Global Financial Crisis Research Paper Essay Example | Topics and Well Written Essays - 1250 words

Worldwide Financial Crisis Research Paper - Essay Example This paper will break down the activities taken by Samsung’s initiative after the world money related emergency of the year 2007-2008. The experience of Samsung Company in the year 2008 was very unique in relation to the Asia money related emergency of 1997. The pre-worldwide emergency of the year 2007 to 2008 offered shifting open doors from the one that was experienced ten years prior. The organization was at an alternate level contrasted with 1977 and 1987 when the organization was at its earliest stages. As it was acknowledged later, even before the emergency of 2007 the organization confronted shifting strain as it job in the Korean market kept on evolving. The organization had not yet gained from the past emergency and was ill-equipped when the worldwide emergency struck. The company’s administration was separated however discoursed, difference and contentions because of one gathering needing the organization to stay as unique as could be expected under the circumstances while the other gathering needed to challenge everything that was being knowledgeable about the organization. The two sides were anywa y shaken by the worldwide money related emergency of 2007-2008 (Lee, 4). Policy centered issues prompted the director of the organization leaving in 2008, a log jam in the drivers of business was enrolled 2007 and the triumph of the Korean voice that prompted the abdication of Yun just as the beginning of the worldwide financial emergency that hit the nation at around October 2008 were among the difficulties that were looked by the organization. Since the world monetary emergency that was experienced by the organization in 2008, Samsung Company has continued on the way of getting one of the globe’s driving associations as far as dynamic business enterprise and inventive advancements (Necker and Ziegelmeyer, 20). As the United States money related emergency extended the world’s monetary downturn in 2008, the initiative of the organization experienced difficulties that were very not quite the same as the ones that they had

The Development of Chinese Bond Market and Its Critical Issues for Essay

The Development of Chinese Bond Market and Its Critical Issues for Future Development - Essay Example sts have contended that the security advertise, whose job in the financial advancement is as extraordinary as that played by value showcase has for some time stayed darken, as the overall population appears to have little of it. Right now, barely any private financial specialists are participating in the security advertise when contrasted with those in the financial exchange (Wu, 2014, p. 484). Significant, security advertise assumes a basic job in the monetary advancement of a nation, with the income it gives assuming an imperative job in advancing the development of the individual financial specialists resources and liabilities, and over the long haul helping in the administration of dangers. All things considered, this paper will give a point by point conversation of the advancement of the Chinese security advertise, and gives a knowledge into the basic issues for future turn of events. China started giving treasury securities in 1981 when it was first permitted to exchange over various counters prompting the advancement of the optional market for RMB Bond. The foundation of the Chinese stock trade advertise during the 1990s prompted the unified exchange of the Treasury bond. This bit of work breaks down the advancement of Chinese Bond advertise, which because of the nonappearance of the brought together Securities Depository and not constrained to wrong foundation has been hit by genuine strikes. China is investing amounts of energy to fabricate a safe and savvy security showcase, which has driven it to a sound development to rise as one of the greatest money related markets in China (Zhu and Martha, 2009, p. 56). The security showcase assumes a critical job in the assurance and setting of the monetary approach and the money related strategy in China to continue the budgetary upheaval. With an end goal to construct a protected, ease and productive security showcase, the foundation of the China Government protections Depository Trust and clearing organization was a major lift (Guizot, Armelle 2012, p. 64). The CDCC (China Depository and Clearing Company) was the caretaker of any attractive RMB security and furthermore started the improvement of open market

My Final Blogpost

My Final Blogpost And psych! Happy April Fool’s Day! I didn’t celebrate it in particularly grand style, but I do plan to give some of my friends heart-attack-worthy lies over the next couple of days. And this blogpost is all about the art of lying. We all know good lies contain a grain of truth, like how CPW shows that MIT is a series of nearly back-to-back all-nighters, except that events, games and making new friends are replaced with p-sets, p-sets and chatting with hosed friends. Well…don’t take my word on that. Nah, actually, you probably can. It’s been a few days since Spring Break ended, and the break was truly wonderful. Apart from spending a great deal of time writing new short stories, I saw and spent time with my mom. I hadn’t seen her in nearly nine months, so I was shaking with all the excitement of an excited train guy howling about trains and then infinitely more. It was a beautiful week. Now, I’m back to the usual battle with problem sets and stubborn, crashing codes. Taking breaks like this to write is always a cause for celebration. And, on the surface at least, that’s what this post is about. “Fiction is the truth inside the lie”â€"Stephen King I like writing about MIT, about the tumbling rollercoaster rides and endless head-bashing we face against problem sets, about the students, about wondering if the Alchemist Statue will one day rise and kill us all. You can almost feel its venom building up like Voldemort’s, just before he melodramatically shrieks, “Avada Kedavra!” at Harry Potter in the penultimate forest scene of the final movie. I see you, evil statue. I know your plan. But as much as I enjoy writing for the blogs, I spend the bulk of my time writing about imagined worlds, about heartbroken moms and bullied kids, depressed serial