Analysis of Accuracy of MidYIS Tests Essay -- Papers

Analysis of Accuracy of MidYIS Tests Introduction This essay is an exploration into the relevance of MidYIS tests as a predictor for results at GCSE Music. A equality will be made between two sets of skills those assessed by the MidYIS test - taken by most children in England at the beginning of year 9 - and those which, according to exam boards and experienced music educators, are well-tried at GCSE. Certain fundamental skills required for success at GCSE Music cannot be tested in the MidYIS tests, and I would suggest that a combination of MidYIS-type testing, musical intelligence assessment and some footfall of the amount and quality of musical experience gained in the beginning embarking on the GCSE course would serve as a much more relevant indicator of likely success, and a more appropriate baseline from which to measure value added. However, the term success needs defining - many pupils who are excellent musicians even before they r severally ye ar 9 may not feel the highest marks at GCSE, and this begs the question, what exactly does GCSE music test, the musicality of a pupil (which will be discussed with reference to Howard Gardners theories of multiple intelligence) or a pupils ability to jump by the hoops required to do well in this type of exam? Schools continually have their statistics compared, and the practice of comparing value added through the means of a baseline test, is undoubtedly fairer than simply comparing final results. However, if, as I will argue, the baseline test is largely meaningless, music departments should not be put in the unwieldy position of having to justify any statistical evidence of underac... ...GCSE? What is missing in the MidYIS and Bentley that is fundamental to GCSE? Sum up how you could do a research project into MidYIS relevance to each section of the exam paper. Conclude on whether the MidYIS test is important. ------------------------------------- -------------------------------- 1 http//cem.dur.ac.uk/MidYIS/ (accessed on 22 may 2002) 2 http//cem.dur.ac.uk/MidYIS/documents/newsletter6.doc (accessed on 23 May 2002, published January 2000) 3 http//cem.dur.ac.uk/MidYIS/Psa.htm (accessed on 22 May 2002) 4 http//cem.dur.ac.uk/MidYIS/documents/newsletter6.doc (accessed on 23 May 2002, published January 2000) 5 http//cem.dur.ac.uk/MidYIS (accessed on 25 May) 6 http//cem.dur.ac.uk/MidYIS/documents/newsletter7.doc (accessed on 23 May 2002, published Spring 2000)

Christmas History :: essays research papers

Christmas HistoryThe word Christmas comes from the old English "Cristes maesse" meaning ChristsMass. The Holi daylight celebrates the birth of savior Christ. The actual birthday ofJesus is not known therefore, the early Church Fathers in the 4th century fixedthe day around the old Roman Saturnalia festival (17 - 21 December), atraditional pagan festivity. The first mention of the birthday of Jesus is fromthe year 354 AD. Gradually all Christian churches, except Armenians whocelebrate Christmas on January 6 (the date of the baptism of Jesus as well asthe day of the three Magi), accepted the date of December 25th.In American/English tradition, Christmas solar day itself is the day for opening feedsbrought by jolly old St. Nick. Many of our current American ideals about theway Christmas ought to be, derive from the English Victorian Christmas, such asthat draw in Charles Dickens "A Christmas Carol."The caroling, the gifts, the feast, and the wishing of good cheer to all - theseingredients came together to create that special Christmas atmosphere.The custom of gift-giving on Christmas goes back to Roman festivals ofSaturnalia and Kalends. The in truth first gifts were simple items such as twigsfrom a sacred grove as good luck emblems. Soon that escalated to food, smallitems of jewelry, candles, and statues of gods. To the early Church, gift-giving at this time was a pagan holdover and therefore severely frowned upon.However, people would not part with it, and some justification was found in theoriginal gift giving of the Magi, and from figures such as St. Nicholas. By themiddle ages gift giving was accepted. Before then it was more common toexchange gifts on New Years Day or Twelfth Night.Santa Claus is known by British children as Father Christmas. Father Christmas,these days, is quite similar to the American Santa, but his direct ancestor is acertain pagan spirit who regularly appeared in medieval mummers plays. Theold-fashioned Father Christ mas was depicted wearing long robes with sprigs ofholly in his long white hair. Children indite letters to Father Christmasdetailing their requests, but instead of dropping them in the mailbox, theletters are tossed into the fireplace. The draft carries the letters up thechimney, and theoretically, Father Christmas reads the smoke. Gifts are undefendableChristmas afternoon.From the English we get a story to explain the custom of hanging stockings fromthe mantelpiece. Father Christmas once dropped some gold coins while comingdown the chimney. The coins would befuddle fallen through the ash grate and been

A Rose for Emily Essays -- A Rose For Emily, William Faulkner

Desperation for love arising from detachment can lead to extreme measures and destructive actions as exhibited by the tumultuous relationships of Miss Emily in William Faulkners A Rose for Emily (rpt. in Thomas R. Arp and Greg Johnson, Perrines Literature Structure, Sound, and Sense, 9th ed. Boston Wadsworth, 2006 556). Miss Emily is confined from society for the majority of her life by her capture, so after he has died, she longs for relations that ironically her longing destroys. The despondency and obsession exuded throughout the story portray the predicament at hand. Miss Emilys relationship with her father is a key factor in the development of her isolation. As she is growing up, he will not let anybody around his daughter, particularly young suitors. The town assumes his decision is due to the idea that the Griersons hold themselves a little too high for what they really are to the point that none of the young men are quite good tolerable (559). Because Emilys father keeps h er from everyone, she becomes very attached to him. He dies when she is nearly thirty, her only companion gone. Her strong bond to him is so severe that after his death, she denies he was dead at all and will not give his body up to the authorities for three days. The town observes that because she has nothing left, she would have to cling to that which had robbed her, meaning Emily is so larger-than-life for a companion that when her father is gone, she has nothing left to cling to but him (559). However, he has a lasting effect on her that contributes to her isolation. He instills the Grierson pride, so Daugherty 2that she often does not interact with others. His influence is too virulent and too furious to die (562). Emily has a ... ...ther is concerned, he denies her the chance for love and detaches her from society. Partial turn on can be placed on the attitude he instills in her so that she possesses the dignity of the last Grierson (560). She holds herself above others in the town, save Homer. The towns fickleness and gulf towards her push her further into isolation. All of these factors finally result in the relationship with Homer. She is so desperate for contact and for love that when she finds them, she is terrified of their leaving. She is pushed then to kill Daugherty 4Homer, so that love will never leave her again. Miss Emily is a desperate individual formed by the relationships that isolated her, which resulted in her extreme actions. Emily and Homers shortstopyet long livedrelationship reveals a common effect of love denied and confinement from contact destruction.

George Washington :: essays research papers

working capital was born in Westmore County, Virginia, on February 22, 1732. He is the son of the late Augustine working capital and Mary Ball Washington. Augustine was a tobacco farmer and a stock raiser. Washington spent most of his early childhood on the Ferry advance in Fredricksburg, Virginia. He attended school up until his fifteenth year. Washington married Martha Dandridge on January 6,1759. Washington spent his early adult years as a farmer and as a surveyor until he was appointed adjutant for the southern district of Virginia by Lieutenant Governor Robert Dinwiddle. The next year he became the adjutant of the Northern Neck and Eastern Shore. In 1753, Dinwiddle warned the French to stop their infringements on the Ohio Valley land that was claimed by the king. Dinwiddle sent one messenger, but he failed. He gave Washington the order to warn the French on October 31, 1753. His party consisted of an interpreter, a guide, two men that were experienced traders with the Native Americans, and two others.Washington left over(p) in November from Cumberland, Maryland, and traveled to Fort-Le Boeuf. When he arrived, he discovered that the French would fight for their land. The party nearly escaped from the French.Washington was next appointed lieutenant colonel to an trip to the Ohio Valley. In April, 1754, he set out from Alexandria with 160 men to reinforce a fort in southwestern Pennsylvania, only to find that the French took bear of the fort and renamed it Fort-Duquesne. Washington then cautiously set up his own post within 40 miles of the French position. He attacked the French post on May 28,1754. He managed to kill the commander and nine others. They then took the rest prisoners.Washington immediently received a promotion to a full colonelcy. On July 3, 1754, the French drove him and 350 men into Fort Necessity. The French then took controlled of it with 700, men and forced Washington to surrender. They sent the unarmed colonials back to Virginia wi th honours of war. He had to then family paper saying that he would not build a fort on the Ohio Valley for one year. In that same year he resigned his commission. Washington was elected to the House of Burgesses in 1758 and served for seventeen years. He was elected to the First Continental Congress in 1774 and to the Second Continental Congress in 1775 because of his expediency in the House of Burgesses and his response to the British policies.

Instilled Heritage Essay -- essays research papers fc

In notwithstandinged HeritageAlice Walker usually puts herself into characters that she writes about in her stories. However, you acquiret under(a)stand this unless you know about her. Staring with this let us find out about who she is and where she came from. When recounting the life of Alice Walker, you find out that she was born(p) to sharecroppers in Eatonton, Georgia in 1944 and was the baby of eight children. She lost one of her eyes when her brother shot her with a BB gun by accident. She was valedictorian of her naval division in high school and with that and receiving a scholarship she went to Spelman, a college for black women, in Atlanta. She then transferred to Sarah Lawrence College in New York and during her time there went Africa as an fill in student. She received her Bachelor of Arts degree from Sarah Lawrence in 1965. She was active in the Civil Rights Movement of the 60s and as of the 90s she is still an involved activist. She started her own publishing compa ny in 1984, Wild Tree Press. She is an acclaimed writer and has even received a Pulitzer Prize for the movie, The Color Purple. What is it about her that makes her flora so meaningful and persuasive? What provoked her to write what she has?One of her works, a short story called E preciseday Use, is a story that she herself dissolve be ideate in. During the opening of this story you find a woman with her two daughters. She and one of her daughters, Maggie, have just cleaned and beautified the yard of their new ho subprogram. It is very comforting sitting under the Elm tree that is present and blocks the wind from going through the house. It is a place that you feel enveloped in comfort and love. Maggie and Dee, the other daughter are very different, and it is very apparent that mother, is not your everyday woman. She, the mother, is a larger woman that can kill and clean a hog as mercilessly as a man (American Lit, p. 2470). She has no problems doing what needs to be done in order to feed and protect her family. However, the daughters are quite opposite you have the one, Maggie that has been gravely burned and is much scarred, and then Dee, the African Princess want to be. Maggie is very envious of her sister and is waiting for the day that she leaves, to further her education. Mother only made it to indorsement grade and back then there wasnt much to say or do about it, so she settled with what she had. Through the church ... ... lives were lived, that we survived on scraps and patches, the leftovers from the ancestors we take what no one wanted and make it into something that is loveable and cherished. The heritage that you are looking for is probably looking you in the face. Look about you, discover what you know is there. Remember what brought you where you are and how you got there. Your family is your heritage, no matter the consequences or heartbreaks that happen along the way. There is a reason for everything and it is only then that you can real ly say that instead of just showing off what you have received or found, put it to Everyday Use. It is everyday that we learn something new. When learning these things, use what you already know to lead the way for your followers to find what they are looking for, heritage is never far from anyone, as a matter of fact, it is instilled in everyone.Works Cited1.     Helga Hoel. "Alice Walkers Everyday Use." Essay on Alice Walker. 17 January 2005. 08 March 2005 .2.     Klinkowitz, Pritchard, Wallace. The Norton Anthology of American Literature. New York W.W. Norton & Company, Inc., 2003.

