The Constitution Of The Nation State - 1399 Words

Background and context Through the use of quantitative analysis, this paper analyses to what extent individuals’ identification with the constitution of the nation-state, referred to as constitutional patriotism, can provide a basis for a common European ‘demos’. The theoretical framework draws upon the German philosopher Jà ¼rgen Habermas and his concept of moral reason, communicative rationality, and deliberative democracy. We aim to build up the necessary theoretical framework needed to understand how Habermas envisions a future European Union by comparing his views on democracy with the ones from the classic liberal and communitarian traditions of democracy. The main hypothesis under investigation is the claim that constitutional patriotism can provide the basis for a European demos. Habermas argues that an EU with increased political skills, among other things can be the solution to ensure efficient welfare services, and, ultimately, to promote international peace (Habermas 2006: 43) (Habermas 2012: 20) (Habermas, 1998: 317) (Habermas 2005a : 210) (Habermas 2005b: 261). However, there is considerable disagreement about whether there is a cure for this absence of a demos. From a communitarian point of view, there is no cure, whereas Habermas articulates that a common European demos can and must exist. According to Habermas the future of EU demands an increased in dialogue between EU citizens from different member states. However, for this dialogue to take place, itShow MoreRelatedThe United States Constitution And The Constitution Of Russia1409 Words   |  6 Pagesthat the United States of America’s constitution and the constitution of Russia would not be very similar. 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This would also start the longest continuous debate our nation has ever experienced over a single political issue that continues even today. This debate came center stage during the election of 1800 when Thomas Jefferson and Aaron Burr (Jefferson’s Vice PresidentRead MoreA Nation Among Nations By Thomas Bender852 Words   |  4 PagesChapter three of his book, â€Å"A Nation Among Nations,† Thomas Bender investigates the Civil War and draws parallels with American history and modern nation making around the world. Chapter three is focused on the Civil War and what led to political thinkers believing in a strong unified nation as the best protection of individual liberties. Documents that help us understand what led to ideas that would promote the citizens individual liberties are the United States Constitution , The Bill of Rights andRead MoreThe Articles Of Confederation And The Constitution1130 Words   |  5 Pagesthe Articles of Confederation, delega tes from all states, with the exception of Rhode Island, assembled in Philadelphia, Pennsylvania to mend the weaknesses the Articles displayed throughout its practice. This meeting on September 17, 1787, resulted in the newly drafted terms for which the United States democracy would stand upon; the official document became known as the Constitution and has gone unchanged for over 228 years. 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Others feared that this new document would stifle the growth of the new nation even more than the Articles of Confederation. Certain citizens even feared the effect the Constitution would have on their rights.The decision of whether to ratify this Constitution became a point of between the people of America and caused debates amongRead MoreTheu.s. Constitution And The Constitution1612 Words   |  7 PagesThe U.S Constitution is one of the most, if not the most, important documents ever written in political history. The constitution established America’s national government and provided the fundamental framework for the present and future le gal parameters by which the american people would be governed by. The Constitution was officially signed September 17, 1787 in Philadelphia during a constitutional convention. In order for the constitution to actually be an official document, it had to have beenRead MoreFederalist Essay1453 Words   |  6 PagesGeorge IIIs tyranny. As a result, the first constitution, the Articles of Confederation, gave the national government hardly any power over the states, and created chaos within the nation. Because of the Articles inefficiency, a new document called the Constitution was drafted. The Constitution created a more centralized government with the separation of powers among executive, legislative, and judicial branches. The ratification of this new constitution created a debate among the federalists and

Comparing The Lost Boys, Dracula and Peter-Pan Essay

Common threads in The Lost Boys, Dracula and Peter-Pan In The Lost Boys there are similar occurrences and references to both of the novel Dracula, by Bram Stoker and Peter Pan, by Sir James Barrie. There are many similarities between the three story lines. In the stories of all three works there is a common thread of story it all started with Dracula. The story of Dracula has many components of it used in the film The Lost Boys. The comparison’s begin with the vampire. Dracula is centered around the main vampire, Dracula. Dracula has many powers and ways he can alter reality. In the novel Bram Stokers Dracula we see that there is a power struggle. In all of the universe, no one being has complete control over another. In†¦show more content†¦First he must take her blood, and secondly she must take his blood to make her a vampire. Dracula is near immortality (he cannot die from the passage of time or from disease). Dracula has survived for century’s, and there was only one way he could die. The only way he can be killed is to have a stake driven through his heart, then have his head severed. Dracula has the ability to grow younger by drinking blood. His feeding upon the living keeps him alive or in his case Undead. The blood gives him his youth in the blood is life! Dracula casts no shadow. He is not living and manipulates the light. The light seems to pass right through him. Or another way to look at this would be as Francis Ford Coppola viewed it: He felt that Dracula had a shadow by some means. Dracula’s shadow moved as though he could will the light to do his bidding, or does it go further than that is the shadow a darker side of Dracula? The shadow tries to strangle Jonathan Harker while Dracula stands here. Dracula casts no reflection. The first time that we have a notion that he does not like mirrors is when Jonathan Harker makes the statement there is not a single mirror in the entire castle. The most memorable mirror scene is when Dracula comes to see Jonathan he(Dracula) is exposed to mirror and he become enraged when he sees it. Dracula takes it and throws it into the courtyard below and it shatters on the rocks below. Dracula has the ability to crawl along walls. One nightShow MoreRelatedLogical Reasoning189930 Words   |  760 PagesRamone, look at those two white guys on the other side of the street. They look friendly. The blond guy with him looks like he would rip your lungs out just to see what would happen. The other one is just as fierce, and hes carrying the radio I lost yesterday; its got my sticker on the side. If Ramone leaves believing that the two guys are friendly because his friend said, They look friendly, then he has violated some principle of logical reasoning. What principle? ï‚ · Reasons should

