are Asda, Sainsbury, and Morrisons TESCOS VALUES The core value of Tesco is to create value for customers to earn their lifetime loyalty. Our success depends on people; the people who shop with and the people who work with us. No one tries harder for customer: (understand customers, be first to meet their needs, act responsibly for our communities) Treat people as we like to be treated. (Work as a team, trust and respect for each other, listen, support and say thank you share knowledge and experience) All the above mentioned in Tescos Every little Helps Strategy. (www.tescoplc/ourvalues) Tescos planning process runs each year on a quarterly basis in May, August and November, which helps to adjust staffing level and recruit new staffs when necessary. This allows Tesco to get sufficient time and flexibility to meet the demands for staffs and allows the company to meet its strategic objectives, for example open new stores and maintain customer service levels. The organization applies Maslows theory of motivation to internally motivate esteems needs of their employees by recognizing the importance of motivating their staff to progress their career within the company. Tesco practice of so called talent planning which will encourage people to work their way through, on the steps that will help the organization achieve its business goals and employees to achieve their personal and career goals. (http://www.thetimes100.co.uk/case-studyrecruitment-selection132-323-2.php) Goals and objectives of the organization The goals and objectives of a company is what the company hopes to achieve in a specific time period. It is the reason for the existence of the organization; it is what drives the organization, the employees and management in their day to day activities. Tescos goals and objectives are: 1. To maximize sales 2. To grow and maintain the number one retail company in the United Kingdom 3. Tesco wants to outshine their competitors and remain the market leader 4. The main aim of Tesco is to maximize profit 5. To provide goods/services that is cheap and affordable to consumers or the public (http://wiki.answers.com/Q/What_are_the_aims_and_objectives_of_Tesco) According to Tesco their core purpose is to create value for customers to earn their lifetime loyalty. They further go on to state that their success depends on people, both those who shop with and work with them. As Britains largest retailer and the number three in the world, Tesco endeavors to meet their lofty objectives by providing their customers with excellent value for their money with highly competitive prices and top notch customer service. Ultimately by pleasing, their customer and capturing their business for life, this will make them a highly profitable business and in turn also please their shareholders. The aims and objectives of Tesco are based on product, price, place and public. Tesco place is a wide supermarket chain and is one of the biggest in the world. Inclusive in its general aims is also the need for survival and meeting stake holders needs. Subtly underlying all of Tescos beliefs, values, policies and practices is the aim to retain loyal customers. Tesco has captured this in their mission statement, which says to Retain Loyal People. In order to achieve this goal Tesco gives out club cards to its customers and gives them points anytime they come shopping. Organizations structure and design The purpose of organizational structure is to define the protocols, parameters and the procedural process necessary for a group to achieve the organizational objectives. In many organizations structure is a communication channel through which information is passed. No one structure is the best one. Structure will depend on the organization size, when the organization is big it has to have a formal organizational structure. Structure is the pattern of relationships among positions in the organizations and among members of the organization. Structure of the organization does not only affects productivity and economic efficiency but it also increases the morale and job satisfaction of the employs. Drucker (1989) stated that good organization structure does not by itself produce good performance. But a poor organization structure makes good performance impossible, no matter how good the individual managers may be. To improve organization structureà ¢Ã¢â€š ¬Ã‚ ¦will therefore always improve performance. Importance of good structure is emphasized by child as the allocation of responsibilities, the grouping of functions, decision-making, coordination, control and reward all these are the fundamental requirements for the continued operation of an organization. The quality of an organizations structure will affect how well these requirements are met. Child (1988). Mannud (1999) emphasized that organizational design is a key feature for allowing an individual to achieve their personal needs as well as objective of the organization. The structure and design of an organization will determine if the goals of the organization and that of the work force would be achieved. The organizational design provides a framework within which the individual and group can work effectively in order to meet collective goals. The various types of organizational structure includes flat, hierarchical, functional, divisional, matrix among others. Some organizations may use one or a combination of two structures to run the organization more smoothly depending on the size and situation of the organization. In our research we discovered that Tesco use a combination of both the flat (decentralization) and hierarchical structure to run the organization effectively. Decentralization structure is mainly used when the organization is big in size and is geographical separated from different parts of the organizations. Decentralization is integrated with empowerment and delegation which brings about autonomy in the organizations. Source http://www.learnmanagement2.com/flat%20structure.htm