Role and Purpose of Human Resource Management

Role and Purpose of Human Resource Management Analyze the role and purpose of human resource management in a selected service industry Human Resource Management plays a very vital role in all industries, especially that of hospitality. Due to the constant transformation and growth within the industry, the need to obtain an effective Human Resource Management team cannot be ignored. Hotels such as Marriott International has come to the realization that its employees are its largest assets and having a good, skilled and hardworking workforce can be the difference between the companys success or failure (Icmrindia.org, 2004). Human Resource Management can be defined as the process of employing and developing employees in order to efficiently and effectively utilize them in the achievement of company goals and objectives (Parrilla, 2015). Below are the findings related to the role, purpose, and functions of Human Resource Management in service organizations. 1. According to Amos et al., (2008) staffing, employee compensation and benefits, and defining and designing work are three major responsibilities of HRM in the service industry. 2. Maximizing productivity within service industries by optimizing the effectiveness and potential of the organizations staff members is the purpose for which the HRM was created (Nickson, 2013). 3. Bolden-Barrett (n.d.) outlines in her article that recruiting, retention, compensation, liability and labor are the major roles in which the HRM manages. 4. Businesscasestudies.co.uk (n.d.) through its research elaborated that HRM function not only manages existing staff, it also plans for changes that will affect its future staffing needs. 5. HRM is often pressured into finding a level ground between the implementation of Hard or Soft HRM (Riley, n.d.). The service industry is greatly dependent on human resource rather than the resource needed to perform tasks within the organization. As a result of this, the service industry has invested a lot in ensuring that their HRM department is effective and have the necessary resources in order to carry out their functions. Bolden-Barrett (n.d.) outlines in her article that recruiting, retention, compensation, liability and labor are the major roles in which the HRM manages. She believes that by delegating a specific department to handle such roles it will relieve some pressure off management and also eradicate the deterrents that plague the service industry. Nickson (2013) reinforced the views outlined in Bolden-Barretts article by explaining that the purpose of HRM is to maximize productivity within service industries by optimizing the effectiveness and potential of the organizations staff members. With this purpose in mind, the HRM would assess the company and determine what is lacking an d also what it needs in order to succeed and reach its full potential. According to Amos et al., (2008) staffing, employee compensation and benefits, and defining and designing work are three major responsibilities of HRM in the service industry. When broken down further the department would be in charge of managing existing staff, recruiting selecting new staff, laying off workers, providing training and assessment, mentoring motivating, handling evaluation compensations, building strategies, providing legal guidance for both employees and the company and most importantly implementing steps to retain current staff. In fact, Businesscasestudies.co.uk (n.d.) through its research elaborated that HRM function not only manages existing staff, it also plans for changes that will affect its future staffing needs. This kind of plan requires HRM to find a level ground between the implementation of a hard or soft management system (Riley, n.d.). They need consider the risks of implementin g soft HRM and leaving the company at a competitive disadvantage by treating employees as the most important assets or implementing a hard HRM where they end up gaining a more cost effective workforce. Conclusion Achievement within the service industry depends on the individual and collective efforts put in by its workforce. HRM as a practice notably offers support and advice to the senior management within an organization. With that being said, the department plays a role in recruiting, retention, compensation, liability and labor. They meet the expectation of these roles by ensuring that the staff in which they recruit possess the needed skills, mindset and experience in which the company needs. They also ensure that employee recognition programs and various incentives are implemented in order to retain current workers. The HRM department also handles the legality within the organization when it comes to the rights of the workers, the enforcing of labor laws and the exercising of company policies. It can be concluded that in regards to the roles of the HRM within the service industry, they are in fact fulfilling and exceeding expectations. AC. 1.2 Justify a human resources plan based on an analysis of supply and demand for Marriot International Introduction Human resource planning is a process through which an organization identifies its current, immediate and future human resource needs to enable the achievement of set goals and objectives (Buller and McEvoy, 2012). A human resource plan attempts to estimate labor, demand and evaluate the nature, sources, and size of the supply that will be needed to offset that demand (Bratton and Gold, 2010). Hotels like Marriott International have recognized the vital role that a human resource plan plays in the constantly changing environment in the hospitality industry. A human resources plan links with the organizations business plan to ensure the goals of the business are met. An effective human resources plan is, therefore, essential to ensure the employees have the competencies and skills required for the business to succeed. Findings Following are the findings on the labor supply and demand in the hotel industry: 1. According to Boxall and Purcell (2016) developing a human resource plan involves the forecasting of hiring needs and employment arrangements. It involves a series of steps that include the identification of business strategy and needs; conducting a job analysis; writing a job description, and determining the feasibility of hiring. 2. The demand and supply of human resources planning in the services sector are influenced by the specific skills, experience and knowledge level and qualities that the organization requires from employees (Werner and DeSimone, 2012). 3. The internal factors that influence human resource planning include organizations size, organizations culture; organizations structure; business strategy; power and politics; and top management and line managers (Harzing and Pinnington, 2015). 