To What Extent Was Jacksonian Democracy Democratic Essay

To What Extent Was Jacksonian Democracy Democratic? During the administration of Andrew Jackson, the United States was a nation of change both politically and socially. American society was a society of opportunity. Americans felt that, given a chance, they could make a better life for themselves. This was the era of the common people, the era of democracy. Andrew Jackson appealed to the American people because he stood for values many regarded with favor. However democratic Jackson may seem, he was more tyrant-like than any of his predecessors. His major offerings to the nation included majority rule and a popular presidency, however offered no benefits to women, African Americans, nor Native Americans. Jacksonian Democracy was†¦show more content†¦Whereas some women in some states made some strides under Jacksons rule, Native Americans and African Americans did not. Jacksonian Democracy had nothing to offer these two minorities. Most Americans believed that the area between the Missouri River and the Rocky Mountains, The Great American Desert, would provide a permanent Native American reservation. Jackson often spoke about protecting the Native Americans from fraud and of how humane the governments removal policy was, but the policy as carried out was cruel. In Georgia, the Cherokee Indians had developed a lifestyle that included schools, mills, and turnpikes. In the 1820s, under pressure from the state to give up their lands, they wrote a constitution, hired lawyers, and sued in the Supreme Court. Chief Justice John Marshall upheld the rights of the Cherokee against Georgia. However, Jackson refused to carry out the decision that ordered Georgia to return Cherokee lands. He is quoted as to have said, Marshall has made his opinion, now let him enforce it. When the Cherokee resisted the governments â€Å"generous† offer of lands farther west, Jackson sent in the army. Forced from their homes to what is now Arkansas and Oklahoma, 4,000 Native Americans died of starvation, disease, or exposure on the march that the Cherokee called the â€Å"Trail of Tears.† This is in no way democratic, but it seems very much like despotism. ByShow MoreRelatedEssay on Democracy and Jacksonian Democrats817 Words   |  4 PagesJacksonian democrats viewed themselves as the guardians of the Constitution, political democracy, individual liberty, and equality of economic opportunity. In light of the documents and your knowledge of the 1820s and 1830s, to what extent do you agree with the Jacksonians view of themselves? Jacksonian democrats viewed themselves as the guardians of the Constitution, political democracy, individual liberty, and equality of economic opportunity. In light of the documents and your knowledgeRead More Jacksonian Democrats Essay710 Words   |  3 PagesJacksonian Democrats viewed themselves as the guardians of the United States Constitution, political democracy, individual liberty, and equality of economic opportunity. In light of the following documents and your knowledge of the 1820s and the 1830s, to what extent do you agree with the Jacksonians view of themselves. Unlike previous presidents, Andrew Jackson represented the common men. He and his followers did not support the aristocrats, but instead favored the interests of farmers andRead MoreAnalysis Of The War Hero After The Battle Of New Orleans934 Words   |  4 Pages2015 APUSH DBQ: Jacksonian Democrats Andrew Jackson became known as the war hero after the Battle of New Orleans. His victory over the Indians in the battle helped his public recognition and increased his popularity in society. In the election of 1820, Andrew Jackson ran for presidency and won with flying colors. Jackson’s humble background gave him an edge over other candidates - he was the voice for the â€Å"common man† and endorsed the idea of national democracy. His years in office was named the JacksonianRead MoreJacksonian Dbq1652 Words   |  7 PagesThe Age of Jackson, from the 1820s to the 1830s, was a period of American history full of contradictions, especially in regard to democracy. The period saw an increase in voter participation, nominating committees replaced caucuses, and electors began to be popularly elected. Yet, all of these voting changes affected only a minority of the American people: White, Anglo-Saxon males. So, though one can easily tell that White, Anglo-Saxon males were gai ning true liberty and equality, the millionsRead MoreThe Age Of Jackson : A Period Of American History Essay1798 Words   |  8 Pages The Age of Jackson, from the 1820 s to the 1830 s, was a period of American history full of contradictions, especially in regard to democracy. The period saw an immense increase in voter participation, nominating committees replaced caucuses, and electors began to be popularly elected. Yet, all of these voting changes affected only a minority of the American people: White, Anglo-Saxon males. So, though one can easily tell that White, Anglo-Saxon males were gaining true liberty and equality,Read MoreApush Dbqs Essay2248 Words   |  9 Pagesresponded to them. (Form B) 1. Explain the ways that participation in political campaigns and elections in the United States changed between 1815 and 1840, and analyze forces and events that led to these changes. 2010 DBQ: (Form A) 1. In what ways did ideas and values held by Puritans influence the political, economic, and social development of the New England colonies from 1630 through the 1660s? (Form B) 1. The issue of territorial expansion sparked considerable debate in the periodRead More Andrew Jacksons Unruly Rise to the Presidency Essay2467 Words   |  10 Pages Andrew Jacksons Unruly Rise to the Presidency In what many have called the dirtiest presidential election ever, Andrew Jackson reigned supreme over John Quincy Adams in the election of 1828. For the first time in a political campaign, the main focus was to slander the reputation of the opponent. Issues seemed to be disregarded in favor of personal attacks upon the individual. The days of standing for office and remaining silent towards the American public before elections took place wereRead MoreEssays for the American Pageant, 14th Ed.11068 Words   |  45 Pagesdiseases to the New World, though the Spanish impact was more devastating because of earlier arrival. The Spanish attempted to integrate Native Americans into their colonial societies through intermarriage and through the establishment of agricultural communities with Native American workers. The English separated themselves from Native American life to a greater extent and relied mostly on trade for economic gain. 2. Evaluate the extent of settlement and influence of three of these groupsRead MoreAmerican Revolution and Study Guide Essay example5377 Words   |  22 PagesChapter 2 Study Guide Questions â€Å"The Planting of English America† 1. Discuss English treatment of the Irish and its consequence (10pts) 2. What lessons do you think English colonists learned from their early Jamestown experience? Focus on matters of fulfilling expectations, financial support, leadership skills, and relations with the Indians. What specific developments illustrate that the English living in the plantation colonies tried to apply these lessons? (25 pts) 2. Compare and contrastRead MoreEruopean Expansion4283 Words   |  18 Pagesexplain why it was or was not a good thing that European culture prevailed. Which one of the following do you think made the most important contribution to European expansion: Renaissance thought, the search for new trade routes, or new developments in technology? Explain your choice. What lessons do you think English colonists learned from their early Jamestown experience? Focus on matters of fulfilling expectations, financial support, leadership skills, and relations with the Indians. What specific

Essay on Stem Cell Research The Way of the Future

Stem Cell Research: the Way of the Future Ponce de Leon’s fountain of youth is a myth about an alleged fountain that can heal disease and even age to reach immortality. Is this so called fountain of youth just a myth or is this large challenge just in their reach standing right before us? The only way for people to achieve a form of immortality is through stem cell research and stem cell therapy. The reprogramming of cells and the addition of new stem cells will soon be the way of the future, it is only a matter of time. Only this research has been found to succeed through the heartaches of mutational diseases to the disease of aging. Even though, the ethics of religious groups will collide with the idea of stem cell research the†¦show more content†¦Method 1: Is somewhat a reprogramming tactic in which reprogrammes adult cells that were created to do one thing but, has been reprogrammed to do something else. Such as a supporting skin cell can take the place of muscl es in the heart to rehabilitate the wear and tear on the organ (SENS Research Foundation). This method may not last as long due to the use of adult stem cells, it may also only be used for the curing of injury not for the cure of disease or immortality. The only catch is that the tissues that are being reprogrammed and the organs that are being rehabilitated need to have the same type of tissues in order for it to work otherwise this process will fail without a doubt (SENS Research Foundation). This method is not affecting any other people due to this