The withdrawal of American troops in Iraq an Example of the Topic Government and Law Essays by

The withdrawal of American troops in Iraq Recently, both Houses of Congress initiated legislation on the withdrawal of American troops in Iraq by March 2008. With the majority of representatives in the House and the Senate coming from the Democratic Party, it is expected that the legislation will pass, subject only to veto powers of the US President, as part of the system of checks and balances in government. Need essay sample on "The withdrawal of American troops in Iraq" topic? We will write a custom essay sample specifically for you Proceed Publicly, President George W. Bush berated the legislature for their obstinacy in opposing his administration's policy in Iraq and had already threatened to truly exercise his executive powers and send the legislation to the dustbin of history. If he does veto the legislation, the Democrat-led majority in Congress will only have achieved a symbolic victory, as their numbers are not enough to overturn the expected veto of the proposed legislation. Predictably, the political conflict on the war in Iraq will only further escalate the political bickering of both branches of government and increasing the polarization of American society. Students Frequently Tell EssayLab support:Who wants to write essay for me?Essay writers advise: Essaylab.Com Can Provide You With The Winning Academic EssayCollage Papers For Sale Get Paid To Write Papers Grab My Essay Review Writing Essay Company On the other hand, the issue as to whether or not American troops must leave Iraq in the soonest possible time has been the subject of intense debates from all sides of the political spectrum and American society since the war in Iraq reached its fourth year last month, that the final outcome of the executive-legislative standoff is pivotal in tipping the balance of support for the continuing war in Iraq. This paper shall examine four editorials on the troop withdrawal bill and critique the authors' comments regarding the policy proposals to obtain an understanding of the political economic issues involved with regard to governmental economic policy in general. The San Jose Mercury News has been very straight forward in its analysis of the conflict between the Bush administration and the Democrat-controlled Houses of Congress, "Congress should continue to call the president's bluff: no withdrawal plan, no new money for the war." It sternly critiques the tough-guy Iraqi policy of the Bush administration for deviating from the sound military advice of his generals and even the bipartisan Iraqi Study Group to set a definite deadline for troop withdrawal, notwithstanding presenting the solid data in Iraq that legitimizes the growing call to finally pull out the troops, such as the immense loss of American and Iraqi lives, the costly $350 billion military spending, the displacement of millions of Iraqis, and the unrealistic goal of imposing peace and democracy. The editorial above is absolutely correct in asserting that Congress must continue calling the bluff of the President because it ensures that Congress will continue wielding the upper hand in the negotiations on the entire issue of the war, even if the President is the commander-in-chief. The power of the purse of Congress is an all important component in American democracy's system of checks and balances that even the most powerful man in the world must recognize its authority, especially if he seeks the support of a coequal branch of government for funding his war. By calling the bluff, Congress can decisively pressure the government to accede to its demands of a troop pullout as vetoing the bill would be foolish because it would also mean vetoing the budget appropriations for the war. In this situation, the hands of the President are tied to the demands of Congress which President Bush must diplomatically resolve instead of unilaterally insisting on his plans without Congress appr oval. More so, the situation in Iraq and the weakening security situation in the United States should provide enough backdrop for the President to clearly rethink his position and work on a lasting solution to the crisis between branches of government but to decisively resolve the Iraqi question. The Sacramento Bee editorial affirms and further articulates the statement of the San Jose Mercury News on the necessity of Congress' assertions for a schedule for the withdrawal of the troops as part of the increased military spending on the Iraq war, as the Democrat-led Congress was only reflecting the increasing anti-war sentiments of the American people who decisively voted the Democrats into office. The editorial describes the political stalemate between the President and Congress as the opportunity to force both branches of government to veer away from very extreme demands such as immediate or no troop withdrawals. It also gives the Bush administration a chance of letting Gen. Petraus deliver results in improving the security situation of the Iraqi people and the US troops stationed there, especially in hotbed areas of sectarian violence and insurgency. Nonetheless, it affirms the Bush administration's policy of engaging its regional allies in the Middle East to help the United States resolve the Iraqi question, as part of the implementation of the recommendations of the bipartisan Iraq Study Group and to stem the growing international criticism of unilateral American policy on reconstruction and development of the war-torn nation. The Sacramento Bee editorial added another dimension in the political economic factors