Organisational and strategic management project Essay

Organisational and strategic management project - Essay Example 4 1.3 Analysis of Factors Affecting Strategic Plan†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 7 2.1 Strategic tools to audit process............................................................................ 8 2.2 Review of stakeholders and their influence........................................................ 9 2.3 Analysis and evaluation of strategic position...................................................... 9 3.1 Alternative strategic options................................................................................. 10 3.2 Justification of Strategic Options for Revised Strategic Position†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...... 11 References THE ACQUISITION OF A COMPETING BUSINESS A. Background This strategic management project identifies the strategies, organisational restructuring, auditing practices and potential strategic alternatives required to acquire a competing business in the airline industry. This is industry is con sidered an oligopoly, in which there are few firms, significant dependency on marketing to achieve competitive advantage, and significant rivalry between firms in terms of pricing and service delivery processes (Javanmard 2009; Boyes and Melvin 2006). In order to maximise competitive position, acquisition of existing companies on the market reduces risks to the business and further provides for consolidation of existing processes and services for cost recognition and value chain efficiency. In order to make an airline acquisition successful, the business must identify its key stakeholders, determine the specific aims and objectives for the long-run plan, establish a quality control and evaluation system post-acquisition, and analyse the entire value chain related to operations, supply chain, information technology and human resources. A well-constructed strategic plan includes all dimensions of business processes, systems and culture that will impact the potential synergies achieved through acquisition such as cost, efficiency and productivity. The report highlights all dimensions of a strategic acquisition of a competing airline company in the oligopolistic market with an emphasis on evaluation of strategic plan. 1.1 Current strategic aims and objectives The business acquiring a competing firm is a low-cost carrier with a no-frills service concept with lean characteristics related to supply, service and staffing, and fleet procurement. It is modelled after RyanAir and its low cost model that provides low prices to customers through similar philosophy. The business, by being able to reduce dependency on luxury services in flight and eliminating airport lounge operational costs, gives the ability to offer customers dynamic pricing that outperforms large airline carriers in the market. The aim is to expand the brand presence of the airline to new markets for higher sales revenue through the acquisition of new human capital and fleet availability. The objectives are: Create synergies in cost related to consolidation of existing maintenance crews in relation to training and knowledge sharing of expertise Expand service capacity by incorporating acquired human capital in information technology to improve booking and ticket sales services Improve cultural development through diversification efforts to enhance corporate image, corporate social responsibility, and improve opportunities for external investment through human capital development and culture. In order to make this a success, the airline must devote considerable short-run capital into developing a competent human resources system,

Carry Out Comprehensive Substance Misuse Assessmen Essay Example for Free

Carry Out Comprehensive Substance Misuse Assessmen Essay Every individual is unique and even though many will show or feel similar sensations with regards to how a substance makes them feel, it is not always good to assume that the traits that they show will always be the most obvious. Over a period of time, substance misuser’s will adopt a technique of hiding the most obvious traits that give warning signs of substance misuse so as a professional need to be very observant and continuously engage with regular training courses to keep up to date with the latest drug trends and effects they have on the body and how they alter the mood. Many clients will show some obvious traits of substance misuse which will include gouching, which is the effect of the hit from Heroin/Methadone (Heroin substitute). Gouching is when the client will be quite alert at the beginning of a group session, but within 10 – 15 minutes they will start to appear as they are falling asleep. They may start to bow their head and if you call them they immediately wake up. Another of the physical signs of substance misuse of a client with a Heroin addiction would be the eyes rolling or the plain struggle to keep them open. I have found that clients with a Crack or Cocaine addiction tend to be the other scale as these drugs are stimulants. I have had clients high from a binge from the night before who have attended group sessions and been very talkative, eyes quite wide with an obvious redness of the lack of sleep. These physical signs can vary dependant on the lapse of time from finishing their misuse session to attending the group session, so for e. g. f the client had not yet been to sleep they would seem very hyperactive, jittery and very fidgety, but if they may have had a few hours sleep the physical signs can be quite different, so they are irritable due to tiredness. They would be quite slouched and not so conversational because they are on what it known as a come down. All the euphoria has now left the body and the body in a sense is returning to its normal state. Substance misuse can also just as easily affect a client’s whole behavioural pattern as well as their emotional and social in teractions. The