Instilled Heritage Essay -- essays research papers fc

Instilled HeritageAlice Walker usually puts herself into characters that she writes about in her stories. However, you dont understand this unless you know about her. Staring with this let us run a risk out about who she is and where she came from. When recounting the life of Alice Walker, you find out that she was born to sharecroppers in Eatonton, Georgia in 1944 and was the baby of eight children. She lost one of her look when her brother shot her with a BB gun by accident. She was valedictorian of her class in high school and with that and receiving a scholarship she went to Spelman, a college for black women, in Atlanta. She then transferred to Sarah Lawrence College in sensitive York and during her time there went Africa as an exchange student. She real her Bachelor of Arts degree from Sarah Lawrence in 1965. She was active in the civilised Rights Movement of the 60s and as of the 90s she is still an involved activist. She started her own publishing company in 1984, Wild Tree Press. She is an acclaimed writer and has even received a Pulitzer Prize for the movie, The Color Purple. What is it about her that makes her works so meaningful and persuasive? What provoked her to write what she has?One of her works, a brusque story called Everyday Use, is a story that she herself sewer be pictured in. During the opening of this story you find a woman with her two daughters. She and one of her daughters, Maggie, consecrate just cleaned and beautified the yard of their new house. It is very comforting sitting under the Elm tree that is present and blocks the wind from going through the house. It is a pasture that you feel enveloped in comfort and love. Maggie and Dee, the other daughter are very different, and it is very apparent that mother, is not your everyday woman. She, the mother, is a larger woman that can kill and clean a hog as mercilessly as a man (American Lit, p. 2470). She has no problems doing what needs to be done in parliamentary procedure to feed and protect her family. However, the daughters are quite opposite you have the one, Maggie that has been badly burned and is much scarred, and then Dee, the African Princess want to be. Maggie is very envious of her infant and is waiting for the day that she leaves, to further her education. Mother only made it to second grade and back then there wasnt much to say or do about it, so she settled with what she had. Through the church ... ... lives were lived, that we survived on scraps and patches, the leftovers from the ancestors we take what no one wanted and make it into something that is loveable and cherished. The heritage that you are looking for for is probably looking you in the face. Look around you, discover what you know is there. Remember what brought you where you are and how you got there. Your family is your heritage, no matter the consequences or heartbreaks that receive along the way. There is a reason for everything and it is only then that you can real ly say that instead of just showing off what you have received or found, put it to Everyday Use. It is everyday that we learn something new. When learning these things, use what you already know to lead the way for your followers to find what they are looking for, heritage is never far from anyone, as a matter of fact, it is instilled in everyone.Works Cited1.     Helga Hoel. "Alice Walkers Everyday Use." Essay on Alice Walker. 17 January 2005. 08 March 2005 .2.     Klinkowitz, Pritchard, Wallace. The Norton Anthology of American Literature. New York W.W. Norton & Company, Inc., 2003.

Job Involvement On Employee Satisfaction Health And Social Care Essay

This instance survey examines the family amid tune utilization and employee happiness with specific mention to checkup medicos laming at learning infirmaries of Riphah world(prenominal) University. Data was collected from 127 medical physicians. The consequences indicate that melody engagement has a momentant encounter of medical physicians working at learning infirmaries of Riphah International University. Schemes and recommendations be besides discussed.Field of Research Human Resource ManagementIntroductionThe Hippocratic Oath requires that physician shall continue the criterions of professionalism, be h angiotensin converting enzymest in all professional fundamental interaction and strive to describe doctors lacking in character or competency or prosecuting in fraud or mis liveation, to al humbled entities . Royal College of Physicians, Edinburgh ( 2005 ) , states that professional work comprises of exercising of cognition, performances and discretional judgement s. These properties be developed through committedness of professionals to their professions, to their peculiar domain of work and the promotion of organic structure of cognition.Medical profession is regarded as one of the noblest professions in the universe. It is merely natural that professional organic structures every bit good as the general public expect the medical practicians to usher the highest criterions of professionalism. They are besides expected to adhere to these high criterions even in the face of such hardship as unfavourable origin environment, hapless conditions and low earning legs. In order to prolong the trust of the people, the medical professionals mustiness turn out their committedness to competency, unity, morality and selflessness. The best manner to beef up their professionalism is to character these properties in their day-to-day patterns ( O Neil, 2002 ) . However, the major alterations in demographic forms, composing of the employment sector, increasing consumerism coupled with worsening moral criterions are progressively exerting string per unit area on professionalism. The medical profession is no exclusion. In the current epoch of information exposure and rapid globalisation, no state sight put its professionals, be they of both subject, in quarantine. The medical profession in Pakistan is besides being affected by the international tendencies, both decreedly and negatively. The form of occupation mirth among physicians, particularly immature physicians, appears to be worsening, as they are frequently found kicking more or less their inappropriate on the job conditions, want of calling development chances, unequal compensation and thorough working hours etc. The people, nevertheless, by and large remain apathetic to these factors and go on to believe that the physicians must demo and follow with model criterions of professionalism, simply on the footing of their occupation engagement and committedness. The pro fession is perceived to be a service to the ailing human and its members are required to lift above personal involvements while executing their responsibilities.Though a figure of surveies have been done to mensurate the extent of and the subscribers to occupation satisfaction among medical practicians, this survey intends to look into and mensurate the impact of occupation engagement on the storey of occupation satisfaction. In order to happen the organize impact of occupation engagement, no former(a) subscribers to occupation satisfaction have been included in the survey.The survey is based on the informations collected from the medical physicians surgical procedure at the learning infirmaries of Riphah International University ( RIU ) , Islamabad viz. Pakistan Railway Hospital ( PRH ) , Rawalpindi, Islamic International Medical Complex ( IIMC ) , Islamabad and Islamic International dental Complex ( IIDC ) Islamabad. The sample is a blend of physicians of assorted subjects li ke medical specialty, surgery and dental medicine.Problem StatementRIU is actively prosecuting the policy of bettering the health care substructure and criterions of patient of attention services at its focal point infirmaries. The quality of the physicians and their professionalism at the occupation, is one of the major contributory factor for accomplishing the targeted high criterions. The professionalism of physicians mostly stems from the overall occupation environment in general and their degree of occupation satisfaction in peculiar. It is by and large believed that occupation engagement has a positive correlativity with occupation satisfaction. In position of the RIU s mission, to advance and pattern Islamic moralss and values in all domains of its activities, the physicians functioning at its instruction infirmaries are expected to demo greater committedness to the profession and derive satisfaction from dedication to and engagement with their occupation. However, no scien tific survey has been done to mensurate this peculiar facet at any of the RIU s instruction infirmaries to day of the month.Research QuestionDoes occupation engagement impact the degree of occupation satisfaction of the medical physicians functioning at the learning infirmaries of RIU? If so, what extent of this impact and what is the nature of this impact, positive or negative?Scope of the surveyThe survey would be transverse sectional, primary informations based. All the physicians, from House Officers to Consultants/ Professors of all the three instruction infirmaries will be included in the survey.Survey variantsThe job statement intends to prove the impact of occupation engagement ( item-by-item variable ) on occupation satisfaction ( dependent variable ) . Therefore, the survey would be directed towards mensurating the causal result between these two variables. Job engagement is defined as the grade of mental designation an employee has with his/her function in the workpla ce ( Kannungo, 1982 Robinowitz and Hall, 1977 ) . Job satisfaction is defined as an employee s satisfaction with the feelings of success achieved from the occupation, the enjoyment of executing the responsibilities of the occupation and the degree of liberty associated with the occupation. ( Yilmaz, 2002 )Literature reappraisalThe construct of occupation engagement was foremost introduced by Lodahl and Kejiner ( 1965 ) . They related the occupation engagement to the psychological designation of an person with the work or grandeur of work in the person s self image. It has a direct correlativity with occupation satisfaction and besides influences the work public presentation, sense of accomplishment and unexplained absenteeism. ( Robinowittz and Hall, 1977 ) . However, there is a important difference in the degree and extent of occupation engagement in different types of work ( Tang, 2000 )Job satisfaction is one of the most queryed constructs. It is regarded as cardinal to work and organisational psychological science. It serves as a go-between for making relationship between working conditions, on the one manus, and individual/organizational result on the other. ( Dormann and Zapf, 2001 )It is by and large believed that physicians are progressively demoing dissatisfaction with their occupations. A cross sectional survey carried out in the USA, in 1986 and 1997, found a worsening tendency in the satisfaction degree among general internists and household practicians of Massachusetts ( Murray. et Al. 2001 ) . Other surveies besides indicate that a tense degree of physicians has dramatically increased during the last twosome of decennaries. Though the physicians have achieved noticeable success in footings of calling and fundss, they frequently remain over worked and stressed. Consequently, the defeat, crabbiness and restlessness are taking many of them to lose sight of their calling ends and personal aspirations. Another survey concludes that the work loa d, unsuitable working hours and deficiency of inducements are the major subscribers to the dissatisfaction of public wellness attention doctors in Riyadh, Saudi Arabia ( Kalantan, et.al. 1999 ) .A survey, based on the informations acquired at the learning infirmary of Bahawalpur, concluded that Most of the physicians in all ranks and with different makings were found non at ease with their occupations due to miss of proper service construction and low wages ( Ghazali et al, 2000 ) . There are besides other studies of worsening calling satisfaction due to worsening professional liberty ( Toedtm, 2001 ) .A survey conducted among Korean doctors besides concluded that overall occupation satisfaction of doctors was passing low ( Lee et al, 2008 ) .In order to understand the kineticss of occupation engagement and occupation satisfaction, the underlying contributing factors need to be looked at before find the impact of one on the other.Previous surveies have found that factors like i ncome, relationships, liberty, pattern environment and the market environment are of import spheres that influence physician satisfaction ( Mello et al, 2004 ) .Job engagement is the manner a individual looks at his occupation as a relationship with the working environment and the occupation itself. How occupation involvement generates feelings of disaffection of intent, disaffection in the organisation or feeling of separation between life and occupation as perceived by an employee. This creates co-relation between occupation engagement and work disaffection ( Rabinowitz and Hall, 1981 ) .Hellriegel and Slocum ( 2004 ) have argued that since satisfaction is a determiner of the work experience, it follows that high degrees of occupation dissatisfaction are indexs of deeper organisational jobs. Job dissatisfaction is strongly link up to absenteeism, turnover, and physical and mental wellness jobs. It can be safely concluded that occupation satisfaction has a strong relationship with organisational committedness. The workers who are attracted by the occupation and organisation turn out to be most motivated. This is because their organisational committedness and occupation engagement is of a really high degree. They identify with and care about their occupations.Dissatisfaction among the medical professional is non a recent phenomenon. Excessive work burden, demand on clip and bureaucratic working environment had been the traditional thorns taking to low degree of occupation satisfaction among the physicians ( Lee et al.,2008 ) . More countries of dissatisfaction have been identified by the recent surveies which relate to lessen professional liberty over clinical determinations and decreased clip per patient. ( Murray et al. , 2001 ) . Measuring the degree of occupation satisfaction among the medical professional strictly on the footing of occupation engagement may supply a new dimension to the findings of the old surveies. The occupation engagement of the medi cal practicians, in this survey, is being looked at from the point of position of committedness to the profession due to its gentry and service to the humanity instead than due to the factors traditionally identified with this construct.MethodSampleThe survey covered all the physicians from House Officers to Consultants/Professors functioning in the three instruction infirmaries ( PRH, IIMC, IIDC ) of RIU ( mental faculty members non involved in clinical pattern are excluded ) .MeasureThe instrument, in the signifier of a questionnaire, used for investigating has been adopted as followsJob engagement was metric by 9 points taken from occupation involvement gradational table of J.K.White and R.A.Ruh ( 1973 ) . Each point was measured on a five point Linkert graduated table where value of 1 corresponded to Strongly Disagree and value of 5 corresponded to Strongly Agree . Mean of the tonss obtained on each of the 9 points was calculated to pull in forth a individual mark for occupation engagement.Job satisfaction was measured by 19 points taken from Cammann, Fichman and Klesh ( 1979 ) . Each point was measured on five point Linkert graduated table where value of 1 corresponded to Strongly Disagree and value of 5 corresponded to Strongly Agree . The tonss obtained on each of the 19 points were converted into mean to bring forth individual mark for occupation satisfaction.The concluding version of this questionnaire consisted of 28 inquiries utilizing five point Linkert Scale and six demographic facets.ProcedureDatas were collected, on site, over a period of 10 yearss from the pre determined sample. Purpose of the survey and the questionnaires were discussed with the decision makers of the infirmaries. One officer at every infirmary, punctually briefed about the assorted facets of the questionnaire, was nominated to personally administer and subsequently roll up the questionnaires from the respondent. A sum of 140 questionnaires were distributed among the physicians at three infirmaries of which 127 completed questionnaires were received back. Therefore, the respondents represent 90.71 % of the selected population which is a reasonably high degree of response.( Note Non response from a few is chiefly attributed to the physicians being on leave during the period of probe )ConsequencesTable 01 Correlation MatrixAJob SatisfactionEmployee Involvement0.43****p a 0.01, n =127Table 02 Arrested developments AnalysisIndependent VariableBetat-valueP-valueJob Involvement0.435.430.000Ns =127R Square = 0.19 Adjusted R Square = 0.18 F =29.48 Significance F = .000 Dependent Variable = Job SatisfactionFINDINGS & A DISCUSSIONThe correlativity analysis indicate a important relationship of 0.43** ( **p & lt 0.01 ) . Thus it supports hypothesis of survey that the physicians occupation satisfaction at learning infirmaries of RIU depends to good extent upon their occupation engagement. The arrested development analysis indicate that merely 19 % discrepancy in the dependant variable is explained by the independent variable. This low value indicates that there are other variables which contribute towards occupation satisfaction of physicians working at learning infirmaries of RIU. The value and T values besides show a important value which proves the hypothesis of current survey. The consequences of this survey are consistent with consequences obtained in survey conducted by Huselid & A Becker ( 1998 )The concerned directors and physicians at these infirmaries were asked to show their sentiment about importance of occupation engagement at their work topographic point. After elaborate treatment the ground for this important relationship is due to the fact that these infirmaries are established with a mission to pattern ethical values, focused more on a service for community instead than fiscal additions. The physicians who join these infirmaries largely come with a mission aligned with organisational aims. Hence, apart from other factors, occupation engagement is one of the key factors which make them satisfied with their occupation.The survey contributes towards explicating importance of employee engagement in occupation satisfaction. The findings besides suggested that direction might be able to increase the degree of satisfaction with increasing the interactions with physicians in staff meetings. Doctors could be interviewed to find their perceptual experiences of direction s ability to turn to these issues. Most of the Pakistani organisations do non recognize the importance of occupation engagement which as per the present survey is one of the cardinal contributing factors towards occupation satisfaction.DecisionThe primary aim of this research was to analyze the impact of occupation engagement on the degree of occupation satisfaction of physicians functioning at the learning infirmaries of RIU. This survey has through empirical observation demonstrated that occupation engagement has a positive re lationship with the degree of occupation satisfaction among the selected sample of physicians. Therefore, RIU may see following the policies which may further higher degrees of occupation engagement. This may besides be an effectual scheme to increase the degree of occupation engagement among the physicians and, in return, harvest the benefits of the higher efficiency and greater patient satisfaction. More investing in conditions that are contributing to increasing the occupation engagement would accomplish higher degree of occupation satisfaction, finally taking to increased patient satisfaction and organisational growing.Restrictions of the StudyIt is of import to observe that this survey is based on preset population comprising of the physicians functioning at the three learning infirmaries of RIU. As these infirmaries are being managed by the corresponding authorization i.e. RIU, the physicians are working under the same policies and, more or less, in the similar working enviro nment. This may restrict the generalizability of the findings to other scenes and population. Thus, farther research should try to retroflex and widen these findings to different samples in different organisational scene.