killers and cautious illegal immigrants. At this point, I must have written at least a hundred different stories, most of them unfinished. They kind of just sit impatiently in my Documents Folder, bidding me to hasten and complete their worlds. Except that each snippet of a plot I type up doesn’t feel like a world I’m creating. It feels like one Im discovering. These people, with their dreams and their stories, escaped from some universe, a piece of a jigsaw puzzle I’m privy to. And the more time I spend with them, the more pieces jump out; the more I begin to see where they want me to delve into. From memory, my earliest attempt at a story occurred in grade four. I wrote an 84-paged tale titled, “The Cries of Emeka”, a literary atrocity that spewed prose with all the harmony of brain-dead chimpanzees banging on drums. My saving grace existed in my cluelessness. I had no idea I was such a terrible writer, and thus, I wrote more frequently. Just before grade 7, I had my Star Wars phase, and was so awestruck by the movies that I instantly wanted to find a world like that. From this, Sagittarius was born. Sagittarius may be my most meaningful endeavor yet, one I began over six years ago, one that I’ve barely scratched the surface of, as of today. I spent all of high school writing this six-part sci-fi series, about a planet called Sagittarius, one of many in a collection of star systems ruled by the Cosmotic Federation. Wha? Well, that’s not really a good description, but as the plot tends to meander in all directions I’m clueless on how to summarize it. I completed Sagittarius in grade 11. The first draft at least. I had written everything on paper (my boarding high school was very anti-laptop. And pretty much anti-anything that could be associated with batteries). At its completion, there were two thousand or more pages. Only two people had read the entire thing, and their inputs played much part in what feels lik e my formative years. After completing Sagittarius (the first draft at least), I decided to go on a writing hiatus. At several moments, writing had clashed with my academic work. Even at moments when missing classes to study for the IMO had me really hosed, I still gave large portions of my time to writing, and as drawn as I was to the art of having characters do stupid plot-convenient things (snerk), I knew I couldn’t keep it up for long. Which was really just a stupid lie because as long as I wanted to keep it up, I could. And thus, the break following grade 11, when my family and I saw news of a kidnapping, when my parents began talking about it, something flew in. It was a man, bloody-faced and bound in ropes. I wasn’t seeing him on the television. He was somewhere in my mind, writhing in agony. He was trying to say something, but I couldn’t make much from his muffled croaks. And I instantly knew I wanted more. A new phase began. Over the course of months, I began to see more and more of the man’s world, and the people around it. When I couldn’t connect the dots floating in my head, I tried to force some connection, but as long as it didn’t feel right, as long as it didn’t feel natural, I refused to move on with it. By the end of my final year, I had enough of the pieces to begin drawing life into them, to begin dragging these people out of my head and flooding them into an empty 11KB Word Document. The writing process is, at its peak, a delightful and immersive process. I’ve found that the more involved I was in a story, the more my heart and mind seemed to tie themselves around it. I remember writing a story two months ago about a family of illegal immigrants. I didn’t know much about the issue as it related to the US prior to writing the story, but I had a little piece of it with me, and I was convinced that to discover the rest, I simply had to know more about the issue itself. Cue to a long, near-sleepless night spent on Wikipedia and government pages and blogs and mini-documentaries. And I suddenly knew what had happened to the characters in my head, what had to happen. The stories I write are typically darkâ€"I have no idea why; they just seem to mold onto the shapes of the vulgar and the sinister. And for this specific scene, I found something wrong with me. I was supposed to describe a deathâ€"a man close to the main character had met his end in a graffiti-ridden alleyway, his belongings stolen, his throat slit. And when the main character found out, as I typed up the words of his discovery and his shell-shock, I felt two layers. There was the exterior layer, the blank-faced me, just typing the words, just watching the scene play out from somewhere intangible. And then there was the interior layer, a blend of myself and the character. I could feel his horror. I could feel his pain. It was a kind of distant pain, hushed by the presence of the exterior, but it still felt raw. It still felt real. And as heartache was inflicted on this person that I was cared about, the words just bled onto the page. Yes, he’s trying to say these things. No, he can’t. He’s just standing there, paralyzed. His mouth is open and I can see it. I can see the people around him. I can feel the heaviness in the air, a toxic charged cloud that seems to hold everyone’s joints in stasis. And this is what writing fiction feels like. When writing about the serial killer, you’re suddenly the serial killer. You see the victim from his excited eyes. You can feel his breath puffing up your throat and out your lips on this warm night. You can see why he has to do it, why the girl has to die. And you can feel him charging forward, his shadow winking in and out of a line of trees. And suddenly, you can feel the girl as he draws her up close. You can hear her screams as his knife comes down. You can feel the resistance as a cold blade meets the bone beneath warm flesh. And when you’re the girl’s mother, standing in court and staring at the face of the killer, you’ve forgotten the wash of emotions that overwhelmed you as the girl died. You see nothing but a repugnant, hateful, disgusting man. Your grief and fury can’t be expressed in enough words, but you can feel it and you can attempt to transmute it into letters. You can feel the impulse to reach for his face and break it. You see your girl, think of her smile just before she slipped out into the night. You remember how you almost called her backâ€"just