that determine the current tussle between the Bush administra tion and the US Congress the utter need of support by different states, especially regional allies in the Middle East. This can also be used as another bargaining chip by the US Congress to definitely pressure the Bush administration to accede to its demands, especially when these efforts by top executive officials led by the Secretary of State can be viewed merely as an afterthought as a result of the international flak the Bush administration has been receiving for its unilateralist foreign policy. Final Call's editorial, on the other hand, is an outright repudiation of both branches of government in the thick of conflict. It berates President Bush for continuing on with the war based on false intelligence and without consideration for the tremendous toll on US economic resources and American lives. It also castigates the Democrat-led US Congress for not doing enough in ensuring that the US troops in Iraq would go home immediately, asserting that the reason why American voters sent them to Congress is not to extend the war but to end the war as soon as possible. The editorial rejects even the one-year deadline set by the leading Democrats in Congress as it contained numerous loopholes that could even extend the war past the set deadline, and it even surmised that perhaps the basis for the seeming feet-dragging of Democrats on the immediate troop withdrawal has been the insertion of $25 million pork barrel funds for their use in their local districts, notwithstanding the political pressure from Republican counterparts for being weak on the defense of the American people. While this publication appears to toe the radical line of immediate troop withdrawal unlike the centrist-liberal positions of the previous editorials, it nonetheless presents a realistic picture of the current state of American politics today, in the context of how Congress acts especially when pork barrel funds are concerned. In many parliaments and congresses around the world, the congressional pork barrel has always been the source of much corruption and internal arrangeme nts between political parties in securing concessions from each other. It is remarkable that Final Call's editorial raised this possibility, as insertions of pork barrel provisions into bills of national importance raises questions on the sincerity of congressional leaders in truly responding to the people's demand to withdraw the troops in Iraq. In the Christian Science Monitor's article on the troop withdrawal bill, it highlighted the questions by Republican representative in both Houses of Congress and anti-pork barrel watchdogs on the propriety of add-ons which are non-defense related, to the extent that a Republican congressman branded these non-defense appropriations a form of bribery to secure support from both Democrats and Republicans to join the congressional bandwagon. However, Democrats in Congress have admitted that their legislation is largely symbolic, as they do not posses the numbers to overturn a presidential veto. Such a veto, though, might be counterproductive, as it would also mean the veto of the budget bill in its entirety. On the other hand, the article is unique as it presents another dimension on the political economic factors that determine the decisions of Congress and the President the swinging public opinion. Both branches of government are also relying on public opinion, as it is the single-most potent instrument in forcing a branch of government to submit, especially when hundreds of thousands of Americans start trooping to the streets demanding an immediate or gradual troop withdrawal. Nonetheless, the Democrats feel that public opinion is on their side on the matter, as evidenced by their win in the polls which was assessed as the stinging repudiation of President Bush's waning Iraq policy. In all of these, it is clear that the outcome of the decisions of both branches of government and the prospective resolution to the crisis are largely dependent on different factors other than the premises of the Iraq war itself and the party lines that the Democrats and Republicans draw. As stated above, it is also dependent on international support and concern, parochial interests such as the non-defense add-ons through pork barrel, and ultimately, American public opinion on the state of the Iraq war. Nonetheless, it is absolutely imperative now that the Bush administration and the Democrat-led Congress find a workable compromise on the issue with troop withdrawal as a non-negotiable segment in the compromise agreement. Congress tight leash on the purse of government is also pivotal in ensuring that the executive branch will be compelled to listen despite the latter's immense powers. In the ultimate analysis, though, it must be clear to both branches of government that a way above their political bickering is essential in the effective resolution of the war, as the American troops deserve no less than a united government in confronting their woes and sending them home. Works Cited: Chaddock, Gail Russell. "Congress puts its marker on Iraq war, but how big?." Christian Science Monitor. March 26, 2007. Retrieved fromhttp://www.csmonitor.com/2007/0326/p02s01-uspo.html on April 18, 2007. "Congress right to insist on Iraq withdrawal timeline." San Jose Mercury News. April 12, 2007. Retrieved from http://www.mercurynews.com/opinion/ci_5648673?nclick_check=1 onApril 18, 2007. "Democrats in Congress: Wishy-washy or weak?." Final Call. April 13, 2007. "Stalemate over Iraq strategy isn't a bad thing." The Sacramento Bee. March 25, 2007.