4. The external factors that influence human resource planning include economic condition; government regulations; technological change and advancements; industry characteristics; workforce demographics; competitor actions; and union actions (Choi and Ruona, 2010). 5. Human resource planning is affected by changes in the economic and technological environment. The influx or decrease in economy and technology causes a subsequent change in human resource plans (Bratton and Gold, 2010). Discussion A human resources plan is important in any services industry. According to Bratton and Gold (2010) plans helps organizations to adjust to the rapidly changing environment as the demand for human resources increases. Changes in the technological and economic environment affect the human resources plan. The development of technology may lead to a subsequent reduction of workers while the reduction in the economy may also decrease human resources intake in the services sector. However, organizations need to manage and institute a working human resources plan. Developing a human resources plan involves the forecasting of hiring needs and employment arrangements. This means the business needs to identify its strategy and needs; conduct a job analysis; write a job description; and determine the feasibility of hiring (Boxall and Purcell, 2016). Human resources specific skills, experience and knowledge level and qualities that ensure growth influence their demand and supply (Werner and DeSim one, 2012). Internal and external factors in an organization have an influence in the planning of the human resources. The internal factors include organizations size, organizations culture; organizations structure; business strategy; power and politics; and top management and line managers (Harzing and Pinnington, 2015). The external factors include economic condition; government regulations; technological change and advancements; industry characteristics; workforce demographics; competitor actions; and union actions (Choi and Ruona, 2010). The factors enhance how organizations plan and organize their human resources. Conclusions and Recommendations The organizations in the services sector operate in a constantly changing environment in the world.   Many factors exist that may discourage or hinder these organizations to plan for their human resources at present and in the future. However, instituting a human resources plan ensures that an organization is prepared for any change that may occur in the business environment. A human resources plan assists an organization to fulfill its mandate when managed appropriately. The recommendation is that Marriott International needs to develop a human resources plan with its business plan. The argument is that as external and internal factors influence, affect and change the supply and demand of human resources, the business will adapt to this changes with a plan in place. Assess the current state of employment relations in Marriot International Introduction Employment relations refer to the total interaction or relationship between an employee and the employer (Nickson, 2013). This relationship is in regards to the establishment of employment conditions. The topic of employee relations in Marriot International is crucial because of the realization that a good employment relations program in an organization leads to the success of the organization. As an approach to effective employee treatment, an employment relation incorporates all issues in the workplace employer-employee relationship including equal opportunity, recruitment, organizational structure and, training and development (Lee and Way, 2010). This forms a basis through which the employees remain loyal to the organization and stay committed to fulfilling the objectives of the organization as required in the specific jobs (Lee and Way, 2010). Findings Below are the findings on the current state of employment relations in the service industry 1. There is a significant growth in the number of workers and employers in the service industry. This growth has precipitated a selective approach by both workers and employers in finding their employers and workers respectively (Goetsch and Davis, 2013). 2. Employment relations is revitalized in the service industries as a result of consistent boycotts and strikes by workers in the service sector thus effecting talks on issues affecting the employees (Vidal, 2011). 3. Employment relations are currently being handled by unions representing the employers and the employees while the government stands as the mediator (Davidson et al., 2011). 4. As a response to boycotts and strikes, unions and management in the services sector are cooperating through corporate campaigns and neutrality agreements to ensure employment relations are improved (Nickson, 2013). They institute harmonization measures through arbitration and negotiation teams to settle grievances and disciplinary procedures in employment relations. 5. Low wages, sexual harassment and poor working conditions in the services sector have precipitated the increase in unions organizing strikes and calling for better employment relations agreements (Kusluvan et al., 2010). Discussion Employment relations in the hotel sector are important because it influences job satisfaction, customer retention and the success of the business. The fight to achieve better working conditions has been taken to the employers by employees. According to Kusluvan et al., (2010) low wages, sexual harassment and poor working conditions in the services sector have precipitated the increase in unions organizing strikes and calling for better employment relations agreements. Employee relations have affected how employers and employees select workers and employers respectively (Goetsch and Davis, 2013). Employers and employees look for organizations in the services industry where their needs and requirements will be met. Davidson et al., (2011) researched how HRM handled employment relations in the past and the present. The findings showed employment relations are currently being handled by unions, negotiating teams, and collaborative institutions. They handle employment issues and in extrem e circumstances lead boycotts and strikes to revitalize the issues in the services sector (Vidal, 2011). As a response to boycotts and strikes, unions and management in the services sector are cooperating through corporate campaigns and neutrality agreements to ensure employment relations are improved (Nickson, 2013). They institute harmonization measures through arbitration and negotiation teams to settle grievances in the services industry. Conclusions