Hierarchical structure has a various levels within the organization; each level is one above the other. Each level in the hierarchy structure has different levels of power, management and authority. A hierarchy structure defines roles of each employee within the organizations and their relationship with other employees. Source http://www.referenceforbusiness.com/management/Tr-Z/Virtual-Organizations.html Tesco have two organizational structures; one for the company as a whole, which is hierarchical structure, with just six levels between chief executives and the check out staffs. The other structure is flat (decentralization) structure used in each of their stores. The store structured used by Tesco is very easy to understand as it clearly shows control of each level and because of its simplicity it allows employees to see who is in charge of each department or who their department or line managers are. Impacts of the structured used by Tesco Regardless of what form of structure is adopted, whether hierarchical, flat or matrix, it has an impact on the organizational effectiveness. There is no one best structure to use but rather it depends on the organization size and situation that meets the need of the organization in order to achieve its goals and objectives. A clear organizational design and the establishment of a strong organizational structure can increase or maximize a companys effectiveness. Impacts of the hierarchical structure on Tesco In the hierarchical structure it is easy to implement a common policy in the organizations, as a whole and it provides a consistent strategy throughout the organization. This structure helps to improve economies of scale and reduce management cost. Hierarchical structure encourages greater use of specialization and improved decision making as the instructions comes from the top authority. According to McGregor (1960), Theory of X, where workers are seen as rational economic individuals, people are naturally lazy and have an inherent dislike of work. The average person avoids responsibility, prefers to be directed. Therefore, most people must be controlled, directed, coerced and threatened with punishment in order to enable organization to achieve its goals. On the other hand, the hierarchical organizational structure can have adverse effect on the organizations effectiveness. Organizations can be bureaucratic and respond slowly to changing customer needs and the market within which the organization operates. The decision making will be slow which will affect the organization. The hierarchical structure restricts personal growth and self- realization which will lead to failure, frustration and conflicts. Communication across various sections can be poor especially horizontal communication. The hierarchical structure also leads to low motivation and morale. This is because there is not enough delegation. Lack of clarity and relevant, timely information to the right people and inadequate procedures for revaluation of past decision can lead to late and inappropriate decision. Impacts of decentralized structure of TESCO; Decentralized organization structure makes manager feel more comfortable at his position and will be able to take decisions with ease. Staffs will have more responsibilities which will empower them in decision making and in turn will motivate employees and increase productivity. It creates improved communication between staff and management. It also enables the staff to judge the situation within their working environment thereby expanding their knowledge and experience. In this structure top bottom chain of command is short but on the other hand Span of control is much wider than others which will improve the efficiency of organization. Decentralization structure can limit the business growth. When there is any change which needs to be implemented, employees will not fully accept it and will take a long time before it will be fully embraced by the whole organization. At times employees have more than one manager, this often obstruct the performance of an organization because managers want to apply different methods according to their own finding or ideas, so it becomes a barrier in a way of proper communication among the staff and their superiors. The internal and external environment in which the organization is operating INTERNAL FACTORS EXTERNAL FACTORS OF TESCO PESTEL stands for Political, Economic, Sociological, Technological, Environmental and Legal factors. Its purpose is to assess the industry in which an organization operates. Examples of each factor are: Political Tax policies, Trade restrictions, Tariffs. Economic Economic growth, Interest rates, Inflation rates. Sociological Culture, Health consciousness, Age distribution. Technological Ecological aspects, Research and development, rate of technological change. Legal Health and safety laws, Consumer laws and regulations. Environmental Recycling policies, pollution. Due to the nature of the Tescos organization with particular reference to how it has branded and marketed itself, and the current economic climate, the assessment of external factors by a PESTEL analysis has been crucial in Tescos success. This is because Tesco has taken into account the implications for consumers, employees, stakeholders, associated organizations and the companys mission statement. Political factor: Politically, the credit crunch may lead to higher numbers of unemployment. As one of the largest and fastest growing retailers more jobs will be available with Tesco therefore helping to reduce the levels of unemployment. As Tesco is an international organization having stores in several countries, thus Tesco will be influenced by the political and legislative conditions of those countries, including European Union. Government encourages retailers to provide a mixture of job opportunities from flexible, lower-paid and locally-based jobs to highly-skilled, higher-paid and centrally-located jobs under employment