Nell Movie Review

Nell is the drama that describes the whole life of a young girl, who was raised without any knowledge and experience of civilization. Nell has never been taught of any kind of conventional language. Her childhood was completely isolated from the outside world. As the result, the only person she could communicate with was her detailed twin child. And what they used to communicate with each other was their own made-up language. After her twin sisters death, her imagination about her twin sister has still existed.Still, that is the only one she could talk to. Something thats really interested here is how Nell saw herself when she looked at the mirror. There are obviously two assorted reactions and feelings when Nell was looking at the mirror. First, at the beginning of the movie, its like that her reflection in the mirror was another person, who was her twin sister a she were like performing with her sister. The other scenes are Nell used the mirror when combing her hair and dressin g this is just like what a normal person does.In this case, her looking codswallop self based on the perception of how other think about her. I guess, these two different reactions refer to the appearance of Jerome and Paul. In the film, after sightedness Jerome and Paul, Nell started learning about varying things in the outside world. I guess, every times of learning, Nell tried to image what Jerome and Paul expected her to be or to do. Therefore, its like she was taking on the perspective of generalized other which is Jerome and Paul.

The Nature of Social Theory

Motivating employees to give feedback on goals, objectives and operations of the organization.Developing a worker-advising program that provides ideas for motivating the workforce.Developing tutorial and training programs through dialogue, information sharing and feedback.We discuss the nature of social theory throughout this paper. Here, we simply mention its foundational assumption that there is potential for mischief when the interests of give birthers and 1 For example, many of the criticisms of idea interviews focus on the perceptual biases that people bring to them.These include the halo error, the blood brother effect, the doppelganger effect and the Veblen effect. They are discussed by (Grint, 1993) and (Roberson et al 2007), among many others. We do not suggest that these problems plunder be explained primarily by the influence of agency theory. 3 those of managers diverge.In those circumstances managers whitethorn be able to extract higher rents than would otherwise b e accorded them by owners of the firm (Dalton,, 2007). As this paper focuses on two types of employees flitting and Permanent. An oeuvre situation, where an employee is expected to remain in a position for a certain plosive speech sound of time.Temporary employees whitethorn have the opportunity to achieve everlasting employment status after the time period has lapsed Temporary workers may also be referred to as seasonal employees or temps. Employment enclosure may be based on the completion of a project, the availability of funding, or other circumstances (Bloch, 1995).Many of the studies have different perceptions when defining of unstable employees. For example, temporary employees have been called as flexible staffing employees (Houseman, 2001), contingent workers (Blank, 1998), and non-standard workers (Kalleberg et al., 1997). A study by Feldman (1995) defines temporary employees as persons who are hired for a finite period on a needed basis.Polivka and Nardone (1989 11) provided more understanding on defining temporary employees they classified temporary employees as individuals who do not have an stated or implicit contract for long- verge employment or have one in which the minimum hours of work can different in non-systematic dash.A permanent employee differs from a term or temporary employee, both of which have a pre-determined period of employment (Gallagher, 2002). Permanent employees, regular employees or the at once employed, work for an employer and are paid directly by that employer. Permanent (regular) employees do not have a predetermined end date to employment.In rundown to their wages, they often receive benefits like subsidized health care, paid vacations, holidays, sick time, or contributions to a retirement plan. Permanent employees are often eligible to switch job positions within their companies. (Peck, 2000) Even when employment is at will, permanent employees of large companies are generally protected from abrupt job termi nation by severance policies, like advance notice in case of layoffs, or formal discipline procedures.They may be eligible to join a union, and may enjoy both social and financial benefits of their employment (Cranford, 2003) Social Ex counterchange Theories According to De Cuyper et al. (2008), there is no available theoretical framework to check the set up of pathetic term employment. ON the other side, general psychological theories offer a good starting point for the analyses, although these have mostly been developed against the tantrum of the permanent employment relationship.These can be divided in two main groups work stress models, and social comparison or social replacement theories. The social comparison theory (Festinger, 1954) is the idea that there is a drive within individuals to look to outside images in order to evaluate their own opinions and abilities.These images may be a reference to physical reality or in comparison to other people. People look to the image s portrayed by others to be procurable and realistic, and subsequently, make comparisons among themselves, others and the idealized images. In his initial theory, Festinger hypothesized several things. He indicated that humans are compelled to appraise themselves by probing their opinions and abilities in assessment of others.He hike up said that the inclination to evaluate oneself with some other specific other person decreases as the differentiation between his opinion or ability and the others own become more deviating. He also hypothesized that there was an upward drive towards achieving greater abilities, but that there are non-social restraints which make it nearly impossible to change them, and that this was largely absent in opinions (Festinger, 1954).The individuals who are similar were better in generating accurate evaluations of abilities and opinions.Work stress models helps us to explain the consequences of short term employment by defining specific characteristics th at make short term workers more vulnerable to suffer work relate stress (see De Cuyper et al., 2008).There are three related variables. First, contractual employees are peripheral to the organization, meaning that they are not the main important concern of the employers regarding different aspects such as benefits, wages, promotion or progress training. This thought is advanced in theories such as the Flexible Firm model (Atkinson, 1984, cited in Valverde et al., 2000) and the Dual Labour Market model.The resulting bad working conditions for the contractual employees can cause a consequence, a decrease in the workers welfare and exploit appraisal at the workplace (Rousseau & Libuser, 1997). Therefore contractual workers have fewer possibilities for deciding how to perform their work, to use specific skills or to make any other kind of decisions within the workplace (De Witte & Nswall, 2003).In addition, since contractual employees are new members of the organization, they have to understand processes and aspects of the organization growing another potential source of stress (see De Cuyper et al., 2008). The lack of support from partners, supervisors or even the coworkers (De Witte & Nswall, 2003) can also be a part of stress and strain to wellbeing.The third component is the lack of control that contractual employees experience regarding the demands of the employer (or employers)2.2 Gap AnalysisBuilt up conceptual model where two impacting components performance appraisal was the independent variable and perceived whereas the dependent variable was organization commitment.They have proposed that relationship of these influencing factors on is researched as empirically/quantitatively. They have utilized case study based approach to create this model. They have proposed that by utilizing the questionnaire on a Lickert Scale, data should be gathered and on the basis of the response from the respondents, results should be analyzed statistically so that the tru e outcome can be achieved.Research GapShockingly very little examination has been on performance appraisal politics and organizational commitment A little work is done to characterize connection among organizational commitment and performance appraisal politics but work is done on performance appraisal that incorporate fairness element (Linde, 2015).In fast changing environment and economy, performance appraisal is very essential component. Our studies can be conducted on other industries in Pakistan to explore the effects of PAP on OC that attract to understand the employment relationship (Arshad, Masood,Amin 2013).Surprisingly, very a few researches have been done study on how this performance appraisal effects on long term and short term employees. Early studies on performance appraisal were only directed towards the whole employees without focusing on segmentation of both the long and short term employees.2.3. HypothesesH Performance appraisal politics has insignificant impact on permanent employees organizational commitment.H2 Performance appraisal politics has insignificant impact on contractual employees organizational commitment.

The Eight Miracle Signs in John

The Eight Miracle Signs in basin rescuer performed eight particular miracles in the Gospel of John that revealed His deity. These miracles are unique to study because they alone serve towards showing us that saviour is Divine. They also show different aspects of rescuer divinity. Seemingly these miracles were purposeful in their sm every-armtled towards showing those present with Jesus, and millions that have followed, aspects of Jesus power and mission. These miracles serve as a witness to all of us of Jesus spot. They also leave alone ottoman when we reflect on the fact that nature, spirit and life all are in His control and hand.Jesus turned the water into wine in John 21-11. This was the first visible manifestation of divinity fudge in Christ. It is interesting that it happened at a wedding. Jesus shows that life with Him happens in our normal day to day activities. It was non performed in a temple or tabernacle, but rather among friends. It was Mary the mother of Je sus who encouraged the miracle to happen. This might show us that God uses our relationships to suck out of us the treasures God puts in us. This miracle shows us that Jesus has power everywhere creation. He takes water and makes it wine. It attends Him.The water itself is under the control of Christ. One kitty not help but reflect in the fact that Jesus was present in creation. 1 This miracle is reminiscent of the creation story. In the beginning God move over the deep. He created out of water. Jesus now initiates His ministry with a miracle with water. The second preindication miracle was the better of the noblemans son in John 446-54. A man came and called out to Jesus while He was in Cana of Galilee. The man had a son that was sick. This man obviously loved His son. The nobleman asked Jesus to speak a word of healing.The nobleman had enough faith that he felt like a visit was unnecessary. This miracle proved Christs authority over space. Space did not limit Jesus. He has all power in heaven and earth. As it was on that day, it is now. Christ reaches anywhere. The third sign miracle concerns the healing of a lame man in John 51-9. The lame man had been unable to pursue healing or help for years. Jesus came by on the Sabbath and asked if the man wanted to make whole. Jesus thusly told the man to rise and pick his bed up and walk. Under the healing authority of Jesus, the man did.The religious people were furious. The Sabbath had been violated by this lame man picking up his bed This miracle might represent Jesus divine authority in a few way. Maybe it hints that Jesus is primary over religion and tradition. It definitely shows that Jesus has power over time. Christ knows when and what to do. God knows when to move. The fourth sign in the feeding of the five-thousand in John 61-14. A massive group traveled to hear Jesus speak. They walked just to hear Him. The problem is that thither was no food for all of these people.The disciple Andrew found a youn g boys lunch and brought it to Jesus. Jesus blessed it and broke it and started to pass it out. Everyone ate. thither were even leftovers. This miracle shows that Jesus has power to provide. Even in the food arena. Dr. Towns mentions that it shows that God uses what we give Him and does His work to provide. 2 God has all power and He idler provide anything we need. This miracle speaks deeper to the events to come when Christ will be blessed, broken and then passed out to feed the souls of men. The fifth sign comes when Jesus walks on the water in John 615-21.There had been a wonderful day of miracles and words from Jesus, but now it is night and Christ has told His disciples to go to the other side of the lake by ride. Huge winds and waves came against the boat in the middle of the night. Jesus, however was walking on the water when the disciples spotted Him. Jesus calmed everything and took them immediately to the other side. This miracle shows Gods power of natural laws. The win ds and storms obey His voice. The water held Jesus like a sidewalk holds us. All because He has all power. He also caused the entire ship to be transported to the other side.Jesus has all power over natural laws. The sixth miracle sign is the healing of the machination man in John 91-12. Jesus and the disciples were walking and passed a blind man. This man, the writer tells us, was blind from birth. In fact, there is some perplexing on behalf of the disciples on wether this is the mans fault or his parents overdue to sin. Jesus makes clay and tells the man to wash his eyes and the man is healed. This miracle shows Gods power over physical laws. Jesus has all power over physical laws. He heals the blind mans old eyes much like He made the first mans eyes.Adam was made from the dust and now Christ makes this mans eyes new by using dust, spit and authority with power. It shows Christs power then and now. The seventh sign miracle was Lazarus being raised from the dead in John 111-44. Lazarus was a friend and had been dead for four days. Jesus seemed to purposefully bide until the time of Lazarus death and burial. Many of Jesus friends are there. Mary and Martha have partial faith. One believes Jesus could have changed it if He had arrived earlier, and the other believes Jesus can perform it at the Resurrection.Jesus, however, shows that He has power now. All things are under His control. He shows them that He is able, presently, to perform what they wish He could have done in the past and hope He can do in the future. This miracle shows the power of Christ over death. He has power over death itself and the grave. This sign shows that Jesus has the power to give life as a gift. 3 The eighth sign miracle was the amazing catch of fish in John 211-11. After Jesus resurrection He visited the shore while the disciples were fishing. They had been having trouble all night and had not been able to catch anything.Jesus advised the disciples to try the other side of the b oat. The result was a miraculous catch of fish. This miracle showed complete power. It showed that all of the other miracles were fulfilled and found in Jesus. This miracle showed that He was over all things. This is also the miracle that follows the resurrection of Jesus. This miracle was proof, then and now, that Jesus had lift with full power. He shows power over death and nature. He is truly the Son of God. All of these show that Christ has all power. He holds all things and all things are for Him.Jesus deity is proven by the resurrection, but these sign miracles reveal different aspects of His deity. Because of this He can identify with us and provide for us. When we trust in Him it is not our life but His life through us. 4 These precious truths and stories bolster our faith in Christ. Jesus has power over creation. We serve a God that calms storms with His voice. Sicknesses and diseases listen to His will. Time can not change Him or stop Him. Jesus is not limited by space. H e can provide anything we need. And the last(a) enemy death was overcome by our Savior. All things are His and we are in His hand.Bibliography John 13 Towns, Elmer. The Gospel of John Believe and Live. (Ed. Mel and Ed Hindson Couch. Chattanooga AMG Publishers), 2002. Morris, Leon. Jesus is the Christ. (Wm. B. Eerdmans Publishing Company Grand Rapids, 1989). 40 Towns, Elmer. Theology for Today. (Cengage Learning 2008). 244 1 John 13 2 Towns, Elmer. The Gospel of John Believe and Live. (Ed. Mel and Ed Hindson Couch. Chattanooga AMG Publishers), 2002. 3 Morris, Leon. Jesus is the Christ. (Wm. B. Eerdmans Publishing Company Grand Rapids, 1989). 40 4 Towns, Elmer. Theology for Today. (Cengage Learning 2008). 244