Managing Employee Performance and Reward †MyAssignmenthelp.com

Question: Discuss about the Managing Employee Performance and Reward Concept. Answer: Introduction: Human resource Management (HRM) is an important function of an origination which is designed to improve the efficiency and productivity of the employees. It consists of all the activities relating to human resource and people (Mathis, Jackson and Meglich, 2016). It includes staffing, recruitment, training and appraisals of the staff. The present report is based on Winch-It Company which is planning to expand their business overseas. The Board wants to adopt a cautious approach and they want to understand all the issues related to business expansion including HRM in international business. The report focuses on the type of organizational structure, cross cultural management, performance management and staffing options of Winch-It Company. Type of organizational structure for overseas operations Winch-It Company has performed well in the domestic market. It is important for them to expand their business to other countries as well. They have already captured the domestic market and there is limited scope left in it (Shields, Dolle-Samuel and Plimmer, 2015). International market will give them ample of opportunities to grow and develop their business. But it is difficult for a company to decide its organizational structure and it becomes more complex during international expansion. An effective organizational structure can improve the efficiency and performance of the company in global market (Jabbour and de Sousa Jabbour, 2016). Winch-It Company should adopt a Global Functional Structure in their overseas business. They can appoint a CEO which will take care of the business in the foreign country. The Board is also interested in international expansion. But they should not use One of their own strategy. They should appoint a CEO who is a resident of the country. He should und erstand the needs and preferences of the people. It will allow the company to adapt to the business environment and perform better in their business. A Global Functional Structure is suitable when the company has few products (Beadles, Aston and Johns, 2015). It involves horizontal integrated organizational structure. For example, McDonald and Pepsi follow this structure in different countries. The Chief Operating Officer is responsible for coordination and integration of different activities in the business. Winch It Company should adopt this structure and leave all the decision making to the top level management in the particular country. The functional heads will fulfill their roles and responsibilities using a tunnel vision orientation (Abdullah and Zulkifli, 2015). They are advised by top level management for implementation of change or improvements. Global functional structure is recommended to Winch-It Company because it will help them to manage their domestic as well as inte rnational business in an effective manner. The main advantages of Global Functional Structure for Winch-It Company are: Reduction in overheads Clearly defined career path for the employees. It is the best suited structure for international expansion (Shields, Dolle-Samuel and Plimmer, 2015). Economies of scale due to functionally based organisation Central HRM function can serve the entire organisation effectively. Standardized policies, procedures and practices. Cross cultural management approach for Winch-It Cross cultural management is essential for international expansion (Salas, Shuffler and Lazzara, 2015). It will help Winch-It Company to adapt to the business environment of the country. They will be able to provide more customized products and services to the people. Winch-It Company should adopt individualized communication approach in international market. It will allow the company to understand the market conditions and they can make changes in their strategies according to it. This approach will be helpful for the company in their communication and promotional campaigns. They will be able to develop their knowledge and understanding about cultural diversity (Shields, Dolle-Samuel and Plimmer, 2015). Furthermore, they can improve their problem solving skills by avoiding cross culture miscommunication. Some common issues faced due to ineffective cross culture communication: Inability to adapt to different business cultural expectations Lack of planning in business approach which takes long time for business to adapt (Abdullah and Zulkifli, 2015). Problems in decision making and negotiation. Lack of trust in the company. Winch-It Company should provide training to their employees so as to ensure better communication and high performance. They should be able to develop relations with other members of the company as well as the customers (Mathis, Jackson and Meglich, 2016). The entire business should be customer centric and all the decisions should be taken accordingly. Winch-It Company can uses Hofstedes cultural dimension theory to understand cultural dimensions. This will allow them to identify various factors such as degree of individualism, power distance, masculinity and uncertainty avoidance. HR team should promote cultural diversity in the company. HRM policies have to be developed so as to manage cultural diversity in the company (Importance of HRM. 2016 ). Communication plays a vital role in the success of a business. Winch-It Company has to maintain effective communication with the stakeholders as it is important for new