and Recommendations As an approach to effective employee treatment, employment relations incorporate all issues in the workplace, employer-employee relationship including equal opportunity, recruitment, organizational structure and, training and development. Employment relations contribute to the success or the failure of a given business. Poor relations lead to poor or inadequate services which lead to the business being affected. The recommendation is that Marriott International should institute an effective working relationship between the employers and the employees in the hotel. This is done by ensuring all employees are treated equally and professionally. They should also support their unions by entering into continuous talks on how to improve their conditions thus enhancing employment relations. Discuss how employment law affects the management of human resources in a selected service industry business Government regulations have increased within the hospitality industry over the years especially due to the industrys rapid growth and diversity. According to Simpson (n.d.), employment laws moderate the relationship between the employer and the employee. The laws delegate areas such as wages, benefits, workplace discrimination, safety on the job and immigration, just to name a few. Employment laws within Jamaica are based on common law concept of the contract of employment, legislations and court opinions (Jamaica Trade Union Labour Laws, n.d.). The laws are enacted as a means of protecting workers from unfair treatment within their workplace as well as protecting employers. Findings Below are the findings related to the different employment laws within my country, Jamaica: 1. According to Employment (Termination, etc.) Act (2008) employers should give prior notice to employees who are dismissed for the reason of redundancy. 2. The Holiday with Pay Act of 1974 outlines that pay, gratuities or benefits should be given to workers who are on sick or vacation leave (Under The Holidays With Pay Act, 2000). 3. The Jamaica observer (2016) advised that the National Minimum Wage increase takes effect today, March 1st, 2016. Such recommendations are made by the Minimum Wage Advisory Commission with guidance from the Minimum Wage Act of 1938. 4. Under the Trade Union Act of 1919, Trade Unions were able to become established, get registered and function. The Act also stipulates ways in which membership is acquired and also how disputes should be settled (Trade Union Act, n.d.). 5. The Employment (Equal pay for men and women) Act of 1975 is in place to eliminate discrimination between sexes as it relates to wages for completing the same work (Jamaica: The Employment (Equal Pay for Men and Women) Act, n.d.). Employment laws greatly impact how the human resource within the hospitality industry functions and operates. The various laws are utilized as guidelines to ensure that employees are treated fairly and that management operates within the laws. According to Employment (Termination, etc.) Act (2008) employers should give prior notice to employees who are dismissed for the reason of redundancy. It further explains that the period of the notice depends on how long the employee has been working with the organization and also how they should be paid for their service. The Holiday with Pay Act of 1974 outlines that pay, gratuities or benefits should be given to workers who are on sick or vacation leave (Under The Holidays With Pay Act, 2000). HR will now have to take into consideration the requirements for paying employees who are on sick leave, going on vacation and even workers who work overtime. Employers who do not comply are at risk of being fined upwards of $250,000 and/or prison time .   The Jamaica observer (2016) advised that the National Minimum Wage increase takes effect today, March 1st, 2016. Such recommendations are made by the Minimum Wage Advisory Commission with guidance from the Minimum Wage Act of 1938. This law is mostly geared at protecting workers without a voice or representation from a Union to bargain on their behalf. With that being said, it is still as important as it sets the bar for the minimum pay in which a certain group of workers should receive. Under the Trade Union Act of 1919, Trade Unions were able to become established, get registered and function. The Act also stipulates ways in which membership is acquired and also how disputes should be settled (Trade Union Act, n.d.). Hotel workers are now able to gain Union representatives under this law. Workers no longer have to strike when their contracts have been breached, as now they have legal representatives who are able to negotiate, deliberate and argue on their behalf. Human Resource Management within the hotel industry will need to sit with Union representatives and negotiate proper wages for workers, decent working conditions and also fair schedules. The Employment (Equal pay for men and women) Act of 1975 is in place to eliminate discrimination between sexes as it relates to wages for completing the same work (Jamaica: The Employment (Equal Pay for Men and Women) Act, n.d.). HR management under this act is obligated in paying workers of both sexes equally to do the same amount of work. Therefore, if the hotel has a male and female chef that does the same amount of work then one shouldnt be getting more pay than the other just because they are a different gender. In addition, both workers should be treated equally and fairly.   Ã‚   Recommendation/Conclusion The hotel industry succeeds when there are full corporation and understanding between employees and employers. As an HR manager, it is my duty to ensure that in creating corporation between management and workers I am also able to do so within the employment laws that governs the country. When these laws are understood, followed and implemented by myself, management and workers then it saves the hotel money- by preventing fines, time- by avoiding lawsuits and lengthy court hearings, and also bad publicity. When the various employment laws are enforced the hotel will experience fewer turnovers, as workers will appreciate the measures taken to ensure that they are fairly treated and therefore will not want to resign. In addition, productivity will increase as workers will be certain that they will receive proper compensation for their labor. Subsequently, with increased productivity, there will be better service and product quality as well; workers will have greater commitment and be c ompelled to put in more work. Last but not least, with the representation of Unions, workers are more trusting and comfortable in their working environment; this is because they know the Union will act in their best interest.

