Milpa Agriculture vs. Industrial Agriculture

â€Å"Milpa Agriculture vs. Industrial Agriculture† The Milpa agriculture and Industrial agriculture have many similarities and differences. Milpa agriculture is a form of swidden agriculture that is practiced in Mesoamerica. Traditional Milpa is planted with maize, beans, and corn. Industrial agriculture is a modern faming that produces a life stock, poultry, and crops. The methods that industrial agriculture use to techno scientific, economic, and political. In Milpa agriculture some farmers use a coa stick in order to plan their crops and industrial farming the farmers use different machines. Industrial agriculture makes their job easier and faster by using the machines and technology. In Milpa agriculture is the totally opposite thing they don’t use technology in order to grow their crops it takes them longer to plant their crops by using simple method and one of the methods is the coa stick. Milpa agriculture has more than one plant such as maize, beans, and squash. Industrial agriculture only focuses on one plant. For example if industrial agriculture wants to grow maize they focus only in that specific plant that is being planted. Milpa is traditional in Mesoamerica. What I mean by this is that when milpa is planted in Mesoamerica is passed down in the family generations. Mesoamericans try to keep their tradition of planting milpa. In industrial agriculture is not really traditional to pass it down into their families mostly it is done because of the money. Industrial agriculture uses lots of pesticides in order to keep their crops from danger. By using pesticides they won’t lose lots of their crops. Milpa agriculture doesn’t really rely on the use of pesticides. Milpa agriculture does have the advantage of losing crops because they don’t use pesticides. That’s the reason in milpa agriculture more than one crop is incorporated at the same time they have the other crops to rely on not just on the maize. If industrial agriculture loses all their crops they won’t have anything to rely on because they only focus on growing on type of crops.

Current Historical Examples Constraints Opportunities Work Organisation Economics Essay

Work administration ( WO ) has a great and important impact non merely on a micro-firm degree but besides on national and planetary degrees as it influences political, societal and economic systems. WO is a wide construct with no rigorous definition as it deals with the manner work is organised and managed. The most successful and widely used signifier of WO is the capitalist labor procedure ( CLP ) , as can be seen by the laterality, success and increasing influence of western ( Anglo-Saxon ) CLP. There are nevertheless legion alternate work administration ( AWO ) structures in pattern in many states around the universe, many with their ain viing political, economic and societal political orientation, born out of historical and cultural patterns or revolution. Nevertheless in an progressively globalized and competitory universe AWO constructions have to turn out their sustainability and profitableness, while foregrounding their possible benefits over CLP, disputing the position quo and reshaping the predominating ideas on current signifiers of work administration. In this essay I will look at the both theoretical and practical facets of AWO both in a current and historical context and compare it with the CLP on a planetary degree. We begin with the CLP ‘s which is an economic and societal system where capital and the non-labour factors of production ( the agency of production ) are in private controlled to bring forth a trade good which has exchange-value every bit good as surplus-value, ( value of trade good is greater than the amount of the values of the trade goods used to bring forth it ) , in order to do a net income. Production is technically and socially organised to pull out maximal net income which is cardinal to CLP, therefore it is in the best involvement of capitalist/management to arouse the consent of workers in add-on to straight commanding them in order to use their creativeness and inventiveness of the work force ( Braverman, 1974 ) . Furthermore, labour, goods and capital are traded in markets ; and net incomes distributed to proprietors or invested in engineerings and industries. The chief characteristics of CLP are ; workers work for the capitalist, non for themselves and are separated from the agencies of production, ( the merchandise and its production procedure belong to the capitalist ) . They ( workers ) can non transform nature and autonomously supply their ain support as they do non hold entree to raw stuffs ( land or minerals ) or means of production ( tools and machines ) or proficient cognition. Additionally, workers work in an environment controlled in a â€Å" proper † mode set-out by the capitalist ( working-rules ) , they have nil to sell other than their labor ( but, unlike slaves, they are ‘free ‘ to sell it ) . However in order to last they must sell their labor to capitalists in return for rewards as a agency to last, this acts as a self-motivating factor to roll up resources ( money ) for themselves. Criticism of CLP is chiefly based around disaffection, where the worker is unable to command their work and work environment. This is due to the division of labor, which is the contracting down of the set of single undertakings and procedures in production, and seen as the thrust for profitableness and efficiency ( Braverman, 1974 ) . The division of labor is necessary in order to spread out production appropriate cognition and better engineering. Consequently, the liberty, creativeness and ability of the single employee were made wholly independent of work. Marx points out the following points of disaffection under capitalist economy, ( 1 ) Alienation from the merchandises of their labor, workers do non command what they produce taking to the inability to fulfill basic demands ( nutrient, apparels etc ) straight through their work. This was further increased by the distance between the figure of things produced and workers lack of entree to them, taking to stuff, cultural and moral poverty. ( 2 ) Alienation from the activity of work itself which led to a decrease in the creativeness lost with control of Labour Process ( LP ) given to the employer. Work becomes a agency to last hence more mentally and physically wash uping. ( 3 ) Workers are alienated from each other and the atomization of undertaking undermines cooperation farther estranging workers. They are besides made to vie with each other in a perpendicular hierarchal construction. Therefore alienated workers merely feel themselves outside work devising leisure go necessary to get the better of disaffection. This could take to a inclination to de-skilling in both fabrication and service industry. As a consequence ‘workers bring forthing more than their pay ‘ would take to the death of capitalist economy ( Marx, 1976 ) . Marx defined work as ‘a procedure between adult male and nature, by which adult male through his ain actions mediates, regulates and controls the metamorphosis between himself and nature ‘ . He emphasised that worlds should merely take and transform plenty for their basic demands. His ideal construct of work, which should do worlds experience self developed and self realized. Not like under capitalist economy where workers have no freedom or equality. This therefore led to the ideological and practical formation of AWO as a extremist battle of rank and file scheme for corporate action peculiarly in