overseas venture. Winch-It Company has to adopt international staffing strategy in their overseas operations. The HR policies and staffing procedures should be according to the business environment of the overseas market (Beadles, Aston and Johns, 2015). The company should not adopt the same HR policies which they have implemented in the domestic market. They should give freedom to the overseas business so that it can frame its own HRM framework. The Board of Winch-It Company wants some of their people to run new business. They can adopt this strategy but they have to ensure diversity in their foreign business. They should use ethnocentric approach in which the people from home country lead the foreign company (Huang, Zhu, 2016) . It will help them to establish the same corporate culture in the other company. But this approach has many disadvantages which will affect the company and its operations. Instead of this, they should use Polycentric approach in their overseas company. It will fulfill the de mand of the board as well as the objective of the business. Winch-It Company has to appoint a home country senior as well as foreign country senior. The host country official will get the support from the foreign executive (Latorre and et.al, 2016) . It will reduce complexities in the business and the company will be able to adapt to the changing needs of the overseas market. Therefore, the best staffing option for Winch-It Company is to adopt Polycentric approach. It includes senior management from both domestic and foreign country. They take all the decisions together keeping in mind the requirements of the overseas market. Apart from this, they should maintain cultural diversity in their company. Performance Management issues in overseas business Winch-It Company should monitor the performance of overseas business. They have to bring changes in it at regular intervals to remain competitive in the foreign market. Effective performance management helps the employer to communicate the objectives and results of the business to the employees (Shields, Dolle-Samuel and Plimmer, 2015). But there are certain issues which Winch-It Company should consider before expanding their business: Development of strategic plan: Winch-It Company should develop right metrics according to the strategic plan of the organisation. Many companies fail to establish a balance between short and long term goals of the company (Beadles, Aston and Johns, 2015). The company should develop plans for domestic as well as foreign business. They should include foreign officials in the designing and planning stage. The performance of the business should be reviewed at regular intervals and corrective measures should be taken in case of any discrepancies. Problems in standardized tools and techniques: Performance management includes tools such as productivity, efficiency, profits, revenue generation etc (Mathis, Jackson and Meglich, 2016). Apart from this there are also qualitative parameters for employees such as leadership, judgment, motivation etc. The main issue is to decide whether the domestic and foreign business will have the same performance parameters or not. Performance is also dependent on economic indicators and different methods adopted in the country (Salas, Shuffler and Lazzara, 2015). It is recommended for Winch-It Company to create different performance indicators and performance management criteria for the overseas business. It will help them to manage it effectively. They should expand their business to new markets but they should make significant changes in their operations according to the need of business environment. Conclusion It can be concluded form the above that Winch-It Company should expand their business overseas. It will give them more opportunities to improve their business as well as customer base. They should use Global Functional Structure in their international business. Furthermore, they should use cross-cultural management to understand the values, attitude, behavior and preferences of the people. They have to made relevant changes in their services and products so as to meet the expectations of the customers. A centralized HRM system will help them to manage their human resource efficiently. Furthermore, international staffing method will help the company to become a global corporation. All the HRM policies and procedures should be localized to meet the requirements of overseas business. References Abdullah, L. and Zulkifli, N., 2015. Integration of fuzzy AHP and interval type-2 fuzzy DEMATEL: An application to human resource management. Expert Systems with Applications. 42(9). pp.4397-4409 Beadles, I.I., Aston, N. and Johns, K., 2015. The impact of human resource information systems: An exploratory study in the public sector. Communications of the IIMA. 5(4). p.6. Huang, X., Zhu, Y. 2016. Cross-Cultural Management and HRM. In Managing Chinese Outward Foreign Direct Investment (pp. 122-139). Palgrave Macmillan UK. Importance of HRM. 2016. [Online]. Available through: https://www.humanresourceexcellence.com/importance-of-human-resource-management/ [Accessed on 23th April 2017]. Jabbour, C.J.C. and de Sousa Jabbour, A.B.L., 2016. Green human resource management and green supply chain management: Linking two emerging agendas. Journal of Cleaner Production.112. pp.1824-1833. Latorre, F. and et.al, 2016. High commitment HR practices, the employment relationship and job performance: A test of a mediation model. European Management Journal. 34(4). 328-337. Mathis, R.L., Jackson, J.H. and Meglich, P., 2016. Human resource management. Nelson Education. Salas, E., Shuffler, M.L. and Lazzara, E.H., 2015. Understanding and improving teamwork in organizations: a scientifically based practical guide. Human Resource Management.54(4). pp.599-622. Shields, J., Dolle-Samuel, C. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Managing Employee Performance and Reward – MyAssignmenthelp.com Question: Discuss about the Managing Employee Performance and Reward. Answer: Introduction The report is prepared to discuss about the work design pilot at CERA considering the various human management practices within the organization. It is important to provide advice to Rachel Amaro for ensuring proper designing of jobs to support innovative behavior as well as ensure that the human resources are managed properly. Civil Engineering and Research associates or CERA was founded in 2007 and its vision is to become one of the most established go-to consulting companies within the civil construction industry in Australia. CERA is one of the major engineering and research associated Consultancy Company that has managed to provide the best quality consulting services to the construction and engineering company to make sure that good quality infrastructures are built. The topic will demonstrate the work design pilot will be prepared that is to be prepared at CERA. By maintaining a proper work design, it will be easy to ensure workforce planning and recruiting the individuals fro m different backgrounds and from different fields of knowledge, because of which, it will be easy to share and exchange opinions and ideas at CERA. The issues related to the lack of filling the job roles and not being able to employ the right candidates will be illustrated along with the forecasting of human resources to provide supplies according to the demands of workforce. The proper human resources management and its practices to enable creativity and innovation will also be included in this report. CERA is quite clear about its vision and strategic goals with the involvement of both Mark French and Kellie Lincoln. To differentiate itself from others within the industry, the company has decided to bring innovativeness and manages orientation of services through enhanced design and engineering. One of the major issues faced by the company could be the lack of proper workforce planning or human resource planning, due to which the organization suffered in several areas and even faced complexities in responding to the external environment within quick time. Thus, there was necessity to develop an appropriate work design pilot considering the external market data and information based on the potential demands along with the checking of feasibility (Armstrong Taylor, 2014). The designing of work pilot also could include considering the numbers of inventories, skills and demographics within the present staffing process, which would combine the statistical methods and expert judgments for running a much more detailed workforce planning with the involvement of both the Planning and Engineering divisions (Alfes et al., 2013). The forecasting of human resources should be done along with effective recruitment, replacement and employee retention strategies for maintaining a strong workforce and straightforward labor supply. It is the roles and responsibilities of the HR manager of CERA to ensure that the demands of labor supply are met and their skills and abilities are identified (Jackson, Schuler Jiang, 2014). One of the major ways to do is the utilization of gap analysis technique where the HR managers are assigned with the roles of predicting the labor demands in the future and compare those with the available skills and abilities of the individuals working for CERA (Anderson, Poto?nik Zhou, 2014). As soon as Rachel would understand the benefits of the employee performance measurement or appraisal, she would likely create a positive work culture within the workplace, which can provide better working conditions for the employees (Ma Prieto Pilar Perez-Santana, 2014). Rachel wants a creative workplace w here the employees do possess extensive creative and thinking abilities and can handle tasks with ease. Job analysis The analysis of jobs was done to identify the positions that were left to be filled with candidates even make sure to engage the candidates properly during the recruitment and selection process. The job analysis must include considering the job roles, qualifications required to get selected for the job role and finally ensuring that the job requirements are met. The measurement of the performances of the workers is also important for gaining knowledge about the appropriate management of HR planning and creates job designs in such a manner that it supports the innovative behaviors within the workforce. The actual performance and the performance that has been desired in the future should be identified as well for ensuring that the gaps are overcome and the organizational efficiency could be improved as well. The gaps of employees would be identified with the use of transitional matrix analysis, which could make the HR mangers prepare sound designs for work to accomplish the aims and ob jectives of the organization as well as bring innovation all throughout (Marler Fisher, 2013). At CERA, there was shortage of labor, due to which there was a huge gap between the human resources available and the actual demands in the workforce. The jobs should be designed in such a manner so that more and more candidates are attracted and even the existing employees must be retained for providing long-term solutions to the business problems. To keep the workforce production, innovative job designs should include creating a good working environment consisting of a good culture so that the employees could be kept satisfied and encouraged to perform to their potential. The implementation of advanced technologies should also be considered as a major aspect of designing innovative jobs for reducing the work load of and enhance the production capabilities and reduce the costs of operations managed by the workforce too (Nankervis et al., 2013). The employees must be provided with proper training and developmental sessions for enhancing their skills, attributes and necessary knowledg e gaining abilities while working for the company. This is how the issue related to the shortage of human resources at CERA would be overcome with ease and effectiveness. The job designing process is the main cause of job satisfaction for the employees and managing the aggression of lack of commitment of the employees that may be arising due to the regular and same kinds of job responsibilities. Designing a job role properly would assist the HR manager to create satisfaction among the employees as well as keep them motivated and encouraged to tackle the job related challenges and roles with much ease and convenience. Motivation would be possible through better compensation and wages structure while designing the jobs and this would automatically interest among the employees, enhance the level of coordination and promote better teamwork (Kehoe Wright, 2013). A job design should also include defining the work processes clearly and setting up good working hours to make the employees feel valued at CERA, which could even drive their potential to work with more dedication. It is essential to make Rachel Amaro