The Leadership Influence And Motivation

The Leadership Influence And Motivation Before I can describe how my understanding has evolved; it is important that I give one of my change experience. I was responsible for implementing and managing a change program within the logistical function. I was the change implementer and strategist within the change program. The scope of the change affected the engineering and logistical functions daily working. I initially thought about and planned for the negative effects on the logistical employees motivation, commitment and perception of job security. This transformational change was the outcome of economic factors within the far environment of the business cause by the global credit crunch, slow rate of economic growth and internally by the need to reduce cost. The garage at Harrow Weald (HD) failed to retain 2 contracts from Transport for London as the business was out bid by the competition, First bus. This resulted was a reduced work load for the Material Manager at HD. The Material Manager workload reduced from 9% in 2009 to 6% between January 2010 and May 2010. I made the decision along with the Head of Purchasing, with support from the Engineering Director to merge Edgware (EW) and HD store rooms because of the 5 miles distance between sites and the same bus types at their locations. The Material Manager at HD will be moving to Holloway (HT) to support HT as their current workload has increased to 25% and the Material Manager at EW will be running HD and EW store rooms. Personally this was needed to reduce cost at HD logistical function; if cost was not reduced, this might have led to redundancies. I felt I had to do something to protect my team while solving a manning issue at HT. However, I learnt as the change continued that it was not the Material Managers or the Trade unions (TU) unitary involvement which had the negative views caused by the uncertainty created by this change program. But the Engineering managers of EW and HD who were worried about their logistical cover for their repair programs. There were a lot of resistance from the Engineering managers which my change program did not take in account. I did not understand the reasons at the time. From that experience; I have learnt from reading about the range of stability Arnold et al., ibid and using the stakeholder analysis model. (The principles and practices of change Pg 16) That understanding behaviour and attitudes is vital in the change process. Using that methodology; more careful planning by using multiple change tools, frameworks and by providing information through sensitive implementation; while involving everyone affected by the changes; will help increase the success of the change. Any change program needs to be understood fully by providing information, which will strengthen the program and implemented in a way that people can cope effectively with it. I failed to inform and involved the Engineering managers within the change sufficiently before. I needed to show people that the change had integrity and benefits. I see treating people with humanity, honesty and respect will reduce the resisting forces, thats involves good leadership. Change I now see; can be unsettling to everyone within the program; managers and staff, nothing must be taken for granted within change. If change is forced on people problems and resistance normally arise. I have come to realize; that I can achieve my personal change if I follow the same format. Change must be realistic, achievable and measurable (SMART). Figure 1 How my understanding of change has evolved over the 5 weeks This is what I took for granted; as the Engineering managers were managers, I expected them to be committed to the change. I did not focus on their needs 1.2 McKinsey 7S Model The McKinsey 7-S model is an approach to planned internal change devised by Peters (1970). This method collectively analyzes the interdependence between 7 variables on how the change within business must operate. I really identify with this model because it focuses on internal relationships between systems and people. Figure 2 McKinsey 7S Model (The principles and practice of change Pg 11) If I had used this model during my pervious change program, I might have notice the interdependence between the Engineering managers and their repair program. Thus with this information, I could have created a clearer shared vision and involve them within the strategies. I will be using this in the future on my stores project to research the interdependence of systems and people to reduce resistances and improve communication. 1.3 Kurt Lewins Force Field Analysis This model from Lewin (1940) focuses on the individuals who resist change and do not want to change their status quo (The principles and practices of change Pg 278). According to figure 3; there are 2 types of forces within a change program. This model looks at internal and external forces; the change strategy looks to increase the change driving forces and at the same time reduce the resistance forces. This model would have being useful in my previous experience of change; as it focuses on peoples activities who are affected by the change in a negative or positive way. This is definitely a useful model for the future as it helps to formulate strategies used in reducing these resisting forces. Figure 3 Force Field Analysis Source: www.change-management-coach.com/images/force-field-analysis.jpg accessed 19-12-10 1.4 Kotter Model To me this is the most important model I have come across; it focuses on internal and external factors and forces to bring about organizational change. However to me it seems a little complex and time consuming. However this theoretical emergent approach to change known as the Kotter Model is great way of analyzing, planning and implementing change which involves 8 steps Figure 4 Kotter 8 step Model Source: www. downloadsoftwarestore.com/software_images/82/34/00053482/Software__Kotter_Change_Model-screenshot.gif Accessed 19-12-10 Personally, I really like this model compared to McKinsey 7-S model and Kurt Lewins Force Field Analysis, as this model focuses on the change drivers internally and externally and the reason for change. It looks at empowerment of staff and picking the right change leaders to make the change work. The