behavioural indications can be the client just not being their usual self, this could be a few varying factors, but once you get to know a client you understand how they behave towards different things that affect them. They could easily become emotional too which could be the client is purely upset and feel like they have let their self down because they may have been abstinent for a while and not been able to handle a certain situation or simply had a trigger which they could not control and went and used on it. Many clients that I deal with on a day to day basis do suffer with a variety of ailments and illnesses and are prescribed medication for these. They range quite broadly from medication to manage a mental illness to taking medication in order to help keep their blood thin enough so not to suffer from DVT. Some of these prescribed medications will make our clients appear to be under the influence of a substance when really they are not. As professionals this is why you need to collate important information from the assessment stages so you can ask questions about a client’s medication and what the side effects may be as well as do your own research to back up any information already given. Within CRI as we have the consent to sharing information form if this has been signed you may want to contact the GP with a breakdown of what the side effects may be and the effect it would have on a client with substance misuse issues alongside the immediate risk factors too. Many of the prescribed medications for mental health illnesses and depression will make clients seem as they are falling asleep, not really focusing on what is going on and spaced out, but this is not the case and if you are aware of a clients conditions then you would know best how to assess the situation at the given time. I regularly attend training provided by CRI and local boroughs or other services within the locality so that I am fully up to date with the new trends and old trends of drugs that are available, where the bad batches are being distributed and the strength of what is about on the streets at the current time. This is down to you as an individual to also do your own research on the internet of what is going on in the drug scene and ask questions. If you hear of something that you are unaware of ask those questions, you never know when you will come across a client that may have a particular problem with that substance and you may be the person that needs to help them. I have found that clients can be quite knowledgeable so ask them questions too and go back and check on the information provided with others. I do not feel that one person will or can know everything, but this is when team members should draw upon one another to have a wide knowledge within a team so all areas are covered in most instances. Probation – This is a criminal justice service that works alongside all those who have committed a crime and have been sentenced to either serve a custodial sentence, suspended sentence, community order or DRR. Most people will have a period of licence that they will have to attend appointments to discuss what they are doing with their lives. This is where clients will attend to be tested for substances and these results are fed back to CRI – Stabilisation Day Programme. Probations service also has the ability to tap into other services and a certain amount of resources that will enable clients to gain help in ETE, Housing services or referral units, Drug Intervention groups. CASS – Community Alcohol Stabilisation Services – This service works with clients whose main or preferred substance of choice is alcohol. This service will help work with clients extensively and support them if they require a detox and hold support groups, some peer lead and coffee mornings. They also will be given a key worker who will work with them on a 1-2-1 basis. CDAS – Community Detox All of these services will complete an assessment of individuals to see the risks attached with the individual. The assessment will show if they can help the client, what treatment can be put in place for them and the extent of the problem that the individual is currently experiencing. If each of these individual services are unable to help an individual they will then refer them on to a service that can assist them better within the area that they require the support and help in. With most organisations there will be an eligibility requirement in order for a service to work with you as well as protocols for accessing these services. Our organisation work very closely with Oasis as an aftercare treatment provider for clients who are not abstinent, but we also have our own organisation that provides aftercare treatment, but you must be totally abstinent from alcohol and drugs for a minimum period of two weeks and you also cannot be on a script. The referral procedure for Oasis would initially be a phone call to the service and letting them know that you have a client is almost completed their 12 week period of their DRR with you and that they have for e. g. nother 12 weeks left on their order where they are required by law to continue to access drug services. An appointment is booked for you and the client to attend and on this visit to Oasis as a project worker you are required to bring along the clients care plans, the completed risk assessment with any updates or amendments and a TOPs form for statistical information to be provided to NDTA. On arriving at the appointment with the client, a key work session will take place and you will also give information to the new key worker with regards to the clients’ background. The care plan review will be completed with the client there and a copy retained by our organisation to be kept on their file. The new key worker will also discuss with them what their service can offer them in regards to follow on treatment and what days they will attend, the groups etc. A new treatment plan is formulated with the new key