informed about the changes in the new job desi gn for supporting innovative behavior and at the same time measure the performances of employees to check for any areas where they might be weak (Shields et al., 2015). Job designing methods There are four major techniques required to prepare an effective job design and these are as follows: Simplification of work: Here the jobs are designed for filling the vacancies within the department managed by Rachel. The job is simplified by breaking it into smaller sub tasks and each of the tasks are allotted to a specific individual. The individual can gain proficiency and skills in doing the similar kind of task repeatedly. The work simplification requires minimum effort and money while training the individuals because of the need of low level skills. Job rotation: The employees are needed to move from one job to another without changing their roles and responsibilities. Though the individual performs different types of tasks, still those are of the same nature and similar kinds of aspects are involved. The level of skills and knowledge is increased and the employees will become competent enough in different kinds of tasks (Ozguner Ozguner, 2014). Job enlargement: It recreates the job role by adding more tasks to the job, which creates more scopes for the employee to excel in his career. The employees will feel more interested through motivation and encouragement by the leaders, which can allow for committing fully to the business efficacy. Job enrichment: Motivation of jobs is possible through job enrichment where motivating factors are added to the job and the employees will perform to this potential. It will also make them capable of handling critical issues and challenges, thereby acquire opportunities to grow and provide useful ideas and opinions for the improvement of outcomes for CERA (Kramer Thayer, 2013) The Herzbergs theory demonstrates the motivation and hygiene factors that are responsible for motivating the workforce and making the employees perform to their potential as well. Various factors could be considered such as opportunities for learning and growth, safe and good working conditions along with providing them with both monetary and non-monetary rewards for their performances within the workplace (Malik Naeem, 2013). There are various factors that can decrease the motivation level and morale of employees such as lower wages paid to them, inaccurate organizational policies and lack of safety and good working conditions within the workplace, which are also considered as hygiene factors. The humanistic approach to job designing could not managed at CERA would both raise the morale of employees as well as maintain the organizational values and ethics within the organization with ease and effectiveness (Yusoff et al., 2013). Motivational job design The motivational job design is implemented to make sure that the job roles and responsibilities are planned in such a manner so that the employees remain satisfied (Todorovi?, Mitrovi? Bjelica, 2013). The job designs at CERA are managed to allocate the tasks to the individuals and groups specifying about the methods, content and relationships of jobs for fulfilling organizational and technological requirements along with the satisfaction of the employees working at CERA. The job designs should include additional benefits and rewards to the employees for performance enhancement and accomplishment of organizational goals. Both monetary and non-monetary rewards could be included in the job designing approach for facilitating the motivation level and encouraging them to work harder. Taylorism could be an effective way of managing motivational job design and enable creation of a standard method at CERA for each of the job roles, This would also include providing training to the workers a nd supporting them to perform to their potential with the enhancement of their skills, knowledge and expertise. The socio technical systems approach should also allow for designing the job according to the goals and objectives of the organization. The employees must be engaged altogether in preparing the design of the job role, which should also help in controlling the variances in production or service centered benefits. The job design should not only ensure high quality working life, but could also assist in the adaptation to changes and handling the pressures within the changing environment of the organization. It would ensure that the programs and initiatives are implemented as designed in the job roles, furthermore analyze the insights to achieve better outcomes. The progress achieved should be communicated along with the success rate both internally and externally and the efficiency of the program would allow for rigorous program evaluation too (Choi, 2014). The motivational job design enables creating a job role for the employee that can keep them satisfied and encouraged to work for the company and deliver his best. The job designing is done in such a manner, so that the various features will benefit the employees and make them feel interested to perform to their potential. It could allow the individuals to present their new and innovative ideas that may be beneficial for the company in terms of production, growth and higher profitability. The working life quality would tend to improve and thus create better scopes and opportunities were created for the employees to show their innovative skills and behaviors, which should enhance the business functioning efficiency and derive positive outcomes. Job enlargement and enrichment There are also job enriching and job enlargement approaches that can influence the level of motivation and satisfaction of employees. The job enlargement procedure, as the name suggests allow for providing additional responsibilities to the staffs working at CERA and creating enough scopes and opportunities for them to obtain better skills, knowledge and expertise to perform to their potential. The existing employees of the organization would also be able to master the required skills and evolve in better learning and knowledge acquisition to achieve the desired objectives. On the other hand, the job enriching procedure means creating better working conditions and allowing to enhance the skills of the staffs for handling critical and challenging tasks with ease (Battistelli, Montani Odoardi, 2013). There would be positive relationships between the characteristics of the job and responses of the