relation to the LP, decision-making, workers ‘ corporate actions and battles for emancipation from capitalists. AWOs consist of some of the undermentioned, Co-operativism which can be operated otherwise due to in different civilizations, and a proposal for an alternate economic system which is a participatory economic sciences. Co-operativism is a different manner of organizing concern through common ownership and democratic control of the endeavor. It differs from the capitalist economy in a figure of ways, unlike under capitalist economy power depends on the figure of portions owned by persons, there is non a hierarchal direction construction and net incomes and duties are shared every bit in co-ops. It operates basically to carry through the demands of their members. It seeks to supply the goods and services which their members need, for illustration, instruction and preparation are provided to better the ego development of workers, and it is the members who benefit most when the concern is successful. Another one of the major features of co-operatives is worker self-management ( WSM ) , this is the thought that those who produce should command their workplaces ; it is more than merely an economic activity and a agency of endurance. It is a beginning of originative fulfillment, self-development, self-actualisation and realization of one ‘s humanity through productive activity. The intent of being self managed was to spread out the chances for free originative activity by saving on labour clip during which people where obliged to execute activities which met their physical demands ( Marx, 1992 ) . The benefits of co-ops through WSM would be that all citizens/workers would be equal and have a say or ownership in the agencies of production that would let them to concentrate on what they are comparatively best at. In this alternate, net income is non the chief nonsubjective but alternatively the sweetening of person ‘s capablenesss by revolving undertakings and transforming work into an enriching, originative and socially utile agencies of being while extinguishing the disaffection of CLP construction. However there is no specific manner in which the co-ops is carried out and different states and parts have differing co-ops harmonizing to their civilization and societal and political systems as the undermentioned illustrations will demo: Advocates of the existent socialism tradition, which is a radical option imposed by authorities based on collectives. The province is directed to act like every bit houses in a capitalist economic system, contend that it combines the advantages of a planned economic system with the efficiencies that result from the usage of markets as an exchange mechanism ( Estrin 1991 ) . Get downing with the most utmost signifier which was communism and was most apparent in the former Union of Soviet Socialist Republics ( USSR ) , the system seeks to pull off both the economic system and society through a cardinal authorities which ensures centralized control and corporate ownership of belongings to accomplish both classlessness and statelessness. The design was that the province would keep the state ‘s assets in trust for the workers who would be working for their ain and general and each other ‘s good with all being equal. This political orientation spread across Europe including Poland and Czechoslovakia in the early 1900s and took on assorted signifiers, such as, in the former Yugoslavia where workers ‘ council were established at the behest of the workers ( Sturmthal, 1964 ) due to the dissatisfaction with the bureaucratic and statist discrepancy of socialism. In Russia, nevertheless, representative and regulating map of the first workers ‘ council were replaced with a more political and bureaucratic theoretical account. Most endeavors and industries were nationalized and the province controlled virtually all facets of work and production, with workers holding small say. In 1948 nevertheless Yugoslavia was expelled from the communist Eastern axis and accordingly lost the Eastern markets. Political and economic isolation forced the Yugoslav leaders to experiment with new economic theoretical accounts ( Schrenk, et al 1979 ) . Under the new construct of â€Å" societal ownership † ( although this is still the existent socialism tradition, but different at some facets ) , neither the province nor single citizens nor workers lawfully owned the assets or capital of productive endeavors. Rather, assets were made available to single independent endeavors, which were in bend governed by the new workers ‘ councils ( Huselid, 1995 ) . Collectives were besides free to put their ain internal pay ratios. The purpose was to increase worker engagement in the decision-making procedure and was widely viewed as critical in procuring and heightening employee satisfaction and productiveness in organisations ( Witt, 1992 ) . As a consequence Yugoslavia experienced a comparative economic roar between 1950 and the mid-1970s, when the state had one of the highest growing rates in the universe ( Sturmthal, 1964 ) . Another good illustration of co-ops is the democratic community-Kibbutz system runing in Israel, this can besides be seen as a type of co-ops named socialist tradition which opposes to private belongings and capitalist economy and has multifunctional concerted communities. More features of how this type operates can be found in the undermentioned illustration: In the mid-1970s in Kibbutz, it was the ‘normative ‘ theoretical account of pull offing industry through its internal political organic structures. In its authoritative signifier merely members participated in the disposal and direction of all domains of life on the Kibbutz, to stress equality, many works directors had same uniforms as their workers. The chief ends were industrialisation and for persons to recognize their accomplishments and abilities which would take to an economic roar, while accomplishing direct democracy, freedom and autonomy in labor. Other purposes were to advance exports, defense mechanism production and cut down imports. The theoretical accounts characteristics of self-management include ; single freedom, corporate ownership of industrial workss, outgos and income besides belonged to the Kibbutz. The democratically elected Kibbutz assembly made determinations on production and investing programs. The Kibbutz system enjoyed success for many old ages prior to the mid-1980s. Palgi ( 1984 ) stated that compared to workers under capitalist mills, workers in Kibbutz workss had more chances to open them for promotion and in make up one's minding how the work would be carried out. However despite the diminution of the Kibbutz co-op system, elements of it have been adopted across the Earth, one such illustration of a current industrial democracy is Suma Wholefoods Coop, a just trade and organic merchandise distribution house established in 1974 in the UK. The house considers itself a ‘radical concern ‘ as it does non organize itself in a conventional manner such as through division of labor and separation between direction and worker, and hierarchy system. All worker proprietors are responsible for direction and involved in determination devisings for major strategic issues, company officers are appointed by the direction commission, and most ‘radically ‘ all workers from officers to warehouse baggers are on the same rewards and they are encouraged to make assorted occupations with different accomplishments, for illustration, drivers will work in the warehouse or in the office for two yearss a hebdomad. This