worker there and then. The eligibility for gaining access to Oasis is that you are from the borough, that you have a substance misuse problem and ideally want help and support with coping and dealing with these issues. Some of the other services have more stringent protocols and eligibility. For example if you were trying to get your client referred to go to residential rehab, you need to send a fully completed referral form to CDAS or the NHS, this is then discussed whether they feel that the potential client has shown the commitment required in order to put them before the funding panel of commissioners to prove that they are ready to take on a huge part of their recovery journey. If the decision to grant them the funding, the client then has to do a detox within the community for two weeks prior to being admitted to the residential rehab. If a client leaves the detox and does not complete this they will lose their place within the rehab or it may be put on hold until they have completed it. The organisation that I work in have clients sentenced on a DRR which means that they do not want to be here, but have no choice but to be there. We are usually the get out of jail card for most of them and unfortunately some of our clients are like revolving doors. However, I see this position as a vocation and not just a job and I am very aware that many of the clients do not want to be with us, but I hold hope that I still may be able to assist them on their individual journey on the path to recovery. I am also very conscious of the fact that not everyone can be helped and that is the nature of the career that I work within. My approach to those clients that do not want to be in services is to explain what my role here is and make them fully aware of all the things the onward referral services can do for them. I give clients as much information as possible about the service and highlight the things that would work for them. It is not always an easy task and some clients are very stubborn and when it gets to the brick wall stage where I feel I have exhausted every possible route to get them to engage with the onward service I remind them that they have a legal requirement to ttend the services and if they do not abide by the DRR it will be reported to their probation officer and may be classed as a breach, which means returning to court to answer to the judge and the order can be revoked and a prison sentence given in its place. When undertaking an assessment of a client, I make sure that I gather as much background information as possible. This may be from the DIP team that I work very closely alongside and if I have knowledge of them working with probation services I will contact their probation officer and request information from them also. I feel it is best to be very prepared so that you can summarise with them their history and spend more time dealing with the immediate things that are proving to be difficult and that they need the support and assistance to make their recovery journey as smooth as possible. If in my information gathering of a client, if something particular comes up that for e. g. they need to be escorted to their appointments. I will ensure that I speak with the person or key worker to ensure that the dates and times are suitable for all parties concerned. I have many clients that also have many appointments to attend in general, so trying to space them out so the client has sufficient time to attend or make appointments on a regular day and time so it will not interfere with any other obligations. If a client has many services involved in their life I will ensure that we have a meeting on a regular basis that includes everyone to minimise the amount of appointments the client has to attend and information is shared in one place at one time. All information is recorded on our CRiis system as soon as the meeting has finished. I think this is good practice so that you do not forget anything important that needs to be recorded for ease of reference for others if they have to see your client whilst you are away. This is also good for when writing review reports for the courts or the probation officers. When assessing a client I feel it is highly important to know their background, history of substances and the life line. If you have a thorough knowledge of the client it is easier to assess the risks to them and others accurately and ensuring that you follow out you duty of care to the client as well as others. This way you also cover yourself from potentially being in the firing line if you ensure you have done a thorough job of the risk factors and highlighting them to your manager if you feel that something is not quite right. It is extremely important to regularly review the risk assessments as things change very quickly with clients. Not any one day is the same for them and they live high risk lives. We ensure that our clients have a 1-2-1 key work session at least every two weeks and the risk is monitored, but if the client does not prove to have high risks it is reviewed every six weeks. Our service is quite small so the team de-brief after every group session and discuss each client that has attended and sometimes we highlight possible risky situations which will be noted as a risk and monitored until the risk has gone or the client has left. If the risk assessment is not reviewed you can put your client at risk as well as your service and everyone that your client comes into contact with. The client is fully involved in the assessment process as the main bulk of our information comes from the individual. I ask them to be as open and as honest as possible as I can only help them if they tell me the truth. At this point I will be taking into consideration traumatic events in their life, when substance misuse started and what the flow of substances are and of the individual poly drug uses. Many of our clients have been through services before, but I always ask if they know why they are here? Have