legislations. Tesco employs large numbers of, students, disabled and elderly workers, often paying them lower rates. In an industry with a typically high staff turnover, these workers offer a higher level of loyalty and therefore represent desirable employees. Economical Factors: Economic factors are of concern to Tesco, because they are likely to affect demand, costs, prices and profits. On the economy side one of the most influential factor is the unemployment rate, which reduces the effective demand for many goods, adversely affecting the demand for such goods to be produced. These factors are largely beyond the control of the company, but its performance and marketing mix is profound. Although Tescos international business is still growing, but still it is highly depended on the UK market. Tesco controlled 30.8% of the UK grocery market as of May 2009 and 9% of the UK non-food retail market. The majority of its sales and profits are generated in its 2,282 UK stores, which are segmented into the following formats: Tesco Express neighbourhood convenience store that focuses on fresh products, 961 stores Tesco Metro city centre convenience store,174 stores Tesco Superstore conventional supermarket, 448 stores Tesco Extra hypermarket that serves an entire community, 177 stores Tesco Home plus and One-Stop account for its remaining stores The company also sells general merchandise through Tesco Direct; its online and catalogue businesses. Tescos strategy of following the shopper remains more relevant now than ever, and this has helped the business to move into 2010 on the front foot, following strong trading over the key Christmas period. Having increased UK sales by  £3.6bn last year, Tesco remains heavily focused on delivering growth, offering significant scale opportunities across its estate. And with Tesco now seeing signs of wider economic recovery coming through, the retailer is targeting significant growth ahead. Club card is attracting new shoppers to Tesco stores, while the proposition is being reinforced in-store as new range initiatives are developed. Add to this an ambitious expansion plan for the UK and a growing international opportunity for suppliers, and the attraction of Tesco as a retailer account grows further. Tescos has reported a pre -tax profit of  £1.6m in half year and sales were boosted by strong Asian sales. Sales growth is UK has increased by 5% in contrast to Asia in the past three months. Overall Tescos sales grew by 8.3% to  £32.9bn. (http://www.bbc.co.uk/news/business-11474282) Tesco has also announced to hire 16,000 new staffs this year, out of which 9,000 will be hired in UK. Sociological factors: The Sociological aspect of the PESTEL analysis for Tesco involves considerations such as the increase in immigration of Eastern Europeans or increase in young professionals. Change in customers taste and preferences have to be considered when carrying out strategic analysis. Current trends show that customers have begun to move to one-stop and bulk shopping, which is due to changes in society. Naturally there is always a demand for new product, hence Tesco have to offer a range of products for their customers to choose from. Due to demographic changes such as the aging population, an increase in female workers and a decline in home cooking means that UK retailers need to also focus on value added products and services. As the awareness of organic product grows customers are now buying more organic foods, TESCO has the largest share of organic product sales, selling over 1200 organic product lines. Technological factors: Technological factors which have perhaps had the most impact on Tesco have been the growth in the use of the internet. When new technologies are introduced in the business, it benefits both the customers and the company thus increasing customer satisfaction because commodities are readily available. The TESCO website, www.tesco.com is the largest online supermarket in the world. Tesco stores uses following technologies: Wireless devices Radio Frequency Identification Self check-out machine Intelligent Scale Electronic shelf labelling The use of Electronic Point of Sale (Epos), Electronic Funds Transfer Systems (EFTPoS) and electronic scanners have greatly improved the efficiency of distribution and stocking activities, with needs being communicated almost in real time to the supplier. Finch, (2004). They have capitalized on the use of online shopping and provide a delivery service through their website at www.tesco.com. Customers can now shop without physically going to the stores; hence they are able to retain this clichà © of customers who have little time to go in stores. Through the use of extranet system Tescos communication flow between the company and its business partners is very effective and hence facilitates collaborative relationship. Tescos investment into technology like wireless devices, intelligent scale, and electronic shelf labelling, self check-out machine and radio frequency identification (RFID) systems helps support smooth daily operations of the business. Environmental Factors As Tesco continues to expand its Corporate social responsibility is of a great paramount in order to meet its obligation to its stakeholders through specified regulations and corporate governance. Tesco uses fossil fuel in its transport network and also encourage its customers to make low carbon choices. In 2008, Compassion in World Farming (CIWF) awarded TESCO, the Rotten Egg Award for failing to make any commitment to end sale of eggs from caged hens. In 2004 Graiser and Scott stated that, the government had plans to launch a new strategy of reducing production waste and consumption resource in order to minimise environmental damage. Legal factors: In the current economic situation, many small businesses are not able to enter the market. Under the EU law, if there is an organization with a largest market share dominates. With this problem the quality of