Free Essays on Rise And Decline Of Persia, Greece (era Of The Polis), And Republican Rome

History is often a story that always turns out to be cyclical in nature. With every changing and sometimes the decline of civilizations we must consider important factors or otherwise known as matrix factors. With the onset of the empire we must first look to the Persians (625 BCE- 486 BCE). This empire was vast and expanded from the Mediterranean Sea to the Indus River. Thus the actual geography ranged from coastal to arid dessert which was rich in semi precious stones, gold, silver and copper which would prove very useful when Darius decides to mint his own gold coins for currency. Compared to the Greek Polis city states (800 BCE- 300 BCE) which was predominately coastal had a rocky terrain. Farmers and Sheppard were seen as the backbone of society even though the merchants kept the city wealthy. The influx of trade and commerce was vital to the Polis, without it Greece would surely starve, as Greece was already in a constant state of overpopulation. The Greeks of the polis were im planted in the land that they cultivated and owned, it was a way of life. Unlike the Persian Empire that sought out to merely dominant and conquers as much land and people as possible the Greek polis was not a place but a group of people that identified with one another. Persians had an empire of a various array of peoples, they had horseback messengers on roads that they built (that would later be used by the Romans), a centralized government that was a kingship, and subjects that were allowed to continue native customs –such as the Jews. The every strong feelings of appealing to the general populace was also very evident in the roman empire with Tiberius, trying to limit land ownership. Greeks had a different view, if you were not of the polis you were nothing to society and could be killed at will. The Roman republic (27 BCE- 500 CE) has distinct similarities with the Persian Empire, even though the Persian Empire was long gone before the Romans wer... Free Essays on Rise And Decline Of Persia, Greece (era Of The Polis), And Republican Rome Free Essays on Rise And Decline Of Persia, Greece (era Of The Polis), And Republican Rome History is often a story that always turns out to be cyclical in nature. With every changing and sometimes the decline of civilizations we must consider important factors or otherwise known as matrix factors. With the onset of the empire we must first look to the Persians (625 BCE- 486 BCE). This empire was vast and expanded from the Mediterranean Sea to the Indus River. Thus the actual geography ranged from coastal to arid dessert which was rich in semi precious stones, gold, silver and copper which would prove very useful when Darius decides to mint his own gold coins for currency. Compared to the Greek Polis city states (800 BCE- 300 BCE) which was predominately coastal had a rocky terrain. Farmers and Sheppard were seen as the backbone of society even though the merchants kept the city wealthy. The influx of trade and commerce was vital to the Polis, without it Greece would surely starve, as Greece was already in a constant state of overpopulation. The Greeks of the polis were im planted in the land that they cultivated and owned, it was a way of life. Unlike the Persian Empire that sought out to merely dominant and conquers as much land and people as possible the Greek polis was not a place but a group of people that identified with one another. Persians had an empire of a various array of peoples, they had horseback messengers on roads that they built (that would later be used by the Romans), a centralized government that was a kingship, and subjects that were allowed to continue native customs –such as the Jews. The every strong feelings of appealing to the general populace was also very evident in the roman empire with Tiberius, trying to limit land ownership. Greeks had a different view, if you were not of the polis you were nothing to society and could be killed at will. The Roman republic (27 BCE- 500 CE) has distinct similarities with the Persian Empire, even though the Persian Empire was long gone before the Romans wer...

Second Grade Christmas Math Word Problems

Second Grade Christmas Math Word Problems When working with word problems, be sure to add some problem-solving questions to the mix. Word problems typically require computations  whereas problem-solving requires a little more thinking. There will be reasoning and logic necessary to solve the problem. Questions 1. For Christmas, you got 12 candy canes in your stocking and 7 from the tree. How many candy canes do you have? 2. You have 19 Christmas cards. 12 came from your friends at school, how many came in the mail? 3. You sang 8 songs at the concert at school and your friend sang 17. How many more songs did your friend sing? 4. You buy gifts for your friends, 2 sisters, 1 brother, your mom,  and dad. You buy a total of 13 gifts. How many friends do you buy for? 5. You wrapped 17 presents and your brother wrapped 8 presents. How many more presents did you wrap? 6. On your advent calendar, you ate 13 chocolates. How many more chocolates are there to eat? 7. On the day before the Christmas holidays, only 21 of the 26 students were at school. How many were absent? 8. On the day before the Christmas holidays, only 21 of the 26 students were at school. How many were absent? Notice that in these word problems, the unknown value isnt always at the end. Its important to ensure that there is a variety of childrens math word problems. Some unknown values should occur at the beginning, some the end and others at the end. PDF Printable Worksheet

Marketing and Marketing Strategy Coursework Example | Topics and Well Written Essays - 1250 words