autologous transplantation, which is the method of transplanting one thing in the body to something else in the body, in other words there is no use for a donor. This method doesn’t have much corruption in peoples ethics because, it doesn’t cost a potential life, and they will not have to face the chances of rejection of the donor’s cells and tissue The second method is the method that some people draw the line at because it consists of an egg cell, such as an embryo, combining with a person’s cells who is in need of producing new, better, and stronger cells, this process is called therapeutic cloning (SENS Research Foundation). Only theShow MoreRelatedPotential Medical Benefits of Embryonic Stem Cells999 Words   |  4 Pagesscientific advances and beneficial research. Scientists all over the world have been doing recent studies on embryonic stem cells. Embryonic stem cells are the cells that aid the process of child growth while in the womb. These cells have a specific function to reproduce into any body part, such as a heart or major organ to hair or something not so major. Research shows that these cells have many potential medical benefits in the future. Embryonic stem cell research should continue to be pursued inRead MoreA Research Study On Stem Cell Research1644 Words   |  7 PagesStem cell research has covere d many parts of research today and is growing progressively and becoming more common in research today. These cells have the potential to grow and develop into any other cell type in the body and form or make up the tissues of the body and organs. There are millions of people today who suffer from birth defects or diseases because of damaged cells or tissue. Stem cells give researchers the ability cure and replace almost all the cells in the body and help grow new tissueRead MoreThe Ethics Of Stem Cell Research1365 Words   |  6 PagesStem cells are cells that have the potential to develop into different types of cells in the body. Stem cells also act as a repair system for many tissues in the body by dividing repeatedly to replenish other cells within a person (National Institutes of Health). Stem cell research seeks to further the advancement of the use of stem cells as well as to find an ethical way to study them. In November 1998, researchers found a way to isolate and culture human embryonic stem cells, (Bevington 2005).Read MoreStem Cell Research Funding Essay1392 Words   |  6 PagesMcKenzie Wood Mr Schutte English 2 HN 7 December 2017 Stem Cell Research Funding Thomas Edison said that â€Å"[t]he doctor of the future will give no medicine but will interest his patients in the care of the human frame, in diet and in the cause and prevention of disease.† He is saying that doctors will care more about the lives of his patients no what is best for them. He means that they will be investing time in preventing diseases all together instead of momentarily fixing the problem. In his timeRead MoreStem Research On Stem Cell Research1271 Words   |  6 Pages! ! ! Stem Cells Research ! ! ! ! ! ! ! Jabaree Shipp English III NCVPS Mrs.Gallos 8, December 2014 ! ! ! ! ! ! Throughout most of our lifetime on Earth many have pondered the thought of how they and the things around them have been created. They wondered what makes grass grow to what makes themselves grow mentally and physically. Through extensive research and major advancements in technology over these years, decades, and centuries we still have no answer to our own questions. But, we do howeverRead MoreStem Cell Research in America: A Perfect Storm of Ideology, Politics, Science, and Religion1818 Words   |  7 Pagesï » ¿Stem Cell Research in America: A Perfect Storm of Ideology, Politics, Science, and Religion By: Me March 30, 2012 Abstract This paper discusses the recent history of stem cell research in the United States, tracking the controversies, politics, and promise of new technology that comes with a moral price. Starting in August of 2001, with President Bushs request that Stem Cell Research not be paid for with federal funding, the battle of science against religion began. (Rosenburg, 2001) DespiteRead MoreStem Cell Research Needs to Be Funded Essay1555 Words   |  7 Pagesinsulin shots. With the development of stem cell research, and the more controversial embryonic stem cell research, every one of these instances could not only be cured, but prevented, within the next half century. In fact, diseases that are predicted to be treated by means of stem cell research are figured to now plague the likes of 100 million Americans. Looking at the arguments dealing with stem cell research, it is evident that the advantages of stem cell research greatly outweigh the disadvantagesRead MoreThe Importance of Stem Cell Re search Essay examples1503 Words   |  7 Pagesmedical research of scientists improves, new treatments are found that enable people to have a longer lifespan and live healthier. Medical researchers continue to discover new medicines that help people overcome fatal diseases and allow them to achieve a more sustainable life. As scientists research the potential of treatment for diseases, there is a promising future in stem cells that offer a possible treatment for a wide variety of diseases. Scientists discover the capabilities of stem cells throughRead MoreStem Research On Stem Cell Research1747 Words   |  7 PagesEnglish 111-36 25 November 2014 Stem Cell Research Stem cell research has cultivated a new, miraculous study in the health field. The study has led to an increase in curing diseases over the past couple of decades. Before stem cell research, diseases were destroying and devastating lives continuously on end. With the use of stem cells in modern time, diseases are no longer taking control of lives. The innovation in biomedical technology, such as stem cell research, has greatly impacted the understandingRead MoreEthical Issues Brought Forth by Stem Cell Research1016 Words   |  4 Pagespotential cure for cancer? Stem cells are the future, but it may come with a heavy price. The potential benefits of stem cells are unbelievable. Stem cells could save many lives. Imagine not having to worry about organ transplants or having diabetes. But stem cells bring many issues with them too. Is killing embryos ever ok? Should cloning be allowed in stem cell research? This is a very complex topic that changes directions every day. Stem cells are unspecialized cells that have the ability to renew

Support Children Speech, Language And Communication

Unit 68 – Support children speech, language and communication 1.1 Explain each of the terms; a) Speech b) language c) communication d) speech , language and communication needs . For this assignment I will be explaining the terms; speech, language, communication – speech, language and communication needs. For the second part I will go into details explaining how the above mentioned terms support children’s and young people’s development and will also describe the potential impacts . I will be using examples in my work and will also add how adults can effectively support and extend children language, speech and communication needs. Speech is defined by the sounds that children and young people use to increase their words. It means speaking confidently without undetermined, delaying or recapping words or sounds. To support meaning it’s important to: speak confidently with expression and a clear voice, using pitch, volume and intonation. Language is defined by having words to outline matters, movements and qualities or using these words to build up sentences. This means using sentences to build up talks and stories and finally succeeding the guidelines of grammar, so that things make logic. Communication means consuming language in dissimilar methods; to query, simplify, define and discuss, using non-verbal rules of communication: listening, looking, and knowing how to take spoken goes and how to change language to ensemble the circumstances. A child or youngShow MoreRelatedHow Can An Early Years Setting Support The Needs Of Children With Speech Language And Communication Needs1116 Words   |  5 PagesHow can an Early Years Setting Support the Needs of Children with Speech Language and Communication Needs Introduction This assignment aims to explore Special Educational Needs (SEN) in the Early Years Foundation Stage (EYFS) with a focus on Speech, Language and communication needs (SLCN). This will be researched by having a brief look at the History of SEN including Legislation and the Warnock Report 1978 and the 1981 Education Act as according to the House of Commons Education and Skills CommitteeRead MoreChildren’s Speech, Language, and Communication1750 Words   |  7 PagesSupport children’s speech, language and communication Explanation of speech, language, communication and speech, language and communication needs 1.1 Children and adults use speech, language and communication to interact with others, to help them explore the environment, to make sense of everyday experiences, access information and understand concepts, as well as organise thoughts and formulate ideas and to help them express their own feelings and to understand the feelings of others (ChildrenRead MoreThe Importance of Speech, Language, and Communication1007 Words   |  5 Pagesthe importance of speech, language and communication for children’s overall development. 1.1 Explain each of the terms: 1.1a Speech The word speech when used in relation to children and young people’s development literally means the act of speaking, verbal communication, or to express thoughts, feelings, or ideas. 1.1b Language The term language refers to an understood, systematic arrangement of signs, symbols and gestures used to communicate. 1.1c Communication To communicateRead MoreEymp 5 Support Children’s Speech, Language and Communication.1278 Words   |  6 PagesEYMP 5 Support children’s speech, language and communication. 1.1) Explain each of the terms: †¢ Speech – The act of speaking, verbal communication. The act of expressing or describing thoughts, feelings or ideas by articulate sounds or words. †¢ Language – Method of communication either spoken or written, consisting of the use of words in a structured or conventional way. A recognised structured system of gestures, signs and symbols used to communicate. Body of words and the systems for theirRead MoreExplain Some Ways in Which Environment Can Be Structured to Facilitate Communication in Children/ Young People with Slcn1631 Words   |  7 Pagesways in which environment can be structured to facilitate communication in children/ young people with SLCN Introduction. Speech, language and communication play a vital role in our lives. Without being able to talk to, and understand other people we can’t do things alike: Almost everything we do involves speech, language and or communication Children develop communication skills from birth. They rely on speech, language and communication to be able to learn at school and play with their friendsRead MoreHow Makaton Is Used By Children And Adults With Children With Disabilities1593 Words   |  7 Pages â€Å"Makaton is a signing system devised by a speech therapist in the 1970s to help adults with severe learning difficulties to communicate. It is a basic means of communication and encourages language development in children and adults with communication difficulties† (Mukherji et al, 2000, Pg. 94). The Makaton vocabulary was designed in 1972 by Marget Walker, she came up with the idea of Makaton through responding and working towards to needs of deaf adults with severe difficulties. Grove et al (1990)Read MoreLanguage and Communication Needs1105 Words   |  5 PagesYou are one of the support workers for a ten year old child who has learning disabilities and needs support at school. The child has language and communication needs. Describe the methods and strategies you might use to enable him to communicate with you. How to use specific methods of communication? Some children need particular help in order to communicate and interact. Speech alone may be difficult for them and they may require special methods of communication. There are several of theseRead MoreDevelopment of Children and Young People791 Words   |  3 PagesDevelopment of Children and Young People: The development of children and young people is significantly affected by speech, language, and communication needs. These needs have a profound and long-term impact that varies depending on the severity of the problem, the kind of support the child receives, the confidence of the person, and the demands of his/her environment. Actually, children and young children with speech, language, and communication needs are at risk of constant communication problems thatRead MoreThe School Age Population Is Classified As Having A Speech Language Disability1583 Words   |  7 PagesDefine Communication Disorders (S/L). What percent of the school age population is classified as having a speech-language disability? ___19%____ Individuals with Disabilities Education Act (IDEA) defines a speech or language impairment as a â€Å"communication disorder such as stuttering, impaired articulation, oral motor disorders, a language impairment, or a voice impairment, that adversely affects a child’s educational performance.† A speech impairment involves a person s physical ability to correctlyRead MoreSupporting Childrens Speech, Language, and Communication1860 Words   |  7 Pagescan and the ways you can support children’s speech, language and communication. I will also be including how we as practitioners/carers can have positive effects on a child’s SLC by giving them the support they need individually, I will be describing the impacts on a child’s speech, language and communication difficulties in the short term and long term on their overall development. 1.1 Speech means vocally expressing your thoughts and feelings out loud, â€Å"verbal communication; the act of speaking, the

Uk College Of Business And Computing - 4799 Words

UK COLLEGE OF BUSINESS AND COMPUTING‘ MARKETING PRINCIPLES SALIK MIAH HNDB 5211 TUTOR: MAGDALENA WRONSKA Table of Contents Introduction 4 Task 1.1 5 Task 1.2 9 Task 2 10 Task 2.1 10 Task2.2 13 Task 2.3 15 Task 2.4 16 Task 3 17 3.1 How products are developed in Starbucks to ensure competitive advantage is sustained 17 3.2 Distribution strategies used by Starbucks for customer`s convenience and satisfaction 18 3.4 Promotional strategies in Starbucks 20 3.5 Additional elements of marketing mix 21 7P’s are considered as the comprehensive elements of marketing mix. 21 †¢ People 21 †¢ Process 21 †¢ Product 21 †¢ Place 21 †¢ Price 21 †¢ Promotion 21 †¢ Physical Evidence 21 But mainly the people, process and Physical evidence are considered as the additional elements of marketing mix. These points are discussed below on the context of Starbucks. 21 People: People include the staffs, sales person, manager, suppliers and mostly the consumers. The employees of Starbucks are highly skilled and trained which is being reflected on their work. This makes the consumers assured about the dedication of Starbucks. Also the staffs maintain a high ethical standard that has helped to create an affirmative image in consumers’ mind about Starbucks. 21 Process: Starbucks processes are mainly designed to ensure the ultimate satisfaction of the customers. They always invent new products through their research and development unit.Show MoreRelatedUk College Of Business And Computing4665 Words   |  19 PagesUK COLLEGE OF BUSINESS AND COMPUTING MARKETING PRINCIPLES NURUL MATINCHOWDHURY HNDB 6063 TUTOR: MAGDALENA WRONSKAâ€Æ' Abstract Analysis on the marketing environment supports the market expansion and growth. Surviving in the global market is critical for any competitor due to the presence of many competitors. Starbucks is one of the most famous coffee producer and supplier around the world. This assignment is an analysis of marketing theories and different practical situations relatingRead MoreUk College Of Business And Computing4014 Words   |  17 PagesUK College of Business and Computing MANAGING HUMAN RESOURCES Salik Miah HNDB 5211 Tutor: Emmnuel Boakye Ofori Table of Contents MANAGING HUMAN RESOURCES 1 Introduction: 1 Task 1: 2 1.1: Adaption of Guest model with Harrods HRM: 2 1.2: Difference between storey s definitions of HRM and personnel and ir practices 3 1.3Assessment of implication for line managers and employees of developing a strategic approach to HRM at Harrods: 4 Task 2 5 2.1: How a model of flexibility applied in practiceRead MoreSignificance of Virtualization, and Cloud Computing in Virgin Atlantic2526 Words   |  11 Pagestheories and practices gained from colleges or universities must be applied to the practical world. Our knowledge will be getting a platform when it is being implemented in a real world. Virgin Atlantic is one of the successful business organizations are operating multi function services. Virgin Atlantic Airways is one of the leading airlines in Europe introduced by Virgin Group collection of branded companies in 1984. Virgin Atlantic is centralized with UK operating 30 destinations all over theRead MoreIndi India s Development Potential Story2456 Words   |  10 PagesIT sector in india Data innovation in India is an industry comprising of two noteworthy segments: IT administrations and business methodology outsourcing (BPO). The division has expanded its commitment to India s Gross domestic product from 1.2% in 1998 to 7.5% in 2012.[1] As per NASSCOM, the part totaled incomes of US$100 billion in 2012, where send out income remained at US$69.1 billion and residential at US$31.7 billion, developing by more than 9%. India is the fifth best nation on the planetRead MoreJob Report1125 Words   |  5 PagesIT industry and the qualifications for said jobs, I will be covering †¢ Communications and Networking – Network Administrator †¢ Programming Languages – Senior Developer †¢ System Software – IT Support †¢ Digital Media – Web Developer †¢ Database and Business Intelligence – Data Analyst Job Category - Communications and Networking Job Title – Network Administrator What is Network Administrator? †¢ A Network Administrator is responsible for keeping a company’s network up to date and running smoothlyRead MoreThe Impact Of Privacy On Online Purchase Decisions Essay723 Words   |  3 Pagessource credibility to a theory of interpersonal trust in the communication process. Psychological Bulletin, 68(2): 104-120. Iraqi, F. (2006). E-commerce. Le dirham passe sur la Toile. Bank Al-Maghrib Jaques, R. (2004). UK tops European online shopping league. Computing Vnunet.com, Business News, Available from: www.computing.co.uk/news/1159326 [Accessed 11 November 2008]. Janiszewski, C. (1998). The influence of display characteristics on visual exploratory search behavior. Journal of Consumer ResearchRead MoreBuilding Information Modeling And Construction