is to promote multi-skilling and occupation rotary motion, in a command to hike morale and self-fulfilment and a sense of worth as envisaged by Marx. Another different type of co-ops is economic crisis tradition, which defends thoughts of common belongings, common work, equal wages and workplace democracy. An illustration of economic crisis tradition is the Bauen hotel in Argentina, which was reopened and operated as a co-op in summer 2004 after following the state ‘s fiscal prostration ( 2001- 2002 ) . Today, despite an on-going ownership struggle with the ex-owner over the legal expropriation of the edifice, the Bauen operates at 80 % capacity and has hired about 80 extra workers. The hierarchal and autocratic signifiers of organisation that characterized work-life at the hotel in the yesteryear have been officially replaced by corporate decision-making procedures and an classless ethos, free of from foremans and directors. Another illustration of co-ops is seen in the solidarity and concerted motion in Venezuela, where the purposes are non merely those of the co-ops and WSM ends but to besides to beef up Venezuelan independency and sovereignty, by puting up a national production web to cut down dependance on imports and foreign. â€Å" The different attacks adopted since 2000 were foremost a strengthening of co-ops, chiefly through revenue enhancement inducements. Then the creative activity of Social production companies [ EPS ] and eventually the Socialistic Enterprises every bit good as the construct of endogenous development, normative orientation of production organisation, and province occupation preparation † ( Azzellini, 2009 ) . The overall end was ab initio defined as a â€Å" humanistic and solidarity economic system. † In an EPS, an employee ‘s place should non give him or her any privileges, and the internal organisation of work should follow a democratic theoretical account. Work activities would be rotated, and disaffection in the production procedure should be bit by bit abolished. EPS are directed to weigh societal net income more than private net income, and direct their production toward societal demands instead than along the lines of selling and capital accretion. They are besides directed to put portion of their net incomes ( 10-15 % ) in local societal undertakings and substructure, incorporating themselves into the surrounding communities through the community councils, every bit good as being transparent and publically accountable ( Azzellini, 2009 ) . We can see from above that all these signifiers of co-ops have similarities in that there is less managerial supervising as determinations are meant to be made democratically due to the higher equality amongst members. This besides means, more enriching as net incomes are every bit shared out. Cooperatives can besides be implemented on a national or steadfast degree due to their flexibleness and the fact that they incorporate like-minded people. The advantages of all these signifiers of co-ops were improved societal contact in the on the job collective and enhanced equality. When doing determinations together, workers communicate more with each other and with their directors. In the self-management system, workers â€Å" exercise control over work † while take parting in the direction procedure and workers besides viewed the system positively ( Grandjean & A ; ToA? , 1987 ) . However the AWO constructions portion many of the same drawbacks, and the same facets that made these options attractive are now the designers of their ruin and oppugning their feasibleness in an progressively globalised and competitory profit-driven universe economic system. Market competition challenges these accomplishments, as workers can command and make up one's mind production, but can non independently act upon the market ( monetary values, crisis, offer and demand ) . The market hence can non suit consensus but immediate determinations. Most of these AWO besides suffered from technological retardation and a deficiency of sufficient capital as they had different attacks to profitableness and efficiency every bit compared to capitalist economy. This is most apparent in Argentina where mills were the victims of the market oriented reforms which opened the economic system to international competition ( Atzeni & A ; Ghigliani, 2007 ) . Problems are farther compounded by the demand to hold democratic constructions and decision-making surveies in four Argentinean mills found that where each worker can freely show sentiments and acquire involved in decision-making guaranteed by legislative act ( Atzeni & A ; Ghigliani, 2007 ) . The possibility of coercing direction councils to name a mass meeting provided that a minimal figure of workers formulate a common petition creates a changeless tenseness which ever seems to be present between the demand to portion information, corporate decision-making, and the demand to centralise the same procedure in the custodies of a restricted figure of workers. Decisions need to be taken in relation to concern, and by the most competent people. There therefore should be a priori docket for interfering with the democratic decision-making procedure. In regard of this facet, a inclination to cut down the infinite for corporate decision-making can be discerned and accordingly there occurs a natural separation between production and direction workers. Furthermore this besides created a farther job in AWOs because most workers lacked the needed cognition and competency to do the necessary investing and fiscal determinations, and as a consequence, there are inclinations towards the intrenchment of decision-making elites within the worker councils over clip ( Obradovic, 1975 ) . Frequent occupation and leader ( s ) rotary motion seen as a solution can take to a state of affairs in which unqualified people were running the economic system and lead to incorrect determination devising and hapless leading and administration. Besides the democratic decision-making procedure can be slow therefore losing the concern chances and hence bing money. Furthermore, the sophisticated industrial works of today agencies that non everyone can make the same occupation as some require specialist cognition acquired through expensive higher acquisition or old ages of experience in order to bring forth maximal efficiency. This limits the worker ‘s ability to present alterations in the LP, the proficient division of labor shows no significant differences with the production of capitalist economy. Another major challenge for AWO ‘s is how to actuate workers while at the same clip alining their ends with the long-run involvements of the organisation. Some critics argued that these systems encourage inordinate pay payments, such as can in Suma Wholefoods where they all every bit paid despite their work. Plus unsustainable occupation security warrants, and other inefficient patterns and inducement jobs ( Kavcic & A ; Cibron 1992 ) . One key job cited in this respect was local workers council penchants for pay and employment protection at the disbursal of capital reinvestment in the endeavor, since workers lost all claims to a house ‘s future returns if they exited the house. This may hold generated a inclination to favor current income over long-run investing ( Estrin 1991 ) . This besides applies to other signifiers of AWOs. It has been argued that the aggregative system of self-management had an built-in inclination toward high unemployment because income is every bit shared, hence there is a opposition by bing members to take on new