model is complex as it entails focusing on the entire organization, the impact of the change and timing is critical between steps. What is beautiful about it; it also looks at the aftermath of the change and quick wins to encourage participation and visual simulation. However change is complex and I now see using one model or framework within a change program, something or someone will be missed. Over the last 5 weeks; I have learnt that organization does not exist in isolation, but its part of a complex 3 phases environment. These environments exhort pressure on businesses internally and externally. The organization has to change to meet these pressures in order to survive, adapt or seize opportunities. Thus its essential to use multiple frameworks, good leadership and evaluations to increase the sustainability of change. Part 2 2.1 Identify the aspects of change which you expect to follow up in later work in developing your EBI From my research; I came across Leadership and change in small firms and entrepreneurship http://learn.open.ac.uk/mod/oucontent/view.php?id=439879 accessed 02-01-11. The concept of Entrepreneurial Leadership illustrated in figure 5; which is leading through direct involvement by creating shared values for organizational stakeholders. Through flexibility, innovations and evolving concepts of organizational frameworks that can be constantly changed. Thus change is welcome and second natured within the business. Figure 5 Paradigm of keys to organizational excellence and leadership strategies Source: Darling and Beebe, 2007, p. 87 At this stage; I believe this course will enables me to review my current leadership style illustrated in figure 6. I will never become a perfect leader or manager, I acknowledge this now. But I am someone who likes order and I have chosen change tools which bring order to the change complexity. Now, I am going to step out of my comfort zone with the cognitive, affective and behavioural responses to change framework and identify ways to improve my leadership skills and effectiveness by contributing to an environment that empowers my managers by encouraging innovative thoughts. By allowing my managers to lead me to a vision within my stores project will improve our systems inside the logistical function. According to Gersick (1991) Change brings about positive and negative emotions caused by stimuli within the change, which affects our behaviour (The principles and practices of change Pg 185). Figure 6 My development of leadership and change at workUnderstanding emotional intelligence, as defined by Goldman (1998), is often associated with key social skills which includes self-awareness, trust and empathy which are also important in the workplace. Using the Goldmans five major factors of emotional intelligence model illustrated in figure 5 which involves intrapersonal and interpersonal components. I would like to explore more in the upcoming weeks at work. Gersick (1991)- stimuli Kotter (2009)- Leadership or Management Vera and Rodriguez-Lopez (2004)- Humility Baker (2009- Fellowship Goldman- (1998)- Emotional Intelligence Self discovery- Improve communication and relationships at work My Delivery- Making it happen Innovation and Design- Using My Emotional Intelligence My Vision- involves fellowship and humility leadership, allowing myself to be led My Discovery and Planning- cognitive, affective and behavioural responses to change framework http://www.infopeople.org/training/webcasts/webcast_data/203/FiveComponentsEmotionalIntelligence.pdf accessed 02-01-10 To achieve this concept, I have to be trusted and respected within the change program, which have to demonstrate integrity by doing the right things. This concept is very fascinating and I think this is the pinnacle of me evolving; this tie into my humility and emotional aspects of leadership I am trying to explore as part of my EBI. The concept of giving respect and providing meaning by creating a sense of worth to the change recipients will show my humility. Thus increasing the level of commitment to the change while keeping change recipients within their range of stability and (The principles and practices of change Pg 16) reducing the resisting forces. I do not see myself as a brilliant change agent; but I do understand how change can make people feel uneasy and the level of uncertainty that can be created from my past experience of change. In achieving successful organizational change, I must able to inspire and turn negatives into positives by finding innovative ways of doing things while working with the change recipients. Even if the change has bad news, being honest and open will help build trust through positioning; which will enable my reputation for future change programs to be viewed with honesty, confidence and respect. Over the 5 weeks I come to understand that organizing and communicating the possibilities of what can be achieve from the change is management and while giving meaning to change is leadership. Trust through positioning implies having predictability, accountability and reliability this provides the foundation for the change integrity. Now the question is how I would show this within my EBI and does this make any sense. 2.2 Give a brief summary of the scouting work (including key inquiries) you have undertaken on the options and opportunities for your EBI EBI name Key features Stores reorganisation -Current organisational change program Exploring differing leadership and management theories and concepts. Then putting them into practice 6 months to complete Work related Researching universities to study my MBA My personal goal Will have to involve friends and family Searching for a new job in China to further -Very challenging -Risky -My personal and situational goal Relevance, feasibility and ranking of EBIs which were identified during scouting EBI name Relevance1 Relevance to my organisation1 Feasibility2 Rank Stores reorganisation- 75% sure Probably very relevant Probably very achievable 1 Researching universities to study my MBA 20%- sure May be relevant, but cant quite tell Im pessimistic about my ability to do this 2 Searching for a new job in China to further 5%- sure Not very relevant to my organisation at first glance Im uncertain about whether it can be done 3 After the TMA 2; I spoke with my mentor about