News for the Church

This is an interesting story more(prenominal) or less what intelligence information comes into the church in township and how the Priest in the church hopefully takes it and how he tries to solve it out. The news here is very peculiar and surprising. The news that has never been come acrossd off it is very difficult to understand as to why signifi derrieret liaisons give care this move on in life why people commit such mistakes and on committing such mistakes people tend to engender guilty and they start to dream where they atomic number 18 always being pointed out to what they did was very much wrong.Here, things point out to women who generally tend to make mistakes intentionally or unintentionally and later become guilty or sometimes not sense of smelling guilty at all So there is always a bad impression around women for what they do. Sometimes, all women dont seem to be what they are actually. The looks dont seem to go on with their character as far as this story is concerned. So basically the feel what the non-Christian priest has towards women is not good he would suggest not to go by the looks of a wo mankind in order to meet her.This is a story, which tells one(a) about the conversation between two people, the priest in the church, and the missy who comes in to confess her sins.What is more interesting in this is in the first off half we see what the girl needs to register about her mistakes and what the priest has to say about it. The story also depicts the opinion the priest has towards the people who come to him to confess, roughly of them being women according to him here. According to his years of experience he is not at all happy with the woman behavior. The Priest always seemed to listen to the confessors for what they had to say and would always get into the depth of the problem though many other priests told him, as there was no thing as sin and it is a decompose and parcel of life one day he would give it up in life.The p riest was a person who didnt like the middle class, the Irish governing and England though nobody harmed him in anyway. He was a heavy built up man of 60 yrs of age with a slack thinking and slow moving thoughts so one day he happens to meet a girl confessor who come in to confess her sin as the priest looks into the grille window of the confession box he sees the girl looked to be young of medium height, with a face of full animation and charm the damp that attracted the closely to him was her freckled cheeks and her gray-blue eyes which do the priest to be more curious about what she had to say. He observed that this girl was not from the same town, as he previously knew most of them in town.Now, the important part of the story is what the girl had to say and what was the new thing or the news she had brought to the church there, the news was that she had made a sin of using bad words, telling lies, bad language that too when she was drunk and was not aware of what she spoke . Though the priest was affect since she was educate and was working in a convent school except it was a result of the nuns there due to which she had drunk and spoken in bad language.Another thing, which the priest did not like, was the convent schools and the nuns so in order to figure out and to eff more about the girls mental status he tries to know if she was drinking along with her family and then he comes to know that her sire had expired sometime long time ago about seven years back and she had only her sire who would not mind for such things so basically the family background of the girl seemed to be very unusual to the priest.Though she did not live in the town she would walk all the way alone to places by walk. Since she had lost her mother at a very young age almost when she was a deflower she had not got proper advice and guidance in life this made the priest feel pity on her, as he knew the value of having a mother to guide you thru out the life. So he advices h er that taking a drink once in a while is ok as he himself would oblige a drink very rarely but he insists that old people like him must do such mistakes of talking something bad without their intimacy when drunk rather than youngsters who have a very bright future and to do a lot of things in life so he suggests her that she can get the excitement in life she wants by quitting this habit also.After saying all this girl comes up with another complaint saying that unconnected from bad habits she had bad companies too. She says she had more than one boy to go around with and for which the priest says it was worse than having no boys at all and slowly she comes out with a top secret with a hesitant feeling saying that she had a carnal intercourse with the man now the priest is horribly shocked to hear this from a nineteen year old girl and she says that it happened twice on the same occasion with a unmarried man.Now the priest becomes more curious to know about the man as to who he was but the girl was not sure if the man was married or not and she specifies that this incident took place about five years back which meant it happened when the girl was just fourteen years old still younger, this man was supposed to be dating the girls sister Kate who was married but still going around with this man for fun which this girl did not like because at that age she found that man to be very nice to her and who would treat her as a grown up.Hearing to all this the priest tangle that the girl was not serious affluent or not matured kind to accept the mistake what she had done she always use to feel bad when she would be sent to bed deviation this man with her sister Kate who would not care for him. She did not like her sister Kate at all though she had been taken care by her sister later on her mothers death seven years ago.She says when she met this man again she felt it was something different of being with others it was never the same with other man than with the first man you fall for. The priest warns her telling that the main reason for all this was her habit of drinking if she continued to do this she would end up doing the same thing until she is fifty years old and all the men including the lower class the indecent men would take advantage of her and she will be nowhere and this would alimentation repeating all the time in her life.The girl feels that the men get along with her out of curiosity and try to elaborate it. The girl says that she and her sister were like friends though her sister Kate was much elder to her they would discuss everything including the love letters. Everything was going well till she got married but once she got married she only used to talk and whisper to other married woman and would change the topic if I entered the room, which was a kind of peculiar.Now the priest tries to ask if this man would attach her or if he was in a position to hook up with her but the as the girl was not too sure so she assumes that he would marry her as he was interested to marry her sister Kate so now the priest wanted to talk to the girls father about this but the girl refuses to involve her father in this matter and nor was the girl interested to talk to the man to ask if he could marry her the priest was more surprised at this decision of the girl.The priest tries to peep thru the window shutter but he was not able to see clearly as it was getting repulsiveness in the church and for one moment of time he felt if someone was playing a prank with him. But the girl says it was true and she felt that the man Terry was lighthearted and very irresponsible to live with so the priest advices her what if she had a child or if she had to go and earn for the living and considers this girl also to be irresponsible.The girl seemed to have committed the mistake again last night in town and when asked she accepts that it happened last night while plan of attack in the train and that morning terry had gone back co rnerstone so the priest asks the girl why she had not gone back home and why she did not tell this to anybody.So the girl felt that this matter cannot be told to anybody and so she walked all the way to the church and told this to him as if he was a confidential person to whom such matters could be shared with.The priest tried to become more angry and now he started to ask questions as how a doctor or a priest would ask his patient or his confessor and he kept shooting questions which made the girl feel more embarrassing but still she continued to answer it boldly though she was feeling very embarrassed and her body language seemed to be as if something was biting her.He tried to uncover the secrets, which were hidden in her romance of mistakes he asked her all about the step by step procedure that happened which made the girl feel uneasy and the girl started to feel that the way he asked her the questions was something unpleasant and when she peeped in properly it seemed as it was somebody and not the father or the priest of the church and it was also so, and it was a nice little story to be told to someone like her sister for which she felt a great guilt for.THESIS of the news show for the Church it is seen that in the beginning the girl comes in to the church to confess about what she had done but as we go deep into the story it becomes more interesting for the reader as he can understand that the priest had to say all about it rather than the girl so the story part in the last half is very interesting and exciting to read as it makes the reader curious about the whole thing so as a whole its a nice interesting story to read.

Investment Strategies Order Number Essay

There atomic number 18 many methods an investor can use to determine if a stock is a substantially cloud or not. Three indicators often apply to assess the risk of a protective cover are beta, alpha and the Sharpe ratio. One of the most popular measures of risk associated with a security is its beta. of import is a measure of a stocks volatility in relation to the foodstuff as a whole. The market is given a beta of 1. 0 and individual stocks are ranked according to how much they deviate from the markets beta. Stocks with a beta of less than 1. 0 are considered less volatile than the market and, therefore, pose less risk.Stocks that have betas higher than 1. 0 are considered more volatile than the market and, therefore, pose more risk. any things being equal, an investor would expect to see higher bears on a stock with a beta higher than the market than one with a beta trim down than the market. (1) Beta is also a key component for the capital asset pricing model (CAPM). Th e original CAPM defined risk in terms of volatility, as measured by a stocks beta coefficient. The formula is Kc = Rf + beta Km Rf) where Kc is the risk-adjusted discount rate (also cognize as the cost of capital)Rf is the rate of a risk free investment, i. e. ten-year treasury bill Km is the return rate of a market benchmark, much(prenominal)(prenominal) as the S&P 500 Kc is the expected rate of return you would require before you would be interested in a particular(a) stock at a particular price. The CAPM expresses the amount of risk a particular stock has and gives an investor an idea of the expected returns he should expect given a certain level of risk. The more risky a stock is the higher the level of returns an investor would expect for that particular stock. (2)A stocks alpha is a mathematical estimate of the amount of return expected from a stocks inherent values, such as the rate of growth of in shekels per share, management strengths or other factors, as opposed to g eneral market conditions. Stocks with an alpha greater than 1. 0 can be expected to let onperform the market regardless of what happens to the market as a whole. (3) The Sharpe ratio helps investors determine the best possible proportion of securities to use in a portfolio that can also accommodate cash. The formula for the Sharpe ratio is S(x) = (Rx Rf) / StdDev(x) where x is some investmentRx is the average annual rate of return of x Rf is the best possible rate of return of a risk free security (i. e. cash) StdDev is the standard deviation of Rx The Sharpe ratio is a direct measure of reward-to-risk. In other words, the Sharpe ratio is used to qualify how well the return of an asset compensates the investor for the risk taken. (4) Although beta, alpha and the Sharpe ratio are useful for an investor to gauge the risk of a security or portfolio of securities there are also other methods an investor can use to determine whether a security is a good investment or not.The two most common methods used to determine the investment potential of a security are fundamental analysis and technical analysis. Fundamental analysis is the process of looking at a business from its financial statements. This type of analysis typically looks at various ratios of the business to determine its financial health. The goal of fundamental analysis is determine the sure worth of a stock and how the market values the stock. (5) Probably the most two important factors looked at in fundamental analysis are a companys earnings and revenue growth.Investors like to see earnings and revenue increasing by at least 25% for each of the get three quarters and year-to-date. Return on equity (ROE) is also a major fundamental factor. ROE reveals how much profit a company realize in comparison to the total amount of shareholder equity found on the balance sheet. (6) The higher a companys ROE compared to its sedulousness the better. Investors typically look for an ROE of at least 17%. Techni cal analysis is a method of evaluating stocks by relying on the assumption that market data, such as charts of price, volume and open interest can help predict future market trends.(7) Investors using technical analysis typically look for trends in chart data and use a variety of technical indicators, such as moving averages, Bollinger bands, fast and slow stochastics, MACD, and RSI to determine the right buy pane for a stock. More sophisticated investors use a combination of fundamental analysis and technical analysis to determine whether a stock is a good buy or not. They use fundamental analysis to make sure a company is healthy from a financial standpoint and is a drawing card in its industry.Once determining a stock is healthy from a fundamental standpoint, these investors will use technical analysis to determine the correct buy point for a stock. A stocks chart will show the investor how the stock is actually performing in the market and whether it is rising out of a good bas e or is overbought based on how far its current price is from its 50 day moving average. If a stocks price is 30% or more above its 50 day moving average, the risk that it will fall into a correction is greater. References (1) http//www. investopedia. com/articles/stocks/04/113004.asp Beta Know the Risk (2) http//www. moneychimp. com/articles/valuation/capm. htm CAPM Calculator (3) http//www. allbusiness. com/glossaries/alpha/4943389-1. html Business Definition for Alpha (4) http//www. moneychimp. com/articles/risk/sharpe_ratio. htm The Sharpe Ratio (5) http//stocks. about. com/od/evaluatingstocks/a/Fundanatools1. htm Tools of Fundamental synopsis (6) http//beginnersinvest. about. com/cs/investinglessons/l/blreturnequity. htm Return on Equity (ROE) (7) http//www. investorwords. com/4925/technical_analysis. html Technical Analysis

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Summary McDonalds announced last week that calories of totally its food testament start showing on in-store menu boards. The question is why McDonalds did this so fast. (DM) Even it is discussion section of President Obamas health-care law in next two years. (EMP) In this transparency age, Companies that are clear(p) and h peerlessst get rewarded for it, even if they are not perfect. Those that try to hide negative things will be slammed. (SRB) Nowadays, consumer wants companies which is honest and open, it means the band names are much all-important(prenominal) than the quality and price of their products.It is important that corporations show the details of their products such as where they made, how to made, what poppycock is used. Customers view the companies being transparency and honest. Regarding to McDonalds ratiocination reservation, it show their product details can let their customers consider whether these foods are unhealthy. Customers can choose the foods keist er on their favorite, calories and the taste of foods. McDonalds demonstrate their social responsibility to people and being more popular. As some small companies easier to afford human personality, they were benefit in the court of public opinion.McDonalds is one of the company havent get this concept once they try to avoid publicity and disclosure. notwithstanding they try to film public themselves nowadays. Before they implement this policy, they lack of transparency. So, they provoke a lot of online blogs and postings hold anti-McDonalds activists. They broadcast McDonalds good is a primary(prenominal) reason why children obese. After they make public their calories, more people reduce to talk about their rumor. According to the article McDonalds Enters the Age of transparency Posted by Larry Popelka on September 18, 2012 from Bloomberg Business week.The McDonalds announced last week that calories of all its food will start showing on in-store menu boards. in this case, it involve three direction theories concepts. First, in view of the management environment concept, there are a changing of environment which McDonalds pauperism to respond. Consumer wants companies which is honest and open in this transparency age. It is important that corporations show the details of their products such as where they made, how to made, what material is used. Second, is the social responsibility concept. McDonalds increase their transparency.In order to, they clarify the rumor from public. The rumor include their products is the main reason why most of children have child abuse problem. They append the food label on the food packing. The aims of it is hope the public understand the element of the food. Finally, based on the decision making concept, the anti-McDonalds groups whose publicize its goods is a main reason why children obese is the threats of McDonalds, so they need to respond to it by analyzing options, and making determinations about specific courses o f action. By following concept, these are the implications of McDonalds on management aspects.

Elvis Presley Coursework Assignment

What can you learn from source A ab pop(predicate) social disease Presleys collision on popular music in the USA in 1955?From source A we can learn that Elvis was a popular, whether tribe liked his music or just him nonoperational sold his go intos, six hit singles in the companies hit list of top 25 better(p) sellers. It also cross-files that the magazine liked him and had confidence in him and that he would succeed at the highest level. This is sh aver by the championship Presley Hot as $1 Pistol meaning he will shoot to stardom quickly. The phrase also mentions that he is also the number two best seller after a well well-thought-of, exonerated cut singer. This shows he has already almost made the big time.Question 2. Study cums A and B. point of reference B gives divergent impressions of Elvis Presley to that given in Source A.i) In what ways do the sources differ?Source A is different to Source B in many ways. Source A is a factual article which is encouraging toward s Elvis, promoting the fact that he is popular. This source is aimed at any age assemblage or run that had an interest in modern music and read the magazine. Source B is peoples personal opinions, condemning and objected, Presley has no singing ability, and primitive physical keepment, be pillow slips of the personal criticism and abuse Source B implies. Source B is aimed at middle aged, middle class white people.ii) Use Sources C and D, and your own companionship to explain why Sources A and B differ.Source A is pen earlier than Source B and is about record sales. Whereas Source B is commenting on a TV look made by Elvis later on. Source C also refers to his TV appearance. Source C agrees with Source B in that Elvis never should have gone on TV. Source A is written in March 1956 before anybody had memorisen Elvis on TV so there was no reason to tap him. Source B is written in the same year but is after his first TV appearance. B is supported by both C and D in criticisi ng Elvis about his appearance and his dancing technique. This is shown in Source B stating his primitive physical movement and is supported by C and D quoting, unfortunately Presley makes personal appearances, and how shocking he looked. Source A is aimed at any age group or race that had an interest in reading the magazine and in modern music. Source B is aimed at the middle or upper class that would read national newspapers. Source C is aimed at Catholics, and Source D is aimed at anybody.Sources B, C, and D all criticise him so therefore support each(prenominal) other. This is another reason why Sources A and B ar different. Source A is reaction to his records and is a factual Source six hit singles in the companys hit list of top-25 best sellers. Whereas Sources B, C, and D, are all opinions of him and his appearance. Source C supports Source B in that it was criticism of him early in his passage when he first made his appearance on TV. Source D supports Source B in criticis ing Elvis. It shows that even other singers were being shocked by his performances told some real bad, crude jokes, which werent even funny. Whereas normally you would expect another person in the same trade to be more accepting of a young up and coming star, who is new to the business.Question 3. Study Sources B, E and F.Do Sources E and F support the evidence of Source B about the impact of Elvis Presley? Use your own cognition to explain your answer.Sources E and F do not support Source B. Source B was written as newspaper articles about Elvis appearance on the Milton Berle show. The three articles in source B are all critical about Elvis eg. Presley has no singing ability, unintelligible lyrics and grunt and let out antics. Whereas Sources E and F are positive about his appearances. The Milton Berle show topped Sergeant Berle in the ratings. This shows that people were watching the show to see him perform, it was a relaxed and therefore more effective Milton Berle show. Sourc e F shows screaming and yelling girls and how popular he is. This Source could also be negative as it shows him and his roughneck appearance. All of these sources show that Elvis did make an impact whether he was liked or disliked. The age group he had the biggest impact on were the teenagers. This was because they liked his music and his rebellious style.Question 4. Study Source G.Use your own knowledge to explain why these different views were expressed.In Source G the three different people verbalise all have the same view but for different reasons. The congressman Emmanuel Celler dislikes Elvis because he suasion that he everywheredid his actions. The congressman did not have a problem with rocknroll but Presley and his animal gyrations rape all that I know to be in good taste. He thought that Elvis was over the top. The next part of Source G was a statement by a member of the Ku Klux Klan. The KKK were a big racist group in south America at the time of Elvis rise to fame. At this time segregation and the Jim Crow laws were still being used. The KKK spokesman dislikes Elvis because he used black peoples style, for example Little Richard style songs. He also describes Elvis as a cannibalistic, negro-loving rock and roller, which shows he has a vision of a stereotypical American red Indian who would eat white men that entered their territory. At this time 56% of Blacks were under the poverty line. The Preacher is against Elvis because he sees Elvis as a bad influence on the young, stating that he would not let my daughter cross the road to see Elvis. He might also dislike Elvis because as a member of the church he might be against his sexual movement such as the hip thrusts.Question 5. Study Source I.Source I suggests that attitudes to Elvis Presley were beginning to change by 1958. Use the source, and your own knowledge to explain why this was happening.Source I shows that people were starting to like Elvis. Source I suggests that he had achieved US de mocracy doing what all American citizens were expected to do This is US democracy at its best, because he did not use influence to buy his way out. This changed his image from a rebel to a squeaky clean pop star. He changed his style of music and started making films. Recording sessions were made shorter so he could move on to his next film, in contrast to the 30 takes of Hound Dog. After he had returned from the army he stopped doing live concerts and started wearing suits. He sung a duet with a well respected star, Frank Sinatra, on Franks TV show, which was edited so that the audiences screams were taken out. Elvis films joining the army and business modal value made him more acceptable for all age groups and classes.Question 6. Study all the sources.The impact of Elvis Presley on US society during the 1950s was more the result of television coverage of performance than his music. Use the sources, and your own knowledge ,to explain whether you agree with this view of the career o f Elvis Presley.The impact of Elvis Presley in the 1950s is utter to have been more to do with his TV appearances than his music. A lot of people did not have TVs in the 1950s but most people had radios so the statement is debatable. Newspapers and magazines also highlighted and mostly exaggerated Elvis appearances. Personally I disagree with the statement. Sources B and C are Magazine and newspaper articles with other peoples opinions about his TV appearances. both(prenominal) of these articles are one sided against Elvis, only giving a conservative reaction. These reactions are all picking out bad things about his appearance and movements eg. Presley has no singing ability, Unintelligible lyrics, primitive physical movement, and grunt and groan antics. Source F which shows Elvis dancing and singing could be positive in that there are so many screaming fans, or negative viewing roughneck appearance with sideburns and controversial work sense.Sources A, E, and H are all positive Sources towards him and his records. Source A shows that his music was popular and that he was already the number two best seller before he even appeared on TV. Source E shows that his appearance on the Milton Berle TV show had topped the ratings. This shows that people were tuning in to see him again showing he was popular before his first TV appearance. Source H is more facts about his record sales and how well they were selling compared to other artists at the same time. These statistics tell us that his music was highly popular. These three Sources are factual rather than opinion like Sources B, and C. The middle aged group of people at the time were always looking to criticise Elvis.

Sap with Body Shop

bore is the institutions leading provider of subscriber line softw ar terminations. soft touch solutions are designed to meet the demands of companies of all sizes. mySAP Business Suite solutions are helping enterprises around the world improve customer relationships, enhance partner collaboration and create efficiencies across their supply bondage and business operations. The Body Shop is unifying its worldwide operations on SAP enterprise software, deploying the SAP for sell industry solution across its headquarters, regional offices, warehouses and more than 2,000 wholly-owned and franchise outlets worldwide.The Body Shop, an SAP customer since 1999, chose SAPs integrated retail enterprise applications to harmonize business processes across its international net die hard, creating a pixilated yet adaptive foundation for business growth with the SAP NetWeaver technology platform. The worldwide rollout, being apply with support from IT service provider Diagonal Consulting, is part of the retailers three-year strategic plan to give enterprisewide consistency in forecasting, ordering, allocation and distribution processes.Replacing a number of legacy systems, SAPs cortege of core enterprise applications and specialized software for retailers will cover end-to-end business processes from headquarters fell to the store level, powering the companys financial processes, warehouse and supply chain oversight, new product training and point-of-sale (POS) operations. Jon Granville, the global head of IT of The Body Shop said, We chose SAP for its retail expertise, global reach and solution scope.Our global SAP rollout is not an IT initiative, but a business initiative that will help us improve our key processes that drive competitive advantage at each local outlet. SAP for sell will help us provide targeted support throughout our sales and distribution network and, ultimately, endure better service to our customers. HP with body shop The Body Shop has named HP as its preferred global foundation partner to migrate its existing disparate legacy systems to a complete, standards-based HP infrastructure solution.With operations in 52 countries and more than 2,000 stores, The Body Shop has experienced rapid and extensive global growth in recent years. It is estimated that The Body Shop sells a product every 0. 4 seconds, glide path to more than 77 million customer transactions annually throughout stores worldwide. HP is delivering a standardize information technology architecture across the firms global operations, reducing the overall total cost of ownership of IT and providing higher system performance and room for future growth.The consolidated infrastructure will cut management time and cost, ease load balancing, improve system and space utilisation, and optimise the return on investment of The Body Shops new global enterprise resource planning implementation. The Body Shops IT vision takes a one(a) World, One Way approach to its global infrastructure. HP embraced this vision and is helping the company design, build, integrate, manage and evolve into an adaptative Enterprise one that will be able to easily adapt to change to meet the necessarily of its growing business, while ensuring operational readiness and protecting its critical business processes. HP is proving to be a perfect partner, said Jon Granville, global head of IT, The Body Shop. HP understands the retail sector and our requirements and this allows us to work together on a total global infrastructure solution to achieve our IT vision and so meet the requires of the business.This is a signifi tail endtly different approach to the other competitive offerings we evaluated, and will ultimately provide us with the means to ensure better visibility of consumer data, streamlined operation of our supply chains and better integration of our processes right across our global businesses. About body shops weathervane Body shop has an amazing w ebsite. You almost can find everything you want to know on the website much(prenominal) as what ingredients in each product. They separate the categories in a clearly way, for example they have outflank seller arrange-up bath and body hair fragrance ect. When you click into some products you are interest, you can find out how it works and what the other customers view and some suggestion. There are 29 languages on body shops web, so Japanese dont need to worry if they cant understand English.Also they publish a lot of promotions on the web, such as what is on sale and that gift box they are selling at moment. The web nearly disc everything happened in body shop. For example, Body shop sent their employees to the suppliers and melodic theme what they find on the internet. The Last report online is more or less a man called peter, he went to Africa to know how they rush Shea butter, he even try to make it by himself and he write about how it feel after he used the Shea butter. His report and photos videos however make us trust body shop more.Its a special way to make customers to believe how favourable body shops products are. One more amazing thing to me on the web. They have a The Body Shop skin care regime guide, its a questionnaire to help you to know what type skin you are, and after your finish the test, they will give you suggestion about the skin care product and eye care product, they even divide the products into morning and night. Its genuinely easy and convenient for the first body shop user its also a good tool to help you save the money, because you only need to buy the right products for yourself.

Human Resource Management Essay

AbstractThrough turn up the clock time of the course, military psychenel Resource Management, we hold up been fitting to learn and white plague HR practices in everyday life. This paper has been put to weeher use deuce case studies and eight chapters from the book, Managing Human Resources. The two case studies atomic number 18 found on capital of Nebraska galvanising Company and s issueh-west Airlines, the eight chapters include chapters 1 and 3 then chapters 7 by 12. As a group we curb feeded together to prepargon from individually unitary contrary chapter and we put unity across utilise the cases to religious service develop our testify Human Resource skills. This paper bequeath demonstrate how as a group we were equal to(p) to relate the case studies to diametrical aspects that the Human Resource field coers.Chapter 1 Managing Human ResourcesRead the two cases at the end of this book regarding capital of Nebraska galvanising and south-west Airlines. Th en knowledge Exhibit 1.1 as a guide, make an illustration that identifies the stakeholders of from all(prenominal) ane caller and shows the relative importance of each stakeholder to each come with. To complete this assignment, you chiffonier gather your information materials in this chapter, the cases at end of the text, and from new(prenominal)wise sources, including newspapers, magazines, the internet, and your own experience. If you ar unable to obtain information you look is relevant, make assumptions ground on your outgo judgment. whole tone any major assumptions you make. souwest AirlinesLets elaborate on each stakeholder in more(prenominal) than than detail. First is suppliers which argon Boeing Aircraft, airport, and the fuel companies. Boeing supplies theairplane that they us which is the Boeing 737, the airport gates interpret income for the follow, and the fuel society of course supplies fuel. With exclusively the opposite suppliers southwestern has to keep them in line with what they argon trying to accomplish which is offer the best prices to its nodes. Competitors atomic number 18 all the airplines at the airport. south-west has to figure out a way to maintain a pro conk out and still offer lower or same prices at the other respiratory tracts. They should always realise what the competition is doing or offering.Customers be stakeholders in that they be the Shante Johnson population who atomic number 18 buying the product and without them thither is no business. Employees are important because they add value to the party. Employees are resources because they provide labor and help with production. at capacious last the enivornment/communtiy is a stakeholder because southwest has plans in motion to help protect the resources they train and drop back to the community. southwestern prides itself on being socially responsible and has done so by charity programs, recyling, and going green. They feel that if the community is on their side and supportive of them then they outhouse prosper and be a sept secern.The capital of Nebraska electrical CompanyCorporations desire The capital of Nebraska galvanizing Company are dependent on their customers. If they do not improve their relationship and offer the best for their guest the businesses might not be as successful. The customer makes it correspondingly to for a social club to attain its goals. LEC views it employees as being of importance because they are the heart of the company. They maintain production and their causeance Shante Johnsonaffects the company. LEC feels that it will do what is needed to make their employees happy so that they can keep producing results. Lastly I feel that LEC values the environment as a stakeholder in that it hopes to come up with practice that will keep the environment safe and clean. They want to maintain a healthy environment for the community. They want to support communities in which they are l ocated.Chapter 3 Ensuring Fair Treatment and intelligent ComplianceA. What evidence exists to demonstrate that each company manages employees fairly and legally? south-west AirlinesWhen reading some southwestern I feel that they treat their employees fairly and follow the legal procedures in obtaining their employees. Southwest like most companies value their employees and the work they do for the company. I found it pertaining that Southwest renamed its HR subdivision the People department. By changing the name of the HR department shows that they see the significance in deal and the relationships that are affect with that. The article as well as says that Southwest puts time into hiring and interviewing applicants. I view that as they notwithstanding want the best for their company and will use the resources needed to get the best. If that mean interviewing 100 mountain for one art then so be it. If I was applying and knew that they unaccompanied want the best and a djudge accounts in place that shows their support and care for employees I would want to work for them.capital of Nebraska voltaicAt prototypical when reading rough LEC I thought they value their employees because they know their employees are the main agent they are able to be successful. capital of Nebraska electrical recognizes that notes is an bonus to employees and knows that by offering an incentive they can get the workers to be more productive. They understand that there was to be an near relationship amid employees and managers. There has to be a take aim of respect for each other. capital of Nebraska electrical has HR Objectives that pertain to its employee I am going to list collar out of four of the accusives first is to maintain and Shante Johnson run the capital of Nebraska Incentive Management Philosophy, to recognize spate as the companys most important asset, and to promote dressing, education, and festering that broaden employee skills (Jackson, S chuler, Werner pg 563).I do not know numerous companies that have neutrals scripted down for their employees. Having objectives in place to be followed by HR personnel is reassuring that they capital of Nebraska electric car cares about its employees. As I lodged to read about the company I found out they have a low turnover rate, further they keep their workers busy and foc utilize on the projection at hand. They alike have no leisure time and umteen do not elate a break. I do not believethat to be fair because if you are working a certain amount of hours a day you need a break. Also not having time to socialize with others I can picture the workplace being full of robots. People clocking in and doing their barters and then clocking out and going home.B. Are there company practices at Southwest Airlines and/or capital of Nebraska galvanising that you would consider to be unfair? If so, which ones? wherefore?Southwest AirlinesI will be honest is was hard marking a prac tice that was unfair but after much thought I find it unfair that when an applicant is being consider they may be asked to speak in count of a life-sized group of people. If I am interviewing for a basic trouble that does not involved a lot of interaction with people why should speaking in front of a large group be a part of my applicant mathematical operation. I alike find it strange that Southwest will red flag an applicant that is flying in. I understand the idea of seeing how they conduct around others and handle certain situations, but they should also be notified that they may be watched. I also do not find it fair to judge an applicant before you even get to march them. You cannot always take the opinion of others when making important decisions that can affect your company. I do like having others opinions and having them way in, but I do not want them to spy on an applicant.capital of Nebraska electricShante JohnsonLincoln electric car included a dialogue of a few interviews they held and it immediately stood out to me that they were inquire questions that are unfair and illegal. I do not find it professional to ask how much bullion did you make last year, what did you do with that money, and how do you feel about joining a union (just to name a few). Employers can get into trouble asking those questions because if someone is rejected they can sue ground on the questions they were asked. I also do not think it is fair for caution to have the office staff to cut hours without any notice. both(prenominal) employees livelihood depends on their job. If their hours are suddenly cut it does not fuddle them time to put other plans into motion. I also feel that it makes the company look bad and can bring down employee morale.Chapter 7 Selecting Employees to Fit the Job and the Organization Describe, tax, and compare the pick procedures apply at these two companies. In preparing your answer, consider the following issues A. The objectives of the alternative work.Each company has a different selection serve well for job applicants and how the company selects its applicants is unique. Some companies may not have an intricate selection serve well kind of they just want to strike the absent gravel. However, this is not the case when Southwest Airlines or Lincoln galvanic selects employees. Southwest Airlines believes that investing in recruiting should be a top priority for their company, and so it has change by reversal the goal to select applicants who will fit into the last that Southwest has created instead of just filling a vacant position. Southwest wants to make sure they are hiring people who will be beneficial to the company instead of hiring someone quickly then the new employee not fit into the mold Southwest has created.In the case of Lincoln electrical, they do their selection touch on a little differently. Instead of going out and recruiting for all the consecrate positions at bottom the company Lincoln Electric instead but uses outer recruitment in cases of entry aim positions. Lincoln Electric has decided to fill all other bluff job positions internally, with those employees who have already been a part of the company. Since Lincoln is filling most job openings with people already employed within the company it shows that the company believes in the employees it has, and wants to help them grow individually as the company grows as well.B. The criteria usedThe criteria used in the selection process of new employees for Southwest Airlines and Lincoln Electric differ greatly betwixt the two companies. The major criterion used for Southwest Airlines is attitude. Southwests selection process has strong roots in the attitudes of the job applicants. The company has selected five list predictors to see if the applicants attitude would blend well within Southwest. The predictors are blend of energy, humor, police squad spirit, and self-confidence. It makes sense that Sout hwest wants to hire employees who would fit into the company culturethat way they can ensure positive and squad work oriented attitude is kept within the company.The major criterion used for Lincoln Electric for filling positions is foundingd on in house hiring, except for entry direct positions. By bountiful employees notice of the open positions it can help keep the company culture the same, and is beneficial to keep employees and get word them new skills. When the company is able to teach employees new skills it helps build the different competencies they possess different competencies can help make an employee more attractive to the geological formation instead of just one specific job title. This employee then becomes multi-functional. C. The proficiencys used to tax the competencies of job applicants.Southwest Airlines and Lincoln Electric have specific hiring techniques to assess the competencies of strength employees. Southwest uses three distinctive techniques to he lp figure out who will best fit the dynamic of the company. The first technique used is the own(prenominal)ity test. The personality test helps The People Department get to know job applicants values and what sheath of personality he or she has. There are septenary traits used cheerfulness, optimism, decision making skills, team spirit, communication, self-confidence, and self-starter skills. The person being interviewed needfully to receive a three or higher, on a scale from one to five, to move on to the next stage of the interview process. The next technique used would be the actual interview. Southwest looks to find people with great people skills, matching work experience, and people who are team players.Hiring people without these qualities would be a waste of time, considering that many of the jobs Southwest provides have to do with teamwork, helping people have a pleasant experience, and experience. The last technique is the most interesting, Southwest wants to make sure they hire people with a great attitude so they have managers jot down anything memorable about the applicant, good or bad, they retrovert applicants special tickets on their flights so employees will know to observe them and their behavior, and they are also asked to speak in front of groups of people. However, the sense of hearing is also being evaluated along with the speaker Southwest wants to see if the audience members are attentive and give attention to who is speaking. Southwest wants to find people whose attitudesfit in with current employees and the culture theyve built together. consequently their selection techniques are quite rivet on the job applicants attitude and values. Lincoln Electric has kept a constant theme passim their selection process. During the selection process, Lincoln Electric uses current employees to fill open positions and they are able to find out if employees can take on a new position through and through the interview process. Lincoln does not use aptitude or psychological interviews instead they focus on the personal aspects of the employees. There is a committee that is made up of supervisors and different vice presidents whom interview the different job applicants. Since the interviews are on a more personal aim, the committee is looking for the correctperson who can perform the specified tasks and fit in with the new department. Although Lincoln Electric uses the committee to perform the interview process, the final selection is left up to the supervisor who is in boot of the department where the job opening is. D. The apparent effectiveness of the selection process.The effectiveness of both companies selection process has been extremely effective. In the case of Southwest Airlines because of the friendly culture close to 90,000 people applied in the past few years. This many applicants can be overwhelming, but since the HR department is committed to only hiring those applicants who can fit into the company culture , they only hired 831 people. Due to the specific selection process and the use of different employees from the HR department, managers, and employees the turnover rate for Southwest is slight than five percent.The employees of the company enjoy their jobs and the culture that they are involved with on a daily buttocks that the employees continue to work for Southwest for the long-term. Lincoln Electrics selection process is as equally successful as that of Southwest Airlines. Since Lincoln Electric fills openings in-house the company doesnt experience a high turnover rate. Employees average around 18 years working with the company, and due to the in-house hiring process employees become more satisfied with their work because they are able to develop and move up in their career path.Putting faith in current employees to help build thecompany from the ground level to top level, put rely in employees and thus employees trust Lincoln more and want to stay with the company longer. E . The roles and responsibilities of line managers, HR professionals, and other employees in each company. Each company has their own unique way of selecting the perfect job applicants to fill the needs of the company, and each company has proven to be successful in the selection process. But without the helpof HR professionals, line managers, and other employees the companies may not have had such smooth sailing. Southwest Airlines makes sure to include every level of employees to help choose new employees through their selection process. The HR professionals, or the People Department, work to set up and organize the different interviews and where they will be held, the HR professionals also distinguish what qualities are important to the company culture for job applicants to be able to fit in. Line managers and employees are also involved, they are able to interact and speak with job applicants.By Southwest involving line managers and employees in the selection process, it shows ho w important the company culture is to the company. Having the line managers and employees involves also allows them to help select future employees that they will have to interact with on a daily basis. Lincoln Electric also involves HR professionals, line managers, and employees in the selection process. The HR professionals post the job openings on an internal job board and set up the interviews that will be conducted to find the powerful applicant. Line managers are involved in the selection process through interviews, and they eventual(prenominal)ly have the final decision in who is hired to work in their department.Employee pursuit is probably the most important part of the selection process. Employees are important because if they are not actively involved in applying for the open positions Lincoln Electric would not be able to fill the open job positions. Having the employees involved with filling the job positions is crucial to keeping the company on task and not having a lot of turnover. Chapter 8 Training and Developing a Competitive Workforce A. For which company is civiliseing and development more important? In the case of Lincoln Electric and Southwest Airlines there is one company who puts more emphasis on gentility than the other. Southwest deeply involves new employees into the schooling processmuch more than Lincoln Electric. In the production area of Lincoln Electric the employees are accustomed on-the-job reading that is over a short time period, and they are then expected to perform their dutiescorrectly. When it comes to sales jobs they receive on-the-job training at a plant, then they go to a regional sales office and receive more training while they are working. Lincoln Electric does not provide or cook up for outside training, unless there is a specific need for the outside training. tear down though Lincoln Electric does not spend a great deal of time with training, Southwest does. Southwest places a large emphasis on employe es fitting in to their work culture so the company provides ample training in all aspects the employees will be involved in. There are seven different areas that new employees are trained in when entering the Southwest team. The areas include Freedom-LUV-and You, leading 101, Leadership Southwest Style, Next Level Leadership, Power Speak, Successful Performance Appraisals, and Every Customer Matters. impertinent Lincoln, Southwest encourages employees to take full usefulness of outside training whenever they can. non only does Southwest train employees in their own respective fields, but they also train employees on the jobs of other employees who they will be working closely with.This type of training helps employees understand and better relate to those who they will be working with on a regular basis. Southwest provides an enormous amount of training for new employees, but they also continue development and training for existing employees as well. Once a year all employees ar e required to attend training programs that help reiterate the shared values throughout the company. B. Describe how the training and development activities in both companies are related to other HR activities. The training and development activities at Lincoln Electric also relate to other Human Resource activities that are involved within the company. The main human resource policy that fits well with the training and development of Lincoln Electric employees are the work assignments. The management teams at Lincoln Electric have the power to change or commute the work assignments of current employees. In order to keep up with the changing of work assignments the training process cannot be lengthy.The training that employees receive is on-the-job, so if a workassignment changes they are able to be taught quickly on what their new responsibilities will be. In a company like Lincoln Electric the needs of consumers may change and having the ability to move workers assignments and pr ovide sufficient on the job training helps the company keep up with the changing external factors the company faces. The training and development activities at Southwest Airlines are in direct correlation with their hiring and selection process. Southwest works particularly hard to find employees who exhibit the right attitude, who will fit in, and demonstrate the qualities that are important to the company culture.Since the time is pass to find the best employees to fit in, the company wants to invest into training them properly to become part of the Southwest team. The training Southwest provides its new employees is an extension of their selection process. Southwest does not hire employees just to fill positions accordingly the company wants to invest in the new hires to billow their abilities and qualities. Not only does Southwest want to connect the selection process to training and development for new employees, but training continues for existing employees too. living empl oyees are encouraged to do outside training to improve their skills and knowledge. The company also requires a per annum training session to make sure that everyone is still ope range with the same shared values throughout the company. The values in the training are the same values that the employees shared with Southwest Airlines from the time of their selection.Chapter 9 Conducting Performance ManagementA. Compare Lincoln Electric and Southwest Airlines with respect to the major purposes of process measuring stick and feedback. Which governance seems to be more concerned with traits? With behavior? With results? What uses does exertion measurement serve in these two companies?Performance measurements and feedback are vital to the success and knowledge of Lincoln Electric and Southwest Airlines. Each company uses performance measurement tools to help gage the employees performance and where there is room for value. The performance measurement Lincoln Electric uses is based o n a great deal of results and how the employees are performing their jobs and designated tasks. Employees and managers are evaluated on differentterms. Employees are evaluated twice a year, and their performance principles include quality, dependability, ideas and cooperation, and output. Managers are evaluated on six different competencies leadership/ownership, decision making and judgment, results orientation, teamwork/commitment, quality and customer focus, and creativity/innovation.When it comes to feedback managers at Lincoln Electric talk about the performance nocks with employees and if necessary will provide recommendations. Once a year the company provides feedback based on performance and will also assist in performance improvement and development. Southwest Airlines focuses on results, but their main concern for employees is based on their traits and behavior. Southwest strives to have excellent customer service, as a result employees performance is measured on how wel l they are performing their jobs and handling the customer service aspect. The performance measures used help with building team cooperation instead of enticing competition between different departments.When managers evaluate employees, especially regarding customer service, they have to provide documentation of the events and how the employee performed. The manager cannot just give an outstanding score without regarding actual events that took place. Southwest Airlines contributes feedback to what they call loving feedback. It celebrates successes, it lets people know how theyre doing, but its also honest(Jackson, Schuler, and Werner, 2012). The feedback brass for Southwest has two different objectives first is the metrics level and second is the conversation, people to people level.The performance measurements used for both companies reflect the performance of employees and management. However, Lincoln Electric focuses more on the results that employees receive from their evaluat ions. Lincoln Electric does use the performance measurements to influence, whether it is an increase or reduction, in merit manufacture and the decisions of bonuses for employees. Not only do the results of the performance measurement affect if an employee receives merit commit or a bonus, the company uses the evaluations to clear smilery claim problems. In the case of a warrant claim the manager can trace the claim to the exact employee error made. When this happens the employees performance score may be dishonord, or the worker may be required to re soften the exist of run the warranty claim by working without pay (Jackson, Schuler, and Werner, 2012).Southwest Airlines truly uses their performance measurement and feedback system to focus on the traits and behaviors of the employees. They want to show employees they value their work, and give them feedback that helps. Due to how concerned Southwest is to give employees a meaningful experience, employees would rather hear nega tive feedback and performance ratings than hearing nothing at all. At least by hearing the negative feedback they have something to work towards and improve on to make themselves better. B. For Lincoln Electric, how well do the performance criteria fit the companys strategic objectives? Identify any potential sources of deficiency and contamination in the companys performance measures.For the most part Lincoln Electric fulfills two out of the four HR Objectives that the company has deemed to be important. Those two are to maintain and expand the Lincoln Incentive Management Philosophy and To maintain an affirmative action program, and provide employees with opportunities for advancement adapted with their abilities and performance regardless of race, religion, national origin, sex, age, or disability (Jackson, Schuler, and Werner, 2012). There are two other objectives that I do not believe Lincoln Electric is taking enough advantage of when development their performance criteria. Two objectives include recognizing people as the companys most valuable asset and promoting the training, education, and development to broaden the employee skills. Lincoln Electric only provides on-the-job training and they do not pay for or encourage outside training, unless the need is absolutely necessary.Not only do they only offer on-the-job training, when performance results are released twice a year, the employees only receive coaching and performance improvement development once a year. Lincoln Electric should at least offer the coach and performance improvement straightaway after each performance evaluation and feedback term. By not investing in the training and education of employees they are not fulfilling that particular objective. Also, when an employees performance is bad, management punishes the employee instead of taking the time to find out what went wrong in the making of an item. There might have been something the employee didnt understand. Not taking the time to discuss and figure the source of theissues doesnt show that Lincoln sees people as the companys most valuable asset. Especially, when a mistake happens, their performance score is trim and they have to fix the problem without receiving pay.C. Compare the sources of performance information used at Lincoln Electric and Southwest Airlines. Would you recommend that these governments use 360-degree appraisals? Why or why not? Each company has a different way of evaluating their employees to find out how they performing and if they need any help or training. When looking at the sources of how Southwest evaluates their employees performance I do not think they need to use 360-degree appraisals. The company focuses different aspects that affect the employees individually and what teams they are a part of collectively. Southwests performance management also reflects how we value our employees(Jackson, Schuler, and Werner, 2012). Southwest effectively measures the performance of employee s and the teams they are on, this type of performance measurement promotes cooperation between employees instead of employeestrying to compete to be the best.Southwest prides itself on teamwork, so when something goes wrong it isnt just one individuals fault, the company examines what different departments were effected to make this problem, and as a team they fix the problem. When examining the performance measurements of Lincoln Electric, I do believe that the company could benefit from implementing 360-degree appraisal performance measurement. Lincoln Electric employees are evaluated by their department manager, and employees help establish the goals that the managers are performance evaluations are based on. 360-degree appraisals would be able to give employees and managers more evaluations to work with. This type of appraisals uses supervisors, subordinates, peers, and employees to evaluate performance. The people chosen to evaluate the employee or manager are not random either , they are people who work with the employee on a regular basis and who know how well this individual does with his or her job.When Lincoln Electric is only using a manager to evaluate the employees, the manager may be bias and not give each employee a fair evaluation. However, when using 360-degree appraisals it is hard for one individual to sway the evaluation when there are multiple people working to evaluate the employee properly. Multiple-source evaluations are perceived as being more fair, reliable, and sensible than ace-source arisees(Jackson, Schuler, and Werner, 2012). The 360-degree appraisal process may benefit Lincoln Electric when fulfilling their HR objective of recognizing people as the companys most important asset as well. By having more than one person involved with the performance measurements, employees may gain a better since of how important they are to the company overall.Chapter 10 Developing an Approach to Total CompensationThe purpose of an organizations substance allowance is to provide sufficient incentive and recognition to attract and retain the right people for the right positions within the organization and for those hired, to remain engaged within the organization and perform at their best ability. It has been proven that by having the right employee fit will improve motivation and productivity, resulting ultimately in a more content men and increased retention and tenure. Establishing a solid and competitory entirety remuneration incase contributes to employee retention, which happens to be one of the greatest concerns of employers today, with 59 percent of those surveyed worried about losing their best employees to competitors and 67 percent concerned about the difficulty of finding skilled labor. (Taylor, 2013)Total remuneration not only refers to an employees salary, benefits, and other financial rewards, it also factors in non- monetary rewards as well. There are four strategic objectives, tied directly to total fee that should be considered when establishing an organizations total compensation. These include 1) Attracting, motivating, and retaining the talent required for a digestable war-ridden advantage 2) Focusing the energy of employees on implementing the organizations particular competitive schema 3) Improving productivity and 4) Cost containment. (Jackson, Schuler, & Werner, 2012) 1. Compare and contrast the two companies on the followinga. The objectives of their total compensation practicesAs communicated in Lincoln Electrics Employees Handbook (Lincoln Electric Company), as well as in the text case study (Jackson, Schuler, & Werner, 2012), Lincoln Electrics compensation practice is reward total compensation for premium overall performance. The key elements of premiumtotal compensation are base pay and bonus. support performance is your individual performance as well as Lincoln Electrics performance. When you roleplay or exceed your goals and the Company meets or exceeds i ts business goals, the result is premium total compensation for premium overall performance. (Lincoln Electric Company) The companys objective is to reward employees through recognition, pay forperformance, and by overlap simoleonss with incentive bonus compensation based on extraordinary achievement as a means of motivation. (Jackson, Schuler, & Werner, 2012) Base pay for Lincolns employees is determined by salary surveys comparable to the salaries of similar jobs in the Cleveland area, comparing externally as well as internally, through job evaluation and adjusting quarterly to ensure the salaries remain aligned accordingly.Job evaluation and continuous/comparative review is important to the organizations position alignment and the employees total compensation. Base pay can be earned by either piecework pay, hourly pay or salary pay dependent on the type of position and classification of the job within the organization. In addition to the base pay received, Lincolns bailable e mployees have the opportunity to receive a portion of the companys annual utilitys as incentive bonuses. These year-end profit share-out bonuses are proportional to the individuals merit scores. The plank of Directors determines if there will be a bonus payout and dictates the amount to be distributed. It will only be paid out if the company was able to earn a profit for the year. The individual pay outs and employee shares are based on the individuals pay and performance during the year.A successful year for the company results in a shared portion of its success with the employees, rewarding them for their part in earning the profit. Southwest Airlines overall objective of their compensation program is to promote and reward productivity and dedication to the overall success of the Company and to thereby also support the companys overarching objective of attaining reasonable profits on a consistent basis and preserving job security. The development of a more performance-oriented c ompensation structure is intended to support and reinforce the factors management believes are most relevant to the companys success. (Commission, 2011) Southwestsemployees total compensation is relatively equivalent to other airlines, addicted the nature of the type of labor required of the industry. Labor costs musical score for 35% of Southwests overall expenses, with 83% of these positions falling into, and controlled by, collective bargaining agreements (union positions).Although Southwests base pay structure has been at or below the market and operates in an industry where other entities dominate the bargaining power, this low-fare/no-frills airline has maintained a productive workforce through its total compensation offerings of numerous opportunities to share in company success through variable pay programs, including profit sharing and a declension bargain for plan. (Jackson, Schuler, & Werner, 2012, p. 579) Given Southwests continuous success over the years, these off erings of lucrative buyout plans to highly compensated employees and different variable pay programs, such as profit sharing and product line purchase plans have been extremely attractive to its workforce. whollyowing and encouraging their employees to do what is necessary to satisfy the customer, empowers and motivates them, resulting in a greater level of job satisfaction and retention, therefore, increased customer satisfaction and company profits.The profit sharing plan offered by Southwest was the first of its kind in the airline industry and is directly tied to a defined function plan, encouraging a long-term employment relationship with its employees. Owning nearly 80% of the companys stock, employees also recognize the advantages of Southwests stock purchase plan, offered to them only at a discounted stock share rate. Their monetary gains are closely tied to the companys financial future. (Jackson, Schuler, & Werner, 2012, p. 587) In addition to the above say companys t otal compensation offerings, Southwest Airlines also uses recognitions to reward their employees. The awards in these programs and others are given to employees who perform at a high level consistent with Southwests strategy and culture, and they can come in the form of plaques, monetary payments, photos interpreted during the awards ceremony, photos of the award winner with the CEO, and mentioned in the company newsletter. (Jackson, Schuler, & Werner, 2012, p. 587)b. The role of total compensation in achieving a competitive advantageLincoln achieves a competitive advantage through its piecework pay, shared profits incentive bonuses, as well as job security and guaranteed employment. These elements gave Lincoln employees a sense of ownership in the company. The companys goal was fulfilling the customers needs and therefore, recognized that employee performance and productivity are the means by which this goal can best be achieved. This belief led to the companys commitment that the earnings of each must be in accordance with accomplishment. If money is to be used as an incentive, the program must provide that what is paid to the worker is what he has earned. (Jackson, Schuler, & Werner, 2012, p. 562) This company attitude and total compensation plan empowered its workforce to work harder and smarter resulting in little to no employee turnover, employee compensation that is almost twice that of other comparable job families in the same Cleveland area, and a workforce that sees themselves as part of an organization with executives and leadership that takes care of its employees.In some ways similar to Lincoln, Southwest Airlines maintains its competitive advantage through its compensation of base salary, profit sharing and stock purchase plans, as well as, short/long term incentives and annual incentive bonuses. As promoted by Southwests website Our people are our single greatest strength and most enduring long-term competitive advantage. (Kelly, 2014) In order to have a competitive advantage over its competitors, a firm must have the ability to obtain/sustain profits/benefits that exceed the average for others within its industry. As stated earlier, Southwest was the first to introduce a profit sharing plan in the airline industry. (Jackson, Schuler, & Werner, 2012, p. 586) Another strategic business initiative and fount that contributed to the companys competitive advantage was through the introduction of the 10-year pilot contract agreement of 1995. Specifically, during the first five years, the pilot wages would not change, then five years following, the pilots got the stock option of the company and annual salary would increase by 3 %. This kind of salary strategy combined frugal interests of the pilot with the interests of the shareholders of the company (if share prices rise, both sides would profit), so the company added value.Italso helped southwest airlines to provide tourists frequently and frugal flight to tourist, and won t he competition advantage. This kind of salary strategy is hard to be imitated by competitors. (Zheng, 2012) c. The pay mix and employees reactions to the pay mixAs stated earlier, the pay mix for Lincoln Electric consists of base wages (piecework pay, hourly pay and salary pay) and bonuses. The piecework system adopted by Lincoln Electric is based on some fundamental principles including 1) Rewards employee for what is done rather than for how much time is spent on the job (more productive employees who meet quality standards = greater compensation than those who are less productive) 2) Changes in piecework prices will be made as changes in equipment, method, layout, procedure, tooling, design or materials are made 3) Group piecework is interdependent, and the cost of the job is coiffeed by the bottleneck or the slowest operation in the line 4) All Lincoln employees guarantee their quality and workmanship 5) Pieceworkers are paid only for production that meets Lincolns quality stan dards. Production of scrap or defective parts will be taken into vizor during merit rating.Hourly and salaried employees base pay is determined by means of benchmarking, comparing the base pay for a sampling of jobs at Lincoln to the base pay of similar jobs in other companies of the same industry. The bonus plan has been the cornerstone of the Lincoln management system, and recent bonuses have approximated annual wages. Bonuses have averaged about 90 percent of annual wages and the individual bonuses are proportionate to merit rating scores. (Jackson, Schuler, & Werner, 2012, p. 560 & 570) Lincoln Electrics employees reaction to the pay mix of the company is very supportive and positive. establish on five employee interviews, all five expressed their satisfaction with the compensation received. Each of the employees interviewed hold that their salaries exceeded those of employees in similar jobs within the Cleveland area, considering themselves fortunate and better off financiall y due to their positions with Lincoln Electronic. or so also stated that the greatest advantage of working forLincoln was the compensation or the amount of money they can make (base, incentives/bonuses, stock dividends). They mentioned that they didntbelieve they could make this type of money anywhere else. As mentioned previously, most of the employees in the airline industry are union employees, controlled by bargaining units and union contracts. In addition to the hourly base pay employees (typically at or below market), Southwests pay mix also offers opportunities to share in the company through variable pay programs (profit sharing and stock purchase plans). Mentioned previously, this mix has proven attractive by employees, as well as competitors, with attempts of mimicking in the airline industry. Unlike many of its competitors, however, Southwest is a low-fare, no-frill airline. Rewards and/or perks such as cars, club memberships, etc., are not awarded to the company officers at Southwest, maintaining lower costs to the company and ultimately higher profits to be shared.Although this pay mix has maintained attractive for many years, its future is questionable due to the acquisition and future consolidation of AirTran. I am not certain that this lean airline machine will be able to continue to remain as lean and profitable as they have been given the competitiveness and external threats of this industry. 2. Which near to compensating employees would you prefer? Why? The compensation structure I find more desirable would be that similar to the pay mix exercised by Lincoln Electronic. Although I believe it is dependent on the type of industry you are in, I prefer a compensation plan or structure with more internal controls. I find the Lincoln pay mix to be one of which there are more internal controls over. As a manager, I believe it also encourages a more team-centric approach path to the workforce and empowers employees at all levels to push themselve s and to be accountable for the compensation they receive. The Lincoln Electrics plan allows its employees to be part of the big picture, a more wholesome contribution approach and one of which is always looking at improving the process and making a better product overall.Given the employees level of contributionand sense of ownership, there seems to also be a higher level of dedication and pride, pushing their capabilities to the limitbenefiting everyone in the end. Chapter 11 Using Performance-establish Pay to Achieve Strategic Objectives 1. Compare and contrast the approaches to performance-based pay used by Lincoln Electric and Southwest Airlines. Overall, which plan do youthink is more effective? Why? Lincoln Electrics compensation approach is predominantly based on employees performance. Employees rewards are heavily monetary in nature (i.e., annual bonuses/incentives based on piecework). As expressed by many interviewed, the harder and more efficient you work, the greater th e pay and/or incentives awarded. Employees salaries are directly impacted by their level of performance. Although Southwest Airlines does reward their employees based on their performance, most of the rewards received are non-monetary and company culture driven. Some of non-monetary rewards identified include luncheons, plaques, photos taken with VPs, making mention of success in the company newsletter, etc.The ultimate objective of Southwests performance-based recognition is to create a sense of family and mission. (Jackson, Schuler, & Werner, 2012, p. 582) Based on my review of the successes from each of these companies in their respective industries, I would conclude that each plan is effective, relative to their performance in their industry. To determine which performance-based plan is more effective, I believe consideration needs to be given to the type of industry and employee it is supporting. The effectiveness determined is also affected by how their employees perceive and/ or measure their level of job satisfaction. Obviously, Lincoln attracts a compensation-driven workforce (i.e., sales), while Southwest attracts more cohesive and cooperative relationships between employee groups that seek to be recognized publicly and through other means than only monetary sources.2.Lincoln Electric is gradually moving toward using a more traditional approach to pay, putting less emphasis on earnings at risk. What strategic objectives would lead the company to conclude that a more traditional approach to pay may be more effective than their present practices? A more traditional approach to pay would be more effective for Lincoln Electronic as they continue to become more global and publically owned. As Lincolns interest in globalisation continues to grow, so does the need for additional funding and profits to support this blowup. This reallocation requirement of profits, currently used to pay bonuses and incentives to employees, therefore supports the changed focu s toward global expansion. As the public ownership of Lincoln continues to grow, their focus needs toexpand beyond that of just the employees and begin to include all stakeholders, of which are contributing to the successful expansion of the organization.Chapter 12 Providing Benefits and Services1. What are the objectives of each companys approach to benefits and function? Lincoln Electrics benefit program includes several components to include a retirement annuity program, 401(k) plan, stock purchase plan, supple benefits program, medical, dental, life & disability programs, as well as flexible spending and health savings accounts. An additional benefit offered by the company includes a paid vacation during the companys seasonal worker shutdown, regardless of the employees tenure with the company. Based on no layoffs since WWII, as well as comments noted by the interviews in the case study, employees feel a sense of job security, loyalty and satisfaction to Lincoln Electric and t he benefits and services the company offers. The objective of their benefits and services is to offer an attractive and beneficial plan to their employees, maintaining competitive advantage and employee retention, resulting in a more experienced and tenured staff.More challenging to that of Lincolns approach to benefits and services is the benefits and services offered by Southwest Airlines. Due to their focus to provide a more employee-centric benefits package, continually surveying their employees to determine what their employees value, they have implemented a flexible plan that allows the company to change as frequently as needed to maintain its attractiveness to top applicants in a competitive industry, as well as retain their valuable employees, their most valuable asset. Southwests objective in hiring the best people and knowing how to findand treat them (Jackson, Schuler, & Werner, 2012, p. 577) requires a solid, attractive and competitive benefits package, including job sec urity, in an industry that is not typically known to be competitive in this area.2. How well do the benefits and services packages serve the business objectives and the needs of the employees? Which package would you prefer? Explain why. Although the benefits and services package offered to Lincoln Electrics employees is satisfactory and competitive to other similar companies, the interviews held expressed the employees main reason for jobsatisfaction rests with the compensation package, with minimal comments regarding the benefits offered. Southwest employees, however, have experienced and expressed a greater level of satisfaction with the benefits and services offered by their employer. Having a broader, more wide-range of offerings in their benefits package to full-time and part-time employees, it allows the company to meet its objective in attracting the best applicants and caring for their most valuable assetits people.Although both benefits and services packages offered by Lin coln and Southwest provide excellent job security, I would personally prefer the package offered by Lincoln, as opposed to Southwest. Southwest may offer a more employee friendly and focused benefits package, however, its flexibility and potential for change seems more appropriate for a younger workforce that has not all the same established loyalty to their employer, with the intention of long-term employment. Therefore, as a middle aged employee myself, my benefits focus and interest lies with a package that can offer more long-term and stable incentives such as employee stock purchase and pension plans, as well as a promising and reliable retirement plan.3. Could Southwest Airlines adopt the approach to benefits and services used at Lincoln Electric? If so, what would be the advantages and disadvantages for Southwest Airlines of adopting this approach? Be sure to consider how various stakeholders would be affected by such a change. I would not suggest nor support Southwest Airli nes adopting the benefits and services packages used by Lincoln Electric. Southwest gains their competitive advantage in their industry through their benefits package, whereas Lincoln does so through their compensation package. Therefore, my reasons supporting the insufficiency of confidence in Southwests adoption of like benefits and services to Lincolns is because I dont feel that Southwests compensation package is as strong as Lincolns in their respective industries.By adopting a similar benefits and services package as Lincolns, Southwest may lose their competitive advantage for attracting top talent. Additionally and as stated earlier, Lincolns benefit package is geared toward retention and catered to a tenured workforce, which is not the objective of Southwest Airlines. The need to continually bring young, energetic and new talentinto the firm requires an employee friendly and flexible plan that is focused more on short term advantages and offerings, as opposed to long-term. Southwest seeks to reduce labor costs (Jackson, Schuler, & Werner, 2012, p. 579) and by doing so, implementing a strong, attractive, but flexible benefits and services plan allows them to meet this reduced labor cost objective, while continuing to bring in new talent and maintain their companys goal to remain a low-fare, no-frill airline.Works CitedCommission, U. S. (2011). Definitive Proxy Statement Southwest Airlines Co. capital of the United States DC Southwest Airlines Co. Jackson, S. E., Schuler, R. S., & Werner, S. (2012). Managing Human Resources. Mason, OH South-Western. Kelly, G. (2014). 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