they attended groups before? What are they like in a group setting? How they feel with mixing with others who are at different stages of treatment? By asking them various questions and listening to the clients’ feedback, body language non verbal reactions, I will then know whether they are suitable for the DRR or if they may need to access another service for more specialist treatment. I follow the assessment procedure and ensure all the necessary paper work is completed and all paper work signed by the client and I. I deal with chaotic, abusive and aggressive clients daily. I feel that with my aggressive clients that you need to remain firm and not lose control. I would not put myself in a situation that is overly risky, but you must be a little thick skinned and own the group. The boundaries must be put in place from the on start or this kind of behaviour will rear its ugly head too often. Each situation is different and with the more chaotic clients it’s more about trying to get them into some sort of structure. Ensure that appointments are written down or set in their phone so they remember. I will also text clients when they have an appointment with the service or are due in for group and we find in our service that some of the clients need this level of help. Even the clients that do not need that sort of assistance find it helpful because of they do not feel like attending the text message helps to plant the seed and makes them attend. On the completion of the full assessment, the client and I will look through the information gathered and highlight the priorities areas that we will focus on in the first instance. This are not fixed in stone and if things change as we go along through the course of the treatment process we will address them or re think the order of priority. I feel that if you have to make an assessment on a child or young person you do need to follow the same principles as you do for an adult. I would involve the main carer or person with the main parental responsibility whether this is a foster carer etc. The process would involve gathering as much information as possible with regards to the young person or child’s likes, dislikes, how they react to things, what they were like as a child, traumatic events that may have occurred in their life, what they are like at school, everything that could give me an incite to this young person or child’s personality. From gathering all the information, which would include talking to their school or educational facilities they attend, social services if they have been involved and any other agency that has had involvement with the child or young person, this should give me as a professional a very good idea of what the young person or child is like and then the final thing would be asking the young person or child questions and seeing what their response would be. I feel that I would not personally be able to assess their level of maturity at present as I am not qualified in that area, but if it was something that I had to undertake I would take the steps to involve a child psychologist to accurately assess the level of their maturity. I feel that this area is very specialist and any work that I would undertake would be of another form of information gathering in order to assist with any additional treatment plans that may be put in place to help the young person or child. There are guidelines and legislation that need to be adhered to when dealing with young persons or children which include: Victoria Climbe Report Baby P Which have highlighted areas in the past that have been missed and because of that we have unfortunately lost some very precious children. We also have the Children’s Act 2004 which was amended to include that responsibility of services, organisations, care homes foster carers with the duty of care to a child. During the initial assessment the client is informed of the complaints procedure and offered a copy of their care/treatment plan. The clients are encouraged to complete ITEP maps so they are more involved in the whole process and to recognise that once things are written down on paper how real they actually are. This is sometimes the point when everything becomes real to the client and they begin to take a different view of what is really going on for them in their life and realise that they do need support and help in some areas. We endeavour to keep a good working practice within our team and to sustain good working partnership with all other agencies that we work along side.

General motors core business

General motors core business INTRODUCTION GENERAL MOTORS General Motors was known as one of the worlds best automotive, started in 1908 with 76 years of management and leadership at its best. Its global headquarters located in Detroit, with employees of 204,000 people all over the world and operates business in 140 countries. General Motors core business of producing cars and trucks operates in 34 countries and selling and servicing these vehicles through the following brands: GMC, GM Daewoo, Holden, Buick, Cadillac, Opel, Vauxhall and Wuling. It has the largest market in United States followed by China, Brazil, Germany, U.K, Canada and Italy. GMs main element, in which it is industry leader, is its vehicle safety, security and information services. As of 2008, General Motors is the ninth largest publicly traded company in the world. Recently the company has endured major financial confusion, including a 38 billion dollar loss in 2007. GM needs a sense of urgency regarding revising a strategic plan that incorporates the next generation of vehicles. In todays global economy and highly competitive auto industry GM has no time for delay. Factors affecting General Motors and other car industry. Industry involved in the design, development, manufacture, marketing and sale of motor vehicles are known as automotive industry. More than million of motor vehicles, including cars and commercial vehicles were produced