possible EBIs. We were both in agreement that the stores reorganisation project is a perfect inquiry for my EBI; as there are elements of change and leadership focusing on the emotional characteristic of humility within the project and the project deals with changes which I personally would like to develop, as I am too task- oriented. This will encourage me to reflect on my daily experiences, identify what I would like to learn about from the course materials and the Tutor group forums. In addition try to engage with the course materials and themes in the light of my experiences. This is essential for me to develop as a good leader and manager and I will be able to use this knowledge and notes, I have acquired via this process to advance to my EBI. Although the entire aspects of my EBI is still unclear with the problems of linking leadership and change together is still a little ambiguous. I still have some doubts of which EBI to choose and what area of leadership and change to focus on. In addition, if I am actually making a journey into a better leader or manager, but I am learning new theories and framework to deal with my day to day work problems. Additionally, the stores reorganisation is a very important project for me and my logistical team. I am trying to standardise the warehouses layout throughout 10 sites. The local material managers are already not happy with some of my ideas, but I need to win them over with the new warehouse layout which will test my own leadership skills, by letting go of my order and control and letting them lead me to a shared vision of the change. Thus, I might use my stores reorganisation project as one giant inquiry for my EBI. I have also spoken with my line manager; to check the feasibility of the stores project; he is happy for me to use the project as part of my studies. However, he added that the stores project was already complex without adding another dimension of things to do. I never thought about the stores project with this perspective, therefore, the following questions will need to be addressed: is it too complex to conduct an EBI with such an important work project? Can I test and report on any actual growth within my understanding of things I have learnt? His perspective has added a new dimension on my possible EBIs and created a level of uncertainty. Word count Part 1 1.1 My change experience and change issues- 568 words 1.2 McKinsey 7S Model- 117 words 1.3 Kurt Lewins Force Field Analysis-113 words 1.4 Kotter Model- 248 words Total: 1089 Words Part 2 2.1 Identify the aspects of change- 529 words 2.2 Give a brief summary of the scouting work- 544 words Total: 1073 words Part 1+ Part 2 = 2119 words 3.1 Appendix Stocktaking Week 16 What do you feel about the course so far? How have you found it? (You may find it helpful to look at some possible responses on page 8 of Study Guide 2.) What are the three most important things you have picked up so far? What have been the three most important things so far? Have you shared your work on B204 with colleagues at work? What do they think about what you are doing? After the scouting and the study you have done, how do you now feel about the EBI you will have to do? Do you feel you are in control of your learning on the course or are you just being driven along by the work and the schedules? What are the reasons for your answer? What things are you hoping to build on as your move into Phase 2? Looking forward, what things are you now feeling most anxious about? What are your real hopes and concerns about the next stages of the course? What issues have really struck you most? Any other thoughts

The United States and the International Criminal Court (ICC) Essay

The United States and the International Criminal Court (ICC) Statement of Purpose This paper will clearly lay out the Unites States concerns with the International Criminal Court and will attempt to resolve them. I will then argue that no country has the right to be above international law, including the United States and that it is in the best interest of America and the world community for the united states to join the efforts of the ICC and sign the Rome Statute. Introduction to the ICC â€Å"In the prospect of an international criminal court lies the promise of universal justice. That is the simple and soaring hope of this vision. We are close to its realization. We will do our part to see it through till the end. We ask you...to do yours in our struggle to ensure that no ruler, no State, no junta and no army anywhere can abuse human rights with impunity. Only then will the innocents of distant wars and conflicts know that they, too, may sleep under the cover of justice; that they, too, have rights, and that those who violate thus rights will be punished.† Kofi Annan, UN Secretary-General The Twentieth Century was the bloodiest in record history with over 174 million people killed in mass murders and genocides; more often then not, victims’ cries went unanswered. Following World War II the United Nations realized the need to take action in ending impunity from these horrible crimes against humanity. With one of the primary objectives of the United Nations being to secure â€Å"universal respect for human rights and fundamental freedoms of individuals throughout the world,† the United Nations recognized the need to establish an international criminal court. In 1948, at the Convention on the Prevention and Punishment of the ... ...xisNexis. November 3, 2003. http://web.lexis-nexis.com/universe/document? Davenport, David. â€Å"Commentary: New Threat to U.S. Sovereignty. United Press International.† August 2003. Lexis Nexis. December 3, 2003. http://web.lexis-nexis.com/universe/document? The Roman Statute of the ICC: Jurisdiction. November 3, 2002. Internet. http://www.icc.int/en/ICC_jurisdiction.html PIPA. Americas on Globalization: A Study of US Public Attitudes. International Cooperation. March 28, 2000. Internet. December 4, 2003. http://www.pipa.org/OnlineReports/Globalization/4.html PIPA. Americans on Globalization. All Notes. Question 83. December 2, 2003. Internet. http://www.pipa.org/OnlineReports/Globalization/notes/allnotes_.html Margrethe, Ellen. â€Å"U.S. Peacekeepers Integral and Prosecutable.† August 2002. LexisNexis. November 3, 2002. http://web.lexis-nexis.com/universe/document?