employees, which could further bring variety of skills and make them identify the importa nce of the tasks and even provide feedbacks regarding the job. The HR manager must play a major role in managing designs of the jobs and create a flexible structure so that the employees could adapt to the changes and perform efficiently as well (Cera.org.au, 2018). The Job Characteristic model or theory could determine the impact of characteristics or features of a job affecting the job outcomes such as enhanced level of job satisfaction and keeping the employees engaged within the department managed by Rachel. The major characteristics could be the variety of skills, tasks variety, significance or importance of task, autonomy and feedbacks obtained from the staffs regarding the job roles. By obtaining the feedbacks, necessary changes are to be done at the departments for improving the workplace efficiency and creating satisfaction among the workers regarding the job roles and job related benefits (Zefinescu et al., 2015). The model can enable recreation or redesigning of the jobs to prevent repetitive work and posting different challenges for the employees. Based on the job enrichment techniques and job characteristics model, it would be effective for managing self recognition, enhanced roles and responsibilities, managing growth and providing better benefits, scopes and opportunities for improving their level of morale ad satisfaction. The job enrichment can improve the job design efficiency, which will improve the production level, reduce the turnover ratio and even lead to better job satisfaction (e Silva Costa, 2013). Due to this, the employees shall be motivated and encouraged to perform to their potential at CERA. Challenges of motivational job design The challenges and issues faced were increased number of tasks, which might enhance the level of complexity, providing enough benefits could often result in gaining freedom and the employees performance might be deteriorated. Few other challenges were variety of tasks, which may be difficult for the employees to manage due to the lack of skills in certain areas. Based on the weaknesses of the employees, the training and developmental programs would be structured as well with the use of this system for enhancing their skills, knowledge and expertise. Therefore, all these aspects of human resource management must be understood by Rachel Amaro to design jobs within her department and support innovative and creative behaviors all throughout (Li, 2013). Few other issues of motivational job design could be complexities arising while revising the tasks, sharing of jobs, alternative work patterns and techno stress. It is advisable that the job designs are created by aligning with the benefit s that can be achieved by the individuals to reduce the workload and make them influenced to perform efficiently. Working from home sometimes could lead to boredom and not getting the perfect working conditions, which might create discomfort. Conclusion The report was developed for managing the work design pilot at CERA to improve the human resource management practices as well as make Rachel Amaro understand the ways by which the job designs could bring innovativeness. The work design pilot would be needed for managing growth and development and even would meet the labor demands through the combination of statistical methods and judgments made by the experts. Few of the issues faced by CERA were lack of labor supply, inappropriate management of working conditions and inability to fill the positions for certain job roles within the workplace. To promote innovation and creativity, suitable job designs were required along with the analysis of gaps of employees. This should ensure successful innovative behavior and provide the workforce with high power and autonomy. Measuring the employee performance would be essential for achieving the desired positive results and at the same time, facilitate creative and innovative decision making by the employees. Lastly, the implementation of human resource management information system could create better working conditions and allow for the creation of better job designs to promote innovation and creativity at CERA, Australia. References Alfes, K., Truss, C., Soane, E. C., Rees, C., 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), 839-859. Anderson, N., Poto?nik, K., Zhou, J. (2014).Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework. Journal of Management, 40(5), 1297-1333. Armstrong, M., Taylor, S. (2014). Armstrong's handbook of human resource management practice.Kogan Page Publishers. Battistelli, A., Montani, F., Odoardi, C. (2013).The impact of feedback from job and task autonomy in the relationship between dispositional resistance to change and innovative work behaviour.European Journal of Work and Organizational Psychology, 22(1), 26-41. Choi, J. H. (2014). Who should be the respondent? Comparing predictive powers between managers' and employees' responses in measuring high-performance work systems practices.The International Journal of Human Resource Management, 25(19), 2667-2680. e Silva, L. C., Costa, A. P. C. S. (2013). Decision model for allocating human resources in information system projects.International Journal of Project Management, 31(1), 100-108. Jackson, S. E., Schuler, R. S., Jiang, K. (2014).An aspirational framework for strategic human resource management.The Academy of Management Annals, 8(1), 1-56. Kehoe, R. R., Wright, P. M. (2013).The impact of high-performance human resource practices on employees attitudes and behaviors. 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(2014).A managerial point of view on the relationship between of Maslow's hierarchy of needs and Herzberg's dual factor theory.International Journal of Business and Social Science, 5(7). Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ...Plimmer, G. (2015). Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Todorovi?, M., Mitrovi?, Z., Bjelica, D. (2013).Measuring project success in project-oriented organizations. Management, 68(2013), 41-48. Yusoff, W. F. W., Kian, T. S., Idris, M. T. M. (2013).Herzbergs Two Factors Theory On Work Motivation: Does Its Work For Todays Environment.Global journal of commerce and Management, 2(5), 18-22. Zefinescu, C., Ibrahim, M. A., Popovic, V., Mieila, M. (2015).Measuring the economic performance in decision making process in the contemporary economies.Procedia Economics and Finance, 22, 380-387.

Virtual Marketing, Its Sources of Technology, Science Behind It and Stage of Adoption Essay Example

Virtual Marketing, Its Sources of Technology, Science Behind It and Stage of Adoption Essay Virtual Marketing, its sources of technology, science behind it and stage of adoption. Introduction Technology is the creation utilization and knowledge of tools, equipment, machines, systems or methods used to solve a problem or perform a particular task (Merriam-Webster, 2012). Virtual Marketing is a product of several technologies, combined to create a synergistic effect for the companies. Search engine optimization, ranking, website indexation, online advertising, and many other virtual sources of marketing come under the umbrella of virtual marketing (www. internet-communication-services. com, 2012). This essay introduces the concept of Virtual Marketing with a brief background and its sources from which it originates. Discussion Virtual marketing stands on the shoulder of the internet and computer. Since the invention of internet in 1973, it has brought myriad breakthrough in many fields including science, education, health care and businesses. Internet, as today, is a result of successive evolution. Initially neither the internet nor computers were affordable for individuals. Only companies with vast databases could afford it. Also, government used it for their purposes. In fact, US military is one of the first users of internet. Later the computer became smaller, and the internet became faster and affordable. Virtual Marketing, started with simple online brochures or simple web pages highlighting the features of product around 1990. A web page that serves as a brochure, capable of updating the features very quickly. We will write a custom essay sample on Virtual Marketing, Its Sources of Technology, Science Behind It and Stage of Adoption specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Virtual Marketing, Its Sources of Technology, Science Behind It and Stage of Adoption specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Virtual Marketing, Its Sources of Technology, Science Behind It and Stage of Adoption specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Later it evolved further, links to purchase were added, and brochures then began to customize according to the history of each user with that web page. This initiated the concept of mass customization, which subsequently applied to production of goods as well. Then came a flood of these online brochures, it became almost impossible to get to the page you want if you do not know the exact address. This brought a need for a search engine. Which automatically searched the topic, we wanted. Search engines use to hold a large collection of websites addresses and the subjects of them. But websites became dynamic; there data get updated more frequently. Then came the modern idea of â€Å"key word(s), (marketing. com, 2010). Initially the key word search was random, meaning as soon as user typed the word, search engine use to present a list of all the websites that had those words. Later came the idea of search engine optimization. Every website wanted its name to appear on top of search results. One method was to pay the search engine, and the other was to use the search engine optimization techniques. Virtual advertising is interactive. It customizes the message itself as per the user interest. Logs are maintained for each user, often in his/her own computer, known as â€Å"cookies†. These cookies keep the session details saved in the hard disk. Next time the user login, it automatically recognizes that user and shows the relevant material. One example is of eBay. When a customer shops on a website, data is continually processed and saved, and when the next time the consumer comes, suggestions of related item are displayed, increasing the chance of purchase. Electronic markets are also considered a part of virtual marketing. Electronic mall is term used for a site which provides access to electronic markets related to different categories. Electronic markets are accessible 24/7. Pure virtual organizations have no tangible existence, like eBay, Amazon etc. while most common of these is click and mortar. Where a company maintains its status of being physical while obtaining the advantages of operating online as well. This all would have been a dream without the advancement and discoveries of science that made it possible. Old computers were of the size of a room. In order to operate those mammoth systems, required an input of immense energy. It had to be shut down after a while to cool it down. The capacity of storage was mediocre as compared to today’s PCs. Initially Vacuum tubes were used in those computer systems. Later integrated circuits were introduced, which not only reduced the size of those machines but also reduced the power input. Then computers were much smaller, but still it was so costly that only business could afford. The first computer was named â€Å"Electronic Numerical Integrator and Calculator (ENIAC), developed in 1946 by John W. Mauchly and J. Presper Eckert. After ENIAC came the UNIVAC 1. UNIVAC 1 was the first universal automatic computer, that was widely marketed. UNIVAC 1 received acceptance quickly, as it was installed in a government organization, the US Census Beauru, 1951. These mainframe computers were not fitted for use in homes. After this computer came the mini computers. Minicomputer is term used for successors of mainframe, which were smaller in size. Minicomputers evolved around 1960’s. These computers were cheaper than mainframes and mid-size computers of IBM. Inspired by the infrastructure and software technology of minicomputers, microcomputers were introduced in the market. The first marketed computer designed with a Microprocessor was â€Å"Micra-N†. Apple pioneered the microcomputers and IBM introduced Personal Computer (PC), now used generally (McLeod George, 2010). However, virtual marketing was not possible without the internet. Internet, short form of internetworking roots back to 1950s. The network became establishing as soon as the early computers were invented. These networks were used to connect mainframes with terminals. Later in 1970s, APRANET formed a network of networks, connecting many networks to form a complex structure of networks, which led to the development of internetworking protocols. In 1982, the internet as we know today, came into being. But it was not open for commercial use at that time. Connections were given to educational and research institutes. Internet Service Providers (ISPs) began appearing in the late 1980s. Finally, APRANET was decommissioned in 1990s and internet became available for public use in 1995. The commercialization of internet technology and smaller and faster computers running brought revolution and gave birth to the virtual world. Virtual marketing is one application of these synergistic systems. Online markets, interactive marketing and dynamic web content enabled promotional material gained acceptance very soon. However, initially between, 1984-1988, there was resistance in Europe for widespread use of the internet, and the only networks (intranet) of CERN remained cut off from the big stream of internet. Later around early 1990s its access on widespread became possible in Europe. Segal, 1995) The internet technology started from North America and spread globally. Internet began to spread in around the globe; however, their connectivity with each other was too expensive to form. Push strategy was used for the use IP protocols and unified systems for the connectivity among different networks. (Internet History in Asia, 2005). The form of Virtual marketing includes, Disp lay Advertising, Search Engine marketing (SEM), Search Engine Optimization (SEO), Social Media Marketing, Email Marketing, Referral Marketing, Affiliate Marketing and Content Marketing. Companies use Display Advertising, which is placing ads or Banner (in digital form) on a third party website for promotional reasons. It is one of the reasons Google survived in early days. Google wanted revenue, and the idea of placing ads came just at the right time. Search Engine Marketing (SEM) is used to improve the visibility in search engine result pages (SERPs). There are many ways to do that, one is paid placement, another is contextual marketing. One free technique of doing it is search engine optimization techniques. Search Engine Optimization (SEO), is the process of increasing the visibility of a website through non-paid methods, where non-paid means it involves no payment to search engine. Social Media Marketing is also a very common process of attracting traffic to the website. It accomplishes that with the help of social media website like, Facebook, Twitter, and Linked in. Email Marketing, involves sending electronic messages. However, it is debatable that whether this form of unsolicited sending of emails is ethical. Referral Marketing, involves placing the ad of one website on other websites. Affiliate Marketing, is a method in which the affiliates bring customer with their own marketing efforts. Many revenue models exist for this kind of activities, like, commission, fixed, etc. Virtual Marketing is called virtual since it has no existence in the physical world but it has a huge effect on the physical world for sure. Virtual marketing allows advertisers and marketers tremendous freedom of showing creativity at very reasonable costs. However, it is increasingly getting difficult for companies to differentiate themselves from competitors on the internet. It will not be wrong, if we say this is the age of information. The combination of computer and the internet has brought a revolution in the field of science, education, health and all other domains of knowledge. However, obvious reason also inhibits its use in the particular situation. One such reason is security. Increasing threat of viruses is a threat to businesses, consumers and governments. The war between virus developer and anti-virus developers seems to be unstoppable. Cybercrime is still not recognized in many countries, which creates doubt regarding who to trust online and whom to trust not. Many fraud cases are caught every now and then but many still remain unsolved. Another issue is of the privacy, spying activity is increasing day by day. Defense systems are always there, but nothing seems to be invincible. Conclusion Despite all these threats to security and privacy, the idea of virtual marketing has proliferated like nothing else. The key to successful marketing is identifying the needs of customers. Identifying the needs involves understanding the behaviour of individuals and in groups. It involves the application of scientific research methods to understand the behaviour and attitudes. Internet combined with computer technology has made it easier to do that on this large scale. Virtual Marketing and Virtual companies give flexibility of low cost and 24 hours availability, but it also increases chances of fraud and scam. Regulatory authorities also issue licenses to these websites to carry on their activities. The technology is changing very rapidly, reducing the cost of it, and expanding the limits. The usage of internet and computer, particularly virtual advertising which was not very suitable for some businesses earlier, is now enjoying the freedom of universal suitability. The only thing that virtual marketing cannot achieve is what we have not thought of.