products and services will be compromised and thus demanding high prices. The governments policies for monopoly controls and reduction of buyers power can limit entry to this sector with such controls as license requirements and limits on access to raw materials -Mintel Report (2004), Myers (2004). In order to implement politically correct pricing policies, Tesco offers consumers a price reduction on fuel purchases based on the amount spent on groceries at its stores. While prices are lowered on promoted goods, prices elsewhere in the store are raised to compensate. Factors affecting employee productivity Ways of motivating key workers need to define motivation , talk about extrinsic and intrinsic motivation = total rewards Motivation is one of the earliest concerns of organizational behaviour. It is internal and external forces and influences that drive an individual to achieve certain specific goals. People are motivated when they expect that a course of action is likely to lead to the attainment of a goal a valued reward that satisfies their particular needs. Well motivated people are those with clearly defined goals who take action that they expect will achieve those goals. According to La Motta (1995), motivation is simply the reason individuals have for doing the things they do. In day-to-day society many different things motivate people, and that which motivates one person may not necessarily motivate another. In other words, a motivated person is always aware of the fact that a specific goal must be achieved, and would direct their effort at attaining that goal. Nel et al (2001). According to Locke (1997), motivation is determined by goal directedness, human volition or free will, and perceived needs and desires, sustaining the actions of individuals in relation to themselves and to their environment. THE ELEMENTS OF A TOTAL REWARDS PROGRAMME Armstrong and Mullin (1991) suggest four main areas that should be addressed in a reward management system. These are: Pay structures, which by combining the results of market surveys and job evaluation, define the levels of pay in the organisation; Employee benefits that satisfy the needs of employees for personal security and provide remuneration in forms other than pay which include pensions, insurance cover, sick pay and a number of other perks. Non-financial rewards which satisfy employees needs for variety, challenge, responsibility, influence in decision-making, recognition, training, career development opportunities and high quality leadership. Performance management that provides the basis for continuing as well as formal reviews of performance against targets and standards. A performance management system usually leads to the development of training and development programmes that meet the need for growth and achievement. It also leads to the design of performance-related pay systems that has an impact on bonus and incentive payments. Performance management is a strategic and integrated process that delivers sustained success to organizations by improving the performance of the people who work in them and by developing the capabilities of individuals contributors and teams (Michael Armstrong pp391). If a persons skills are not utilized up to the full, they will they will be demotivated. Tesco recently received an award from National Business awards Employer of the year when the judges declared that Tesco was voted employer of the year because its solutions were seen to be more holistic. Tesco recognizes that motivated staffs are committed to their work and hence companys performance will increase. http://www.trainanddevelop.co.uk/view_article.php?ArticleID=78 Tesco has many ways in which they motivate their workers. This has gone a long way to help them improve on their quality of services and their profits for the past years. Tesco motivates its employees through the following way: Staff Training Tesco gives training to staff, to make sure that they are competent and ready for the job. They ensure that their customers have the best services through the staff and management team. This does not only make the employee to be ready to work, it also makes them to be confident and motivated to work. So in being confident and sure of giving out the best to the customers, employees will put in their best in order to satisfy the needs of the customers. Discount for staff purchases: Employees of Tesco are given the opportunity to buy good from their super market at a discount of ten percent. This is an advantage to Tescos employees. This is done so that employees will feel recognized and been treated fairly at the work place. When employees feel that they are being treated fairly and they are happy, they turn to do their work more effectively and efficiently thus achieving the set objectives and goals of the company. Communication: Communication between staff, customers and management has to be good. This is so because it makes the employees to feel happy that their problems and opinion in the organization are important. Tesco makes sure that they have new and more open lines of communication between managers and staff, to avoid conflict and lack of flow of information. Directors and senior managers spend a week on shop floor listening to ideas and suggestions from customers and staff. This makes the employees feel better and secured at the work place. They feel happy that their ideas have got a place in management decision making, and that keeps them highly motivated. Free uniforms: Tesco gives out their uniforms to their workers for free in order for them not to think that they are being exploited or being used. Free or reduced rate health insurance: Tesco provides health insurance for free or at a much reduced rate for its employees. This makes the employees happy and confident in their employer. It indicates that their employer is concerned about their well-being and not just the work. So this makes employees to be happy and it increases efficiency in