Harry Potter: Books and Merchandise :: Harry Potter Essays

Harry Potter: Books and Merchandise With the rising popularity of the Harry Potter books, there is an increase in production of Harry Potter merchandise that both Hasbro and Mattel are taking full advantage of. Warner Bros. Worldwide Consumer Products has announced that Hasbro has received the license to create Harry Potter games that involves the first two books in the series, Harry Potter and the Sorcerer’s Stone and Harry Potter and the Chamber of Secrets. Some of the Hasbro divisions including, Wizards of the Coast, Tiger Electronics and OddzOn, are also going to create some Harry Potter products. These companies are worldwide leaders in the products that they make, some of the products that they are known for are, the Pokemon Trading Card Game and Magic: The Gathering. There are trading cards, candy, youth electronic video games, and role playing games. Cap Candy will have interactive candy including the magical Bertie Bott‘s Every Flavor Bean and Tiger Electronics will introduce handheld electronic games, personal radios and recorders, diaries, kids messaging systems and voice changing devices. â€Å"The millions of Harry Potter fans around the world are going to love seeing literary references to things like cards and candy come alive through our exiting range of offerings,† said Alan G. Hassenfeld, Hasbro’s chairman and CEO (About). Mattel, however, has the rights to Harry Potter toys. They have produced action figure trivia games, and collectible figures. Some of the collectible figures will only be offered in specialty stores. Most of these toys became available during the first part of the 2001 (Find Articles). There have already been over five hundred toys and gimmicks in stores, including dolls, puzzles, castles, broomsticks, and do-it-yourself magic. With the holiday season coming up, the Harry Potter products will be selling out fast. Mattel expects certain items to be sold out by Thanksgiving. Storeowners are happy to see the rise in sales with the merchandise and have had a hard time keeping products in the stores (CNN.com). The popularity of J.K. Rowling’s Harry Potter series has helped Hasbro’s and Mattel’s sales go up. People, young and old, are buying up all of the Harry Potter merchandise and spending an enormous amount of money on the products. Along with the merchandise being sold in stores there is also a movie, â€Å"Harry Potter and the Sorcerer’s Stone† that came out November 16, 2001.

Mobey Dick Essays -- essays research papers

Herman Melville's Moby Dick is a book which can be read as a general metaphor for the battle between the evil powers of the Devil versus the divine powers of God and Jesus, both try to obtain the souls of mankind in order to assist in each other's destruction. In this metaphor, the Devil is shown through the person of Captain Ahab, God becomes nature, Jesus is seen as the White Whale, and the representation of mankind is the crew. The voyage of the Pequod, therefore, is a representation of a similar voyage of mankind on earth, until the death of Jesus, during the whole thing the influences of these three â€Å"supernatural forces† are connected. Thus, the basis of this idea is that in the plot of Melville's book, there are also peeks of the "plot" of the Bible. "As they narrated to each other their unholy adventures, their tales of terror told in words of mirth; as their uncivilized laughter forked upwards out of them, like the flames from the furnace; as to and from, in their front, the harpooners wildly gesticulated with their huge pronged forks and dippers; as the wind howled on, and the sea leaped, and the ship groaned and dived, and yet steadfastly shot her red hell further and further into the blackness of the sea and the night, and scornfully champed the white bone in her mouth, and viciously spat round her on all sides; then the rushing Pequod, freighted with savages, and laden with fire, and burning a corpse, and plunging into that blackness of darkness, seemed the material counterpart of her monomaniac commander's soul." (p.463) Based on the developed metaphor, the quote above can be seen as showing the role of Ahab as the sign of the Devil, within Moby Dick. The entire passage shows the effects of his manipulation with the crew. The words such as, "flames," "blackness," "howled," and of course, "huge pronged forks" turn the Pequod into a satanic representation of hell itself. Thus, the influence of the hellish commander can easily be seen upon the innocent men, whose only mistake was failing to see the true warning behind mad Ahab's mission. This notion of 'savageness' suggests not only a lack of religious morality, but also a dislike of it. Thus, the men are fully "unholy" as they stand on board a ship that is "la... ...Jesus. This manipulation is obvious in Ahab's spirited speeches, detailed mappings, and eagerness, all of which are methods to rush the detrimental encounter. The craziness of Ahab's mission of revenge can be compared to the same type of craziness in the Devil seeking