worldwide in 2007. Figures show that in 2007, around 71.9 million new automobiles were sold worldwide in which 22.9 m sold in Europe, 21.4 m in Asia-Pacific, 19.4 m in USA and Canada, 4.4 m in Latin America, 2.4 m in the Middle East and 1.4 m in Africa. Though the markets in North America and Japan were inactive but in South America and Asia markets grew very strongly. Russia, Brazil and China were the one who showed rapid growth compare to others. In 2008, automotive industry were experiencing a combination of pricing pressures from raw material cost and changes in consumer buying habits due to rapid rise in the price of oil. G.M and other automotive industries were also facing external competition from the public transport sector, as consumers re-evaluate their private vehicle usage. U.S is the worlds largest consumer market for light vehicles, passenger cars and light trucks which are conquered by big three companies i.e. General Motors, Ford Motors and Daimler/Chrysler. But recently these three industries were started to lose their market share to other rivals within the industry. General Motors are facing huge competition by domestic company such as Ford Motors and Daimler/Chrysler and also by foreign companies such as Toyota Motors and Honda Motors who are able to produce car much cheaper cost than General Motors. In 2006, General Motors has been bankrupted and has been avoiding a filing for years. For years it has been using cars as razors to sell consumers a monthly package of razor blades- in the form of highly profitable car loans. And the reasons for its bankruptcy are because they were focusing mostly on their finance division rather than it vehicle design operation. GM cars were poorly designed and build, took long time to manufacture as compare to its toughest competitor Toyota who has better designed and high quality and cheaper. In past GM controlled half of North America vehicle market but presently it has only 19 percent control as GM has been ignoring competition due to which Toyota and other industry took over the market share. Since General Motors were focusing on making profit from finance they did not care about building better vehicles. It was managing in bubble as GM rewarded those employees who followed the old way of doing things and those who praises CEO wisdom and carry out his orders. PEST Analysis Political: Since 1960, there were more powerful and strict laws and Government intervention that has affected GM and other car industries. Mostly, all regulation was related to consumer increasing concern for environment and concern for the safer automobiles. Economical: Automobile Industries plays an important role on every countries economy. As Automotive industry are major user of computer chips, aluminium, textiles, copper, steel, iron, lead, plastics, vinyl and rubber. Research and study had shown that for every autoworker there are seven other jobs created in other industry which include aluminium to lead to vinyl. Sociocultural: Todays people are mostly concern about their status and society judges on the basis of what type of car one drives. Manufacture takes advantage of this thought and target the market. Every one want attractive and nice car which other people admires. Consumers feel better when they driving nice and new car. Technology: Internet had played a significant role in automotive industry. A study showed that about 60 % buyers referred to internet before making their purchase and out of that 60 percentage. 88 % buyer went to auto website before going and taking test drive. Strength and Weakness of General Motors. Strength: Huge Market Share: Although General Motors market shares has dropped in United States but it still has very much competitive at 26 percent. On the other hand, it is increasing its share in Chinese market and world wide. They still believes that they have an opportunity to become automotive leader once again as it was before. Global Experience: Although General Motors share have decline recently but they have capability of becoming leader once again due to vast experience of almost 100 years. As GM current opportunity is to expand globally and it has got experience to do so. Variety of Brand names General Motors had been leaders in the past and reason for that is wide variety of quality brand names that differentiate it from other automotive manufacturer. Its current brands include GMC, GM Daewoo, Chevrolet, Pontiac, Saturn, Hummer, Saab, Holden, Buick, Cadillac, Opel, Vauxhall and Wuling. GMAC Customer Finance Program Since, General Motors Acceptance Corporation establishment in 1919, it has proven to be GMs most reliable source of revenue. On Star Satellite technology Star Satellite technology was developed in1996 with a subscriber of more than 3 million and it is the standard of all GM vehicles. The benefit of this technology is that vehicle can be easily tracked at the time of emergency or theft. On the other hand, it allows the driver as well as passengers to communicate with On star personnel just in one click of button. Weakness: Behind on Alternative Energy Movement: This is one of the biggest weaknesses of General Motors. The alternative energy/hybrid technology has already taken place in the automotive industry and GM has been one step behind the competition in terms of alternative energy vehicles. As a result, GM faced lots of problem including loss of market shares and fall in company profit. Now days for any automotive company looking for success must be Hybrid friendly and fuel efficient. Poor Organizational Structure: This is the second and significant weaknesses of GM. Its organizational structure seems to be too vertically integrated. As a result, there is lack of communication between top level management and bottom level management and may have played a part in GM falling behind on the alternative energy movement. Stagnant Profitability: General Motors profit has been certainly falling and they are struggling with respect to the