a thoughtless whim at the time (too cold out dear, just come back in and go tomorrow). But now, now, it could have been everything. The line between salvation and demise. She’s dead. She’s gone forever. And suddenly, you’re not the mom, but an observer, riding the clouds and watching the lives of these people play out. And somehow, you know that there’s a lot the mom doesn’t know. You know that when she steps out of the court, a set of intricate dominoes will fall, dominoes set up by another person. You know that she will soon meet the same fate her daughter did. *** And when I’m writing, the world around me just fades. People mutter, songs play, cars zoom by, but I don’t know about any of that. I don’t care. What matters now are the people and their world, a world I’ve spent ages trying to piece together, to delve into, a world that I now understood well enough to talk to you about. I used to care about how good my stories were, how real my characters were. But I don’t anymore. While I still try to take writing classes and soak up as much lessons of literature as I can, I never let the fear that my writing might suck stop me from typing the stories I want to type. But this wasn’t always the case. *** The last huge piece of writing I typed up, over the course of my gap year, is titled, “Whirlwind of Metamorphosis”. It’s set in Nigeria, and describes how a kidnapping initiates a series of increasingly worse events on a family. My cousin read it over Spring Break and wondered why so many awful things were happening. When we discussed it, I wasn’t entirely struck by how many hopefully heartfelt compliments she had to offer, despite the overall morbidity of the characters’ situation. I was awestruck by how she talked about them the same way she could about people she’d seen in the news, real people somewhere out there, facing real problems. And it took me a while to realize that even if she had thought differently, say, even if she had thought they were two-dimensional cardboard characters, spewing the kind of stereotypical crap we might expect people of their profiles to spew, it wouldn’t matter. I always set to every story with the best of intentions. Flaws were more than inevitable; they were necessary. I had to be aware of their existence, but I wouldn’t let them hold me back. I realized this when, halfway through Whirlwind of Metamorphosis, I stopped writing the story. I wasn’t sure of its sense of direction. I wasn’t sure of its artistic merit. It felt like a tumbling mess of words penned by the typical trite monkey with a typewriter. And so for two months, I did other things. I watched TV shows and solved math olympiad problems. I taught at my high school and transferred the contents of the home refrigerator into their true homeâ€"my stomach. I did anything but write. My mom wondered why. She’d known I was working up a story. I’d actually told her some of the starting events. And she wondered why I wasn’t writing anymore. When she realized that I wasn’t jaded or burnt out, just afraid and uncertain, she went along the lines of “Well, even if what you write makes no sense, it’s still several pages better than something that doesn’t even exist”. I did end up finishing the book. And it did end up getting accepted for publication. On print, it came out to about 547 pages. *** Why did I start writing anything in the first place? Why do I decide to write anything? I don’t know. The answer my mind wants to give goes along the lines of: there are things my mouth can’t utter that my hand can; there are feelings I can’t voice to an ear that a page can hold in confidence. I write because I have something to say, if only to myself. And this feels right. But in all honesty, there’s such an element of joy, of fundament, to writing. It’s such a big and indispensable part of my life that the more truthful answer seems like: I have something to say because I write. Writing has been with me from the onset, and it’s empowered me to describe things that would have otherwise had no voiceâ€"from intimate secrets to ghastly tales. And to you, friend, still somehow reading, I know that there’s something that makes you light up. Whether you can describe it or not, there are things that you just want to pursue and jump into with tidal fury. Things you love. Things you think you could love if you tried Pursue them. The more you do, the deeper into yourself you’ll seem to collapse. These things will tie themselves so deeply to you that their growth will mean yours. And when fear comes, gnarly, mutated, rising from the shadows, when you begin to get doubts, and when you begin to lose motivation, remind yourself that you’re really doing these things for yourself. And why should it matter if theyre imperfect or error-ridden? Theyre for you. When youre not thinking of others, youre able to enjoy them, and thats really what matters. I don’t know what the future holds. I don’t know if I’ll ever publish another book or if I’m destined for a lifetime of rejection slips from apologetic publishing presses. But I know that no matter what, I’ll always want to write. ***

KPIs and PRP as the drive in organisations - Free Essay Example

Sample details Pages: 3 Words: 804 Downloads: 6 Date added: 2017/06/26 Category Marketing Essay Type Argumentative essay Did you like this example? With the use of at least two detailed examples critically examine the view that organisational targets, Key Performance Indicators (KPIs) and Performance Related Pay (PRP) are the modern engines that drive the assembly lines of many contemporary organisations When approaching this topic it is clearly important to have the correct and concise knowledge of just what Taylorism and Fordism are and how intrinsically important they were and are within the confines of the industrial revolution and modern business today. Many people believe that it is Henry Ford alone to whom we can attribute the immense growth and success of capitalism, for it was the mass expansion and methods of his work with Ford which created a model for so many other companies to follow in his wake. He was a master at reducing labour costs, and production costs with the effect that retail costs could therefore be brought down, resulting in an increase in overall sales and therefore profit. Ant onio Gramsci called Fordism; ‘an ultra-modern form of production and of working methods such as is offered by the most advanced American variety, the industry of Henry Ford.’ Ford discovered a way to mass produce a product so cheaply that he could make it available to the common man, reduce it’s exclusivity and therefore allow it to become something which was marketed at base level and therefore desired by millions who suddenly discovered something was within their grasp and strived to afford it naturally increasing sales. Frederick Taylor is equally to be celebrated within the modern world of business, for it is him who developed division of labour, and a wage system based on performance. These are two standard usages in business today. Taylor himself described these as; ‘merely the elements or details of the mechanisms of management’ Indeed, now, these tactics are so widely used and considered such logical means of extracting more p roficient labour that it is difficult to remember a time when they were not implicated. So, it is with these initial points in mind that we approach where we have reached and developed these initial ideas today. Key Performance Targets and Performance Related Pay are surely the children of what was once Taylor’s idea of division of labour and performance based wage systems. KPI’s and PRP’s are indeed implicated in massive organisations the world over, successfully. To illustrate the success of these methods we will use two examples of substantial size and profitability, indeed, since he began it all, let us take the company of Ford, and the ever growing conglomerate that is Tesco. Some are of the opinion that the way in which company’s are run has not changed much in the past fifty years, that the ‘assembly line’ is still essentially what is used to motivate workers to produce. Large company’s such as Ford who were once pioneers of the assembly line now use organisational targets, KPI’s and PRP’s to motivate their workers. These work in the way that where people once became more efficient because they stood at the assembly line and each had their own part to add to the product making the process more time efficient, motivators are now used to make the actual production of the work from the individual greater. Depending on the level of management, different forms of motivation are used to achieve this. Ford are particular believers in PRP. Performance Related Pay is used throughout management levels with higher management to encourage them to constantly creatively find ways to make their men work more efficiently, because not only do they get rewarded for this, but the person in the management position gets rewarded depending on their output. This is often in the form of capped or uncapped commission added onto their basic salary. If a target is reached, X amount of commission is awarded. Thes e targets are then segregational, performance related targets being offered to the individual at base level for achieving a certain number of sales, producing a certain number of products depending on what sector of the business they work in. There is then a pyramid effect, the person in management of this department, gets commission for each one of his workers hitting their targets, and he also has a departmental target to hit, it is his job to ensure that his team are happy, motivated and working well, because it is in his interests that they hit their own targets, and therefore the overall target, netting him his own performance related bonus. This method works right up the strata to the very top, and ensures that every member of the organisation, no matter how huge, has a reason and indeed a desire to work hard and be productive because they will be rewarded for it at the end. Don’t waste time! Our writers will create an original "KPIs and PRP as the drive in organisations" essay for you Create order

Italian Adjective Order

In general  Italian adjectives  follow the  noun: È una lingua difficile.  (It is a difficult language.)Marina à ¨ una ragazza generosa.  (Marina is a generous girl.) Certain common adjectives, however, generally come before the noun: Anna à ¨ una cara amica.  (Anna is a dear friend.)Gino à ¨ un bravo dottore.  (Gino is a good doctor.)È un bruttaffare.  (Its a bad situation.) The most common adjectives that come before the noun are listed in the table below. Italian Adjectives That Precede Nouns bello beautiful bravo good, able brutto ugly buono good caro dear cattivo bad giovane young grande large; great lungo long nuovo new piccolo small, little stesso same vecchio old vero true But even these adjectives must follow the noun for emphasis or contrast, and when modified by an  adverb: Oggi non porta labito vecchio, porta un abito nuovo.  (Today he is not wearing the old suit, he is wearing a new suit.)Abitano in una casa molto piccola.  (They live in a very small house.)

Hrm †the Google Way Free Essays

string(71) " to know what percentage of time people are spending on side projects\." HUMAN RESOURCE MANAGEMENT – THE GOOGLE WAY SUBMITTED BY AKANSHA AGARWAL -100031 DEEPTI HORA – 100016 GAZAL BABEL- 100011 PRIYAM MAHESHWARI-100055 ROHIT NAIR – 100201 CONTENTS Executive Summary3 Introduction4 Company Overview4 People Operations at Google4 (with the help of Harvard and Guest models) Standard Recruitment and Selection10 Google India Code Jam11 Recommendations11 References12 Appendix15 EXECUTIVE SUMMARY HUMAN RESOURCE MANAGEMENT – THE GOOGLE WAY In this project, we discuss the Human Resource practices at Google Inc. They are known as â€Å"PEOPLE OPERATIONS† headed by Laszlo Bock. Googlers(Google employees) work hard, and have fun too. We will write a custom essay sample on Hrm – the Google Way or any similar topic only for you Order Now The workforce is diversified with international communities, Gayglers (lesbian, gay, bisexual, and transgender), and Greyglers (Googlers over 40 years). We have tried to use HRM Models such as â€Å"The Harvard Model† and â€Å"The Guest Model† which link the current HRM policies of Google with the theoretical aspect of HRM as a subject. The Harvard model throws light on aspects such as situational factors, stakeholder’s interest, HR management choices and decisions, their outcomes and consequences. Whereas the Guest Model throws light on aspects such as HRM practices like hiring, training, appraisals, relations, etc. and also aspects such as behavioural, financial and performance outcomes. In accordance