the work place. Holidays: Tesco recognizes that their employees are human beings and that they need rest as well. They respect the holidays of their employees and make sure that they are Open opportunities: Tesco gives their employees equal opportunities to be promoted when they work hard. So employees are being promoted in the organization when they put in more efforts. This makes them to work hard and feel motivated to work, because they know that after hard work comes promotion and power. By doing this productivity and efficiency and turn over increases. Bonus: Employees are given bonuses when the work hard besides their others discount they having for working at Tesco. When efficiency and productivity increases, turnover increases too. So when this happens, employees are motivated through bonuses. Competitive salaries: Company share options: This is another option that Tesco feels it motivates their key workers most especially their top management employees. The top management employees are given options to become shareholders after long years of services and hard work at Tesco. When employees of top management has reached a certain level of the hierarchical pyramid of the organization in Tesco, the board of directors gives that employee an opportunity to acquire a share and become one of them. Flexibility at work: Discount gym membership: Tesco uses this point as a form of motivation for its employees. When employees work hard, in order to motivate them, they are given a discount so that they can become members at their gym. So this makes them happy and has a sense of belongingness and they feel accepted and recognized by their employer. Appraisal systems and organizational record keeping Appraisal systems Balance scorecard: It is a method which Tesco uses to appraise its employees. It is applied to performance management system and it points out and breakthrough defects in single applications of financial indicators which measures performances of employees. The value of performance management appraisal system based on the introduction of the customers, internal business, processes, employees learning and growth and financial factors. It also controls the management system mechanism, the strategy of application, application limitations and outlook on the future of the business. Leadership: Employees are also appraised through their way of leadership in Tesco. This is done through the nineteen leadership competencies which were identified through their in-depth job analysis of leadership. Any employees regardless of their years of experience in a particular position may be put into the development phase at any time upon their request or when the supervisor suggests. Working in this particular phase, the employees focuses their energy and attention on specific leadership competencies which will help them achieve their objectives and increase turn over. Strategic evaluation: Tescos evaluation systems are performed through effective decomposition of the business strategy. This is so that each employee will clearly establish themselves in the organization under the strategy and their responsibilities; it should be more of how to take actions to ensure the achievements of objectives. So this performance evaluation system is to connect the strategic Organizational Record Keeping: Website resources record keeping: The company keeps most of their information on their website. This website is updated on a daily basis, and information is usually not removed once it is posted there. So it is one of the very safe places where records of the organization are kept for as long as possible. Document storage: Records are also kept in the form of documents that is in hard and soft copies. This documents are considered as important to the organization, then they now keep them for future reference. Document location system: There is a particular system created for storage of document, so that in case this document is needed, they do not have to go through all other documents before getting what they want. They just need to get into the system, then they will get it at once. So this is less time consuming and accurate. Conclusion References Armstrong and Mullin (1991) Child (1988), J. Organization: a Guide to Problems and Practice, 2nd edition, Paul Chapman (1988), p.531 Drucker, P.F. the practice of management, Heinemann Professional (1989), p.223 Finch, (2004) La Motta (1995) Locke (1997) Nel et al (2001) Mannud.L, (1999) Michael Armstrong pp391 Mintel Report (2004), Myers (2004) Websites http://en.wikipedia.org/wiki/Tesc

World Trade Center Attack :: 9/11 september 11 patriotism essays

World Trade Center Attack Reactions to the events of September 11, 2001 run the gamut of human emotion and cognition. There cannot be any doubt of the crime's horrendous nature. Disgust and revulsion might be the best way to describe the sense one feels at the calculated murder of innocent thousands. What more, this was not an attack by another sovereign state. It was an attack by an organization in the shadows. In its aim, no one is sure. What does a terrorist organization gain by committing such acts anyway? In the confiscated tapes depicting Osama bin Laden, the violence surpassed his vision. The expected damage was to be far less worse. But it seemed as if the scale and scope of the onslaught did not faze him in the least bit. The martyrs were going to heaven. And the United States had a lot to say about that. Most denounced the terrorists as cowards, but there were a few, such as Susan Sontag and Bill Maher, who did not feel the same way. There was a sense of overwhelming patriotism, and to say anything otherwise, was foolhardy. And the American flag was everywhere. Even shoes came in the red, white, and blue. Defiling the flag seemed to become downright patriotic. Courage became debatabe, heroism standard. Soon both Sontag and Maher were denounced, even called traitors. What kind of new war was this? Albert Camus states that: By attributing too much importance to admirable actions, one ends up paying indirect homage to evil. For one leads others to assume that such admirable actions are so valuable only because they are rare, and that human activity is far more frequently motivated by nastiness and indifference. (The Plague) These words are full of implication. But to hone in on the media treatment of the events of 9/11 and the war on terrorism in general, one sees the role mass media plays in shaping today's heroism. It is difficult to turn to media and find information without some moral connotation. This after all, is not the proper role of mass media. Or is it? The over-saturation of images and commentary regarding the terrorist actions in the United States is potentially dangerous. This is not to say the issue be taken lightly. That would be delusional. But with recent news of a documentary detailing the events to air on network television, one is left to ponder the merits of this. World Trade Center Attack :: 9/11 september 11 patriotism essays World Trade Center Attack Reactions to the events of September 11, 2001 run the gamut of human emotion and cognition. There cannot be any doubt of the crime's horrendous nature. Disgust and revulsion might be the best way to describe the sense one feels at the calculated murder of innocent thousands. What more, this was not an attack by another sovereign state. It was an attack by an organization in the shadows. In its aim, no one is sure. What does a terrorist organization gain by committing such acts anyway? In the confiscated tapes depicting Osama bin Laden, the violence surpassed his vision. The expected damage was to be far less worse. But it seemed as if the scale and scope of the onslaught did not faze him in the least bit. The martyrs were going to heaven. And the United States had a lot to say about that. Most denounced the terrorists as cowards, but there were a few, such as Susan Sontag and Bill Maher, who did not feel the same way. There was a sense of overwhelming patriotism, and to say anything otherwise, was foolhardy. And the American flag was everywhere. Even shoes came in the red, white, and blue. Defiling the flag seemed to become downright patriotic. Courage became debatabe, heroism standard. Soon both Sontag and Maher were denounced, even called traitors. What kind of new war was this? Albert Camus states that: By attributing too much importance to admirable actions, one ends up paying indirect homage to evil. For one leads others to assume that such admirable actions are so valuable only because they are rare, and that human activity is far more frequently motivated by nastiness and indifference. (The Plague) These words are full of implication. But to hone in on the media treatment of the events of 9/11 and the war on terrorism in general, one sees the role mass media plays in shaping today's heroism. It is difficult to turn to media and find information without some moral connotation. This after all, is not the proper role of mass media. Or is it? The over-saturation of images and commentary regarding the terrorist actions in the United States is potentially dangerous. This is not to say the issue be taken lightly. That would be delusional. But with recent news of a documentary detailing the events to air on network television, one is left to ponder the merits of this.

Should We Bow to Louis XIV? Essay -- French History King Louis XIV Ess

Should We Bow to Louis XIV? Louis XIV, ruler of France for 72 years, is known for stabilizing France and making the country a strong European power. However, many of his projects were costly and caused economic problems for the nation. His personal lavish luxuries also were a financial burden to France. By the end of his reign, nearly all of the land he had acquired through warfare had to be returned, thus wasting enormous sums of French money. King Louis XIV reigned in France from 1643-1715. For 54 of these years, he reigned without the help of an official Prime Minister. Therefore, he personally controlled the French government. This created an absolute monarchy that became a model for much of Europe. Louis’ involvement in the War of Devolution with Spain, the Dutch War, the War of Palatinate and the War of the Spanish Succession had a vast impact on France. By 1677, Louis had expanded the French navy from a fleet of 20 ships to 270 ships. During his reign, the arts flourished and French culture blossomed. Along with this came the construction of the exquisite, extravagant Versailles palace. Louis’ policy on religion produced the Edict of Fontainebleau, which revoked the former Edict on Nantes. These policies and events had both positive and negative effects on life in France during the 17th Century. It could be argued that during his reign, Louis XIV established France as a dominant European power by expanding the French borders and advancing the arts. History shows that during his reign, France achieved a new dominant power throughout Europe. Through his careful, deliberate planning, France acquired much new land. France stunned Europe when Louis invaded the Spanis... ... engaged France in numerous battles and because many of his greatest marshals were now dead, France began to lose many of the lands it had acquired earlier in his reign. By 1697, France had to return Lorraine, Flanders, Luxembourg and the area around the Rhine River. Louis continued to lose battle after battle, and these defeats hurt the economy of France. The cost of these defeats became a huge financial burden on the country. The public debt increased, and taxes were raised. In short, Louis XIV should not be referred to as a glorious ruler. His projects were costly and were often fruitless. After his closest advisors died, he seemed incapable of making good decisions anymore. His personal luxuries, and his desire to be looked upon as a godlike figure, caused economic problems and a severe national debt that took France centuries to overcome.

