Short Essay On The Power Of Chi - 1717 Words

Theres no way to sneak out the kongsi front door carrying a sword, even with a skeleton crew of security guards on duty. I could try disguising it, but what could I use that wouldnt look like something wrapped around a sword? I dont have time for such nonsense. The easiest option is going out the emergency exit on the ground floor. Theres no guard, but there is an alarm, which would be a problem if I didnt know the code. I step out to a narrow, damp walkway that seldom sees the light of day. I look up and see a security camera pointed right at me. Damn. My emotions are robbing me of common sense. I can only hope the guards arent paying attention. I breathe deep and channel the power of the Yang Pearl. Wow. My whole body feels†¦show more content†¦He must mean by killing Tiffany. The door behind me opens. A hand reaches out and yanks me inside. Its Mike. He hauls me into a nearby classroom and shuts the door. Roy is waiting there. Both are wearing tuxedoes and looking impossibly handsome and horrible. Roy immediately steps in front of the door, blocking any chance of exit. I tug away from Mike and clutch the sword to my chest even though its the instrument of my mothers death. Does her blood still stain the blade? My pulse is pounding in my ears and Im hating them both. Why arent you at the wedding? Weddings over, says Mike. The happy couple are taking photos inside the church. And by happy couple, I mean George and Mother. That means I still have a chance. I glance over my shoulder, looking for another door. There isnt one. The only way to get past Mike and Roy is to use the Yang Pearl, but how do I do that without hurting them and me? To make time, I ask, How did you know to find me? A guard paged me and told me he saw you leave the kongsi by the emergency exit and that you were carrying a sword. Who told you? He knows about it. I suck in yet another sense of betrayal as I ask. Who do you think? He shrugs since theres no need to answer. How long have you known? Not long. Sylvia kept hinting that something sinister was going on and that shed tell me only if I agreed to marry her. Its a lot worse than just your moms death, Cat. Like anything could be worse than that. What do youShow MoreRelatedMajor Themes of the Novel Things Fall Apart1062 Words   |  5 Pagescome from the fact that the Igbo society does not foster strong central leadership. This quality encourages individual initiative toward recognition and achievement but also limits timely decision-making and the authority-backed actions needed on short notice to maintain its integrity and welfare. 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Critically Discuss the Contribution of the Work of...

Critically discuss the contribution of the work of Frederick W. Taylor to management thought and practice. Pay particular attention to how his ideas were shaped by the cultural context of his time, and to the competing interpretations of his legacy. Frederick W. Taylor has played a major role in the evolution of management thought and practice through the critical period of the turn of the century in industrialized America. So significant was his contribution to the systemization of management thought and practice that Geoffrey Colvin and fellow historians describeTaylor as â€Å" the most influential business guru of the twentieth century†(WrenBedian,2011:154). Taylor’s fundamental concepts steamed from his determination to create a more†¦show more content†¦Taylor’s ideas on efficient task management systems were very much aligned to address the challenges of the cultural diversity of the time. Taylor’s second major contribution to management thought and practice was in the area of scientific management. Scientific management also known as Taylorism, was a theory based on four principles: â€Å"a science of each element of work, scientific selection and training of workers, division of labor between workers and management and co-operation between managers and workers†(Grey, 2011: 37). Taylorism went beyond simple time studies and standardized procedures, he brought new management techniques, giving people greater control of human and physical resources as this time demanded. As technology advanced and the scale and scope of production increased, so did the fear of a disorganized and undisciplined workforce. Scientific management provided methods to bring about the organization and disipline that was required. (Bendix, 1974:25-27) With increased scale and complexity the workplace was much more dangerous, accidents were commonplace. Taylor’s scientific approach in bringing standards and demanding consistent application of process provided for a much safer work environment. Taylor hoped, perhaps over optimistically, that scientific management would lead to a more harmonized work place founded onShow MoreRelatedCritically Discuss the Contribution of the Work of Frederick W. Taylor to Management Thought and Practice. Pay Particular Attention to How His Ideas Were Shaped by the Cultural Context of His Time, and to the Competing Interpretations of His Legacy.2445 Words   |  10 Pagesof opinions on management thought in his book â€Å"A Very Short Fairly Interesting and Reasonably Cheap Book about Studying Organisations† (2009). 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Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesCover Designer: Wanda Espana OB Poll Graphics: Electra Graphics Cover Art: honey comb and a bee working / Shutterstock / LilKar Sr. Media Project Manager, Editorial: Denise Vaughn Media Project Manager, Production: Lisa Rinaldi Full-Service Project Management: Christian Holdener, S4Carlisle Publishing Services Composition: S4Carlisle Publishing Services Printer/Binder: Courier/Kendallville Cover Printer: Courier/Kendalville Text Font: 10.5/12 ITC New Baskerville Std Credits and acknowledgments borrowedRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 PagesManagement Course: MBA−10 General Management California College for Health Sciences MBA Program McGraw-Hill/Irwin abc McGraw−Hill Primis ISBN: 0−390−58539−4 Text: Effective Behavior in Organizations, Seventh Edition Cohen Harvard Business Review Finance Articles The Power of Management Capital Feigenbaum−Feigenbaum International Management, Sixth Edition Hodgetts−Luthans−Doh Contemporary Management, Fourth Edition Jones−George Driving Shareholder Value Morin−Jarrell LeadershipRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. 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Recruitment at Inter Freight in Australia- MyAssignmenthelp.com

Question: Discuss about theRecruitment at Inter Freight Company in Australia. Answer: Introduction Recruitment is the process in which is employed by an organization in employing new employees to the company. The process is considered to be long and requires individuals with special skills and expertise to enable an organization to attain competent individuals who will be up to the specified task in the job description. Despite the fact that process is meant to enable an organization attains skilled and competent employees, recruitment process also has various challenges that may prevent it from attaining its set goals and objectives. Therefore, the major objective of this paper is to feature possible challenges that might be facing recruitment process at Inter freight logistics is Australian. Inter freight logistics is Australian organization owned and operated the company. It has grown from inception in 1990 to a multi-million dollar turnover operation today. Services offered at the company; airfreight services, container freight services, costume brokerage, distribution, sea freight, packing and removals, perishable handling, transit shade, transport, warehousing and motor vehicle handling. The company will feature in the report to set a guide in the recruitment as a major guideline to establish various factors and solutions. Inter freight logistics requires competent and reliable workforce who can operate in a dynamic environment and adapt to any changes whatsoever. The recruitment at large required by the organization has become specific in that the selection is based on skills and work experience (Patel, 2003). Skills and experience are the major aspects of finding in a particular individual and also the attitude. Therefore, having found these aspects, one is fit and can be absorbed and oriented to the company operation. Analysis on the Workforce Hiring managers in the organization have majored on the digital platform to get the job seekers and recruit them. Then recruitment agents, personal network, referral network, headhunting. These platforms have enabled the recruiters in the company to select the top skilled workers in the market. In this case, the digital network has been a reliable source of seeking recruitment so even are the external factors. The ever-increasing challenge in the recruitment is finding a top talent (SUSMAN, 2009). An individual should be known and identified where he or she works so that they can be connected in the industry cover letters and face to face interviews are still highly valued. Comparison of the young and old, older people prefer cover letters than young people. Inter-freight logistics recognize the benefits that great talent offers .the test majorly focus on the candidate capability and drive, motivation towards their passion and what will prowess their success. The Recruitment Challenges at Inter Freight Logistics Company The Combination of Aging Workers Workforce Whether its replacing a short term vacancy or a future contract, recruiting new employees on permanent and temporary contract is a very tedious process ("Recruitment Challenges," 2007). The struggle to find the right person for the organization has established the perfect tempest for human resource managers. The Company experiences a huge problem on gender inequality. Men are favored than a woman in the organization, leading to poor planning and low yield productions. Training Problem Training makes employees more knowledgeable and stress-free in handling their tasks. We all understand that training requires commitment and hard work. Training is a tough task to Mangers because it consumes a lot of time (Thomas, 2002). Poor Management and Leadership Style A good company should exercise gender equality for more production. Effective staff management and development is very productive to ensuring your workplace runs efficiently and smoothly, and that productive employees are in right positions. Well managed employees who receive continuous training and evaluation ("BVA survey highlights the challenges of recruitment," 2015). Prepared to do their work and to serve customers in the right way hence better and increased profits and more satisfied clients, unlike poor staffing which will lead to the chaotic and unorganized work environment, which will make the company lose valuable. Solutions to the Challenges Consult Recruit Agency Recruitment agency offers a resource audit which provides the necessary information to assist in the effective and accurate track down strategy (Fu, Allen, Ferris, 2010). The role to capture qualified and ready employees is an important task to solve the problem of urgency. The need brings to workforce into line with skilled staff members sets to initiate objectives and set a target for the growth of the company which leads to hiring the required person that will help in avoiding discrimination at Inter freight logistic company. Create Time for Training The organization should create time for training. Managers and employees should cooperate and comply with the rule in order to meet organizations goals and objectives. Employ new techniques to guide managers Understand and consider strategic objectives for the departments; the quick analysis was done on the competencies by evaluating the primary skills needed now and the future (Prout, 2015). The responsible leaders should guide their employees in a proper manner because their footsteps are followed .They are their role models. Findings Values should be a key aspect of the recruitment process despite being a difficult issue to identify fully. The organization may knowingly hire against a different culture profile as a way to support cultural change. That is why value comes in handy during recruitment process (Mangum, 2015). Recruitment for cultural line produces an industry of poor performance and lack of diversity. The importance of values in an industry is considered to be overrated. Therefore, most values are so general in that they serve little value in the recruitment process. Recommendations Recruitment Strategies Develop position description Explanation of the position is the center of successful recruitment procedure in any. Its function is to develop interview questions; interview evaluations also reference check questions as well described position provides a perfect impression of the university grounds to the applicant ("CAREERS, RECRUITMENT, SELECTION," 2015). It articulates errands and experiences to exert a pull on the most excellent. Matched candidate, provide a chance to evidently eloquent the worth suggestion for the tasks, helps to avoid and protect against, biases complaints.Recruitment decisions based on balanced business requirements, which assists in establishing routine goals, gives clear distinctions involving degree of tasks and competencies needed thats the work of planning and training qualified workers, as a yardstick it helps in ensuring internal and external fairness, department can plan and organize how it will work and raise by putting into consideration tasks, workfl ow, and responsibilities, to determine. Conclusions In todays labor market the recruiters need some considerations whenever possible in order to enhance the quality of final decisions and carrying forward other operations. The importance of values, culture, and integration in the organization should be considered during the hiring of new employees. Most hiring managers are also not well converse and skilled to make use of these aspects or make valid judgments. Therefore, recruitment should be given much consideration to ensure that an organization gets competent employees who will enable it to be timely attain its set goals and objectives. References Recruitment Challenges. (2007). Psychiatric News, 42(17), 6-6. https://dx.doi.org/10.1176/pn.42.17.0006a Prout, T. (2015). Other examples of recruitment problems and solutions. Clinical Pharmacology Therapeutics, 25(5part2), 695-696. https://dx.doi.org/10.1002/cpt1979255part2695 Fu, K., Allen, S., Ferris, E. (2010). Workforce Demand Forecaster Tool: Health Human Resources' Recruitment Crystal Ball?. Nursing Leadership, 23(sp), 128-129. https://dx.doi.org/10.12927/cjnl.2010.21753 Thomas, V. (2002). CONDUCTING RESEARCH WITH COMMUNITY AGENCIES: MEETING RECRUITMENT AND COLLABORATION CHALLENGES. Journal Of Marital And Family Therapy, 28(1), 9-14. Patel, M. (2003). Challenges in the recruitment of research participants. Advances In Psychiatric Treatment, 9(3), 229-238. https://dx.doi.org/10.1192/apt.9.3.229 BVA survey highlights the challenges of recruitment. (2015). Veterinary Record, 177(6), 135.1-136. https://dx.doi.org/10.1136/vr.h4230https://dx.doi.org/10.1111/j.1752-0606.2002.tb01166.x SUSMAN, E. (2009). Surveys Reveal Recruitment Challenges and Strategies for Alzheimer Disease Trials. Neurology Today, 9(19), 23. https://dx.doi.org/10.1097/01.nt.0000363216.88601.37 CAREERS, RECRUITMENT, SELECTION. (2015). Nursing Research, 2(21), 183. https://dx.doi.org/10.1097/00006199-197203000-00070 Mangum, S. (2015). Recruitment and Job Search: The Recruitment Tactics of Employers. IEEE Engineering Management Review, 11(3), 73-78. https://dx.doi.org/10.1109/emr.1983.4306009 Minority Recruitment and Retention. (2006). Physical Therapy. https://dx.doi.org/10.1093/ptj/86.5.756