with these models we saw that the success of Google lies in its open policy to accept the employee’s ideas. Google has been able to instil creativity and innovation among its employees. The next part of the project gives a detailed idea about the standard recruitment and selection process at Google offices all over the world including India. Google conducts the GLAT (Google Lab Aptitude test) to see if the prospective employees are compatible with the work environment. Bringing to light techniques such as the GOOGLE INDIA CODE JAM, through which they hire the best techies from all across India to work for the company. Finally we have given recommendations wherein keeping in mind the drawbacks of some of its practices, we suggest corrective measures. INTRODUCTION This report identifies the current HRM policies of Google Inc. The company which had less than 20 employees in 1998 now has over 20000 on its pay rolls. We have evaluated them against the Harvard and Guest model of HRM. Also recruitment and selection procedures have been discussed. Some of them are standard while some unusual concluding with a few recommendations. COMPANY OVERVIEW Google is one of the leading internet technology and advertising companies in the world. It flagship product is its internet search engine. It also provides advertising services which is its main source of revenue. Google employees named GOOGLERS, which are now almost 20,000 in numbers. (Datamonitor 2010) PEOPLE OPERATONS AT GOOGLE The HRM activities are classified on the basis of the parameters given by the HARVARD MODEL and the GUEST MODEL. Situational factors and Stakeholder interest of the Harvard model and HR practices and Outcomes of the Guest model have been identified w. r. t Google. (Bratton. J and Gold. J 2007) Refer to Appendix for diagrammatic representation. SITUATIONAL FACTORS : Business strategy and conditions – The mission is to gather the entire world’s information and make it accessible to everyone. At the company data is sacred. Employees are encouraged to voice out inferences from data and not feelings. It is believed that more data equals more knowledge and better decisions. (Hardy. Q 2005). Its informal corporate motto â€Å"Don’t be Evil†, reminds Googlers that being ethical is essential. However this can be debated in view of its acceptance of filtering search results in China. Management philosophy – The management believes that if any employee fails, his/her managers are to blame. (Sullivan. J 2007) Labour market – The IT industry has a labour market with engineers from Ivy League Schools (full-timers) as well as contractors. Task technology – The IT industry is highly dynamic and competitive and to thrive one must continually innovate and delight the customers. Laws and societal values – There have been instances where Googlers have taken the company to court for outstanding payment of salary and disabled accounts which could prove harmful to the company. (Google 2010) STAKEHOLDER INTEREST : Management – LASZLO BOCK, vice president of people operations, Google. A Chief Cultural Officer or Director of Human Resources is designated to maintain the company’s unique work culture. He is in charge of making sure that the company’s values are adhered to. (Kuntze. R Matulich. E, 2010) Community – It gives back to society through its philanthropic wing which undertakes in-kind product donations, volunteering and charity. (Google 2011) HRM PRACTICES : Hiring – Due to the dynamic work environment the company hires people who are quick learners and innovative. (Sullivan. J 2007). The hiring process is quite long and difficult with tests, pre-interview screening and finally at least 4 rounds of interviews. Reward system – Refer to Appendix TABLE 1 for Compensation of top 5 executives in Google. The Google infrastructure has day care and elder care centres, spa and hair salons, car wash and oil check facilities and everything else that technology obsessed person would need in terms of a benefits package. Employees must work for 70% of their working hours and are entitled to unlimited sick leave, stock options and various other perquisites. (Logan. G 2008) WORK SYSTEM The employees have experience in three main areas – human resource, business consulting with good problem-solving skills, statistics and psychology. (Anonymous 2008) Google has an informal ‘value-added’ environment. The environment is creative, fun and relaxed. Individuality and innovation is encouraged. There is neither dress code nor formal daily meetings. TGIFs or weekly Friday meetings are held where questions can be posed to the co-founders also. Nooglers are given special treatment and made to experience the spirit of co-operation. The downside of such an environment is that Googlers show up late, don’t pay attention, leave early and keep messaging on their mobiles. 20% TIME. Simply put, employees get 1/5th of their time to work on projects of their own choosing. This keeps employees challenged and at the same time provides good business opportunities for the company. Kuntze. R Matulich. E, 2010). Hourly time isn’t tracked so there’s no way to know what percentage of time people are spending on side projects. You read "Hrm – the Google Way" in category "Papers" The concept functions more as an attitude – that new projects should be started anyone, not necessarily those at the top. Also giving time i s of no use if the culture of the company does not support it. Training and Development – Google sponsors lessons in foreign languages. Unique development opportunities are provided to engineers. EngEDU, an engineering training group provides training classes and career development services to them. It is mandatory to undergo training and development sessions for a minimum of 120 hours/year. Google stresses development of the people through on-the-job learning. It occurs through frequent departmental â€Å"tech talks†, new mentors, etc. (Sullivan. J 2007) Appraisal – Google says it puts a â€Å"twist on 360-degree feedback by providing functionality for managers and employees to nominate `peer reviewers’ from anywhere across the organization†. Quarterly goals are set and performance evaluations are based on these; the company aims for a 70 percent success rate. Anonymous 2008) Relations – HR practices at Google are coined ‘People Operations’. Employee passion is maintained