size of their company. General Motors profit margin was about 1.5 % and the ROE has dramatically decreasing by dropping to 10 % in 2004. At this situation shareholders are not happy and they are becoming less interested. Fully Based on US market: For any one who is concentrating on one particularr market cant be successful. This is what happened to GMs case, it fully dependent on the US market. It must take advantage of the opportunity to expand globally. Due to high competition, it is becoming too strong to focus on just one country. Over Dependent on General Motors Acceptance Corporation (GMAC) Financing: The other important weakness of General Motors is that it is too dependent on its financing program. Although, it is accepted that it is a great strength for GM, however it will be a problem if it solely rely on financing and cant turn profits, in order to compete with Honda and Toyota who are rapidly growing. Poor Credit Status: GMs credit status is steadily declining same as everything else. It is losing credit in market and amongst the customer. Its current ratio is merely above 1 and its acid test is even lower. Poor strategies and lack of Foresight: Due to increase in oil prices, consumers began to turn away from SUVs, but still General Motors predicted much of its operating success on its ability to sell newly unpopular vehicles. While companies like Toyota, were concentrating on light vehicle and in improving efficiency where GM assumed sales would continue in future. ALTERNATIVE FORMS OF ORGANISATION DEVELOPMENT Organizational Development is a system which differs from other systems of organizational change by putting stress/focusing on process rather than problems. In fact, change system focuses on identifying problems in an organization and then trying to alter the behaviour that creates the problem. OD is a methodology intended for use in complex situations to provide intervention strategy for change management. OD finds the behavioural interactions and the pattern that creates or sustain problem. In fact, OD does not change the behaviours, but they focus on creating a behaviourally healthy organization that will automatically solve and prevents the problems. OD generally considered long term effort that is of at least one to three years in most cases. In addition, it mostly focuses on combined management where manager and workers of different level communicate and unite to solve the problem. OD understands the fact that all organization is different and same solution cant put in every co mpany. The other feature of OD is that it gives importance to team work and small group. The important features of OD programs is the change agent, that is group or individual which makes OD process much easier. Almost all change agent are consultant from outside who are experienced in managing OD programs but sometimes companies may utilize its inside managers. The benefits of consultant from outside are that they provide a different outlook and have a less biased view of the organizations problems and needs. The disadvantage of outside change agents is that its lack an in depth of understanding of main issues mainly one specific organization.

Two Marxist Objections to Exploitation :: Economy Economics Papers

Two Marxist Objections to Exploitation ABSTRACT: I argue that we can find in Marx two objections to exploitation: (i) an entitlement objection according to which it is wrongful because of the unjust distribution of benefits and burdens it generates; and (ii) an expressivist objection according to which it is objectionable because of the kind of social relation it is. The expressivist objection is predicated on a communitarian strand in Marx's thought, whereas the entitlement objection is grounded in a more liberal account of the wrongfulness of capitalist exploitation. I conclude by connecting my analysis to the current debate between proponents and critics of market socialism. While market socialism could be a vehicle for realizing the values associated with the entitlement objection, this is not true for the expressivist objection. Furthermore, because the entitlement objection does not depend on a thick conception of the human good, it is in accord with the liberal ideal of political neutrality whereas the expressivist objection is not. In what follows I argue that we can find in Marx's work two objections to exploitation and that distinguishing these objections helps clarify current issues facing socialist political philosophy. The first is an entitlement objection according to which exploitation is wrongful because of the unjust distribution of benefits and burdens it generates. The second is an expressivist objection according to which exploitation is wrongful because of the kind of social relation it is, viz., one in which agents view the needs, vulnerabilities, and capacities of others primarily as a means to their own private gain. (1) The expressivist objection suggests a normatively thicker, communitarian strand in Marx's thought, whereas the entitlement objection relies on a thinner, more liberal normative account. I conclude by connecting my analysis to the current debate between proponents and critics of market socialism. While market socialism could be a vehicle for realizing the values associated with t he entitlement objection, this is unlikely the case for the expressivist objection. Furthermore, because the entitlement objection does not depend on a thick conception of the human good it fits with the emphasis on political neutrality that is central to liberal thought. Let me provide some context for my account by briefly describing the place of exploitation in Marx's theory of history, the connection between the normative and explanatory roles of exploitation, and the relevance of Marx's theory of exploitation for contemporary social philosophy. For Marx exploitation is a concept of historical generality, applying not only to capitalism, but to feudal and ancient modes of production.