Marketing and Marketing Strategy - Coursework Example In light of this, this paper is a marketing strategy for a hypothetical new business. 1. NAME, LOCATION & NATURE. Sequrex Security Services will be a service provider for security and related provisions’ solutions that will cover a wide spectrum of security needs. It will be located at Inglewood in Los Angeles, California. This choice of location is calculated and purposed. The market there is un exploited and there are many avenues for growth and diversification. Sequrex Security Services will be a security provision business. It will specialize in an array of inter related security Services. At the roll out, it will specialize in commercial and residential guarding, consultancy and events security. With time and growth, the company will expand its operations to GSM alarm installation, CCTV, private investigation, dog training and executive/ VIP protection. This should be in the second growth tenure. Lastly, the company should grow to offer information security, which will in volve coding for computers, phones, internet portals and virtual stores and offices. 2. SELF-ANALYSIS Ensure that the self-analysis is relevant to the proposed service and that you make the comparisons. Security is a personal take due to the influences of the environment. I have researched widely on security from a personal interest to understand the key components of such a business. My fascination with security systems and creations has aroused my interest and eventual understanding of a business that has a potential market that has not been exploited fully. To run a security services business, one ought to have a number of skills, abilities and competencies. It is hard to find all these traits in a single individual but for the lack of them, employment of qualified complementary individuals should have a fully functional team. I am well placed to run such a business because the security business requires verbal and spatial aptitudes. I am also flexible and attentive to detail. Th e use of the important critical thinking and decision making is also imperative in management and running of the business. The knowledge of the market and the information acquired from previous observation and research has also put me in an apt place to deliver in the business. The security service business however requires leadership, firmness and general managerial skills which I lack. This predisposed the business for failure but with the employment of a manager, this will be taken care of. The potential market requires competitiveness and abrasiveness; it is a business for the tough. It requires knowledge of the changing security services, creativity to lure customers and the innovativeness to keep them. Previous experience is important as it is expediency for start-up and growth. The market also looks up to the service providers for deployment of guards who have a set of expected ethics and who can conduct themselves properly and sensibly in the line of duty. This therefore cal ls from leadership and role modeling. It also means that enforcement of discipline on the workforce is key. As I am not endowed with such competence and skill, I will source an experienced manager who should oversee operations and human resource. This will cater for my lack of prior experience and also have the effect upon the employees to give guidance and set an example. The leadership of such an individual will be the back that the reputation of the company will ride on. California has a set societal

Chinese photographer, Yang Fudong Essay Example | Topics and Well Written Essays - 250 words

Chinese photographer, Yang Fudong - Essay Example It is a cinematographic adaptation of the traditional Chinese stories. Yang is known for coming out with some of the most refreshing and impressive works in the contemporary Chinese cinema (Yu 35). Yang’s films and photos are well known for their psychological gravity and density (Yu 35). His films and photography tends to delve on the most fundamental philosophical questions marking the human existence in an intensely visual format (Yu 35). The hallmark of Yang’s art is that his photos and films aspire to blend the vivacity and verve of youthful ideas and feelings with the stark and sobering realities of life (Yu 35). In his works Yang makes stylistic references to and extends a nostalgic homage to varied salient periods and aspects of Chinese cinema (Yu 35). Yang’s photos extend symbolic answers to the questions pertaining to creativity and identity in the contemporary world. The strange thing is that Yang’s photos and films lack any discernible political

Synopsis Of Tesco As A Company Business Essay

Synopsis Of Tesco As A Company Business Essay Tesco is the largest UK based supermarket and the worlds third largest grocery retailer with stores across Europe, USA and Asia. Tesco has a well-established and long-term strategy for growth. Tesco has net profits of around  £3 billion before tax. The objectives of the strategy are: Tesco was founded in 1919 by Jack Cohen selling groceries in the markets of Londons East End. Tesco brand first appeared in 1924 when Cohen bought stocks of tea from T.E. Stockwell. They combined their names to form TESCO. In 1929, the first Tesco store opened in North London. Since then Tesco has expanded rapidly by opening more new stores and retail services, while adapting to consumers needs. In 1961, Tesco Leicester entered the Guinness Book of Records as the largest store in Europe. In 1968 Tesco opened its first superstore in Crawley, West Sussex. By the 1970s Tesco diversified into other products and opened its first petrol stations in 1974. In 1992, Tesco launched its slogan every little helps, followed by the Tesco Value range in 1993 and the Tesco Club card in 1995, helping Tesco to overtake Sainsburys as the UKs largest food retailer. Tesco.com was launched in 2000, followed by Tesco broadband in 2004 and Tesco Direct in 2006. Tescos Personal Finance Acquisition was completed in 2008. Tesco has now over 2,200 stores with 280,000 employees in the UK. From 1994 to 2007 Tesco expanded overseas by opening stores in Hungary, Poland, the Czech Republic, Slovakia, Rep. of Ireland, Thailand, South Korea, Taiwan, Malaysia, Turkey, Japan, China and US under the name Fresh Easy. Last year Tesco announced plans to establish cash and carry business in India. TASK 2: Literature Review Differences