out the death of the Son of God. The metaphor is also strengthened with the final battle of the Pequod and Moby Dick, which last for three days from the moment the â€Å"White Whale† is first harpooned. These facts repeat the crucifixion of Christ, where Christ died and went to hell for three days in order to defeat Satan before rising into heaven in glory. Because of this accomplishment, the few who are faithful to the Lord are saved into eternal life, while all those who are unfaithful, are damned. Therefore, the entire crew goes down with Ahab except for Ishmael, who was theoretically faithful. Thus proving the metaphor of the battle between the evil powers of the Devil versus the divine powers of God and Jesus, both try to obtain the souls of mankind in order to assist in each other's destruction. The Relationship between Moby Dick and The Bible, and the Symbolism Behind it 6404 GHE II Hour 3 11/30/00

Isolation of organic compounds Essay

1. 2.07 g of the mixture of naphthalene and benzoic acid was weighed accurately on a balance. The mixture was then dissolved in 40 ml dichloromethane and the solution was poured into a separatory funnel. 2. 20 ml of aqueous sodium bicarbonate solution was added to the dichloromethane. A stopper was placed on the separatory funnel and was shaken and pressure was frequently released. The 2 liquids separated into clear layers and the lower layer (dichloromethane layer) was tapped into an Erlenmeyer flask. The aqueous layer was placed into a 400 ml beaker. The dichloromethane was placed back in the separatory funnel. 3. The dichloromethane was extracted with 2 more fresh portions of sodium bicarbonate solution. The bicarbonate solutions are combined in the beaker. 4. The dichloromethane was dried with about 10g of anhydrous sodium sulphate for 10 minutes after which the sodium bicarbonate was filtered using the BÃ ¼chner funnel. The mass of an evaporating dish was measured and the dichloromethane placed in the evaporating dish and placed on steam bath until it evaporated into a solid. The evaporating dish containing naphthalene was weighed to determine the yield. 5. A funnel was placed on the evaporating dish on the steam bath to collect some sublimating crystals which were used to determine the melting point. 6. The bicarbonate extract was acidified with concentrated HCl. A piece of litmus paper showed that it was acidic. 7. The benzoic acid was extracted by shaking it with25ml portions of dichloromethane. The organic extracts were collected in a pre-weighed Erlenmeyer flask and evaporated on the steam bath. The mass of Benzoic acid produced was determined. RESULTS (i) Naphthalene: 0.85g; Benzoic acid: 0.71g (ii) The melting point of Naphthalene: 80-89Â º c

Narrative Poetry Essay

Narrative Poems are poems that tell stories. There is a beginning, which introduces the background to the story, a middle, which tells the action of the event, and an end, which concludes and summarizes the story. What are the origins of Narrative Poetry? Narratives are the oldest form of poetry. Long before there was paper to write on or ink to write with, long before the invention of the printing press, people often shared stories as a form of entertainment. These stories were also often used to relate historical events. In the same way that we spread news through newspapers today, oral stories were used to spread news of historical events long ago. In order to help recall details of the events, people began to use rhyme and rhythm to give their stories a musical quality that would allow the story to be remembered and recalled much more easily. Think about how much easier it is to remember the words to a song than it is to recall all of the words of a short story. That is exactly how narrative poems were originally created. In what ways are narrative poems similar to short stories? Narrative poems have many similarities to short stories. For example, short stories have characters, a setting, a conflict, and a clear beginning, middle and end. Narrative poems have all of these elements as well. Sometimes there may only be one character, or there may be many characters. At times, the setting may be implied rather than obvious, and the conflict may be an internal conflict rather than external. How can we analyze narrative poems? In order to analyze a narrative poem, first read through it with the following questions in mind: Who are the characters in the poem?  What are the characters doing, or what is happening?  Why are these events happening?  How are the characters affected by the action or events?  What can be learned from the poem? Where can we find narrative poetry in our daily lives?  Although narrative poetry is one of the oldest forms of literature, this does not mean it is no longer prevalent in today’s world. In fact, any time you turn on a radio, you can hear narrative poetry on nearly any radio station. The best place to see or hear narrative poetry today would be in songs. Songs are simply poems set to music, and the songs that tell stories are narrative poems set to music.