employees as incumbent workers are interested in income maximization. Workers councils hence did non cut down unemployment rates to the extent that might be expected within an officially socialist state ( Pejovich, 1979 ) . In other less socialist and more communist provinces like Russia where that province controlled employment at that place tended to be low rewards and under-employment due to the high figure of employees. The increased globalization and force per unit areas to be profitable in order to stay in competitory and in being has besides claimed many AWOs for illustration the Kibbutz system succumbed to weakening corporate political orientation ( Talmon, 1970 ) , and altering in the economic state of affairs ( Rosner & A ; Getz, 1994 ) , such as money being distributed every bit and non harmonizing to demand. There was besides a alteration in the Israeli society from socialist to capitalist. The crisis resulted in alterations in both industrial sector and community life, alterations include: re-prioritizing the aims that an industrial works should accomplish. Profitability and non workers demands became the primary concern for industry. Firms today besides see it important to hold a hierarchal construction with a clear division of authorization ( and labour ) among the different degrees. These alterations have a profound impact on the Kibbutz ‘s organisational construction and have threatened its economic and societal endurance. Another job of AWOs is that passage to a new system is complex, this is apparent from the Bauen hotel illustration, while there is no official hierarchy between workers in the Bauen, and hints of a capitalist commonsense persist. Specifically in the manner workers still hold onto the subjective perceptual experiences that a worker ‘s undertaking and place within the hotel should find their degree of engagement in decision-making procedures. Albert ( 2004 ) hence proposed an alternate economic system, participatory economic sciences ( parecon ) and seek to work out the jobs of AWOs mentioned before. Parecon has common characteristics of AWOs, it promotes equity, diverseness, solidarity, self-management and ecological balance, but this is a diverseness economic system, is built on workers and consumers councils, combines societal ownership, participatory planning allotment, council construction, balanced occupation composites, wage for attempt and forfeit, and participatory self-management with no category distinction. As for participatory planning, it does n't hold purchasers and Sellerss maximising their ain advantage each at the cost of the other. It does n't hold competitively determined monetary values and net income or excess maximization. For the solution of occupation rotary motion in co-ops, proposed balanced occupation composites in this system would guarantee that when workers participate in decision-making, they have been comparably prepared by their work with assurance, accomplishments, and cognition to make so. Balanced occupation composites distribute unequal undertakings empower certain sort of workers, e.g. coordinator category. The purpose of parecon is non to extinguish divisions of labor, but to redefining the division of labor by guaranting that over some sensible clip frame people should hold duty for some reasonable sequence of undertakings for which they are adequately trained and such that no 1 enjoys consistent advantages in footings of the empowerment effects of their work. This gives workers a just portion of burdensome and fulfilling or drilling and authorising undertakings. Although this establishes a division of labor, it does n't bring forth a category division between lasting order-givers and order-takers. However others argue that more solidarity might cut down privateness, or more self-management might cut down quality of end products. In add-on, although making absolutely balanced occupation composites is theoretically possible, can it be done in existent life state of affairss? The reply is really likely will be no, one of the grounds could be that preparation is socially dearly-won, it would be inefficient for gifted people to make humble undertakings. In decision AWOs theoretically work absolutely and accomplish the purposes that are set out, but they make the large premise that all worlds have homogeneousness in their physical and rational capablenesss and gifts and will be satisfied with being equal and an equal portion of net incomes no affair how much they put in compared to others, and will fulfill with holding no more than what they require to run into their demands. It besides does non see the institutional troubles of altering to and pull offing such systems such as guaranting equality ( .i.e through occupation rotary motion and democratic-voting ) , altering mentalities, or market system force per unit areas. Venezuelan president Hugo Chavez recognized publically on January 28, 2007, that it had been a ‘mistake ‘ to turn the employees into partial proprietors ( Azzellini 2009 ) . There seems to be no room for this political and economic political orientation in this globalised world/age of consumerism and private entrepreneurship, where greater value is placed on personal accomplishment and organisational efficiency. Despite these AWOs still have much to offer particularly in their practical facets, on a micro house degree such as Suma Wholefoods Coop and peculiarly in commanding decreasing natural resources. All members of capitalist societies are conditioned by constructions and procedures that appear to be independently of them and every bit long as the advantages of CLP remain, capitalist economy will be the dominant economic system in the universe, citizens and states will go on to take it over other AWOs.

Descriptive Essay - Original Writing - 1559 Words

â€Å"I love your green eyes, they stand out on that pale face of your’s, and the brown curly hair just mixes with that perfectly.† He says slowly. â€Å"Okay then.† I say and look around embarrassed. I then look at him, he’s not half bad himself, he has dusty blonde hair, he has it cut as a â€Å"surfer dude,† he has freckles and he has bright blue eyes. Then I realize I’ve been staring. â€Å"Oh, sorry.† I look away. â€Å"It’s okay.† He says and I look back up at him. Then he pushes his hair behind his ear and I see a scar, it goes from his left shoulder all the way up to his left eye. I end up staring at that. Then he realizes I’m looking at it and he covers it up with his hair. He has a strong build, and he’s tall. He stands up and walks to the window.†¦show more content†¦Ã¢â‚¬Å"Neither do I.† I say back and slowly open the door. It s the boy I scared away in the common room. Except this time he didn t have a shirt on. I started to blush but I couldn t help but look, he had a ton of scars on his chest. He picked up his shirt and slipped it on. â€Å"Life sucks.† He says and smiles at me. He has a pretty smile. I just stare at his smile, then he starts to laugh and then I realize I’m invading his privacy. â€Å"Oh, sorry, maybe I should get out.† I say and start to back out of his room. â€Å"Oh, no you don t.† He says and grabs my arm. â€Å"You can’t just gape at me and my scars and then not stay and talk to me.† â€Å"Okay.† I say and walk into his room. I look at him. He looks back. â€Å"You are really pretty, what’s your name?† He says â€Å"I am not pretty, my name is Rosanne, but my friends call me Ros.† I say. â€Å"Well, I wanna call you Rose, you’re as pretty as one so it matches perfectly.† â€Å"I am not pretty surfer boy.† I start to blush. â€Å"My names Mickey , Mickey Johnson. Not ‘surfer boy’.† He says and smiles. I can feel my face getting hotter. I can’t help but reach my left hand up to his shoulder and touch the scar, I trace it all the way up to his eye, his bright blue eyes. I stare into his eyes still touching the scar, tracing it back and forth without looking at it. His face starts to get red too. He grabs my wrist when my hand is right on his cheek and he just holds it there, I flatten my hand out on his cheek. â€Å"How did you get