Industry1222 Words   |  5 PagesBuilding Information Modeling in Construction Industry Jyothirmai Chatrathi, chatr1j@cmich.edu BIS 625 Research in Information Systems College of Business Administration, Department of Business Information Systems Central Michigan University Mount Pleasant, Michigan 48858 USA Keywords: Information systems, construction industry, Building Information Modeling. Background: The development of technology is very rapid in many industries, but in the field of construction it is very slow andRead MoreThe Problem Of Computer Programming Education974 Words   |  4 Pagesworld. As famed venture capitalist Marc Andreessen has said, Software is eating the world. Companies like the New York Times find themselves supplanted by more technology-driven companies, while industries such as agriculture find their traditional business models upended by smaller, more tech-savvy competitors (Andreessen, 2001). All of this translates into a need for a new education paradigm one that moves faster than traditional institutions and teaches the skills required for today s jobs. FortunatelyRead MoreOrganizational Background. The Company That I Am Evaluating1146 Words   |  5 Pageswebsite was launched in 2004, by Mark Zuckerberg, along with fellow Harvard College students. The network was promptly extended to other Boston universities, the Ivy League and eventually all US universities. In June 2004, Facebook received first private investment from Peter Theil, the founder of PayPal. It became Facebook.com in August 2005 after the address was purchased for $200,000 and began to spread worldwide, reaching UK universities the following month (ICD 2016). By September 2006, the networkRead MoreBenefits Of Using The Internet1298 Words   |  6 Pageswhether that is between people or companies. The internet has a lot of benefits, people and companies can communicate and connect with others in various locations, therefore companies can take advantage of using the internet network to support their business, however there are some disadvantages to this method, using the internet heavily to communicate can leave companies and people vulnerable to cyber-crime such as network attacks, this results in companies taking extreme actions to have the best network

Review of Hr Policies and Practices Free Essays

string(81) " has characteristics that provide the greatest challenge as well as opportunity\." 64 A STUDY OF HRM PRACTICES AND ORGANIZATIONAL CULTURE IN SELECTED PRIVATE SECTOR ORGANIZATIONS IN INDIA 1. Executive summary The new economic environment is primarily marked by the freeing of shackles for entrepreneurship and economic growth. The â€Å"license system† has been replaced, to a great extent, by a â€Å"market system†. We will write a custom essay sample on Review of Hr Policies and Practices or any similar topic only for you Order Now The challenge of Human Resource Management (HRM) practices would be to create an environment of resilience, which can accommodate and assimilate successfully changes in systems, structures, technologies, methods, etc. People would have to ascribe the right meaning to the change process. India is well-equipped to succeed on global markets. It has a pool of highly educated people, a well-developed judicial system, democratic governance, an established banking industry, and fairly sophisticated and inter-linked fi nancial markets. Knowledge industries will be at the vanguard of economic opportunity, and India will be poised to take advantage of this trend with its corpus of highly skilled people. The changes on the market scene have necessitated the Indian industry to look inward for the development of human resources (HR). People develop themselves in a globalized scenario with new directions along with new problems and issues arising to develop new competencies to meet the changing requirements, aspirations, and problems. There are, however, some universal goods towards which all human resource management efforts should be aimed at. The emergence of Japanese human resource management has led to the concept of culture in a big way. At the organizational level, the goal of HRM is normally to have competent and motivated employees to ensure managerial effectiveness and growth of the organization. Organizations normally direct their HRM efforts towards the development of competencies and organizational culture. Organizations use mechanisms to achieve HRM goals with competent and committed employees. Organizations can achieve very little even if they have excellent technological and other resources at their command. Such an assertion gains better credibility in the context of developing countries like India, that is, typically in early growth stages in terms of economic development, and growing more rapidly than the ‚traditional‘ developed economies of Japan, North America and Europe. The countries with higher rates of growth are mostly in South East Asia, South Asia and some Latin American countries. Research evidence shows that HR practices along with culture do affect effi ciency in the organization. There are hardly any or very few studies which show a link between HRM practices and organizational culture in India. The review of literature has identifi ed that the major chunk of research in India emanates from descriptive data and experience sharing, which does not serve certain practice-oriented concerns. There is very little systematic, empirical research in the scientifi c paradigm that has been carried out in the Indian HR lexicon. HR research is inspired by western models, and lacks an indigenous perspective. The review of literature on HRM practices has revealed that the most of the work done is in relation to organizational strategy. The methodology employed a sample of 95 respondents from two private sector organizations. The questionnaire consists of 90 items, of which (1) 69 items concern HRM practices of the organization, and (2) 21 items concern organization culture. The correlation analysis has been used to infer the relationship between variables of HRM practices and organizational culture. A healthy culture is required for utilizing and enhancing employee competencies and to develop people. This study focuses on the positive signifi cant relationship between HRM practices and organizational culture in private sector organizations. There is a positive signifi cant relationship between HRM practices and variables of organizational culture operationalised in terms of self-realization, status enhancement, inventive values and socio economic support. The pressures are most likely to be felt by those who have led and managed the change process in such a volatile economic environment. HRM would have the ability to attract and retain people and this would be the key to manage this macro change—in terms of both pace and rate. Change leaders would be confronted with the need to reorient culture, thinking and paradigms. HRM as a function and as a prime mover would need to focus on this changing and emerging role with the help of organizational culture. 2. Introduction The global turmoil has witnessed the growing importance of Human Resources Management (HRM) in both business and public life. The turbulent business climate brought in the wake of liberalization, globalization, changing technologies, growth in knowledge and advances in information technology is offering managers a complex and challenging situation (Davis, 1995). Indian organizations are tending to become competitive to meet globally relevant standards. The growing emphasis on privatization has warranted a new focus in terms of result orientation, long-term strategies, consumer focus, initiative and different mindsets for internal and external communication. The Indian business scenario is characterized by the historical rigidities arising largely out of centralized planning. Our decision-making is infl uenced, among other factors, by posing more a constraint rather than a facilitator. The practice of protecting Indian industries through protective tariffs and quotas for over four decades has led to a lack of global competitiveness in terms of quality of products, services and prices. Indians are more accustomed to thinking in terms of narrow identities like our own selves, caste, and community, regional and linguistic groups. A failing and defi cient infrastructure and frustrating bureaucracy at operating levels, and the cultural and indigenous barriers added fuel to fi re. Hamel and Prahalad (1991) contend that a competitive advantage is obtained if a fi rm can obtain and develop human resources, which enable it to learn faster and apply its learning more effectively than its rivals. The HRM has emerged and evolved as one of the most important areas of organizational science and practice. It has not been developed in isolation, but rather in the context of industrial change and economic development. The uniqueness of the Human Resources (HR) approach requires a totally different type of attention from managers. The HR has characteristics that provide the greatest challenge as well as opportunity. You read "Review of Hr Policies and Practices" in category "Papers" A company‘s HR is fragile with delicate relationships, along with unpredictable contributions, and permanency is uncertain (Guest, 1991). Wright, Smart, and McMahan, (1995) mention that the crucial inputs, among others, to an organization are its human resources. People bring to their jobs diversity of skills, needs, goals, and expectations. They are ocialized into the organization through their hiring to begin with, and their continuous functioning in the organization. According to Bulla and Scott (1994), we need to ensure that the human resource requirements of an organization are identifi ed and plans are made for satisfying those requirements. Guest, Conway, Briner and Dickman (1996) are of the opinion that th e interface between the individual and the organization is critical to full utilization of human resources. The individual and the organization establish a „psychological contractâ€Å". Individual members expect to make contributions to the organization and receive certain rewards in return. The organization provides certain rewards and expects in return certain contributions from the individual. It is at this interface between the individual and the organization that issues such as HR planning, work analysis, career development, leadership, job motivation, the appraisal-reward process, and the organizational culture become important. The patterns of work relationships at work refl ect the HRM philosophy. The practices and philosophy of HRM are perpetuated by managers who are encouraged to follow the role model of their seniors. In the process of organization socialization they internalize the values and attitudes of their leaders. The entire process is thus institutionalized (Snell, Youndt, and Wright, 1996). In general, HRM has been described as: broad and strategic; involving all managerial personnel; regarding employees as the single most important organizational asset; being proactive in its responsibilities; and having the objective of enhancing organizational performance and meeting employee needs (Poole, 1990). . Organizational culture The idea that organizations have culture has been acknowledged since Lewin, Lippitt and White’s (1939) research on creating social climate. Culture and climate are integral parts of an organization. Organizational culture refers to a system of shared meanings held by members that distinguishes one organization from other organizations (Sc hien, 1985). Organizational culture provides employees with a clear understanding of the way things are done in that organization. Organizational culture is the perceived, subjective infl uence of the formal system, the informal ‚style‘ of managers and other ignifi cant environmental factors on the attitudes, beliefs, values and motivation of the people in a particular organization (Litwin and Stringer, 1968). The concept of culture is seen as a kind of bridge between the individual and the organization. Culture performs a number of functions within an organization. It creates a distinction between one organization and another, it conveys a sense of identity for role incumbents, it facilitates the generation of commitment, and it enhances social system stability. Finally, culture sells as a sense-making and control mechanism that guides and shapes the attitudes and behaviour of employees. Hofstede (1980) felt that cultures which are high on the long-term orientation focus on the future and hold values in the present that will not necessarily provide an immediate benefi t (e. g. , Japan, China), while cultures with short-term orientation (e. g. , USA, Russia) are oriented toward the past and present and promote respect for tradition and for fulfi lling social obligations. The fi ve dimensions discussed by Hofstede (1980), help us understand the potential problems of managing employees from different cultures. One interesting fi nding of his research was the impact of culture on a country’s economic health. He found that countries with individualistic cultures were wealthier. Collectivistic cultures with high power distance were all poor. Cultures seem to affect a country’s economy through their promotion of individual work ethics and incentives for individuals to increase their human capital. Research into the link between organizational culture and effectiveness is also limited by lack of agreement about the appropriate measures of effectiveness. The current literature has its roots in the early 1980s. Deal and Kennedy (1982) and Peters and Waterman (1982) focused their attention on the strategic importance of organizational culture and stimulated interest in the topic. Kotter and Heskett (1992) expanded on this by exploring the importance of adaptability and the fi t between an organization and its environment. Peters and Waterman (1982) argued that companies with strong culture are highly successful. They argued that superior fi rm performance is achieved if a company moves away from a purely technical, rationalistic approach towards a more adaptive and humanistic approach. Carroll (1983), Reynolds (1986), and Hitt and Ireland (1987) questioned the approach taken by Peters and Waterman. Owing to such results, the causal link between strong culture and performance was seriously questioned by the end of the 1980s. Most of the studies lack a clear theoretical conception of the nature of the cultureperformance link. Siehl and Martin (1990) elaborate on this view and also suggest that culture may serve as a fi lter for factors that infl uence the effectiveness of the organization. These factors may differ between organizations. A more thorough understanding of the mechanisms at play is essential for research on the culture-performance link. Wilderom and Van den Berg (1998) found no direct signifi cant zero-order relationship between culture and performance. Taking the perceived performance and managerial leadership along with HRM practices into account, Wilderom and Van den Berg (1998) did discover that a signifi cant relationship exists between culture and performance. This fi nding illustrates the importance of the development of more elaborative theories on the direction and contingencies in the relation between culture and performance. Without such theories, we may draw overly simple or even misleading conclusions. In light of the above fi ndings, it is necessary to understand the relationship between HRM practices and organizational culture. The presumption is that more effective systems of HRM practices, which simultaneously exploit the potential for complementariness or synergies with organizational culture, lead to better performance and enhanced effectiveness. Indian organizations are embedded in Indian culture, which infl uences and is infl uenced by the economic, political and social factors, and is also subjected to global business infl uences. Sinha and Sinha (1994), found self-realization and inventive values as the highest form of work values in Indian culture. Organizations appreciate corporate core values of self-realization and inventive values as they encourage and recognize innovation, creativity and achievement. 4. Review of literature Schuler (1992) suggests that Strategic Human Resource Management (SHRM) has many different components, including policies, culture, values and practices. Strategic business needs of an organization are infl uenced by its internal (which mainly consist of factors such as organizational culture and nature of business) and external characteristics (consisting of the nature and state of economy in which the organization is existing and critical success factors, i. e. , opportunities and threats provided by the industry), which are infl uenced by HR activities. Thornhill, Lewis, Millmore, and Saunders (2000) found a potential role for HR-centred strategies to be used to change or realign the culture of an organization. An organization can change its culture through its recruitment strategy of replacing managers with those from outside, restructuring the organization, downsizing the workforce, training programmes, new reward strategies and performance management to alter employee behaviours or reinforce emergent ones. After the economic liberalization, Indian organizations were under pressure to change from low-cost, indigenous, less effi cient and outdated technology to high-cost modern technology and prepare people to use it. This was done to develop and maintain their competitive edge in the larger business environment (Khan, 1999). The potential value of the employees is to be increased by collectively enhancing and linking their skills and capabilities in tune with the contemporary requirements of the market, and to be faster than the competitors. The success of the HRM will be determined by its ability to harness the intelligence and spirit of people by creating a learning climate. Indian organizations normally direct their HRM efforts towards the development of competencies, culture and effectiveness among employees individually or in groups 69 AOP 18(4), 2010, ISSN 0572-3043 (Singh, 2003). Organizations may use many mechanisms to achieve their HRM goals as without competent and committed employees, an organization can achieve very little even it has excellent technological and other resources at its command. Such an assertion gains better credibility in the context of developing countries like India, that is, typically in early growth stages in terms of economic development and growing more rapidly than the ‚traditional‘ developed economies of Japan, North America and Europe. This also includes most South East Asian, South Asian and some Latin American countries. Selection in organizations is based on non-job related criteria like attractiveness, goal orientation, and interpersonal skills: a general lack of concern for value congruence (Prakash, 1994). The dominant emphasis has been on the universal practice of identifying and improving on existing performance strategies. This practice would require a complete reversal where congruencies of values should fi nd a place in selection and training. Only then would it possible to achieve linkages with the values of the wider socio-cultural context in India. In order to make an organization effective, the values of the society and the cultural milieu should be synthesised with those of the organization and its functioning. Fombrun, Tichy, and Devanna (1984) expanded these premises and developed the model of SHRM, which emphasises a ‘tight fi t’ between the organizational strategy, organizational structure and HR system. Political, economic and cultural forces are responsible for an organization’s mission and strategy. This explains these causal relations, which form the ‘tight fi t’ between strategy, organization structure and HR polices and practices. On the basis of mission and strategy, the shape of organization is structured, i. e. , people are organized to carry out different tasks to achieve the organization’s mission. Hendry and Pettigrew (1992) propose that a number of internal factors such as the organizational culture, structure (positioning of HR), leadership, level of technology employed and business output directly contribute to forming he contents of HRM. HRM could be seen as a menu of strategic choices to be made by human resource executives in order to promote the most effective ‘role behaviours’ that are consistent with the organization’s strategy and aligned with each other (Sparrow and Hilltrop, 1994). The present study The present study is to examine the relationship between HRM practices and organizational culture. To this end, HRM pract ices are viewed in terms of planning, recruitment, selection, training and development, performance evaluation, career management and rewards. Organizational culture is viewed in terms of self-realization, status enhancement, inventive values and socio-economic support. Self-realization consists of values such as achievement, ability utilization, advancement, aesthetics, personal development, and peace of mind. Status enhancement, one of the variables of organizational culture, consists of values of altruism, authority, physical activity, and prestige. Inventive values, another variable of organizational culture, consists of values of autonomy, creativity, lifestyles, risk-taking, and variety. Socio-economic support consists of work values of social relationship and interaction, comforts, dependency, good working condition and economic gains. The self-realization and inventive values give inner satisfaction to a person while performing a job in an organization. The variables of status enhancement and socio-economic support are extrinsic values, which are required in the Indian environment. Indian society and developing societies are ridden with insecurities and lack of resources and people generally have a history of failures. Fear of failure leads to giving importance to socio-economic support and lack of resources lends too much importance to status enhancement (Sinha, 1990). The idea that individuals are capable of development rests on the conviction that people are important and their involvement is necessary for an organization to be effective. This conviction is translated into practice through a variety of programs that facilitate individual development and lead to better adjustment with the environment. In a growing economy, the emergence of the new organization and shift in the HRM paradigm have ecessitated a review of the skills, roles and competencies of the ‘new’ HR managers (Ulrich, 1997); in this new era, HRM has evolved in the context of the globalized economic environment. As such, it represents a response to the dramatic and continuous change that globalization has had on society and the world of work. Those who will man the HRM will undergo a change in roles. It will be neces sary to inculcate in employees the required new skills, competencies and motivation (Dyer jr. , 1999). The understanding of HRM practices would require a comparative study of practices in the organizations. The relationship between HRM practices and organizational culture among private sector organizations is studied. This paper also studies similarities and differences in HRM practices and organizational culture between two different organizations in the private sector. 5. Objectives of the study 1. To investigate the various HRM practices, i. e. , planning, recruitment, selection, performance evaluation, training and development, career management and rewards at the managerial levels in private sector organizations. 2. To study and examine the relationships between various aspects of HRM practices and organizational culture. . To fi nd whether there is any difference in the organizational cultures of the two organizations under study. This study was conducted at a time when Indian organizations were facing a very different competitive scenario compared to the past. They were facing competition from MNCs in the new liberal and global economy on the domestic markets. The competition was in terms of reduced cost, improved quality of products and better services. These environmental constraints placed more pressure on managers. More often than not, these concerns were looming large on the horizons of Indian organizations. The fi ndings have bearing in this context. Managers across organizations in the private sector strongly endorsed self-realization (one of the variables of culture), which was signifi cantly correlated to almost all HRM practices. These are planning, recruitment, selection, performance evaluation, training and development, career management, and rewards. While organizations fi nd themselves in worldwide competition, most of the individuals are striving for achievement, ability utilization, advancement, aesthetics, personal development, and peace of mind. Realization or anticipation of realization of the values has resulted in better performance. Self-realization encourages people to satisfy their achievement needs in the work situation (Super and Nevill, 1986; Sinha, 1990). Self-realization in India came quite close to self-actualization in Spain. Status enhancement was strongly related to HR practices in private sector organizations. The values loaded on this factor are authority, altruism, prestige and physical activities. The desire for authority, altruism, prestige and physical activity has a positive impact on the performance of managers. Managers developed a positive attitude towards their work and contributed signifi cantly to self-realization and status enhancement, which were the most valued factors in India. Recruitment, selection, and performance evaluation, training and development, career management, and rewards turned out to be strongly correlated to status enhancement in the private sector. Selection based on planning along with proper recruitment leads to status enhancement. Rewards (fi nancial and non-fi nancial) were strongly related to status enhancement. Performance evaluation (one of the HRM practices) was strong related to status enhancement. Performance evaluation served as a key input for administering formal organizational rewards, career growth and a tool of punishment (Cummings, 1973). Managers working in the organizations were in an excellent position to analyze newcomers’ skills and abilities and to provide feedback (House, 1995). As a purveyor of organizational expectations, performance evaluation was critical. Through the evaluation process, those working in the organization were aware of how well they were meeting their task and role demands (Asford and Cummings, 1983; Nelson, 1990). Clear rewards are the hallmark of an organization that effectively socializes newcomers. In addition to their readily apparent value, the rewards provide 75 AOP 18(4), 2010, ISSN 0572-3043 challenging assignments, promotions and salary increases, etc. , which give encouragement that provide status enhancement for managers (Chatman, 1991). Rewards were also found to be strongly related to inventive values in private sector organizations. Those working in the organizations with desired values of risk-taking, variety, autonomy, lifestyle and creativity were rewarded. Rewards encourage people to be more creative, have variety and autonomy in their work life along with risk-taking and help to chalk out one’s own lifestyle in the organization. Similarly, training and development in private sector organizations were strongly correlated to inventive values. So, rewards and training and development in the private sector affect both individual esteem and lifestyle signifi cantly. Managers have developed to take on a variety of tasks in order to perform at an optimum level. Managers in the organization have developed to be autonomous and chalk out their own lifestyles to be more effective in the job. This also means employees will expect organizations to offer them opportunities to develop a portfolio of skills that enhances their marketability. Thus, organizations will have to provide work assignments and learning opportunities that allow for challenge and growth and self-development (Maurer and Tarulli, 1994). Socio-economic support consists of social relationships and interaction, comforts, dependency, good working conditions and economic gains. Managers were indifferent and did not care much for social interactions and relationships, whereas Indian managers held signifi cant value expectations concerning economic gains, good working conditions and comforts. HR practices were signifi cantly related to socio-economic support in the private sector. Through planning, recruitment and selection practices, newcomers with stronger systems of support report fewer adverse psychological outcomes related to job performance than do those with less support. Quality relationships with organizational insiders can even help newcomers to overcome the negative effects of unmet expectations (Major, Kozlowski, Chao, and Gardner, 1995). Interacting with enthusiastic newcomers may be good for insiders’ attitude and morale. The study also found a relationship between career management and socio-economic support. People working in the organizations look for career management that will give them the breadth of experience that seems to be needed now, and start looking down on the in-depth expertise of the command-centred manager. So, a shift in culture happens, not because people have changed, but because their beliefs about what they have to do to get ahead have changed (Gunz, Hung, 2000). Rewards were strongly related to socio-economic support in private sector organizations. Litwin, Bray and Brooke (1996) felt that the nature of rewards is the key determinant of how effective they are. Managers who emphasized recognition and encouragement were more effective in shaping the culture of the organization or targeted results. The reason could be that managers working in the private organizations are experiencing a tremendous amount of change around them, thereby realizing that socioeconomic well-being will provide them with stability in a fast changing environment. Furthermore, evidence from literature found the contention that similar work experiences result in uniformity of culture characteristics (Schein, 1987). 76 ACTA OECONOMICA PRAGENSIA 4/2010 Rewards (one of the HRM practices) were strongly related to all the variables of culture in private sector organizations. There is hardly any difference between the two organizations when it comes to practicing rewards and training and development. People within the organizations are either rewarded or trained for acting in accordance with the dominant values of the organizations in India. Although this sample is not large enough to generalize the results, still rewards send clear and consistent signals about desired values and norms expected from people working in the organizations (Sethia and Van Galinow, 1985). The perception of the respondents from both private sector organizations were compared and it was found that there was a statistically signifi cant difference in the variable of socio-economic support between the two organizations, as shown in the table. This means employees in organization A perceived it in a better manner in comparison to their counterparts in organization B. Prakash (1994) felt that Indian organizations are congruent with their cultural surroundings (which is marked by diversities and paradoxes). There is a need to use multiple perspectives at different levels of analysis such as society, organization, management and the individual. It is important that organizations continue to grow and evolve newer perspectives in terms of their values and redefi ne their linkages with the society. Such fi ndings provide support that market economies have the inevitable consequences of rendering organizations competitive. Newman (1972) predicted that the Western work relationships are likely to appear to a great extent in Indian organizations as well. That is, employees in the organizations are likely to become achievement- oriented. There is a struggle for survival, where no one can afford to ignore an opportunity to get optimum results. As one moves higher on the hierarchical ladder of an organization, the individualistic orientation becomes stronger. The correlation analysis between dimensions of HRM practices and dimensions of culture shows that HRM practices do affect the culture of the organization. Ulrich and Lafasto (1995) felt that HRM practices provide information and shape behaviour and experiences of employees. Thus hypotheses H1a, H1b, H1c, H1 d, H1 e, H1 f and H1 g are validated. 11. Conclusions This paper has shown a signifi cant, positive and meaningful relationship between HRM practices and organizational culture. HRM practices become the means whereby organizational culture is created and sustained. Designing new culture requires that HRM professionals are ahead of the cultural change curve with innovative and exciting HRM practices. HRM has been proposed by others to be a potentially powerful lever for shaping and changing the culture of an organization to make the organization more effective (Schien, 1983; Ulrich, 1997). This is a study of HRM practices in two large private sector organizations in India. HRM practices differ between the private sector organizations. This variation provides support to the fact that the adoption of HRM practices is contingent on the specifi c requirements of each organization (Schuler and Jackson, 1981). There is a signifi cant difference between the socio-economic support variable in organizations A and B. One fi nds no signifi cant difference in the other three variables of organizational culture in private sector organizations, i. e. , self-realization, status enhancement and inventive values. The results developed through inferential analysis to measure differences among the variables of HRM practices and organizational culture in private sector organizations are as follows: 1. The two private sector organizations showed that the perceived mean of organization A was higher for all HRM practices. . The comparison of the dimension of organizational culture in the two private sector organizations showed that employees of organization A perceived the socio-economic support more than those in organization B. 3. It is evident that organization A showed relatively better perception of planning, recruitment processes, selection, performance evaluation and career management aspects of HRM practices in comparison to organization B. 4. There is no signifi cant difference between organization A and organization B in training and development and rewards as per the response of the respondents. 5. Planning, recruitment, selection, training and development, performance evaluation, career management and rewards are signifi cantly correlated with all the dimensions of organizational culture. Human Resource Management Practices – Literature review Human resource management (HRM) practices are being increasingly treated as dependent rather than independent variables. Whereas in the past researchers focused almost exclusively on how changes in HRM practices affect employee performance or satisfaction, researchers now are beginning to ask how organizational conditions shape HRM practices. Examples of organizational conditions hypothesized to impact HRM practices include strategy (Hambrick and Snow 1987; Snow and Hrebiniak 1980; Olian and Rynes 1984; Lawler 1984; Hambrick and Mason 1984; Gupta and Govindarajan 1984a, b; and Miller, Kets de Vries and Toulouse 1982), organizational life cycle stage (Kochan and Chalykoff 1987; Kerr 1982, 1985), technological change, union presence, internal labor markets and even whether or not an organization has a personnel department (Osterman 1984; Pfeffer and Cohen 1984; Cohen and Pfeffer 1986). Until recently almost all HRM research was dominated by the technical perspective. The technical perspective presumes that organizations wish to plan, staff, appraise, compensate, train and develop their employees in order to ensure that the right people (skill-wise) are in the right place (job) at the right time (Collins 1979). The technical perspective leads to research designed to develop techniques for maximizing the match between employees’ knowledge, skills and abilities on the one hand and the demands of the jobs on the other (Schneider 1985). The presumed result of good matching is organizational effectiveness, from which individual employees and the organization as a whole both benefit. The control perspective views HRM practices as a means for organizations to ensure the predictability and reliability of social interactions. The goal is to ensure that employees behave as solid citizens, living according to organizationally approved norms and values (Noland and Bakke 1949; Hollingshead 1949; Bowles and Gintish 1976; Edwards 1976; Collins 1979). This perspective recognizes that organizations attempt to govern social performances in addition to job performance. Desirable social behaviors presumably include getting along well with others and acting as a good citizen who shows concern for the organization’s functioning. The institutional perspective posits two major explanations as to why organizations use particular HRM practices: organizations copy the practices they see being used by others, and/or they adopt practices to gain legitimacy and acceptance (Meyer and Rowan 1977; Zucker 1977; Meyer 1980). The institutional perspective assumes that legitimacy and acceptance are important objectives for most organizations because constituencies have the power to offer and withhold resources which, in the long run, may determine the firm’s economic performance. 180 The political perspective holds that HRM practices reflect the distribution of power in an organization. For example, having an extensive set of HRM practices implies a powerful personnel department upon which others must depend when making personnel-related decisions (Osterman 1984; Pfeffer and Cohen 1984). But existence of other powerful groups-such as unions or competitors who minimize their labor costs-may act to countervail or suppress the expression of the personnel department’s wishes (Doeringer and Piore 1971). As suggested by Kochan and Chalykoff (1987) the economic perspective can also explain variations in HRM practices. Relatively affluent conditions in an organization permit it to pay higher wages. This in turn enables an organization to attract more job applicants and be more selective. Higher selectivity (lower selection ratios) diminishes the need to train employees. Furthermore, the attraction of more highly qualified individuals may lead to conditions that give more power and discretion to the employees, thus reducing the attractiveness to them of collective bargaining. The reverse scenario holds under less affluent economic conditions (Osterman 1984). Based on the five perspectives previously presented which help explain some of the variation and similarity in HRM practices across organizations, we aim to diagnose two private organizations from human resource management practices perspective. Our hypothesis is: HRM practices differ based on the company’s size and activity length. Conclusions Based on the analysis, we can conclude that both companies are efficient from HRM point of view. Both organizations are continually developing, having a market in expansion, the difference between them, which may influence the HRM practices, are the size and the activity length: organization 2 is large and relatively old compared to organization 1. The differences recorded are elated to prospecting, selection methods, training needs evaluation, working conditions, and social protection area where organization 2 is more developed. From the five perspectives presented, only three are representative for the analyzed organizations. The technical perspective presumes that organizations wish to plan, staff, appraise, compensate, train and develop their employees in order to ensure that the right people (skill-wise) are in the right place (job) at the right time. That is why both orga nizations are carrying out trainings for their employees and the trained people usually got promoted. The political perspective holds that HRM practices reflect the distribution of power in an organization, having an extensive set of HRM practices implies a powerful personnel department upon which others must depend when making personnel-related decisions. The results of the analysis point out that human resource department of the two companies are relatively strong and well organized. There are no conflicts, which can mean that either the employee are satisfied with their work and rewards or the labor unions are not very strong compared to the management and HR departments of the companies. The economic perspective can also explain variations in HRM practices. It is well illustrated by the analyzed organizations as they have a continually growing activity volume which means that they can give higher salaries. In the case of organization 2, which is larger and relatively old compared to organization 1, the management offers, besides rather good salaries, non-financial benefits. Also, the social protection is more developed in the case of organization 2. Based on all these results, we can conclude that our hypothesis is confirmed, HRM practices differ based on the companies’ size and activity length. In an early review of the HRM – performance literature, Dyer and Reeves (1995) posited 4 levels of outcomes of HRM practices—employee, organizational, financial, and market— suggesting that the impact of HRM is likely to work outward through these levels. Employee outcomes consist of affective reactions such as satisfaction and commitment as well as behavioral reactions such as absenteeism and turnover. Organizational outcomes focus primarily on operational performance measures such as quality, productivity, and customer satisfaction. Financial outcomes, such as accounting profits, represent the next step in their causal chain. Finally, market outcomes consist of measures of the market value of firms based on stock price. Becker et al. (1997) similarly argued that HRM practices operate most directly through employee skills, motivation, and work design, resulting in behavioral outcomes such as creativity, productivity, and discretionary effort, which are expected to work through operational and eventually through financial market outcomes. How to cite Review of Hr Policies and Practices, Papers

Enron, the smartest guys in the room free essay sample

Enron was one of the biggest scandal of all time in the stock market. The three main guys leading the pack was Ken Lay, Jeffrey Skilling, and Andy Fastow. The company was not making profit so they decided to do future value accounting. This was shown to shareholders so they can spend money and invest in Enron. The future value accounting just shows a list of future profit that was predicted. What actually happened? Why it can happen again? What can be done to prevent it? and What is now being dont to prevent it? These are the question that will be answered and explained. What actually happened? Andy Fastow was the one who created several smaller companies that would hide the losses Enron had made. Enron showed that they were making great increases in the stock market and others wanted a piece of that. They even convinced their own employees to buy stocks. We will write a custom essay sample on Enron, the smartest guys in the room or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Enron wanted to hide their scandal so bad that they paid investment company to fire the employee that had any concerns. Enron was behind the California Energy Crisis and made billions off the state. They had the power plants shut down and resold energy for much higher and made outrageous profit. Their company got so big within a short amount of time, but so did their losses. It was getting much harder for them to hide the scandal as their company progresses. A writer at Forbes magazine was the one who started the collapse of Enron. She released an article and what Enron was truly doing and it went downhill from there. Jeffrey Skilling bailed on the company and sold all his stocks and left Ken Lay and Andy Fastow to run the company. Enron eventually collapsed and all the employee lost everything. Jeffrey Skilling and Andy Fastow were sent to prison for the scandal and Ken Lay passed away after the trials. The main thing that can be done to prevent another Enron scandal is the involvement of the investors themselves. The stockholders need to know about everything and anything that goes on in the company they are investing to the best of their abilities. Management and the Board members also play a very big role in avoiding another Enron. They are the one to keep track of the funds coming in and out of the company. Calpers are the current members that watch over the investors money and make sure everything is where theyre suppose to be. Regulators are also important in having strict regulations for companies, but lenient enough so there is room for competition. The Enron Scandal can happen again if a company is using the future value of accounting, but with the new check and order that is set up, it is very unlikely it will happen. These new check and order are very strict and precise on company so that they can prevent another major scandal. Audit committees have the right to access the companys financial statements and have the company cooperate with them at all times. The reason why Enron got away with their scandal for so long was because they had their own audit committee checking up on them. There is no way to completely prevent another scandal, but a scandal as big as Enron will surely not happen again. In the end, check and balance comes in to play to keep any company from pulling a scandal as big as Enron. Because there was a loose leash over the company, Enron took advantage of that to the max and scammed every investor for their money. Now the lesson has been learned and companies are being regulated and watched for the best of the investors.

Installation Art And Theatrical Experience Essay Example For Students

Installation Art And Theatrical Experience Essay Throughout Modernism, installation art has abandoned the confines of designated art spaces in an attempt to fuse art with life. As the role of the viewer and everyday life became increasingly important installation art became comparable to the theatrical environment. Audiences found themselves enveloped in sensations, memories, and narratives. Space and time reborn when Vladimir Tatlins Monument to the Third International was conceived in 1919 as a union of purely artistic forms (painting, sculpture and architecture) for a utilitarian purpose1. In 1917 Tatlin designed the interior of Moscows Cafe Pittoresque with Rodchenko and Yakulov, in which constructions on the walls and ceiling disturbed and fractured the solidity of the space. