Limited Liability Partnership as a Hybrid Business Organization - Free Essay Example

Sample details Pages: 3 Words: 1049 Downloads: 4 Date added: 2017/09/12 Category Advertising Essay Did you like this example? The limited liability partnership; A hybrid of two different forms of business organizations – the partnership and the company. The Limited Liability Partnership (LLP) was introduced as a new business entity in Singapore in 2005. Its definition under S14 of the Limited Liability Partnership Act (LLPA) shares a resemblance to S1 of the Partnership Act (PA): it comprises of two or more persons carrying on a lawful business in view of profit upon registration with the Accounting and Corporate Regulatory Authority (ACRA). Partners may be individuals, other LLPs or companies registered under the LLP agreement and thus bounded by the laws governing the act. As a hybrid business entity, the LLP combines the limited liability features of companies with the operational flexibility of partnerships. The LLP is a corporate body recognized as a separate legal entity from its members S4(1) LLPA. This was previously existent only in companies locally. Hence, it can enter into legal contracts, own property, sue and be sued in its own name S5(1) LLPA. Don’t waste time! Our writers will create an original "Limited Liability Partnership as a Hybrid Business Organization" essay for you Create order As such, it enjoys perpetual succession in S4(2) LLPA whereby any changes such as the resignation, death or bankruptcy of the members do not affect its existence, rights or liabilities S4(3) LLPA, thus being similar to S19(5) of Companies Act (CA) and in opposed to S33 PA whereby the partnership is dissolved due to such changes. Likewise to public companies, LLPs can have unlimited members but it must consist of at least two partners (S22 LLPA). Additionally, LLP managers share similar qualification and disqualification criteria to company directors as stated in S23 and S34 of LLPA and S145, S149, S149A and 154 of CA. Under S9(1) LLPA, just as in partnerships, every member of the LLP is recognized by law as its agents. Hence their actions within their scope of authority bind the LLP. However in S9(2) LLPA, it does not shields individual members from legal liability resulting from any personal acts not done on behalf of the LLP. Should a member commit tort in the name of the LLP he may be charged under the Tortious Act. Hence members are personally liable for their own negligence and other wrongful acts committed in their personal capacity. Conversely, due to the LLP members’ limited liability in S8(1) LLPA, they are protected from personal and unlimited liability resulting from negligent and wrongful acts done for the LLP S8(3) LLPA. Likewise to companies, such actions are solely attributable to the LLP by law. Hence it assumes the liability for its own debts and the members and stakeholders are subjected only to the extent of their respective stakes and contributions to the LLP. This protects the partners’ personal assets. Additionally, they are protected from the wrongful acts of other members. Furthermore the process of winding up LLPs is similar to companies. Members may voluntary wind up if it is able to pay all its debts within 12 months after winding up commences. It may opt for creditors’ voluntary winding up if its business cannot continue due to the weight of its liabilities. Lastly, it may undergo compulsory winding up by order of court if it is unable to pay off its debts. Like partnerships, administration is a easier process for LLPs than companies as per S25(1-2) LLPA, there is no requirement for it to audit or file annual returns with the ACRA. This benefits partners who intend to keep their profit contribution details private from competitors and to be free of costs and time in producing such information. However in S24(1-3) LLPA, the appointed manager must make an Annual Declaration to ACRA stating its solvency state in their normal course of business, in which failure to comply will result in penalties. In view of the way the business is being run, it enjoys similar flexibility to partnerships by allowing partners to adopt their preferred form of internal organization. The management structure may be centralized like a company or it may be decentralized with every member sharing the rights in the management of its business affairs. Most of the rules for the structure of partnerships can be overridden with consent of other members. Furthermore, as the members of the LLP share profits and losses in the partnership as stated in S24(1) PA, hence they owe a duty of good faith to each other. They must account to the LLP for any secret profits that they make from the partnership without the consent of the other members, including profits gained from any competing business S29(1) PA. Another similarity is in the capital raising process via partners’ individual contributions and bank loans which differs from companies whereby securities can be issued to raise funds. The aspect of limited liability also makes raising capital easier by attracting investors to join as silent partners. Lastly, LLPs are taxed similarly to partnerships as disclosed by the IRAS. No income tax is assessed at the entity level as the members are considered to be running a personal business. Therefore their personal income are assessed and taxed in accordance to their respective share of the profits in the LLP. In conclusion, the introduction of the LLP as a hybrid business entity encompassing traits of both partnerships and companies serve to cater to industries whereby there is minimal need for large organizations but a need for greater flexibility in business operations. Before its introduction, these businesses were grey areas whereby there was no proper provision of regulations to cater to these business forms. Through the consideration of its successes in the UK, it was eventually implemented locally in which regulations are ideally catered to but not limited to professional firms such as law and medical firms. Benefits include stronger rights to participate in management, less stringent financial reporting procedures, ease of tax and licensing regulations thus consisting of characteristics of both entities. References Websites †¢ †¢ †¢ †¢ †¢ †¢ †¢ https://statutes. agc. gov. sg/ https://www. iras. gov. sg/irashome/default. aspx https://www. acra. gov. sg/Services/LLP/ https://www. businesslink. gov. uk/bdotg/action/detail? type=RESOURCESitemId= 1073789611 https://www. aepronet. org/pn/vol12-no1. html https://www. singaporelaw. sg/content/BA. html#section4 https://www. business. gov. sg/EN/StartingUp/RegisterYour Business/ChooseABusin essStructure/regbiz_type_llp. htm https://www. rikvin. com/Partnership-in-Singapore. html Texts †¢ Singapore Business Law 4th Edition by Benny S Tabalujan and Valerie Du ToitLow

The Effects of Inflation on Company Financial Statements Term Paper

Essays on The Effects of Inflation on Company Financial Statements Term Paper ï » ¿FINANCIAL STATEMENTS AND REPORTING The Effects of Inflation Critically discuss the effects of inflation on company financial statements and how that will affect their usefulness to users of them. The Historical Cost Concept The historical cost concept is one of the fundamental conventions upon which accounting theory is based. Historical cost accounting convention is defined as â€Å"an accounting technique that values an asset for balance sheet purposes at the price paid for the asset at the time of its acquisition† (Morgensen Campbell, 2004). Essentially, what it means is that assets and services that the company acquires or purchases are recorded in the accounting books at cost, or at the price they were acquired or purchased. The alternatives to historical cost accounting are current cost accounting and general purchasing power (GPP) accounting. Current cost accounting takes into account the changes in the current or prevailing values of the asset or service based on market fluctuations. The GPP is also known as the General Price-Level-Adjusted Historical Cost Accounting (GPLAHC) and in fine requires purchasing power gains and losses to be included in the computation of net income. Current cost and GPP accounting are also known as fair value accounting (Doupnik Perera, 2007). For financial statements to be meaningful, amounts of dissimilar items must be stated in similar units, which is the reason why a monetary figure must be assigned for each item (Day, 2008). Stating the value of different types of assets in terms of monetary amounts enables them to be dealt with arithmetically. But more than this, the amounts may not be subjectively determined, otherwise there would be little sense in trying to establish a standard by which they could each be equally treated and subjected to mathematical operations. Market values, on which current and replacement costs are based, have a strong element of subjectivity. Under the historical cost convention, the value of an asset is held constant as of the time it was acquired – that is, at the price that was actually paid for it. Impact of Inflation on Financial Statements The historical cost concept has the effect of holding an asset’s value at the acquisition price, although the asset may have a long life, during which time the asset’s economic value may have changed. One influence on the economic value of an asset is inflation. Technically, â€Å"inflation is a persistent increase in prices, often triggered when demand for goods is greater than the available supply or when unemployment is low and workers can command higher salaries† (Dictionary of Financial Terms, 2008). Viewed alternatively, it is the loss in the purchasing power of money (Evans and Evans, 2007). Inflation affects the market price of goods and services, such that in monetary terms, the goods and services become more expensive over a period of time. Moderate inflation is generally acknowledged to accompany economic growth. However, extreme levels of inflation can be detrimental in the use of historical costs in determining the financial position and result of operations of a company. Double-digit inflation, hyperinflation (when prices rise by 100% or more annually), and deflation (widespread decline in prices) tend to create distortions particularly in the recording of costs of assets and services over a period of time. Among the underlying distortions created by inflation under the historical cost-based system of accounting is that the information conveyed by prices lose their relevance quickly in the context of a high inflation rate environment. The various purchases would be recorded against the varying purchasing power of money, creating differing bases among the costs. Since the numbers appearing in the financial statements represent currency expended under different amounts of purchasing power, strictly speaking they are not additive. For instance, in the balance sheet adding cash worth  £10,000 held on the 31st of December with  £10,000 representing real estate cost of a piece of land acquired in 1960 would yield an entirely inaccurate value of the assets, since the land valued in 1960 would have a significantly different value in today’s terms, maybe by a factor of 100 or more, without taking into account the effect of development of the surrounding real property. Other repercuss ions of this distortion are the following: 1. In the income statement, profits that would be reported during a period of inflation would generally be overstated, that is, would convey a higher perceived value than the new purchasing power level would impose. 2. The asset values for fixed assets such as plant and equipment, and current assets such as inventory, will not reflect (i.e., will understate) their economic value to the business. Non-monetary assets retain their true and intrinsic value inspite of inflation, but their expression in monetary terms based on the previous purchasing power level creates a distortion when viewed under the current purchasing power after inflation, making them appear less valuable. 3. Monetary assets would tend to erode in real value during high inflation, creating losses for the company; on the other hand, monetary liabilities will tend to create profits, because the real value of the debt is reduced by inflation. 4. The effect of inflation on the account for inventory stocks would depend on accounting policies. Firms that use the last-in, first-out (LIFO) inventory cost valuation would most closely match costs and prices during inflation, because it understates inventory value, overstates the cost of sales, and thus lowers reported earnings. On the other hand, the first-in, first-out (FIFO) inventory valuation method, because it tends to accomplish the opposite of the LIFO, would tend to make the company more vulnerable to distortionary information in an inflationary environment. Distortionary Effects on Decision Making The distortions created by a high inflation rate regime would tend to cause errors, some major, in managerial decision making based on the figures in the financial statements. For instance, since the profits reported for the period would be overstated, this could result in: (1) the overpayment of taxes, since net income is the basis of tax computations; and (2) the inopportune declaration and distribution of dividends to shareholders. Since the cost of operations and capital acquisitions looking forward would cost more, the company may actually be distributing more in dividends than it could afford, thereby impairing the continued operations and financial health of the company. Had the true current value been assessed after inflation, the company may have decided to retain more of the earnings instead of distributing it, in order to internally finance continued operations and planned expansions. Another difficulty introduced during inflationary economic conditions is the forecasting of future capital requirements, since the future prices for capital equipment would alter depending on market supply and demand. This would generally lead to increased leverage in the form of debt financing, and since high inflation rates tend to lead to higher interest rates and more stringent credit terms, this increases the financing risk to which the business is exposed. Furthermore, inflation would have different impacts across different companies. These usually introduce discrepancies among the accounts of that various companies, resulting in a lack of comparability among their financial statements, or even the financial statements of the same company prepared at different years or for different fiscal years. Inflation also has impacts on supplies and materials as well as capital equipment to varying extents. Those supplies and materials that are more closely correlated to the inflation index will experience greater price volatility than the mere change in purchasing power. Conclusion Historical cost accounting provides a stability to accounting processes that enhances the reliability of financial statements. However, there are economic phenomena that would tend to create distortions in financial statements prepared on the basis of historical costs. These include foreign exchange rate volatility, interest rate changes, and most importantly, inflation rates. These factors tend to change the purchasing power of currencies, and since assets are either monetary or expressed in monetary terms, the information conveyed by historical values tend to differ from real values in an inflationary regime. Care must thus be taken in the interpretation of financial statements, that accounts be first adjusted for inflationary effects before they are made the basis of financial analysis. References Brown, C C 2002 Conference Paper: Effects of Inflation in Financial Statements. Banco Central de Chile. Dictionary of Financial Terms 2008 Lightbulb Press, Inc. Doupnik, T Perera, H 2007 International Accounting. McGraw-Hill Higher Education. Evans D L Evans, O W 2007 The Complete Real Estate Encyclopedia. The McGraw-Hill Companies, Inc. Loth, R 2009 What You Should Know About Inflation. Investopedia. Accessed 2 January 2010 from http://www.investopedia.com/articles/01/021401.asp Morgensen, G Harvey, C R 2004 The New York Times Dictionary of Money and Investing. Accessed 2 January 2010 from http://www.duke.edu/~charvey/. Scott, D L 2003 Wall Street Words: An A to Z Guide to Investment Terms for Today's Investor. Houghton Mifflin Company.

Mans Impact N the Environment Free Essays

Chante Hamilton Maturity Maturity. What makes an individual mature? Maturity comes with age and time. It is the ability to make wise decisions. We will write a custom essay sample on Mans Impact N the Environment or any similar topic only for you Order Now It is also the way in which people act toward different situations. Maturity can be shown in the way organisms develop. Society claims that females mature faster than males, physically and emotionally. However this is not necessarily true because everyone grows differently. Although maturity has much to do with aging, it can also be seen in the way animals and plants grow. Almost anyone can identify the difference between a mango seedling and a fully developed mangola . The contrast is obvious. A mango seedling is small, hard, bitter and green. On the other hand, a mangola is large in size, bright yellow and succulent due to its maturity. This instantly brings to mind the origin of the word mature. The word is derived from the Latin term ‘maturare’ which means â€Å"to ripen†. We can also see maturity in animals. For example, a toad and a tadpole are completely different in structure. However, a tadpole changes into a toad due to metamorphosis. A tadpole is limited to only a tale and a head and is incredibly. Whereas a toad particularly bulky and has webbed feed, protruding eyes and lacks a tale. Maturity is also shown in the way human beings grow as they age. In this case, some people mature faster than others. The body of an adolescent female is far less developed than an adult female. A mature female has broad hips and large busts compared to younger females who lack such assets. Body maturity also applies to males. When a male is young his entire body has a â€Å"young† look. His shoulders are not broad, his arms look a bit wimpy and he has little to no facial hair. However, a grown male has facial hair, he is taller, his arms and his chest and shoulders are built. Recently I’ve witnessed just how immature some people can get. Politicians of the PLP and FNM exposed each other’s personal life to the nation as if it were concerned anyone. They did this just to gain more votes. Anyone that can stoop this low has to be immature. To be immature is to be mentally primitive. It causes human beings to display a â€Å"childish† attitude towards others. They should have played fair and worked in their constituencies to the best of their abilities. That would have been the mature thing to do. Immaturity is also seen at its best in young children. For example, as a child I would throw the biggest of tantrums whenever I candy and â€Å"no† was the answer. I would cry, scream and throw things over until I accepted the fact that I just was not getting the candy. Now, as an adult I can hear the word â€Å"no† and move on because of the level of maturity I’ve gained over the past few years. The best way to show maturity is to show our knowledge instead of bringing childish acts to the table. Each and every one of us has the ability to do so if we would just think before we act. We should also show respect for our peers and give help where it is due. Maturity is also shown through manners, courteousness and being graceful. All of these things are what makes an individual mature. How to cite Mans Impact N the Environment, Essay examples Mans Impact N the Environment Free Essays Chante Hamilton Maturity Maturity. What makes an individual mature? Maturity comes with age and time. It is the ability to make wise decisions. We will write a custom essay sample on Mans Impact N the Environment or any similar topic only for you Order Now It is also the way in which people act toward different situations. Maturity can be shown in the way organisms develop. Society claims that females mature faster than males, physically and emotionally. However this is not necessarily true because everyone grows differently. Although maturity has much to do with aging, it can also be seen in the way animals and plants grow. Almost anyone can identify the difference between a mango seedling and a fully developed mangola . The contrast is obvious. A mango seedling is small, hard, bitter and green. On the other hand, a mangola is large in size, bright yellow and succulent due to its maturity. This instantly brings to mind the origin of the word mature. The word is derived from the Latin term ‘maturare’ which means â€Å"to ripen†. We can also see maturity in animals. For example, a toad and a tadpole are completely different in structure. However, a tadpole changes into a toad due to metamorphosis. A tadpole is limited to only a tale and a head and is incredibly. Whereas a toad particularly bulky and has webbed feed, protruding eyes and lacks a tale. Maturity is also shown in the way human beings grow as they age. In this case, some people mature faster than others. The body of an adolescent female is far less developed than an adult female. A mature female has broad hips and large busts compared to younger females who lack such assets. Body maturity also applies to males. When a male is young his entire body has a â€Å"young† look. His shoulders are not broad, his arms look a bit wimpy and he has little to no facial hair. However, a grown male has facial hair, he is taller, his arms and his chest and shoulders are built. Recently I’ve witnessed just how immature some people can get. Politicians of the PLP and FNM exposed each other’s personal life to the nation as if it were concerned anyone. They did this just to gain more votes. Anyone that can stoop this low has to be immature. To be immature is to be mentally primitive. It causes human beings to display a â€Å"childish† attitude towards others. They should have played fair and worked in their constituencies to the best of their abilities. That would have been the mature thing to do. Immaturity is also seen at its best in young children. For example, as a child I would throw the biggest of tantrums whenever I candy and â€Å"no† was the answer. I would cry, scream and throw things over until I accepted the fact that I just was not getting the candy. Now, as an adult I can hear the word â€Å"no† and move on because of the level of maturity I’ve gained over the past few years. The best way to show maturity is to show our knowledge instead of bringing childish acts to the table. Each and every one of us has the ability to do so if we would just think before we act. We should also show respect for our peers and give help where it is due. Maturity is also shown through manners, courteousness and being graceful. All of these things are what makes an individual mature. How to cite Mans Impact N the Environment, Papers

Career Opportunities in Information Technology

Question: Discuss about the Career Opportunities in Information Technology. Answer: Introduction Information technologies change the of people play, live and conduct business. The IT industries are dominating job market and major reasons behind it are significant growth in e-commerce and the internet, increased demand for information security and rapid growth in the mobile computing era (Rogers 2013). This report is made to focus on the career options provided by IT industries all over the world. Major components of IT industry are identified in the following section and based on that career opportunities are also find out in several areas. Overview of IT Industry Across the globe, IT industries are growing exponentially with investments, demands, and technical capabilities, which are very crucial to support sustainable growth. Since 2014, the IT industry invests a lot and enhances their IOT (Internet of Things) solutions, which help to develop advance business intelligence applications (Shulock and Moore 2013). The growing information age revolutionizes business operations allowing organizations to improve their value propositions. Large investments in IOT contribute to obtaining data generation and application benefits. The industries always try to upgrade their technologies and its applications which have significant impacts to mine structured, unstructured and semi-structured data. In addition, big data applications generated from IOT solutions drive the organization to move in cloud operational infrastructure (Agarwal and Ohyama 2013). Furthermore, increasing cyber security breaches all over the world due to misconfiguration issues, invol vements of third parties, network loopholes and most importantly the lack of skilled security talents is the most worrying fact for everyone. Figure 1: Career Growth in IT industry (Source: Freeman, Cardin and Jeffries 2014, pp-100) The facts mentioned above and sheets show that there are lots of opportunities in IT industries to create employment branding and to provide advanced career opportunities, which can help on reducing the deficit in the talents gap. Components of IT industry Figure 2: Components of IT Industry (Source: Coetzee and Stoltz 2015, pp-85) From the above figure, it is clear that IT industries offer service opportunities in four areas which are IT hardware domain, IT software domain, service areas and telecom services. The educational qualifications needed to work on these specialized areas are illustrated as follows IT Hardware: In order to work in IT hardware filed, students must have possessed Bachelor degree in computer science or computer information filed. Besides, the student should have properly skilled knowledge on computer programming language such as C, JAVA, PHP and others (Brand, Valent and Browning 2013). In this domain, people are hired to install and monitor the operations of basic hardware equipment required to make effective computer system for the business organization. In order to work a network, speiclist should have extensive knowledge about network protocols, connectivity, network types, security devices and basic operating systems such as LINUX or Windows (Engineer 2015). Network security specialists diagnose and repair the instructions remotely and monitor the bottlenecks or security threats related to system connectivity. IT Software: In software field, IT industries have lots of career options to be offered to start from computer programmers, application programmers, system programmers, database administrators, system analysts to a web designer. In order to carry out this field as a professional, people should have a bachelors degree in computer engineering or information system (Simosi, Rousseau and Daskalaki 2015). People should also do several courses in programming languages to cover database management, system design and development activities and SQL (Structured Query Language). IT Services: This includes the implementation plans and processes of equipment and systems related to network or computing devices of the organization. People should have graduate degree in any computer-related field such as information science, computer science or network administration (Agarwal and Ohyama 2013). Various certification programs can provide practical experience of the network system administration. IT Telecom Services: IT telecom services facilitates installation of equipment required for transmitting broadband and cellular data. People must have skills in electronics or electrical domain. In addition, specialized courses should be done in broadband telecommunication or telephone networks (Biemann, Zacher and Feldman 2012). Furthermore, telecom engineers should have good experience in networking filed, must have problem solving abilities, great knowledge in software developments to deal with telecommunication systems and should possess basic knowledge about electronic and electrical knowledge. Career Options Offered by IT industry With the expanding business needs, IT industries offer a wide variety of career opportunities, which are mainly, categorized under two sections; one is hardware, and other is software. Career Opportunities In Hardware Career Options Descriptions Computer Engineers Computer engineers deal with hardware, system design aspects, and development. They are hired to design computer related devices or entirely a new computer system (Moore et al. 2012). These people also have the responsibilities to supervise the activities of hardware manufacturers or device controllers. Network Specialist Network specialists are the key people who are hired to administer security of the designed network system so that business operations will run smoothly. In addition, these people also help to adapt best hardware and software packages, which can make an effective network system for the organization (Sandy 2014). The network experts have five specialized areas which are as follows 1. Cisco Certified Network Associate- Can install, operate and configure LAN (Local Access Network) and nodes of small networks. 2. Cisco Certified Network Professional-Can handle a network of more than 100 to 500 nodes. 3. Multi-Layer Switched Network Engineer- Helps to explain how flexible networks can be designed and configured 4. Remote Access Network Engineer- Helps to interconnect the central cities with a home office or branch office. 5. Internet Troubleshooter- Can train the learners to troubleshoot the problems of a converged network. Table 1: Career Opportunities in IT Industry (Hardware) (Source: Drost et al. 2016, pp-15) Career Opportunities In Software Career Options Descriptions Computer Programmers Computer programmers test and maintain the software or program, also design and test the logical structure to solve the problems with the help of computers. Application Programmers Application developers concentrate on business operations and engineering areas (Mohedas et al. 2015). They also write software and can revise the existing software package. System Programmers System programmer deals with the functioning related to operating system and compilers. Database Administrators Database administrators (DBA) have the responsibilities to maintain database efficiency, accuracy, and development. DBA monitors the functioning related to database planning, conceptual design, transactional design, testing and final implications (Tolentino et al. 2014). Conversion, migration, support, and training are also the major roles of database administrators. Database Specialists Database specialists design, install, modify, repair and maintain computer databases. These people customize commercial databases to meet organizational needs, solve problems to meet clients needs and can develop a new database for new clients. Interface Designers Interface designers design the interface of the computer system, which helps to make communication between human and computer. Software Engineers These people are recruited to carry out the application developments by analyzing the users needs (Simosi, Rousseau and Daskalaki 2015). Software engineers design and modify basic computer applications and program. System Analyst With the use of computer technologies, system analysts develop new network system or reshape the existing system and its resources to meet organizational needs (Neilson et al. 2013). These people also help to prepare the return on benefit and cost benefit analysis to check whether the proposed system is economically feasible or not. Web Designer These people are hired to create, maintain and support internet sites of the organization. Web designers have to monitor day-to-day activities of these sites and develop new web application as per the clients requirements. Table 2: Career Opportunities in IT Industry (Software) (Source: Wilson et al. 2014. Pp-10) Future Opportunities Technology is the backbone of the organizational economy. Achievements in data storage, computer processing power, and chip design and enterprise mobility enables the IT industry to create potential opportunities, which were not possible economically and technologically in the previous days. Business Industries reached to a point where big data analytics, cognitive computing, internet of things (IOT) and cloud computing change the business growth exponentially. In order to gain competitive advantages in this world and to provide a unique quality of services to the customers, the organizations also make advancements in software, materials, machine design and fabrication technique that can help the industries to grow in a positive way. A career in information technology is challenging but rewarding as well and open many paths for individuals to achieve higher excellence in a career. Some of the advanced career opportunities to make higher growth in IT industry are described as follows Information System Manager: Business industries should recruit information system managers who act as a liaison between IT specialists and top management of the organization. Information system managers must have both the understanding of organizational needs as well as technological skills. The major responsibilities of information system managers are to monitor and measure the performance of the implemented network or computer system, which can increase organizational productivity. In addition, the information system managers should also have the responsibilities to check hardware installation, software upgrades, implementation of computer programming and development of digital security. The major role of information system manager is to generate digital reports to support clinical and administrative decision-making operations. Computer Support Specialist: In order to provide technical assistance to the system users, the organization needs computer support specialists. Computer support specialists resolve the problems from remote locations or via telephone. These people can provide assistance related to computer software, hardware, word processing, operating system and installation. In addition, these people should monitor daily activities of the system and should perform according to that. Data and information related to the transaction should be recorded on a daily basis and problems should be mitigated by taking proper actions against them. Cloud Engineer: Cloud architecture enables the organizations to handle a large array of data and information daily. The greatest advantage to move current business operation in the cloud is that it needs no additional hardware requirements and can back up crucial data and information effectively. Therefore, cloud engineers are in high demand who must understand the business needs to run the cloud operations properly. The cloud engineers should have proper knowledge about the storage networking, user management, open source solutions, optimization options, security virtualization and others. Big Data Specialists: These people are required in the organization to extract useful information from a large collection of data to run standard business practices and policies. Big data specialists should have good knowledge of Hadoop to crunch the data and help to understand the impacts of distributed and clustering file system on the cloud environment. Computer Animator: These people are in huge demand in this growing industry as they can help to design interesting video game applications and animations of different characters in a movie frame. In order to make a career in animation, people should have bachelor's degree in computer animation or fine arts. The hiring of computer animators can help the organization to create 2D and 3D graphics for different platforms, including computer games, videos, websites and computer applications. In this aspect, advanced technologies such as digital sculpting tools and pens should be used to make best applications of animations for business uses. Ethical Hacker: IT industry has their network or computer system, which have some security threats or vulnerabilities. The security threats create potential barriers, which slows down the entire business operations. This creates the needs to hire ethical hackers who can help the organization to mitigate the security weaknesses of the network or computer system. Ethical hackers scan the network ports by scanning tools such as Nessus, Nmap to identify security vulnerabilities present in it, so that best possible solutions can be adapted. Ethical hackers also have the responsibilities to monitor the activities of patches, including the installation of security applications such as firewall, an encryption technique, intrusion detection system and others. These are very crucial to maintain greater security throughout the organization. Conclusion Conclusively it can be stated that IT industries have significant opportunities, which can accelerate one's career in a positive way. Advanced technologies like cloud computing, big data, and others force the organizations to hire skilled people who can effectively manage these complex operations with great expertise. IT industry provides career opportunities in four domains, which are hardware, software, maintenance and telecommunication services. In the software domain, people can grow their careers in various field such as system administrators, computer programmers, database administrators and many others. All of these professions should have basic knowledge of computing languages and networking systems. However, in future these industries have many more career opportunities such as cloud engineer, big data analytics, computer administrators and many others, which can meet up the growing demands of technical field. References Agarwal, R. and Ohyama, A., 2013. Industry or academia, basic or applied? Career choices and earnings trajectories of scientists.Management Science,59(4), pp.950-970. Biemann, T., Zacher, H. and Feldman, D.C., 2012. Career patterns: A twenty-year panel study.Journal of Vocational Behavior,81(2), pp.159-170. Brand, B., Valent, A. and Browning, A., 2013. How Career and Technical Education Can Help Students Be College and Career Ready: A Primer.College and Career Readiness and Success Center. Coetzee, M. and Stoltz, E., 2015. Employees' satisfaction with retention factors: Exploring the role of career adaptability.Journal of Vocational Behavior,89, pp.83-91. Drost, R., Dougherty, D., Schroeder, J., Holland, J. and Waller, B., 2016. The After-College Search.Ethos,41(5), pp.14-20. Engineer, M.C.M., 2015. Career Opportunities. Freeman, E.A., Cardin, M. and Jeffries, B., 2014. Integrating Career Exploration and Planning in STEM Through Faculty.NACE Journal. Mohedas, I., Kaufmann, E.E., Daly, S.R. and Sienko, K.H., 2015. Ghanaian undergraduate biomedical engineering students perceptions of their discipline and career opportunities.Global Journal of Engineering Education,17(1). Moore, C., Jez, S.J., Chisholm, E. and Shulock, N., 2012. Career Opportunities: Career Technical Education and the College Completion Agenda. Part II: Inventory and Analysis of CTE Programs in the California Community Colleges.Institute for Higher Education Leadership Policy. Neilson, B., Proaps, A., Smith, D., Tharanathan, A. and Werner, N., 2013, September. A Student and Early Career Professional Perspective of Human Factors Career Options. InProceedings of the Human Factors and Ergonomics Society Annual Meeting(Vol. 57, No. 1, pp. 1732-1734). SAGE Publications. Robinson, K., 2013. Career Information Literacy: Helping Undergraduate Students Attain Critical Thinking Skills for Class and Career Success. Rogers, T., 2013.Conferences and Conventions 3rd edition: A Global Industry. Routledge. Sandy, M.V., 2014. SUBJECT: Approval of Amendments to Title 5 of the California Code of Regulations and Guidance Pertaining to Designated Subjects Career Technical Education Teaching Credentials. Shulock, N. and Moore, C., 2013. Career Opportunities. Simosi, M., Rousseau, D.M. and Daskalaki, M., 2015. When career paths cease to exist: A qualitative study of career behavior in a crisis economy.Journal of Vocational Behavior,91, pp.134-146. Stephens, G.E., 2015. Uncertified and Teaching: Industry Professionals in Career and Technical Education Classrooms.Online Submission,2(2), pp.119-135. Tolentino, L.R., Garcia, P.R.J.M., Lu, V.N., Restubog, S.L.D., Bordia, P. and Plewa, C., 2014. Career adaptation: The relation of adaptability to goal orientation, proactive personality, and career optimism.Journal of Vocational Behavior,84(1), pp.39-48. Wilson, M.J., Wood, L., Solomonides, I., Dixon, P. and Goos, M., 2014. Navigating the career transition from industry to academia.Industry and Higher Education,28(1), pp.5-13.

Justice as the Advantage of the Stronger Thrasymachuss Ideas (platos the republic) vs. Charles Darwins Principle of Natural Selection a Comparison

It is hard to deny that power often goes hand in hand to strength. Though the ability to take control over the rest of the people and even entire states often depends on such qualities as diplomacy, intellect and strategic thinking, brutal force often actually turns out the pivoting point in the argument between opponents. The given phenomenon spawns a number of ethical questions concerning the situation when the strongest wins only owing to his/her single asset, that is, the ability to use strength to prove the point.Advertising We will write a custom essay sample on Justice as the Advantage of the Stronger: Thrasymachus’s Ideas (plato’s the republic) vs. Charles Darwin’s Principle of Natural Selection: a Comparison specifically for you for only $16.05 $11/page Learn More Understandably enough, the concept of force as the ultimate argument in a discussion has been a very low, if not the lowest, means of solving a conflict. For examp le, in his Magnum Opus, The Republic, Plato deliberately introduces a character that will represent the thoughtless, unreasonable, mean-spirited idea that the power belongs to the strongest and be opposed to Plato’s own concept of whose hands the power is supposed to be in. However, with the appearance of Darwin’s famous work, The descent of man, the idea of the domination of the strong ones suddenly gained sense; moreover, it can be argued that in a way, Darwin’s work justifies the idea of power being given to the strongest ones. Hence, Darwin’s work becomes a touch controversial. However, despite the seeming similarity between Thrasymachus’s point of view and Darwin’s concept of the strongest as the most possible survivors and leaders, there is a mile of small differences that sets Darwin’s idea of the strongest as the ones with the greatest amount of assets and Thrasymachus’s concept of the strongest is the beholder of bruta l force thousand miles apart. On the one hand, it seems that there are a number of similarities between what Darwin offers as the basic principle of survival and what Thrasymachus claims to be the key principle of existence. Indeed, both philosophers believe that the strongest species have the greatest opportunities not only to stay alive, but also to reach the top of the social hierarchy within a specified group. Darwin insists that the principle â€Å"only the strong survive† works within a group of any living creatures, not only people, and is the basic rule of evolution that allows only the most powerful creatures who, therefore, have the opportunities to produce the healthiest posterity. As Darwin puts it, â€Å"The stature and strength of the men of a tribe are likewise of some importance for its success, and these depend in part on the nature and amount of the food which can be obtained† (Darwin). Therefore, Darwin stresses that a man’s strength, as well as his behavior and manner of conduct affect his social status and shape people’s attitude towards him.Advertising Looking for essay on literature languages? Let's see if we can help you! Get your first paper with 15% OFF Learn More Thrasymachus, in his turn, argues that strength alone can be the source of everlasting power over the rest of the people: â€Å"My answer is that might is right, justice is the interest of the stronger† (Plato). Therefore, it is clear that Thrasymachus claims justice to be the privilege of the strongest. It is noteworthy, however, that both Darwin and Thrasymachus use the notion of strength in their argument. However, the use of the same word is as far as the similarities between the two arguments go. To start with, it is necessary to explain that by claiming justice to be the prerogative of the strongest, Thrasymachus means that the beholders of the power choose what principles the system of justice must be guided by. Accord ing to Thrasymachus, the idea of the survival principle presupposes that those who managed to live through the changes of the environment will also succeed in playing the role of a community leader and establishing the system of justice: â€Å"An evil soul must necessarily be an evil ruler† (Plato). An argument in favor of the difference between Darwin’s and Thrasymachus’s statement is that Darwin does not actually claim that the strongest necessarily possesses the advantage of justice. According to Darwin, the stronger is capable of getting used to the established system of justice rather than of creating his/her own set of rules: â€Å"With savages, the weak in body or mind are soon eliminated; and those that survive commonly exhibit a vigorous state of health† (Darwin). Thrasymachus, in his turn, claims that the strongest also establishes the laws and sets the principles of judgment: â€Å"Justice is a man’s own loss and another’s gainâ €  (Plato). Though both authors might seem to have a point depending on the perspective, it is still necessary to admit that in terms of intrinsic judgment system, Thrasymachus’s idea does not hold any water. While Darwin explains that both the strongest and the weakest exist in the system of principles of the universal justice, Thrasymachus constitutes the concept of universal justice with the situational one, i.e., the principles that is not considered the ultimate manifestation of justice, but the ones that satisfy the demands of the beholders of the power. That said, it is hardly possible to consider Darwin’s and Thrasymachus’s arguments as equal ones; they simply concern different ideas of what justice is, not what power is. The last, but definitely not the least comment to the famous argument concerns the very concept of strength and the qualities that Darwin and Thrasymahcus understand as strength. In Darwin’s opinion, strength incorporates both physical force and intellectual and moral advantage. It is significant that Darwin stated at the very beginning of the chapter that strength in his interpretation involved not only the ability to destroy or threaten the enemy physically, though it was also an important aspect of becoming a leader, but also being intelligent, able to think fast and adapt to the changing environment. Only joined together, these assets could be viewed as strength, while physical force alone did not guarantee the chance to survive, especially in the primitive setting.Advertising We will write a custom essay sample on Justice as the Advantage of the Stronger: Thrasymachus’s Ideas (plato’s the republic) vs. Charles Darwin’s Principle of Natural Selection: a Comparison specifically for you for only $16.05 $11/page Learn More That said, it is clear that the key difference between Darwin’s and Thrasymachus’s point of view is that Darwin does n ot join the idea of justice to the principle of natural selection, which is â€Å"the survival of the fittest† (Darwin), not the ones of the highest morals. While stressing that natural selection is reasonable and by all means predictable, Darwin, thus, explains that it is not always fair. In fact, the very fundament of modern justice is completely opposite to the concept of natural selection – in people’s society, the strongest ought to help the weakest, thus displaying the ability to empathize, which is the core difference between social animals, which people are, and non-social ones: â€Å"It is certain that associated animals have a feeling of love for each other, which is not felt by non-social adult animals† (Darwin). To Thrasymachus’s credit, one must admit that his point is quite clear and reasonable as well. Thrasymachus does not argue that the idea of justice being in the hands of the strong ones is how the justice system should be establ ished; however, this is how the justice system works in the real world. Admitting that the given state of affairs is rather unfortunate, Thrasymachus still adopts a more realistic point of view on the system of justice. Therefore, Darwin’s supposition concerning the strongest species as the ones that will most likely survive adapting to the changing environment and Thrasymachus’s idea of the strongest as the one who will prove his/her point with his/her force instead of developing other qualities, in fact, have very little in common. Though both works introduce the concept of the strongest as the most capable of reaching for the top, the authors obviously use the given term with a slight difference in meaning. While Thrasymachus makes it clear that force is the ultimate argument in any discussion, Darwin states that â€Å"the strongest† does not necessarily mean â€Å"the one whose muscle system is the best developed.† On the contrary, Darwin seems to inc orporate a variety of qualities into the image of the strongest representative of the species, meaning â€Å"the most capable of adapting† by saying â€Å"the strongest.† Hence, it can hardly be regarded appropriate to put Thrasymachus’s ideas on the same level with those of Darwin. While both opinions have the right to exist, it would be wrong to claim that Darwin’s concept of the strongest has much to do with the one suggested by Thrasymachus. Works Cited Darwin, Charles. â€Å"Comparison of the Mental Powers of Man and the Lower Animals.† The Descent of Man. Ed. Charles Darwin. 1871. Web.Advertising Looking for essay on literature languages? Let's see if we can help you! Get your first paper with 15% OFF Learn More Darvin, Charles. On the Development of the Intellectual and Moral Facilities. The Descent of Man. Ed. Charles Darwin. 1871. Web. Plato. The Republic. 380 B. C. Web. This essay on Justice as the Advantage of the Stronger: Thrasymachus’s Ideas (plato’s the republic) vs. Charles Darwin’s Principle of Natural Selection: a Comparison was written and submitted by user Nadia Morris to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Involving and Engaging Employees Coca

Involving and Engaging Employees Coca Executive Summary Employees play a major role in the success of a company. They are charged with the responsibility of implementing organisational policies. They also represent the firm’s values and interests. Many businesses, however, fail to acknowledge the role of these stakeholders in their success.Advertising We will write a custom report sample on Involving and Engaging Employees: Coca-Cola Great Britain specifically for you for only $16.05 $11/page Learn More As a result, they fail to exploit their full potential. Employee involvement and engagement is set to change this. Involvement is a process spearheaded by the management with the aim of increasing access to information among workers. It helps to promote trust within an organisation. It also supports informed decision making processes. Employee engagement, on the other hand, is a situation where workers are committed to a firm and its values. They become citizens of the organisation that th ey work for. Employee involvement and engagement are crucial to the success of Coca-Cola Great Britain. As a result, the company has maintained a motivated workforce. Better results can be achieved through the adoption of human resource management practices aimed at increasing flexibility and job design. Introduction Coca-Cola Great Britain is based in the UK (Ignatius 2011). Its headquarters are located in West London. It is a subsidiary of the Coca-Cola Company. The parent firm wholly owns the organisation. It was established with the aim of serving the UK market more efficiently. Like its parent company, it is involved in the manufacture of non-alcoholic beverages (Senker Foy 2012). It also oversees other activities, which include distribution, marketing, and retailing. Coca-Cola Great Britain engages in the preparation of syrup concentrates, which are later sold to bottling plants across the country. The bottlers control specific territories within the region. Coca-Cola remains the company’s main brand (Ignatius 2011). Its formula was developed by John Stith in 1886. The formula is a closely guarded secret in the company. It is considered as intellectual property. Subsidiaries, such as Coca-Cola Great Britain, are also required to safeguard the secret on behalf of the parent company. To ensure this, employee loyalty is required. The company has achieved this by promoting employee involvement and engagement.  Coca-Cola Great Britain consists of a team of 110 individuals (Senker Foy 2012). They are involved in the running of seven manufacturing plants spread across the country.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Their main responsibility is to ensure that the existing brands are manufactured in adequate quantities to satisfy the demand in the UK market (Senker Foy 2012). At the same time, they promote the brands in an attempt to i ncrease its consumption rates. The organisation also seeks to develop new brands. The only way to achieve this is through innovation. A motivated workforce is, therefore, required. Innovation is aimed at increasing efficiency at the point of manufacture, retailing, distribution, and marketing. With over 4650 individuals currently employed in enterprises operated by Coca-Cola Great Britain, there is need to develop effective human resource management (HRM) practices to increase the productivity of the workforce. Problem Statement Employees are important in ensuring the success of their organisations. However, their role is often overlooked. As a result, the management is not keen to develop HRM strategies aimed at addressing issues affecting them. For this reason, their productivity within a firm tends to go down. They lack motivation to work towards the success of their firms. Employees are also mainly excluded when it comes to decision making (Henderson 2011). Managers tend to make decisions affecting the entire organisation without consultations. The result is that employees lack trust in the firm’s leadership. They are also less motivated to work beyond the terms of their employment contract. They also lose faith in the values upheld by the business (Balantyne 2004).  The only way to avoid this shortcoming is by involving employees more in the day-to-day running of the firm. The management often achieves this by giving the workforce access to more information concerning their organisation. The practice promotes employee engagement. Workers get committed to their firm and its values. At the same time, they develop the will to assist their colleagues. However, many firms are not aware of the importance of putting in place effective HRM practices. As a result, the performance of their employees tends to be dismal. Organisations also fail to acknowledge the importance of flexibility and job design in promoting success. As a result, the work requirement s of their employees are not satisfied. Consequently, their performance is negatively affected.Advertising We will write a custom report sample on Involving and Engaging Employees: Coca-Cola Great Britain specifically for you for only $16.05 $11/page Learn More Research Questions The study focused on the assessment of the impacts of HRM practices on employee involvement and engagement in relation to the performance of Coca-Cola Great Britain. The study also sought to examine the role played by flexibility and job design. The importance of these elements to the company was also assessed. Consequently, the study sought to respond to the following research question: What are the effects of involvement and engagement of employees in the business activities of Coca Cola Great Britain? What are the factors affecting the involvement and engagement of the workforce at Coca Cola Great Britain? What is the future of the engagement and involvement of employees in con temporary organisations? Human Resource Management Employee involvement is an initiative taken by the management to increase workers’ access to information (Daniels, Davis Shipton 2008). The move is aimed at enhancing their commitment to the firm, its values, and objectives (Holm 2013). It is a form of top down communication within an organisation. Information emanates from the top leadership positions. A number of forums are used to promote employee involvement. For example, managers can hold meetings and briefings where workers are informed of the progress made within their organisation (Balantyne 2004). Newsletters and memos can also be used to pass information. However, there have been concerns that these methods of communication do not give employees a chance to offer prompt feedback. As a result, they feel neglected in the decision making process. Face-to-face communication is recommended to avoid this. In the past, management had a tendency to rely on third parties t o pass information to employees (Kiessling Harvey 2006). Such parties included representatives and workers unions. Little information was given to the workers. It was passed only on a ‘need-to-know’ basis. Direct communication, on the other hand, means that no third party is involved in the link between the management and the employees. It is considered to be the most effective strategy. Modern HRM professionals believe when workers know about their business, they become willing and committed to complete their tasks (Marchington Wilkinson 2012). As such, the practice increases productivity. However, there are concerns that increased involvement of employees may translate to more work and stress. For example, they are required to be more involved in decision making (Albrecht 2010). As such, their responsibilities within the firm are increased. An increase in roles induces stress and, eventually, translates to poor performance.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More There are different forms of employee involvement. They range from task participation to financial involvement, downward communication, and upward problem solving (Cox, Zagelmeyer Marchington 2006). Task participation mainly involves job redesigning and enrichment. Redesigning entails restructuring of tasks, roles, and responsibilities associated with a particular job. As a HRM practice, it is aimed at inspiring and motivating employees (Daniels, Davis Shipton 2008). Job enrichment, on the other hand, involves assigning additional responsibilities to workers. It is aimed at motivating persons who are self-driven. It is mostly evident among employees at higher levels within the organisation. Task participation can also be in the form of teamwork. It offers employees a chance to exchange ideas with others. As a result, they gain a better understanding of their organisation and the issues affecting it.  The management can increase employee commitment through financial involvement ( Bratton Good 2012). It involves providing financial incentives to workers in order to motivate them. Profit sharing is one of the most commonly used incentives. Management can directly or indirectly make payments based on the profitability of the firm. The payment is in addition to the regular salaries and bonuses. The companies that are publicly traded often resort to allocation of shares to their workforce. The arrangement is referred to as a share ownership scheme (Boxall Purcell 2012). Through financial involvement, employees are made aware of their organisation’s performance. They also get the opportunity to share the profits made by the firm. As a result, they are more willing to contribute to the success of the business.  Downward communication emanates from people in top management positions (Gruman Saks 2011). A good example is an address from the chief executive officer to junior officers. Most of these communications are aimed at giving employees updates on fu ture plans by the management. As such, they can adequately prepare for any changes that may occur at their place of work. It may also involve passing information on matters affecting production and the delivery of services either directly or indirectly. As such, employees have a clear picture of what is expected of them within their organisation. Their ability to make decisions is also increased. Upward communication is another form of employee involvement. It is aimed at solving problems that arise within a firm (Noe Noe 2012). The management encourages employees to come up with ideas that would help solve these challenges. The leaders also seek to encourage innovation. The reason for this is to ensure that the organisation gains competitive advantage over its rivals through product differentiation (Noe Noe 2012). The management may also organise attitude surveys to establish how much their employees are committed to the objectives of the firm. Staff surveys may also enable the m anagement to learn the areas of HRM that need to be changed. Through problem solving groups, employees are able to provide suggestions that improve the day-to-day running of the organisation. Employee engagement Employee engagement is viewed as commitment to an organisation and its values. The workforce also exhibits willingness to help their colleagues improve their performance (Daniels 2006). It is also commonly referred to as organisational citizenship. It can only be offered to a firm willingly. As such, it cannot be demanded from an individual as one of the terms of the employment contract (Kiessling Harvey 2006). In this case, employees have the ability and the desire to ensure the success of their firm. Their desire and commitment is exhibited through discretionary efforts in the form of such acts as working extra time (Amabile Kramer 2011). Employee engagement also entails willingness to put in intellectual effort to ensure that an organisation performs well. Individuals a lso carry out their tasks with a positive attitude (Armstrong Taylor 2014). They also relate well with others to meet organisational goals and objectives. They also feel lucky to be involved in the activities of the organisation. They tend to take it as an opportunity to enhance their skills. Businesses can achieve employee involvement and engagement by allowing their workers to speak out on matters affecting the business. They feel that their contribution to the firm is valued (Bratton Good 2012). They also get the impression that the employer is transparent with them. As a result, they gain trust in the management and its activities. Employee engagement in many firms is achieved through the involvement of the workforce in decision making. Effective HRM practices require ideas emanating from workers to be taken into consideration. Their contribution should be acknowledged and appreciated by the management (Cummings Worley 2014). Employees should also be able to communicate openl y with the organisation’s leadership without fear of retribution. As a result, they do not feel sidelined when it comes to decision making and formulation of policies (Cummings Worley 2014).  Research shows that employee involvement and engagement at Coca-Cola Great Britain has been as a result of eased relations between the workforce and the management (Torrington et al. 2011). Individuals working for the organisation are encouraged to generate new ideas. The management is also keen to acknowledge the contribution of the employees. It often rewards their commitment, especially through better pay (Little Little 2006). As a result, a culture of innovation has been developed. The ‘Share a Coke’ campaign aimed at promoting the Coca-Cola brand was associated with a lot of success. The success can be attributed to the commitment of employees to the success of their organisation. The commitment is expressed by constantly generating new ideas (Rees French 2010).  There are a number of positive outcomes associated with the HRM practices. To begin with, cases of absenteeism have drastically decreased. The productivity of the employees has also gone up owing to the increased efforts. Error rates have also declined following the development of organisational citizenship (Luthans Peterson 2002). Workers have grown more emotionally attached to their firm. Role of Flexibility and Job Design Litheness is an important quality within any organisation. It is the ability of a firm to adapt to the composition, responsiveness, size, and cost of the human capital required to achieve its goals and objectives (Felstead, Jewson Walters 2003). It is an important HRM goal for any business. Employers and employees view flexibility from different perspectives. In the case of the employer, employee flexibility is all about efficiency (Felstead, Jewson Walters 2003). They feel that the workforce should be able to change its schedule with relative ease to deal w ith emergencies (Rayer Adam-Smith 2009). As such, the organisation is able to deal with emerging issues without outsourcing for human capital. On the other hand, employees view flexibility as the ability to juggle between work and home with ease. The needs of employers and employees in relation to flexibility at the workplace should be balanced to ensure optimum productivity (Lockwood 2007).  At Coca-Cola Great Britain, employee flexibility is viewed as one of the organisational goals. The company respects the rights of the workers (Ignatius 2011). For example, employees are allowed time-off during working hours for ante-natal care. Maternity leaves are also granted. During the time, workers are entitled to pay for a period of 39 weeks as per UK laws. Maternity leaves can extend to one year. Workers at Coca-Cola Great Britain are also given leave to attend to paternal, parental, and adoption issues. Dependants are also allowed time-off to attend to their households (Ignatius 2011 ). Their responsibilities may range from children to parents and spouses. As a result, the organisation’s workforce enjoys a better work-life balance. Employees are able to attend to their responsibilities both at work and at home with relative ease. Besides these instances, it is important for the company to allow persons who have offered more than 26 weeks of continuous service to request for leaves with justified reasons. The move is a legal requirement for all firms operating in the UK. Flexibility at the organisation has helped reduce cases of absenteeism (Felstead et al. 2002). Unpaid leaves are the most effective strategies in ensuring this. Employees are discouraged from missing work unless when it is absolutely necessary. Their morale to work is also boosted. The reason behind this is that they feel the company strives to benefit them. In the process, organisational citizenship is achieved. Job satisfaction among employees is also enhanced. As a result, the rate of e mployee turnover at Coca-Cola Great Britain is generally low. When employees are allowed time-off when need arises, they get to relax and are not fatigued. Upon their return, they become more efficient in their activities and are associated with high levels of productivity. Job design It is an important aspect of HRM practices. It involves putting together a range of tasks and responsibilities to be undertaken by a particular individual within an organisation (Chartered Institute of Personnel and Development [CIPD] 2008a). In other terms, it entails specifying the contents of various jobs. The reason for this is to ensure job satisfaction among employees. The potential of workers is also fully utilised (Luthans Peterson 2002). Through job redesigning, organisations can completely engage their workers. More responsibilities mean increased involvement. The reason behind this is that one will be more involved in decision making in the areas of operations entrusted to them. They tend t o develop a sense of responsibility by supporting the day-to-day running of their organisations (Mohr Zoghi 2006). Their effects on the firm are also felt and valued. In the process, they become more engaged and develop organisational citizenship.  Coca-Cola Great Britain is known to use job design to motivate its employees. The company mainly achieves this through task enlargement (CIPD 2008a). The process involves lengthening the work cycle by extending the range of activities and responsibilities within the same level. It involves a combination of many activities (Den 2011). Consequently, one is expected to perform different tasks. Boredom at the place of work is eliminated. Employees are more enthusiastic about their work. Job enrichment can also be used to motivate employees (Pilbeam Corbridge 2010). It is mainly achieved by assigning additional responsibilities to workers. Additional roles often come with a raise in pay (Edwards 2003). As such, employees feel that they are valued in the organisation. Such individuals are motivated to work hard to ensure that their effect is felt throughout the company. Job enrichment is, however, often a reserve of employees occupying higher levels in the organisation (CIPD 2008b). The reason behind this is that they have better knowledge of the company’s operations. Improved results can be achieved at Coca-Cola Great Britain by combining job design with rewards. Conclusion There is no doubt that employee involvement and engagement enhance the success of a company. The two ensure that workers are involved in the day-to-day running of their organisation. Employee involvement means that they are provided with information concerning the business and its objectives. As such, they are empowered to make better decisions. In the process, they are able to promote success. Employee engagement, on its part, involves the development of organisational citizenship. It involves the initiation of emotional attachment to the firm. As such, individuals strive to ensure the continued success of their firm. Improved HRM practices can be developed by promoting job design and flexibility. The two are important sources of employee motivation. They result in increased productivity, which promotes success. Organisations operating in a dynamic market can gain competitive advantage by putting in place effective HRM strategies. Improved employee relations will ensure continued innovation. For this reason, Coca-Cola Great Britain should put in place HRM practices aimed at promoting employee involvement and engagement. Job design and flexibility should also be encouraged. References Albrecht, S 2010, Handbook of employee engagement: perspectives, issues, research and practice, Edward Elgar Publishing, London, UK. Amabile, T Kramer, S 2011, ‘The power of small wins’, Harvard Business Review, vol. 89, no. 5, pp. 71-80. Armstrong, M Taylor, S 2014, Armstrongs handbook of human resource management practic e, 13th edn, Kogan Page, London, UK. Balantyne, D 2004, ‘Dialogue and its role in the development of relationship specific knowledge’, Journal of Business and Industrial Marketing, vol. 19, no. 2, pp. 114-123. Boxall, P Purcell, J 2012, Strategy and human resource management, 4th edn, Palgrave MacMillan, Hampshire. Bratton, J Good, J 2012, Human resource management, 5th edn, Palgrave Macmillan, Hampshire. Chartered Institute of Personnel and Development 2008a, Smart working: the impact of work organisation and job design, CIPD, London, UK. Chartered Institute of Personnel and Development 2008b, Smart working: how smart is UK PLC?, CIPD, London, UK. Cox, A, Zagelmeyer, S Marchington, M 2006, ‘Embedding employee involvement and participation at work’, Human Resource Management Journal, vol. 16, no. 1, pp. 250-267. Cummings, T Worley, C 2014, Organisation development and change, Cengage Learning, New York. Daniels, K 2006, Employee relations in an organisa tional context, CIPD, London, UK. Daniels, K, Davis, A Shipton, H 2008, Strategic HRM: building research based practice, CIPD, London, UK. Den, R 2011, Keys to governance: strategic leadership for quality of life, Palgrave Macmillan, Basingstoke. Edwards, P 2003, ‘The employment relationship and the field of industrial relations’, Industrial Relations: Theory and Practice, vol. 2, no.1, pp. 1-36. Felstead, A, Jewson, N Walters, S 2003, ‘Managerial control of employees working at home’, British Journal of Industrial Relations, vol. 41, no. 2, pp. 241-264. Felstead, A, Jewson, N, Phizacklea, A, Walters, S. 2002. ‘The option of working at home: another privilege for the favoured few’, New Technology, Work and Employment, vol. 17, no 3, pp. 204-223 Gruman, J Saks, A 2011, ‘Performance management and employee engagement’, Human Resource Management Review, vol. 21, no. 1, pp. 123-136. Henderson, I 2011, Human resource management for MBA students, Chartered Institute of Personnel Development, London, UK. Holm, A 2013, Philosophy of science: an introduction for future knowledge workers, Samfundslitteratur, Frederiksberg. Ignatius, A 2011, ‘Shaking things up at Coca-Cola’, Harvard Business Review, vol. 89, no. 10, pp. 94-99. Kiessling, T Harvey, M 2006, ‘The human resource management issues during an acquisition: the target firm’s top management team and key managers’, International Journal of Human Resource Management, vol. 17, no. 7, pp. 1307-1320. Little, B Little, P 2006, ‘Employee engagement: conceptual issues’, Journal of Organisational Culture, Communications and Conflict, vol. 10, no. 1, pp. 111-120. Lockwood, N 2007, ‘Leveraging employee engagement for competitive advantage’, Society for Human Resource Management Research Quarterly, vol. 1, no.1, pp. 1-12. Luthans, F Peterson, S 2002, ‘Employee engagement and manager self-efficacyâ€℠¢, Journal of Management Development, vol. 21, no. 1, pp. 376-387. Marchington, M Wilkinson, A 2012, Human resource management at work, 5th edn, Chartered Institute of Personnel Development, London, UK. 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Connection of Social Responsibility and the Need of the Human Being Essay

Connection of Social Responsibility and the Need of the Human Being - Essay Example Ship management must be considered as part of the maritime industry (Donn, 1989), which is in turn, is a part of the transportation industry. It could thus be said that any development in the transportation industry could affect the social responsibilities (Massie, 1987) of those in the maritime industry which will also affect the social responsibilities of these in ship management business. Ship management although made specific must be deemed as still part of business management (Werhane,1999) For the purpose therefore of answering the question, efforts were exerted to focus on those closest to ship management business. Before proceeding further it is also proper to have a working definition of what is a social responsibility. Industry Canada (2007) defined social responsibility as â€Å"a concept with a growing currency within Canada and around the globe† that may assume â€Å"similar approaches such as corporate sustainability, corporate sustainable development, corporate responsibility, and corporate citizenship† and â€Å"many see it as the private sector’s way of integrating the economic, social, and environmental imperatives of their activities.† It also believed CSR to also involve â€Å"creating innovative and proactive solutions to societal and environmental challenges, as well as collaborating with both internal and external stakeholders to improve CSR performance.† Given the concepts, we could now clearly answer the questions. It is very evident that there is a need to collaborate with internal and external stakeholders to improve sustainable development. The stakeholders could include almost many people surrounding the business such as customers, employees, the government, and the general public. To illustrate, let us take the case V. Holdings (2007) which declared its pursuit of a strategy of corporate and social responsibility (CSR) as a business imperative. Making it imperative means that it has become very important for the company to implement and do the same if it wants to survive in business or wants to have sustainable development.