between human resource management and personnel management Human resource management (HRM) is defined as a strategic and coherent approach to the management of an organisations most valued assets the people working there who individually and collectively contribute to the achievement of its objectives. (M Armstrong) Personnel management (PM) is concerned with obtaining, organising and motivating the human resources required by the enterprise. (M Armstrong) The concept of HRM places greater emphasis on: Integration with the business strategies rather than focusing on delivering basic services such as recruitment and training Adopting a management and business-oriented philosophy Using unitary approach rather than pluralist approach Treating people as assets (human capital) rather than costs Personnel management is workforce-centred, directed mainly at an organisations employees covering issues such as: Finding and training them, Arranging for them to be paid Satisfying employees work-related needs, Dealing with their problems and Seeking to change management action that could produce an unwelcome employee response. HRM is resource-centred, directed mainly at management needs for human resources (not necessarily employees) to be provided and deployed. Demand rather than supply is the focus of the activity. There is greater emphasis on planning, monitoring and control rather than mediation between employee and employer. Role of human resource (HR) practitioner The main roles of HR practitioners are: The strategic role To formulate and implement forward-looking HR strategies that are aligned to business objectives and integrated with one another. To contribute to the development of business strategies. To work alongside their line management colleagues to provide on an everyday basis continuous support to the implementation of the strategy of the organisation. The business partner role As business partners, HR specialists share responsibility with their line management colleagues for the success of the enterprise and get involved with them in implementing business strategy and running the business. The change agent role HR specialists act as change agents, facilitating change by providing advice and support on its introduction and management. The internal consultant role As internal consultants, HR practitioners work alongside their clients in analysing problems, diagnosing issues and proposing solutions. The service provider role As service provider, HR practitioners provide services to internal customers. The guardian of values role HR practitioners may act as the guardians of the organisations values and ethical standards concerning people. They point out when behaviour conflicts with those values or where proposed actions will be incompatible with them. Role and responsibilities of line managers in HR practices HR can initiate new policies and practices but the line managers have the main responsibility for implementing them. Line managers can achieve better ownership if: The practices benefit them. They are involved in the development and the testing of the practices. The practices are not too complicated, bureaucratic or time-consuming. Their responsibilities are defined and communicated clearly. They are provided with the guidance, support and training required to implement the practices. Human resource planning The need for HR planning HR planning determines the HR required by the organisation to achieve its strategic goals. HR planning at Tesco aims to ensure that the organisation has the right number of people with the right skills needed to meet forecast requirements. It also ensures that people with the right type of attitudes and motivation are available, who are committed to the organisation and engaged in their work, and behave accordingly. The process of HR planning Scenario planning: Making broad assessments of future developments in the organisations external environment and in the organisation itself and their likely impact on people requirements. Demand forecasts: Estimating the organisations future needs for people by reference to corporate and functional plans and forecasts of future activity levels. Supply forecasts: Estimating the supply of people to the organisation by reference to analyses of current resources and future availability, after allowing for wastage. Action plans: Deciding on what action to take to deal with shortages or surpluses of people. Recruitment process in two organisations Recruitment is the process of finding and engaging the people the organisation needs. Recruitment planning A recruitment plan covers: Number and types of employees required to cater for expansion or new developments and make up for any deficits. Sources of candidates. Plans for tapping alternative sources. How the recruitment programme will be conducted. Recruitment process at Tesco plc: At Tesco, HRM is regarded as an important activity, covering everything from recruitment to management development. The company aims to increase the number of training schemes and further develop its recruitment programmes so to provide the customer the benefits of a well recruited, well trained staff. For the Graduate Schemes, Tesco has planned to recruit 200 successful University leavers for 2010/11 intake. Applications are opened from September 2009, including Tesco Telecoms and Environmental Engineering. For the A-Level Schemes, 18 years school leavers have to follow a 12 months course in management that involves a store familiarisation programme of 3 weeks and a leadership and technical training. The Scheme, for those with 180 UCAS points offers candidates a 6 months management programme. Recruitment process at McDonalds: McDonalds is a franchise business. It is the largest food service company in the world with more than 30,000 restaurants serving more than 47 million people each day in 121 countries. Recruiting and selecting and appointing all new staff are under the operations department in McDonalds Training at McDonalds: The franchise system provides training for the franchisees, managers and their employees, usually