“The Rocking Horse Winner” Analysis

â€Å"The Rocking Horse Winner† presents a middles class family whose parents are consumed by materialism, the consequences of which affect the children, especially the protagonist, Paul. Third person omniscient point of view allows for; Paul’s feelings and development, the mother’s selfishness and detachment from other people, and the uncle’s greed off of Paul’s gambling to be portrayed. The thoughts and motives of each character are told through that point of view. The supernatural and fairytale-like mood enhances the effect of Paul’s story by making it so much more believable and keeps the story entertaining.The thirst for wealth and greed can never be satisfied and is conveyed through symbolism and allusion throughout the story. The personification of the house as a seething and greedy character portrays the mother by repeating, â€Å"There must be more money! †(312). Any amount of money is never satisfying to her. Since the mother doesn’t voice her need for money, the house does. Around Christmas time and when Paul gives his mother a thousand pounds each month the whispers from the house become louder and more prominent to Paul. He covers his ears with his hands to soften the cries of the house and wants it to stop.The whispers are continuous, significant of the mother’s greed and how it can never be satisfied, and Paul’s cry for her love. The rocking horse symbolizes the innocence of childhood by being a toy representing the happiness and carefree essence of children’s lives. Because the story is written like a fairytale, it’s believable that the horse gives Paul magical powers. Which easily makes it, â€Å"Paul’s secret of secrets† (322) by helping him pursue money and material gain to win his mother’s love, and reflects how he will do anything for her.The nameless horse makes him think that he is going somewhere but he’s not. It emphasizes his attitude about his mission by the description of how he frantically rides it. Racing affects Paul because he becomes completely consumed by it. His need for money keeps growing, like his mother, so he relies on gambling. The ancient meaning of wage is to stake oneself as security, one would pledge his life on the outcome of a duel or battle, which Paul becomes. Literally, Paul is putting wagers on horses and which one will win the race, but figuratively he is sacrificing himself for love and becomes the bet.Because he loves his mother so, he dies for her happiness and love. Irony is shown here because instead of him losing money he loses his life. Paul makes a deal with the devil so he can be lucky and gain money so he can receive his mother’s love and make her happy, but his mother and uncle both used him in the end. Uncle Oscar’s words to Paul’s mother were, â€Å"My God Hester, you’re eighty-thousand to the good, and a poor devil of a son to the bad. But poor devil, poor devil, he’s best gone out of a life where he rides his rocking-horse to find a winner† (325).Those words show the pact Paul made with the devil and how the uncle used Paul for his own greed and selfishness. Paul reacted to his mother by trying to please her and make her happy. The tragedy is that when his mother ultimately loves Paul it is too late and Paul dies. It is also ironic that he spent his whole life trying to gain her love but as his life comes to an end he ultimately gets his goal achieved. Paul’s mother is a symbol of the upper class because she has servants, a big house, and can spend money on toys at Christmas time for her children.She’s in debt but would rather get more materialistic things than pay off her debt. Because she wanted wealth and materialistic things she neglected her children which abused them mentally. She thought that appearance was more important than what’s real. Her children never knew that the y were in need for money if the house hadn’t whispered. She made people believe that she loved her children very much when she really just put on an act. She didn’t teach very good values to her children. Paul’s mother married for love, and love did not bring her happiness like money did.It is ironic how the mother thinks that she is unlucky when she is beautiful, has children she wants to please, married for love, and has artistic talents. She is the poorest and most unlucky in her family in her mind, but is the richest and luckiest because of her family. The supernatural elements combing Paul’s clairvoyance and symbols and allusion conveyed the theme of social criticism by showing how determined he was to get his mother’s love by give her money which she uses to get materialistic things to maintain her social position.A society that promotes materialism at the expense of humanity is very selfish and wrong. It shows how big of an impact peopleâ₠¬â„¢s judgments on someone’s financial situation can have on that individual. It can consume a person and make them forget about others and reality. Paul’s situation is tragic because materialism gets one nowhere. Because his mother lost something more important than her materialist needs – love, she is left with nothing.

Darwinism vs. Creationism

The Battle of Creationism verses Darwinism Jessica S. Murphy American Military University Abstract This paper includes the explanation and history of Darwinism and basic principles of Natural Selection. It will cover different aspects of Creationism. This paper will show the differences between Darwinism, and Creationism and discuss recent court battles within the United States between the two theories. The Battle of Creationism verses Darwinism The question, â€Å"Where did humans come from? † has plagued the earth for as long as humanly recorded.There are many theories that are believed to answer this question. Two of the most controversial theories are Darwinism, and creationism. Throughout the years both creationist and evolutionist have worked to disprove the others theory. The battle between creationism and Darwinism can also be categorized as the battle between science and religion. Though both have been generally accepted around the world, the war continues between bot h theories due to their differences. Charles Darwin’s â€Å"The Origin of Species was published in 1859. The book was about Natural Selection, and ultimately the evolution of species. His theory presumes that life can begin a non-life organism and stresses