Factors to be considered when planning to fill a vacancy and carry out an interview Essay

The purpose of recruitment is too attract the best candidates for the job, and to then pick the most suitable. To make sure that the best person is picked Human resources will have to make sure that they are clear about†¦ * What the job entails * What qualities are required to do the job? * What rewards are needed to retain and motivate employees. If the wrong person is recruited and then finds the job too boring or difficult, then the business will not get the best out of its Human resources Department. It will also mean additional costs for the organisation because if the employee leaves because they are unsuitable they would have wasted money on training and will have advertise for their replacement. When filling a vacancy a number of things have to be considered. Before even thinking about filling the job vacancy the organisation needs to carry out a job analysis. The job analysis is a study of what the job entails. It contains skills, training and tasks that are needed to carry out the job. The reason why the organisation needs to recruit to fill the vacancy is a very important aspect to consider, because the person in the job before may have been unhappy. To prevent this from happening again managers can set up exit interviews with the previous employee to see if they are able to improve the job. Are records of Past Employees available? Records of past employees would also be a good thing for any organisation to have because then the business may be able to hire someone who has worked for them before this would save induction and training costs. Whether or not the organisation recruits internally or externally is an important factor to consider. If the organisation recruits internally†¦ * Savings can be made, and individuals with inside knowledge of how the business operates will need less time for induction and shorter periods of training. * The organisation is unlikely to be disrupted by someone who is used to working there. * Internal promotion acts will act as a motivator to other members of staff within the organisation. * From the organisation’s point of view, they will be able to asses the strengths and weaknesses of an insider, however there is always a risk attached to hiring an outsider who may only prove to be good on paper. The disadvantages to recruiting internally are that†¦ * You will have to replace the person who has been promoted. * An insider may be less likely to make criticisms of the business to get the organisation working in a more effective way. * Promotion of one person is an organisation may upset another. Has the appropriate Recruitment documentation been drawn up? Recruitment documentation is another important aspect this includes the job description, person specification, advertisements and interview sheets. Job Description Purpose The job description needs to include the job title, responsibilities and a simple description of the role and duties of the employee within the organisation. To make sure that the job description is up-to-date a job analysis should be carried out. The Job Description has a number of uses†¦ * It tells the candidates for a job what is expected of them. * It helps personnel officers to compare the job description with the candidate. * The Job Description can be used as a gauge to see whether or not the employee is doing the job properly, by comparing their activities with the job description. * Arguments about what the employee has to do can be settled by looking at the job description. The job description is a means of communication between the organisation and candidate to maximise relevance of potential applicants. Person Specification The purpose of a person specification is to outline the type of applicant the business is looking for. The person specification also gives potential applicants the chance to match themselves against the specification. The organisation needs to know the type of person they are looking for this can be set out in the person specification. The person specification sets out the mental and physical attributes, which will be needed for the job. A person specification is used so the prospective candidates know what qualities they should have and what is expected from them. It can also be called upon in an interview situation where the employer can match the candidate to the person specification and the position. Advertisement Job advertisements are an important aspect to the recruitment process. An organisation is able to advertise job vacancies to a selected audience through their job advertisements. Advertisements must reach the people who have the qualities needed to fill the vacancy. The nature of the advert will depend on†¦ * The target audience – managers, supervisors, retail assistants etc. * Where the advert will be placed – on a notice board in a local or national newspaper, etc. A good job advertisement will provide prospective candidates with information and will also discourage people who are not qualified for the vacancy. The way in which the vacancy is advertised will be different is the job is being advertised internally or externally. If the job is being advertised internally it will be most likely to be advertised on the staff notice board or in the jobs bulletin, however if the job is being advertised externally it is more likely to be advertised in a newspaper. Interview Assessment Form In an interview assessment form the areas for evaluation are usually†¦ * Physical appearance and deportment – Does the candidate have the right image suited to the advertised post? * Attainments – What experience and qualifications that they have meet the needs of the post. * General Intelligence * Special Aptitudes – What skills does the candidate have which relates to the job for example foreign languages or knowledge in the latest software package. * Personality/disposition Another factor of recruitment, which needs to be considered, is the legislation, which affects it. If the organisation does not comply with the set legislation then the individual responsible will be taken to court or the industrial tribunal. To avoid legal action an organisation will make sure that the recruitment criteria are made clear and that any terms of employment are made obvious to the candidate. The organisation needs to make sure that its company policy and practice comply with the relevant legislation. A number of the laws affecting the recruitment process are†¦ * Disabled Persons (Employment) Act 1958 This deals with an obligation on firms of more than twenty employees to employ disabled people up to at least three per cent of the workforce. * Sex Discrimination Act 1975 and ’84 This deals with the prohibition placed upon job advertisers to discriminate against women in advertising or conditions of service. * Race Relations Act 1980 and 1982 This is the outlawing of discrimination against employees because of their race, colour or ethnic origin. After the vacancy has been filled, the Human Resources department needs to be sure that they leave enough time for vetting and background checks if the job requires this for example any jobs involving children. If this is not dealt with effectively the organisation will be in the position of having an empty vacancy until they are completed.