done both at the franchisors home office and the franchisees place of business. This training prepares them in all facets of the business, including: purchasing and inventory maintenance, handling customer complaints, dealing with employee matters, etc. The level and length of training will vary from system to system. Interview as a selection technique The aims of an interview The purpose of an interview is to obtain the information required to decide on the extent to which candidates fit a person specification for the job. An interview can be described as a conversation with a purpose. It is a conversation because candidates should be induced to talk freely with their interviewers about themselves, their experience and their careers. Such a meeting enables judgements to be made by the interviewer on whether the candidate will fit the organization. Although these judgements are entirely subjective and are often biased or prejudiced, they will be made. But the conversation has to be planned, directed and controlled to achieve the main purpose of the interview, which is to make an accurate assessment of the candidates suitability for a job. Procedures involved in an interview: Interviewing arrangements: The candidate should be informed about the location and time for the interview and the next step after the interview. Preparing for the interview: Study the person specification and the candidates application form and/or CV, and identify those features of the applicant that do not fully match the specification so that these can be probed more deeply during the interview. Planning an interview: Consists of: welcome remarks; getting information on the candidate to assess against the person specification; provide candidates information about the organisation and the job; provide candidates information about the organisation and the job; answering questions from the candidate; and closing the interview with an indication of the next step. Types of interviews: Decide on which types of interview to be used. Timing the interview: For routine jobs, 20 to 30 minutes maybe enough while for demanding job one hour my be necessary. Interviewing techniques: Starting and finishing; asking questions. Selection interviewing skills: Establishing rapport; listening; maintaining continuity; keeping control; note taking. Coming to a conclusion: Candidates should be assessed against their knowledge; skills; competencies education; qualifications; training; experience; and overall suitability. Alternative selection methods: Selection tests: They provide more valid and reliable evidence of levels of intelligence, abilities, aptitudes, personality and attainments than can be obtained from an interview. It is best to combine them in a selection procedure with structured interviews. Assessment centres: They provide good opportunities for candidates to decide on the extent to which candidates fit a person specification for the job. The focus is centred on behaviour; group exercises and one-to-one role-play are used to predict behaviour on the job; several candidates are assessed together to allow interaction; several assessors and observers are used to increased the objectivity of the job. Work samples: Candidates are asked to take on mini-jobs in a selection situation where they can be assessed, for examples by a typing test for keyboard skills; role-playing; group decisions; presentations; or reports. Selection practices and procedures in two organisations compared to best practice Selection at Tesco involves choosing the most suitable people for a vacancy, while keeping the laws and regulations of employment. Tesco uses screening as part of the selection process to ensure that those selected candidates for interview match the job requirements. Tesco selectors start screening by first looking carefully at each applicants curriculum vitae. Tesco uses several stages in the process of selecting candidates: After passing the screening a candidate attends an assessment centre. The managers run the assessment centres in stores. Applicants should go through either team-working activities or problem solving exercises. An interview then is carried out for those candidates approved by assessment centres. Line managers responsible for the job offer have to participate in the interview to ensure that the candidate fits the job requirements. Selection at McDonalds: Selection is quite different from Tesco in the way that there are no screening and assessment centres. Here the manager only conducts an interview to identify an applicants potential to be a successful McDonalds employee. McDonalds prepares an interview guide to help the company forecast the applicants past behaviour and its influence on his future performance. The questions look for actual events or situations based on behavioural evidence in the applicants life history that fits with the specification for the job. Candidates are rated on their responses and those who earn the highest ratings are selected for the job. Process of job evaluation and the main factors determining pay Job evaluation is important in the reward management as it deals with equal pay for work of equal value. Approaches to job evaluation Job evaluation can be analytical or non-analytical. Analytical job evaluation schemes: Process of making decisions about the job value, which are based on a process of breaking down the whole jobs into a number of defined factors such as responsibility, decisions and the knowledge and skill required. It is systematic and judgemental. Non-analytical job evaluation schemes: Enables the whole jobs to be compared to place them in a grade or a rank order they are not analysed by reference to their factors. Choice of approach: Analytical job evaluation is the most common approach to job evaluation. The two main types of analytical job evaluation schemes are the point-factor schemes and analytical matching. Point-factor job evaluation scheme: Jobs are broken down into factors. Each factor is divided into a hierarchy of levels. Evaluators consult job description. A maximum point score is allocated