â€Å"descent with modification†. This means, creatures or organisms can evolve from more simplistic creatures or organisms over time. Basically, irregular genetic transformations take place inside an organism's genetic code. The valuable transformations, or mutations are saved within the organism because the help with survival. This process is known as â€Å"natural selection. The valuable mutations move on to the next generation of the species, organism or creature. Over time, the valuable transformation of the original specie builds up. This eventually results as a completely different species, or organism. Darwin is credited with this information largely in part because of a study done while he was in the Galap agos Islands. He learned that it was home to species that could not be found in any other parts of the world. Darwin noticed that some birds on the island were different than others based on what island they inhabited.He collected thirteen different species of finches to observe differences with their beak size. He realized that their differences were because of the need for the species to live in different environments. The sizes of their beaks had changed to allow them to get enough food in the parts of the islands they inhabited so that they may survive. This was verified with extensive research at the end of the twentieth century. From the time that Charles Darwin published â€Å"On the Origin of Species† in 1859 on up to the present; the presumptions of many people led them to misread the title.They assumed that it was â€Å"On the Origin of the Species†. The implication of inadvertently adding â€Å"the† is that his book was about human evolution. In fact, that was not the case, though it had implications for human evolution. It focused on non-human animals and the mechanisms of evolution. He did not pointedly address the question of human evolution until the publication of his 1871 book â€Å"Descent of Man and Selection in Relation to Sex†. This set the tone for future evolutionist all around the world.Charles Darwin theory of natural selection, and evolution threatened many Christians and what they believed to be as Creationism. The theory of evolution gives human the idea that the universe is here by chance and takes away hope and purpose. Creationism is the concept that we were created as we are today by God, or a Supreme Being mainly due the account of Genesis. Many believe that account of creation listed in Genesis is to be taken literally. There are three types of creationism: old earth creationism, young Earth creationism and intelligent design creationism.In old earth creationism, people believe that Genesis’ six day account of creation stretches the time span out to consider scientific evidence. Young earth creationism believe the six days are actually twenty-four hour time periods, and that God suspended the laws of science and designed each species specifically. Intelligent design Creationist focus less on â€Å"proving† creationism and more on rejecting evolution and redefining science to make it more compatible with their version of Christianity.The first court case between evolution and creationism in America was the so-called â€Å"Scopes Monkey Trial† of 1925. The court case was about an enforcement of a Tennessee statute that prohibited teachers from using theories of evolution in public school. This trial included Clarence Darrow battling with three-time presidential candidate William Jennings Bryan. Unfortunately it did not resolve the question of whether the First Amendment permitted states to ban teaching of a theory that contradicted religious beliefs.This set the stage for oncoming trials and the battle of evolution and religion in American Courts everywhere. It wasn’t until 1968 did the Supreme Court rule in Epperson vs. Arkansas that such bans contravene the Establishment Clause because their primary purpose is religious. The Court used the same rationale in 1987 in Edwards vs Aguillard to strike down a Louisiana law that required biology teachers who taught the theory of evolution to also discuss evidence supporting the theory called â€Å"creation science. † The controversy continues in new forms today.In 1999, the Kansas Board of Education voted to remove evolution from the list of subjects tested on state standardized tests, in effect encouraging local school boards to consider dropping or de-emphasizing evolution. In 2000, Kansas voters responded to the proposed change by throwing out enough anti-evolution Board members to restore the old science standards, but by 2004 a new conservative school board majority was pr oposing that intelligent design be discussed in science classes. In 2006, the Kansas tug-of-war continued, with pro-evolution moderates again retaking control of the Board.Charles Darwin had no idea his theories or studies of finches in the Galapagos Islands would be the beginning of a battle that would go on until the end of the world. As science continues to evolve, so does Darwin’s legacy as scientist build off of his theory. Creationist also continues to fight against Darwinism as science evolves. However, based on a recent Gallop Poll in 2012, forty-six percent of Americans accept creationist explanation for human existence which is up two percent since 1982. Only thirty-two percent believe in evolution.It’s not likely that the war between creationism and Darwinism will end in the near future. The end of the debate would truly be the end of science, or the end of religion, and within those means, the end of mankind. References Creationism (Stanford Encyclopedia of Philosophy). (n. d. ). In  Stanford Encyclopedia of Philosophy. Retrieved  January  11, 2013, from http://plato. stanford. edu/entries/creationism/ Darwinism (Stanford Encyclopedia of Philosophy). (n. d. ). In  Stanford Encyclopedia of Philosophy.Retrieved  January  12, 2013, from http://plato. stanford. edu/entries/darwinism/ Parry, W. (2012, June 1). Gallup Poll: Americans' Views On Evolution, Creationism Little Changed. Breaking News and Opinion on The Huffington Post. Retrieved from http://www. huffingtonpost. com/2012/06/01/gallup-poll-americans-creationism-evolution_n_1563800. html The Evolution, Creationism, and Intelligent Design Controversy. (n. d. ). UMKC School of Law. Retrieved  January  15, 2013, from http://law2. umkc. edu/faculty/projects/ftrials/conlaw/evolution. htm