by limiting bureaucracy. Ideas which are unique are encouraged no matter where they came from. (Sullivan. J 2007) When many employees started to leave it formulated a mathematical algorithm to look for unhappy Googlers. The idea was to get inside the employees he ad even before they thought of leaving the company. However, it can be argued that it was a waste of money. James Smither, a professor at La Salle University, Philadelphia, says that it doesn’t make sense. â€Å"No algorithm is any better than the data you feed it. And most data about behaviour has questionable reliability. † If we put in garbage the algorithm will give the same back. (Watson. T 2009) LONG TERM CONSEQUENCES : Individual well-being – Google allows employees to work on any project of their choice which boosts creative thought and instils job satisfaction. (Kuntze. R ; Matulich. E 2010). Career development and tutorial services are provided. ( Sullivan. J 2007) One way Google speeds development is through a yearlong â€Å"base camp† training initiative that features a combination of HR specialist training and MBA-like curriculum. Organisational effectiveness – The Company was placed fourth in Fortune’s list of America’s most Admired Companies and first in the list of Best Companies to Work For. (Hansen. F 2008)and (Logan. G 2008) BEHAVIOURAL OUTCOMES : Motivation – The main factors of motivation in the company is the dynamic environment, quick decision making and a culture where ambitious ideas are not only encouraged but also accepted. (Sullivan. J 2007) Co-operation – Googlers across levels and departments say that it doesn’t matter if they are designing search engines or cooking meals for their colleagues, they feel that their work can change the world. (Salter. C et al. 2008) Commitment – The thing about Google is that even after 12 years, it continues to instil a sense of creativity and ambition within its employees and now has more than 20000. The freedom given to its workers infuses in them a sense of responsibility and obligation: â€Å"Are we taking advantage of what we’ve got here? † they ask. â€Å"Are we doing enough? Are we doing everything we can? † (Salter. C et al. 2008) PERFORMANCE OUTCOMES : POSITIVE Productivity – Matt Glotzbach(2008) – PRODUCT MANAGEMENT DIRECTOR FOR GOOGLE ENTERPRISE Generally a new employee is required to fill out paperwork but at Google it is done electronically. I went to a staff meeting that afternoon and got assigned to figure out how Google could launch Enterprise [applications for corporations] in Europe. I was told to come back with the answer at the end of the week. It was like, ‘Hey, New Guy, you don’t know anything about our business yet, and you don’t have any international experience, but here are some people who can help you. Go figure it out. ‘ We launched in Europe a few months later. † Innovation – 20% time. Simply put, employees get 1/5th of their time to work on projects of their own choosing. This keeps employees challenged and at the same time provides good business opportunities for the company. Google services that were all started as individual projects are Gmail, Google News, Orkut etc. (Kuntze. R Matulich. E, 2010). NEGATIVE Turnover – The Company had to raise the wages by 10 % starting 2011 to reduce defection of workers who were looking for brighter pastures. With $33 billion in cash and a stock market capitalization of almost $180 billion, Google can afford to throw money and shares at its employees. Yet the significance of Google’s across-the-board pay raise extends far beyond corporate competition. Farell. C 2010) Paul Buchheit, a Googler who coined â€Å"Don’t be evil! † is a founder, with three ex-Googlers, of a social-networking company called FriendFeed. Nathan Stoll, who managed Google News, is hard at work on his new company, Mechanical Zoo. Several top people have gone to Facebook, most notably Sheryl Sandberg, who ran Google ’s automated ad sales, and Elliot Schrage, who ran PR. (Lashinsky. A et al. 2008) FINANCIAL OUTCOMES : Profits – Google has matured very quickly in the last twelve years since its inception in 1998. The company’s operating profit and net profit have increased to $8312. million and $6520. 4 million in 2009 respectively which is almost 25. 3% and 54. 3% as compared to the previous years. (Datamonitor 2010) STANDARD RECRUITMENT AND SELECTION The HR Technology and Operations Manager, Melissa Karp says that the fast pace with which Google is growing means that the senior managers have to spend 30% of their time in interviewing prospective employees. The company says every applicant goes through at least four rounds of interviews taken by direct line managers, potential peers and subordinates. Liane Hornsey apparently had to go through fourteen interviews before getting her job. Once selected and the contract signed, presents are given to the NOOGLER, his/her desk is decorated with balloons and an invitation is given to dine with his/her manager. This tough entry means that only the most talented and culturally compatible people are hired and firing of employees is less. There is not much stress among people over being thrown out. (Wright. A. D 2008) and(Dempsey. K 2007) Refer to Appendix AD for the hiring advertisement of Google. After anyone applies online in the company, it uses its applicant tracking system (ATS) to weigh in on applicants. Background information on education and work experience is collected and stored in the ATS. Then it is compared to data about existing Google employees and if there is a match, an e-mail is sent to ask the particular employee for internal references. Employees update the ATS by replying to this e-mail. Google uses its GOOGLE LAB APTITUDE TEST (GLAT) which tries to measure his/her compatibility with its work environment. It is put in technology magazines and applicants hand it in accompanied by their resume. It also serves to select those applicants who have the desired skills and mindset for the interview stage. (Willock. R 2007) GOOGLE INDIA CODE JAM The India Code Jam is a contest where software writers are asked to write codes which can land them a job at Google’s Research and Development Centre which otherwise is a long and difficult process. The fastest writer also gets $6,900. It is a hunt to find the most brilliant code writer in South and Southeast Asia. Their problem solving, designing