to each factor. The total score for a factor is divided between the levels to produce the numerical factor scale. The complete scheme consists of the factor and level definitions and the scoring system. This comprises the factor plan. Points are allocated to jobs under each factor. The separate factor scores are then added together to give a total score, which indicates the relative value of each job and can be used to place the jobs in rank order. Market pricing Jobs can be also valued by their market rates market pricing. Market pricing is the process of obtaining information on market rates to inform decisions on pay structures and individual rates of pay. It is called extreme market pricing when market rates are the only means to decide on internal rates of pay and relativities, then conventional job evaluation is not used. Reward systems A reward system consists of policies, processes, practices and procedures that combine to ensure that reward management is carried out effectively for the benefit of the organisation and its employees. Examples of reward systems are: Total reward Total reward includes a combination of rewards, namely financial rewards such as basic pay, contingent pay, employee benefits; and non-financial rewards, which arise from the work itself. These rewards are linked together and treated as whole. Basic pay: Is the amount of money that constitutes the rate for the job. It varies according to the grade of the job or the level of skill required. Contingent pay Performance related pay: Additional financial rewards related to performance, competence, contribution, skill or experience that may be added to basic pay. Employee benefits: They include pensions, sick pay, insurance cover, company cars and annual holiday pay. Non-financial rewards: They do not involve any direct payment. They arise from the work itself, e.g. achievement, autonomy, recognition, and scope to develop skills. Tesco employs over 285,000 employees. They offer package of pay and benefits childcare vouchers and two share schemes: Save as You Earn and Buy as You Earn. Their Shares in Success scheme rewards employees who work hard with free Tesco shares and their award-winning offers pension scheme, which consists of 160,000 employees building a pension based on their earnings and service. Link between motivational theory and reward The process of motivation Motivation can be described as goal-directed behaviour. Types of motivation: Intrinsic motivation: The self-generated factors that influence peoples behaviour which may arise from the work itself. Extrinsic motivation: This occurs when something needs to be done to motivate people. Some people are self-motivated. However, most people need to be motivated to a lesser or greater extent. Organisations should provide high levels of motivation that can be achieved by using a range of rewards system in an attempt to satisfy employees needs so that they are motivated to work. Organisational approaches to monitoring performance The aim of performance management is: Empowering, motivating and rewarding employees to do their best. Armstrong World Industry It includes: Reward and recognition: Creating structures that maximise recruitment, retention and motivation; obtaining the best performance from the people available. Performance improvement throughout the organisation, for individual, team and organisational effectiveness Managing behaviour ensuring that individuals are encouraged to behave in a way that allows and fosters better working relationships. Organisations should continuously monitor their employees performance so that they make their best contribution. The approaches should centre on understanding the purpose of an organisation and its structure. They play emphasis on the planning of work, technical requirements, principles of management and behaviour. Attention is given to the division of work, duties, responsibilities, maintaining specialisation and co-ordination, hierarchy of management and formal organisational relationships. Tesco effectively controls the performance of their employees so that they can lead the UKs retailer. Tesco has a range of processes and techniques within their stores to monitor the performances of their employees. Tescos managers monitor their employers and the organisation through: Planning and setting goals and objectives; establishing standards of performance; correcting mistakes and taking prompt action. Exit procedures used by two organisations compared to best practice Exit procedures at Tesco and McDonalds On or before the employees last day request a letter of resignation. This letter provides documentation of the employees intention to resign, allowing the department to post and refill the position more efficiently. It should contain the last day of active work, the last day on payroll, and the reason for leaving. Prepare a notice of termination terminating the employee, obtain authorising signatures. Advise employee to: As soon as possible on or after employees last day, as appropriate -Cancel telephone and IT system accesses. -Cancel departmental computer passwords and computer accounts. -Cancel employees bank details. Selection criteria for redundancy The selection criteria used by the employer must be clearly defined so that they can be applied reasonably to each candidate. Selection criteria for redundancy includes: Duration of service and experience How long was the employee absent from work (last in, first out). Measure of skills and knowledge Qualifications, aptitude and performance, Attendance and disciplinary records. Conclusion The aim of human resource management is to ensure that the organisation is able to achieve success through people. My findings reveal that the introduction of strategic HR policies at Tesco has broadens the scope of the business by expansion of new markets in UK and abroad. Tescos HR strategy is based on long term perspective that addresses about how the best return can be obtained from the human resources available now and in the future. Tesco aims to get the right number of the right sorts of people in