Are Dynasties Good for Sport Leagues? Essay

In sports, the term dynasty is most typically used to refer to a team that is considered or recognized as having dominated their sport for a certain period of time. There are many different factors that are considered as ‘making’ a sports dynasty, and basically a sports dynasty is a franchise that has success in different generations, one which has gained success over a period of time and not just once in particular. When we look at North American sports, for instance, there are basically a few teams in particular that are really considered as being dynasties: the New York Yankees, Montreal Canadiens, and the Boston Celtics. Of course this may be argued, however it is truly hard to literally define the term ‘dynasty’, especially when we really only have about 120 years of professional sporting history to work with, in comparison to the millions of years of human civilization. There are many controversial issues that surround the subject of sports dynasties, and in particular whether or not they are good for sports. Although again the response to this will technically vary from one person to the next, in all honesty dynasties definitely have strong points and are good for the health of sports overall. One subject that plays a large role in sports dynasties is economics. The architect of modern-stadium economics and owner of the Dallas Cowboys, for instance, is planning to unleah a $1 billion stadium in the year 2009 and thanks to this new stadium, the Cowboys will then become $1. 5 billion, and will also be considered as a sports dynasty. This raises the question of whether the term ‘dynasty’ refers to a team that is skilled and continuously makes impacts in the actual game, or one who is willing to spend a large chunk of money on a stadium that is going to have other NFL owners begging for mercy. â€Å"The Cowboys have not finished better than 10-6 since 1995. ‘Architect of modern stadium economics’ may be too strong a term, but American sports dynasties are no longer made on the playing field† (The Sports Economist, 2007). This is a significant issue because even though a new stadium, which will be belonging to the most valuable sports franchise in the world, should not alone make a team a dynasty. The struggling Cowboys need to enhance their performance and make this the reason that fans keep coming to watch, rather than a fancy stadium. There is also the issue however of how although at first the stadium may attract a new wealth of people, there will be others in its place soon enough and eventually they are going to have to win some games or the title of dynasty will wear off rather soon. Overall from this review we can conclude several things, one of the most major being that the term ‘sports dynasty’ is very hard to define concretely, especially in the present day with the wads of cash that are being thrown around, mostly at taxpayers’ expense. Building a dynasty is never easy, but it has become much more so with the influence of money gaining more and more as time goes by. There are many people who argue that money should not make a team, but it can be pretty hard to fight against this belief when there is so much coming against you in response. Really, not until there is a more specific definition of the ‘dynasty’ term will there ever be a real understanding on this matter and a line that can be drawn in terms of what it is that makes a sports dynasty. References Clements, R. (2007, September 18). Pressure Builds for Cor Jesu ‘Dynasty’. South County Journal. Douthat, R. (2007). Dynastic Policies. Retrieved September 21, 2007, from http://rossdouthat. theatlantic. com/archives/2007/09/dynastic_politics. php Sanderson & Siegfried. (2003, November 30). Sports Dynasties. Journal of Sports Economics. Great Sports Rivalries. (2007). Dynasties. Retrieved September 22, 2007, from http://greatsportsrivalries. com/gsr_topteams. html Sporting News. (2007). Kcland’s Sports Potpourri. Retrieved September 22, 2007, from http://www. sportingnews. com/blog/kcland/page3/ The Sports Economist. (2007). Billions at Stake. Retrieved September 22, 2007, from http://thesportseconomist. com/ (2006, October 30). Celtics Dynasty Began in ’57. The Washington Times.