and code writing skills are put to test. Finalists are required to create and test software and finally programme a war-based game. However this contest is so complex to complete that only the most brilliant code writers think of applying. Google has been unsuccessful in finding these brilliant engineers for its Indian office. According to insiders the Bangalore office wanted to hire 100 employees but their staffs has only 25 people. (Puliyenthuruthel. J 2005) RECOMMENDATIONS The work culture of Google is very motivating and challenging. The 20% time concept is a huge success. The perquisites offered are more than any employee hopes for. However, after studying the policies of Google and arguments of various third parties in favour or against them we have come up with a few suggestions for improvement. Employee turnover rate – The number of employees leaving the company has been increasing in the last few years. Some of the cited reasons were low pay, bureaucracy and poor mentoring. We suggest that superiors pay more attention to employees and guide them wherever necessary. Also an environment that is fun may backfire. A balance between work and fun must be maintained. * Mathematical Algorithm – James Smi ther, a professor of management at La Salle University in Philadelphia argues that the idea of the mathematical algorithm is very unrealistic as the behavioural data may or may not be accurate. Rather it is suggested that Googlers should be approached directly so as to know why they are dissatisfied. * It has a bad reputation for underpaying the employees, even though they are trying to motivate them by providing stock options. Thus Google should see that the employees they hire are paid in accordance to the work that they do and at the same time see that they are not dissatisfied. * Recruitment – Google India Code Jam is an innovative way of recruiting people, but the only drawback is that it is a very difficult process. Thus measures should be taken to see that the process is neither too easy nor too difficult, so that the best talent is selected and at the same time it should not deter people from applying. REFERENCES 1. Kuntze R. , and Matulich E. , (2010). Google: Searching for Value. Journal of Case Research in Business and Economics. Volume 2. Pp 2-7. [online]Available at :- http://www. aabri. com/manuscripts/09429. pdf [Accessed on 5 April 2011]. 2. The Finest People, The Coolest Environment. Times Ascent: HR Forum, Empowering Potential, New Delhi. 18th January’ 07. Pp. , 22. [online]Available at :- http://www. myadrenalin. om/india/Downloads/news/CAP_2007_1_18_22. pdf [Accessed on 3 April 2011]. 3. Wright A. D. , (2008). At Google, It Takes A Village To Hire An Employee. HR Magazine. SHRM’s HR Trend. Volume 53. Pp 56-57. [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=3;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdat a=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=36048756 [Accessed on 2 April 2011]. 4. Anonymous (2008)Google’s Lessons for Employers: Put Your Employees First. HR Focus. Volume 85(9). Pp 8-9. [online]Available at :- http://web. ebscohost. com. ezproxy. ancs. ac. uk/ehost/detail? vid=5;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=33764457 [Accessed on 2 April 2011]. 5. Shipman. D (2006). Can We Learn A Few Things from Google? Nursing Management. Volume 37(8). Pp 10-12. [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=7;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=21819793 [Accessed on 2 April 2011]. 6. DataMonitor, 2010. [online]Available at :- http://web. ebscohost. om. ezproxy. lancs. ac. uk/ehost/companyinfo? sid=653132a9-31a4-40e4-83bf-024bc4691e5b%40sessionmgr115;vid=5;hid=111;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db =buh;authdb=dmhco;AN=5B199F61-608D-4923-B4A3-F5EE15285ADE [Accessed on 1 April 2011]. 7. Verma. M(2008), Google’s HR Dilemma, Human Asset Management, ICFAI Books Volume 1, Chennai, ICFAI University Press, Pp-140-149 8. Bratton J. and Gold. J (2007), Human Resource Management, 4th Edition, London, Macmillan, Chapter 1. 9. Work Example- Google (2010), T+D. Volume 64(5). Pp 44. [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. c. uk/ehost/detail? vid=9;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=50256392 [Accessed on 2 April 2011]. 10. Hansen. F (2008). TOP of the CLASS. Workforce Management. Volume 86(20). [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=11;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=33066193 [Accessed on 2 April 2011]. 11. Logan, G. ,(2008). Hiring Policy makes Google best plac e to work in UK: Personnel Today, 3June. [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=15;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=33066355 [Accessed on 4 April 2011] 12. Watson, T. ,(2009). A Google Eye: Canadian Business, 16 June. , Volume 82 (11), [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=17;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=42208422 [Accessed on 2 April 2011] 3. Willock, R. ,(2007). Google makes the mind boggle with its recruitment challenges: Personnel Today, 6 Feb. , [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=17;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=42208422 [Accessed on 4 April 2011] 14. Dempsey, K. ,(2007). Invest more time in Hiri ng to spend less time firing: Personnel Management, 6 Feb. , [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? id=22;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=24663216[Accessed on 29 March 2011] 15. Farrell, C. , (2010). On pay raises, its Google or Bust: Business week, 1 Dec. , [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=33;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=55618496 [Accessed on 3 April 2011] 16. Hardy, Q. (2005). Google Thinks Small: Forbes, 14 Nov. ,Volume 176 (10), [Online]Available at: http://web. bscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=30;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=18728217 [Accessed on 1 April 2011] 17. Puliyenthuruthel, J. ,(2005). How Google Searches-For Talent: Business week, 11 April, Issue 3928. [Online] Available at:http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=28;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=16599813 [Accessed on 1 April 2011] 18. Salter, C. , et al. (2008). Google: The Faces and Voices of the world’s most Innovative company: Fast Company, March, Issue 123. [Online]Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=26;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=29959444[Accessed on 5 April 2011] 19. Lashinsky, A. , et al. (2008). Where Does Google Go Next? Fortune, 26 May,Volume 157 (11). [Online] Available at:http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=24;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bd How to cite Hrm – the Google Way, Papers

Comparing A Lady of the Letters and Bed Amoung the lentils Essay Example For Students

Comparing A Lady of the Letters and Bed Amoung the lentils Essay A Lady of Letters and Bed Among the Lentils are monologues about two lonely characters in the late 20th Century. Miss Ruddock is an ordinary middle-aged woman who has an obsession to write letters of complaint so it landed her in trouble. Susan is the heroine in Bed Among the Lentils, she is a vicars wife and an alcoholic. Susan lives in a loveless marriage and strongly disagrees with the role of the vicars wife; she lacks love and attention from her husband. Susan in dissatisfied with sex in her marriage rare and desiccated conjunctions that take place between Geoffrey and me and hates Geoffreys fun club and his ambition and career. On the other hand Geoffrey covers for her but everyone is aware that she is an addict. Susan is not religious and doubts that even her husband is a real believer. Everyone in the parish ignores her, even the bishop refers to her as Mrs Vicar. Being an outcast she drifted to alcoholism and later to adultery. She even failed her own vision of her old age but excused herself with lacking the temperament. It is unclear why Susan started an affair, was it to get back at Geoffrey or lack of sex or even just out of drunkenness? She did find sexual satisfaction and even showed some curiosity in Mr Rameshs religion which might mean that she disagree with the basic of Christianity. Susan does make odd comments about Jesus You never see picture of Jesus smiling, do you? It seems that she is searching for an excuse to drink and Mrs Shrubsole is as good as any. Obviously that she is trapped and unable to find way out, drinking and the affair are only extra weight on her. The awakening point is when Mr Ramesh suggested that it would be nice to try sex while she is sober. Susan joins AA. Soon there is a transformation in her outer appearance but inside she become even more isolated. Mr Ramesh is gone and Geoffrey is using Susan and her fight with the addiction as his achievement hoping to speed up his career. Susan ended up worse than at the beginning. Miss Ruddock is a guardian of local community, writing complaints to everyone about everything. She is very traditional and prejudice evens a racist. Irene does not mean to be destructive but being a busybody she did make some wrong accusations and ended up in prison. She did care for her mother until her death and stayed single since. Irene is a virgin and does not show any interest in men or sex. She is snobbish I never said she could call me Irene. She has a little contact with people, even does not know how to swear. Her compulsive writing is her way to be part of society, her only contact with outside world. She can not go along the progress, noticing that policemen wears  glasses or that neighbours do not have curtains makes her an outsider. Unfortunate interference about the child across the road and reporting about a policemen-spending time at No.56 landed her in prison. Ironically she finds a freedom in the prison This is the first taste of freedom Ive had in years. Irene needs to be needed and helping Bridget to deal with killing she has on conscience gives Irene happiness. In some ways she is a funny and interesting character, the happiest of the all Talking Heads. Irene changes her situation while Susan stayed trapped. Susan is rebellious and had conflict with herself too; Irene just can not help but tells what she thinks about everything that goes in her street but tempt to jump to conclusion. We feel sorry for Susan because as she said she ended up with two churches, sadly she was unable to break free. Irene has happy ending even she is in prison but she found herself there. .ua11dc809b01d752a91fa5994a0729caa , .ua11dc809b01d752a91fa5994a0729caa .postImageUrl , .ua11dc809b01d752a91fa5994a0729caa .centered-text-area { min-height: 80px; position: relative; } .ua11dc809b01d752a91fa5994a0729caa , .ua11dc809b01d752a91fa5994a0729caa:hover , .ua11dc809b01d752a91fa5994a0729caa:visited , .ua11dc809b01d752a91fa5994a0729caa:active { border:0!important; } .ua11dc809b01d752a91fa5994a0729caa .clearfix:after { content: ""; display: table; clear: both; } .ua11dc809b01d752a91fa5994a0729caa { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ua11dc809b01d752a91fa5994a0729caa:active , .ua11dc809b01d752a91fa5994a0729caa:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ua11dc809b01d752a91fa5994a0729caa .centered-text-area { width: 100%; position: relative ; } .ua11dc809b01d752a91fa5994a0729caa .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ua11dc809b01d752a91fa5994a0729caa .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ua11dc809b01d752a91fa5994a0729caa .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ua11dc809b01d752a91fa5994a0729caa:hover .ctaButton { background-color: #34495E!important; } .ua11dc809b01d752a91fa5994a0729caa .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ua11dc809b01d752a91fa5994a0729caa .ua11dc809b01d752a91fa5994a0729caa-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ua11dc809b01d752a91fa5994a0729caa:after { content: ""; display: block; clear: both; } READ: Analytical Discussion of Cold Mountain by Charles Frazier EssayMonologues tells us more about the characters then they want to tell but it is also a one-sided story, other characters might be completely different. Obviously Bennett has some disagreement with church, police and social services, his monologues clearly shows a critique about them. He uses simple but eye-catching words to give very strong statements, he knows how to describe thoughts of lonely and even mentally disturbed character. Bennett is brilliant and has very strong narrating skills, the tragic-comic Talking Heads are full of irony but it shows us how much isolation there was in late 80s. Sadly there is even more nowadays.