the right place at the right time and ethically getting rid of them when they are not needed. Tesco creates an environment in which employees and others associates get the necessary knowledge, skills and attitudes. Tesco manages the hard (structure, systems) and soft (culture, values) features of the organisation. Tesco creates structures that maximise recruitment, retention and motivation; obtaining the best performance from the people. Reference Module Tutor Lecture notes and emails: Sabir H Jafri., Managing Human Resources (Unit 1) H1, HND in Business. London: Guildhall College Websites: .http://www.lonympics.co.uk/new/Tesco.htm http://www.thetimes100.co.uk/downloads/tesco/tesco_14_full.pdf http://www.tescoplc.com/plc/about_us/strategy/. http://www.tescoplc.com/plc/about_us/strategy/non_food/ http://www.telegraph.co.uk/finance/markets/2788089/A-history-of-Tesco-The-rise-of-Britains-biggest-supermarket.html http://www.tescoplc.com/plc/media/pr/pr2009/2009-09-17/ http://www.hrmguide.co.uk/hrm/chap8/ch8-links6.htm http://www.redundancyhelp.co.uk/LegFair.htm http://www.uwex.edu/secretary/policies/section10/S10-Exit.pdf http://www.thetimes100.co.uk/downloads/tesco/tesco_13_full.pdf http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+%28McDonalds%29HYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukcd=5HYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukhl=enHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McD onalds)cd=5hl=enct=clnkgl=ukHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukct=clnkHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukgl=uk http://hr.concordia.ca/eed/pdf/exit_procedure.pdf

Nutritional Study Worksheet Essay

Select one of the following topics to research: Coffee or caffeine Eggs Low-fat diets Low-carb diets Other nutrition topic approved by your instructor Research your topic using 2 nutrition articles that discuss your topic, but provide opposing viewpoints. Use the Internet, the University Library, or the search links provided in the Week 2 Electronic Reserve Readings to locate the articles. Write 50- to 200-word responses to each of the following questions based your findings. Use your own words and provide examples to support your answers. 1. What topic did you choose? Discuss the position of each of the two articles you selected. I choose eggs for this assignment. Each artlice talks about different nutritional value of eggs. For example one article focuses on how eggs can affect a persons hunger and in return help them maintain a healthy calorie count which can help them to maintain a healthier weight. The second article focused on how eggs are with cholesterol. 2. What health claims are stated in the articles, such as drinking coffee every day will lower one’s risk for cancer? The first article I read talked about eggs helping you control a hunger. They  claimed that eggs are healthier alternative to control your hunger. They did a study on a group od obese indiviuals who ate eggs with toast and low car jelly, and the second group ate a bagel with cream cheese and nonfat yogurt. Study showed that the group eating eggs was statisfied longer, which in return had them eating less. The second article I read talked about how eggs don’t affect your cholesterol. They had two diferent groups of healthy adults. The first group ate eggs for breakfast and the second group ate oatmeal. The study showed that eggs didn’t affect there cholestreal, it didn’t rise or lower it. 3. Do any of the articles’ claims seem too good to be true? Does it seem that the authors are seeking personal gain in any way? Explain your answers. I don’t think the articles seem to good to be true, they compared to different groups to one another to see if there hypothesis was either supported or not. They didn’t seem one sided, or trying to get personal gain from the statemetns. They were done by different schools, they were tring to better understand eggs, and the health of individuals. 4. What are the respective sources of these articles (testimonials, peer-reviewed study)? Both my articles were study completed by different schools such as Yale, and Saint Louis University. I would trust these sources the articles where put togethere by Science Letter Editors, â€Å"NewsRX†. So they were studies completed by different Universitys, which is how we obtain a great deal on other medical information. 5. Is the information presented in each article new or has it been studied extensively over time, achieving the same results? Both articles did there study over time. The first study about eggs affecting your hunger, they randomly separated the obese indiviuals in the study into two different groups had them eat the different breakfast meals prepared for the study. The study for the eggs affecting cholesterol as well was done  over time, they separated the healthy adults into two groups. They did mention in the article though that they did see the indivuals eating oatmeal had lower cholesterol. 6. Now that you have gone through the details of each article, do you have any reservations about the information in either one? If so, explain why. Has the process of analyzing the two articles changed your opinion on the topic? Explain your answer. I never thought much about eggs filling you more then other foods. I do eat eggs for breakfast I just don’t eat too much because I tend to get tired of them quickly. However I have heard things about how they affect your cholesterol, since I am young I am not concerned about my cholesterol levels. However now reading an article about a study that has been conducted I am informed so I can compare the knowledge I gained from it to other articles I may read in the future. Diet & nutrition; egg nutrition center-cofunded study indicates eggs for breakfast aid weight control. (2006). Science Letter, , 510. Retrieved from http://search.proquest.com/docview/209128523?accountid=458 Diet & nutrition; study suggests that eggs may not contribute to heart disease in healthy adults. (2005). Science Letter, , 559. Retrieved from http://search.proquest.com/docview/209238077?accountid=458