Psychological Skills Training - 1838 Words

Psychological Skills Training What exactly is Psychological Skills Training and for a coach or instructor, what advantage is gained by its implementation? In other words, why bother? Psychological Skills Training (PST) is typically more comprehensive than a few short sessions with a few simple interventions that a coach or instructor might suggest. PST usually integrates cognitive and relaxation techniques in a more encompassing approach to mental training and as a complement to physical training. Individualism is a hallmark of most PST programs. (Gill, 2000) The Importance of Mental Skills Why are mental skills so important to performance and why are they often neglected by coaches and athletes? Yogi Berra has been quoted as†¦show more content†¦It is likely that the thinking of specific, detailed technique features that control physical movements would cause performance to worsen. This is because of the phenomenon known as cognitive interference (when one thinks of what they are doing when performing a highly skilled activity in a non-fatigued state, the thoughts interfere with the efficiency of automated skilled performance). When an athlete is fresh, task-relevant thinking should be limited to tactical and decision-making content (e.g., anticipation, recognition of relevant cues) and general capacity features such as smoothness, length, evenness, rhythm, etc. The detailed technique features of physical actions should be left to the automatic neuromuscular patterns that have been developed through training. However, at the onset of the next performance stage , which is usually signaled by the first hint of fatigue, it is necessary to begin to concentrate on specific, detailed technique thoughts along with other task-relevant items. This is required to avoid any accumulated fatigue causing a loss in technique efficiency. The transfer of control to conscious thinking about skilled activities should maintain performance efficiency and form. As a competition progresses and fatigue increases, task-relevant thinking should gradually include increasing amounts of specific technique content so that performance efficiency is sustained. PST – The Development Phase Coaches must assist theShow MoreRelatedSport Psychology: Analysis of Psychological Skills Training models with particular reference to Thomass (1990) model for performance enhancement.2092 Words   |  9 Pagesto establish what psychological factors produce the winning formula or to try to establish a profile of the successful athlete. Within the psychological framework attempts, to determine the ideal athletic personality have only been marginally successful (Morgan 1980, in White, 1993). 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This personal reflection of the skills that I have learned during the past eight weeks will positively impact my educational journey at Northcentral University. What I Already Know I already know that throughout my doctoral journey I must continue to thoroughly read, re-read, review and

Doctor Jekyll and Mr. Hyde, Frankenstein and Confessions...

The Gothic Novels of Doctor Jekyll and Mr. Hyde, Frankenstein and Confessions of a Justified Sinner The word Gothic, taken from a Germanic tribe, the Goths, stood firstly for Germanic and then mediaeval. It was introduced to fiction by Horace Walpole in Castle of Otranto, a Gothic Story, and was used to depict its mediaeval setting. As more novelists adopted this Gothic setting; dark and gloomy castles on high, treacherous mountains, with supernatural howling in the distance; other characteristics of the Gothic Novel could be identified. The most dominant characteristic seems to be the constant battle between the good and the dark side of the human soul and how that, given a chance, the dark side of human nature will†¦show more content†¦By drinking a magical potion, the second, evil personality of Dr Jekyll is actually given a physical form of its own, rather than just a mental hold over Dr Jekyll and is named Mr Hyde. Mr Hyde is even provided with a dwelling place of his own in Soho, the outcast area of London. When this creature of darkness is first brought into being, he is small and fragile, and appears to be warped, although nobody who meets this Hyde can put his finger on this abnormality. As Mr Enfield says, he gives a strong feeling of deformity, although I couldnt specify the point. During the novel, however, the Hyde personality strengthens and develops, flourishing as a result of the fulfilment of his evil pleasures, which had previously been denied him without a body of his own, eventually overpowering the good side of Doctor Jekyll. This doppel-ganger figure is typical of many other Gothic novels, including Confessions of a Justified Sinner, and is used when expressing the continual conflict in the human psyche. The setting of Doctor Jekyll and Mr Hyde does not at first appear to be in keeping with the conventions of the Gothic novel, as there are no looming mountains and crags with deep forests and ruined castles. In fact, it is set in London, but when I examined the setting more closely, I saw that the components of the Gothic setting had been adapted to the modern buildings and surroundings. The laboratory in which Dr Jekyll spends most of his time is described as aShow MoreRelatedBackground of Dr. Jekyll and Mr. Hyde Essay2077 Words   |  9 PagesBackground of Dr. Jekyll and Mr. Hyde The Strange Case of Dr Jekyll and Mr Hyde was published in 1886 and is one of the best known of Stevensons novels. It concerns the way in which an individual is made up of contrary emotions and desires: some good and some evil. Through the curiosity of Utterson, a lawyer, we learn of the ugly and violent Mr Hyde and his odd connection

Strategic Human Resource Management Lion Food and Beverage Company

Question: Discuss about the Strategic Human Resource Management for Lion Food and Beverage Company. Answer: Introduction The report depicts a major human resource management issue that affects the backbone of the organization namely as Lion (HRM online 2016). The report will reflect on the HRM practices maintained by Lion and also on the most crucial issue affecting the overall structure of the organization. Apart from this, it will also frame a comparative study between the HRM practices of Lion and other well known organizations of Australia. Additionally, it will also demonstrate on why improvement is required in the particular HRM practice. Though, the organization is facing different HRM (Human Resource Management) based issues however, among job analysis and design, recruitment and selection, training and development, pay structure and benefit the most affecting issues is training and development (Prayag and Hosany 2015). The report will also deliver certain recommendations to Lions HRM practices in order to improve the structure. Additionally, it will also produce an organizational report that can explain the structure and development of the organization. Background of the organization and the major HRM issue Australias largest food and beverage company, Lion is founded in the year of 1923 (HRM online 2016). The office is headquartered in Sydney, The number of employees working for the company is above 7000 (Mahadevan and Mohamed (2014). The current revenue of the organization is about 5.69 billion and the products served by the company are beer, wine, diary and juice (Barrick et al. 2015). It is found that, the people and cultural director of Lion has either hired or promoted every individual employee of their company to the senior management team. The longevity of the chair person helped him to gather experiences regarding traditional HRM practices and policies (Franz 2013). The role of the HRM employees has developed over the time and helped to gather success throughout. According to Giauque, Anderfuhren-Biget and Varone (2013), gradual development in Lion HRM, have been enough impactful and the HR is bound to take the leading role in order to create such an environment where the business can listen and respond fast and clearly. In addition to this, the HR is also working in a way that the purpose and direction of the employees are also clear towards the ultimate objective of the organization. In order to take fundamental challenges, Lion has developed the background and also the culture. In Lion food and Beverage Company, though the HRM practices are efficient enough, still certain issues are associated with it. Among those training and development of the employees is found to be the major issue. There are many organizations that look for different ways to become employer of choice (Barrick et al. 2015). Lion maintains this policy in order to engage more number of employees and to attract outsider employees too. Resolving the HRM issues, can improve the overall structure of the organization. The issues are as followed: Issues Impact Employee satisfaction This is an important factor that comes under consideration while developing the HRM practices (Thite, Wilkinson and Shah 2012). If the employees working for the organization are not satisfied with the working environment, then the rate of employee disengagement will start to increase at a rapid rate and that will surely hamper the HRM policies. Turnover The rate of employee turnover is highest in the travel and tourism industry. However, in Lion the termination rate is not high but gradually, the rate is increasing (Keegan, Huemann and Turner 2012). Apart from this, turnover in specific department might also signal ineffective leadership quality of the leaders. Strategic relationship Some of the organizations think that the HR management team is one of the mere administrative functions handling department and this the reason for which the strategic direction fluctuates from the objective (Franz, 2013). This is another major issue. Recruitment and selection The selection panel should be enough experienced so that proper selection can be made. They must also concentrate on the strategic development instead of pushback from the leaders (Barrick et al. 2015). Clear vision of the HR management team, also enhances the sustainability power. Pay structure and benefit The payment structure of the employees always motivates them to do their work with cent percent dedication but if the benefit level is found to be commercially weak to the employees then, it will affect the current position of the organization (Meijerink, Bondarouk and Lepak 2016). In order to reduce this issue proper analysis of job and additionally design of every individuals role play is very crucial. From the analysis of the HRM practices it is defined that among these issues the most effective issue is training and development of the employee (Palagolla and Wickramasinghe 2015). After recruitment and selection of every employee, the organization should organize a proper training and development program so that they could adopt the policies perfectly. Analysis of the HRM issues in Lion Detail description of HRM Issues at Lion While identifying the issues of HRM team of Lion it is defined that, the major issue is Training and development (Franz 2013). Six major problems involved with training and development are as follows: A faulty identification: Implementation of training and development program for the employees must be conducted in a proper manner so that, whatever the company is investing for them not went in vain rather the investment bring fruitful result to the organization (Barrick et al. 2015). However, in Lion the training and development team organizes all the required programs as per employees requirement, but they are unable to structure the specification appropriately (Husin, Chelladurai and Musa 2012). Thus, failure in proper identification of the needs of the employees creates organizational issues. Wrong objective setup: Every organization should setup a list of objectives and before implementation of the aim they must maintain it. Nevertheless, in case of Lion, setup of the objectives is improper and that is main reason that interrupts the HR management objective during the execution time. Faulty time preparation: In order to accomplish the objectives of the HRM management of Lion, time is another vital factor that must be considered (Alfes et al. 2013). Management policy should frame up with proper time management system but Lion food Beverage Company does not consider it. Development responsibility: The senior HRM team of Lion is consists of about 200 employees and the work is divided accordingly (Barrick et al. 2015). If the responsibility of every individual increases at a large rate then, it would be difficult for the top level managerial team to monitor it all over. After considering the HRM practices, the Hertzberg motivation theory implies that, there are six factors that help to improve the employee empowerment. Once employee gets recognition then, the responsibility will enhance accordingly (Tzabbar, Tzafrir and Baruch 2016). However, in Lion, responsibility increment leads to HRM issue. Figure 1: HRM tools in Lion (Source: Barrick et al. 2015, pp- 115) Requirement of Improvement of the Issue in Organization In order to gain financial benefit from the competitive marketplace, Lion food and Beverage Company should improve their HRM practices (Palagolla and Wickramasinghe 2015). Based on certain survey results it has been determined that, HRM workshop can improve the overall structure of the company. From the statistical matrices, future challenges can identify the section where the improvement is strictly needed by Lion. If the issues get resolved then, these will lead to sufficient flexibility. Improvement is required as it will lead to overcome future challenges that are going to be faced by Lion. These factors are as followed: Motivation: If the HRM team of Lion is improved then it will be able to provide motivation to the employees of the company. Motivation among the employees will lead to job satisfaction. It is referred to as a multifaceted and complex phenomenon (Franz 2013). The dynamics of people along with an appropriate working environment can be provided to the employees with the help of organizational motivation. Change management: Development is required to improve the change management system of Lion. For statistical production and services, successful modernization is needed to be implemented. Sometimes it happens that bringing changes in the attitudes of the staffs are not possible then, environmental changes will help to manage the employees (Meijerink, Bondarouk and Lepak 2016). From focus and leadership efficiency it can be said that, the scope of development is wide in organizational contribution. Apart from time and focus, management commitment also plays motivating role play within Lion. Knowledge management: Whatever knowledge the employees obtained from their experiences can be increased with developed knowledge management system (Alfes et al. 2013). The employees got recruited and selected as they are appropriate for their job role but still, with further enhancement they can improve their knowledge level. Working environment and mobility: The physical and social environment of workplace is another crucial sector that needed to be developed. Technical improvements including flexible working ambiances enhance the business strategy of Lion. On the other hand, mobility of the employees always brings huge benefit to the organization (Tzabbar, Tzafrir and Baruch 2016). It is a major motivational factor that provides the employees various opportunities and enables them to be more flexible in the working environment. Additionally, it can reduce the enhanced work load and cultural oppositions. Training and skills development: Training and development of the HR employees are needed to enhance their skills as it comprises a broad range of activities (Thite, Wilkinson and Shah 2012). Training can either be formal or it may be informal. Electronic learning helps to gain training on a regular basis in a systematic way. The development planning is also referred to as competence management. Management development: Development in management program of human resource is another important factor that comes under consideration during the implementation. The main focus of the HR management team should be focused on attracting and retaining people. The management team should develop their policies in such a way that all the employees feel engaged to the Lion HRM (Tzabbar, Tzafrir and Baruch 2016). Apart from this, digital innovation is needed to be implemented to attract more number of employees with their attractive business panning. Comparative discussion of HRM practices in Lion and other organizations Comparative consequences of different empirical study has been defined that, with increased globalization in international and domestic level, destruct the traditional HRM of Lion (Franz 2013). As dynamic changes are occurring in every organization and all of them are improving their performance level thus, Lion should also improve their cultural ambiance on the basis of conceptual studies. During the analysis it is defined that there are certain factors of HRM that Lion does not maintain and the gap analysis will help Lion food and Beverage Company to improve their HRM strategies. Mahadevan and Mohamed (2014) stated that, culture has a significant impact on different managing approaches. Apart from this, the cultural gap put significant impact on the management practices. It is required for organizations to recognize and figure out model for the cultural differences. Norms, values, acceptable leadership styles are factors that are complimentary to each other as national elements suc h as economic, legal, environmental, technological, political, social systems collaboratively shape the HRM framed model. Figure 2: Strategic HRM model (Source: Giauque, Anderfuhren-Biget and Varone 2013, pp-125) The objective of the study is to determine the HRM practices of Lion and other leading organizations. The differences between the HRM practices are as follows: Aspect HRM practices of Lion HRM practices of other organization Communication Lion maintains open communication among the employees. It means all the employees from the lower level to the upper most level can communicate with each other without any kind of interruption (Prayag and Hosany 2015). Though the manager of the HRM took the final decision still he takes suggestions from all the working employees of HR team. Other food and beverage companies of Australia, uses upward communication and it means the top level managerial HR department took the final decisions (Giauque, Anderfuhren-Biget and Varone 2013). Though in meetings they take suggestions from others but while taking the final decision they never give an opportunity to the lower level working employees. Leadership Lion HR management team believes that the leadership is one of the most important job. In other organizations the managers and leaders generally play a similar role therefore, a contradiction occurs during the implementation (Armstrong and Taylor 2014). Activity HR department of Lion says that on a daily basis they act on market analysis, business structure, and break down of data and they also conduct survey twice in a year (Kaufman 2015). This is the reason for which Lion is the largest food and beverage company of Australia. Business survey took place in all the leading organizations of Australia once in a year and sometimes in two years one survey for the market revenue analysis. Appraisal Yearly appraisal motivates the employees. The appraisal program is not fixed in all the organizations and takes place according to the performance the appraisal program. Recommendations to improve the HRM issue occurred in Lion In order to reduce the HRM issues of Lion certain recommendations are provided to the company. These are as follows: Leadership: In food businesses issues are determined by marking the current leadership style (Barrick et al. 2015). The leaders should be capable of taking all the responsibilities throughout. The necessary directions and commitments with a perfect community should be provided by the leader of the company. Mentoring: The managers should also act like a mentor of the other employees. They should setup a pre determined objective for the company. It is a powerful tool that facilitates the retention and the transmission of knowledge of the employees. Reward function: Required reward function should function must be arranged for the employees of the company to motivate them (Foss, et al. 2015). In order to accomplish continuous improvement reward function should be introduced based on the performance of the employees. Training: This is another important factor that should be maintained by Lion in order to reduce the HR issues. Appropriate training and development program should be incorporated to develop the HR structure of the company. Payment development: The payment should be increased based on the performance of the employees (Prayag and Hosany 2015). Pay scale of the employees will motivate them and help them to keep engage to their job roles. Not only this but also it will help them, to be more loyal and dedicated to their job role. Conclusion From the overall conclusion it can be concluded that, the report has majorly covered all the HRM issues that is affecting the traditional HRM practices of Lion. There are different issues such as recruitment and selection, training and development, performance management, pay structure and benefit affecting the organizational HR structure however, among all these the most affecting issue is determined to be training and development of the HR employees. Apart from this, the report also described the common HR practices that is maintained by the selected organization namely Lion. The major issue of the HRM management is discussed elaborately and additionally required recommendations are provided to the company. References Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), pp.839-859. Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), pp.839-859. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Barrick, M.R., Thurgood, G.R., Smith, T.A. and Courtright, S.H., 2015. Collective organizational engagement: Linking motivational antecedents, strategic implementation, and firm performance.Academy of Management journal,58(1), pp.111-135. Foss, N.J., Pedersen, T., Reinholt Fosgaard, M. and Stea, D., 2015. Why Complementary HRM Practices Impact Performance: The Case of Rewards, Job Design, and Work Climate in a Knowledgeà ¢Ã¢â€š ¬Ã‚ Sharing Context.Human Resource Management,54(6), pp.955-976. Franz, M., 2013.Organizational Blueprints in Gazelles: A Comparison of HRM Practices Between International Fast-growing and International Slow-growing SMEs: an Exploratory Case Study. Erasmus Universiteit. Giauque, D., Anderfuhren-Biget, S. and Varone, F., 2013. HRM practices, intrinsic motivators, and organizational performance in the public sector.Public Personnel Management,42(2), pp.123-150. HRM online., 2016.Lion's HR team reveal recipe for success - HRM online. [online] Available at:https://www.hrmonline.com.au/section/featured/lions-hr-team-reveal-recipe-for-success/ [Accessed 22 Aug. 2016]. Husin, S., Chelladurai, P. and Musa, G., 2012. HRM practices, organizational citizenship behaviors, and perceived service quality in golf courses.Journal of Sport Management,26(2), pp.143-158. Kaufman, B.E., 2015. The RBV theory foundation of strategic HRM: critical flaws, problems for research and practice, and an alternative economics paradigm.Human Resource Management Journal,25(4), pp.516-540. Keegan, A., Huemann, M. and Turner, J.R., 2012. Beyond the line: exploring the HRM responsibilities of line managers, project managers and the HRM department in four project-oriented companies in the Netherlands, Austria, the UK and the USA.The International Journal of Human Resource Management,23(15), pp.3085-3104. Lehtonen, T.J., 2015. Building Strategic HRM Practices within the Competence-Based View: Introducing a CBM-Based Strategic HRM Framework.Competence Perspectives on Resources, Stakeholders and Renewal. Advances in Applied Business Strategy, pp.129-145. Mahadevan, A. and Mohamed, F.A., 2014. Impact of Human Resource Management (HRM) Practices on Employee Performance.International Journal of Accounting and Business Management,2(2), pp.15-25. Meijerink, J.G., Bondarouk, T. and Lepak, D.P., 2016. Employees as Active Consumers of HRM: Linking Employees HRM Competences with Their Perceptions of HRM Service Value.Human resource management,55(2), pp.219-240 Palagolla, N. and Wickramasinghe, V.M., 2015. HRM practices and job performance of manufacturing workforce: the role of firm attributes. Prayag, G. and Hosany, S., 2015. Human resource development in the hotel industry of Mauritius: myth or reality?.Current Issues in Tourism,18(3), pp.249-266. Rosli, M.M. and Mahmood, R., 2013. Moderating effects of human resource management practices and entrepreneur training on Innovation and small-medium firm performance.Journal of Management and Strategy,4(2), p.60. Thite, M., Wilkinson, A. and Shah, D., 2012. Internationalization and HRM strategies across subsidiaries in multinational corporations from emerging economiesA conceptual framework.Journal of World Business,47(2), pp.251-258. Thite, M., Wilkinson, A. and Shah, D., 2012. Internationalization and HRM strategies across subsidiaries in multinational corporations from emerging economiesA conceptual framework.Journal of World Business,47(2), pp.251-258. Tzabbar, D., Tzafrir, S. and Baruch, Y., 2016. 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Remember the titans Essays - Racism, Discrimination, Films

Remember the titans Remember the Titans Remember the Titans takes place in a small town in Virginia called Alexandria. This little town forces the civil rights law of integration. Combining a white school and black school was not such a good idea in this town. Today we will discuss the differences in the white and blacks, such as the racism, the realistic conflict theory and prejudice, and conformity amongst the people. The only thing different between and black person and white person is the skin color. They both have two arms, two legs, a head, a heart, two feet, and so forth. But in this town white people thought just a little different. The first encounter of a white and black was the coaches. The new African American coach, Coach Boones has had an opportunity to take the head coach position, over the white head Coach Yoast. Coach Yoast was a Hall of fame coach. So many of the players were confused as to what was going on. Many white people thought this was unfair. The football players was white and African American and where forced to go to a football camp together. They are forced to cooperate, and suffer hard drills together. White and the African Americans in this town have always known to judge each other. This would be an example of Racism. Racism is the belief that all members of each race possess characteristics or abilities specific to that race based on the belief that ones own race is superior. Racism is also a recurring theme and it has shown to be difficult to overcome, but not impossible. Discrimination is also a form of racism. Discrimination is when the behaviors affect a certain group of people. The white peoples actions also had an effect on the African Americans or vice versa, the African Americans actions always had an effect of the white people. White people always thought they were in control over the African Americans. So the racism to the African Americans was pretty strong. When Coach Yoast had lost his first game thats when Coach Boones took over. So automatically the white people are saying very racist comments about Coach Boones. A fight breaks out during school between the African Americans and the whites. The whites think they are more superior to the African Americans. That is when the students show racism. The white parents also show there racism when they the fight the bus transportation to and from school. But dont think the African Americans dont show their racism. The African Americans was just quite about it at first. The African Americans was the ones who had to change schools and combine with the whites. So they think they should be number one in anything as well as the whites. When the team over comes the racism and actually acts as a team is when they start playing good. One African American on the team spoke up and said, No player is perfect, but the team is perfect. Racism still goes on in the real world today. It happens daily, whenever it shouldnt even be brought up. We all have the same rights. We shouldnt judge other by their skin tone or even their views on things. The realistic group conflict theory which is kind of like prejudice is when two or more groups are seeking the same limited resources this will lead to conflict, negative stereotypes and beliefs, and discrimination between the groups. When prejudice is judging a person on the bases of stereotypes about the group to which the person belongs. Prejudice and the realistic group conflict theory relate because they both stereotype groups. Just like the whites and blacks are stereotyping each other in Remember the Titans. In the beginning of the movie, white and the African American football players are mainly worried about their position on the field and if they was going to be starting. Starting positions are very limited, so that is why the African Americans and whites fight over them. To make an African American player look bad, the white football players wouldnt block for the African American during practice. The white people just wanted to make the African Americans look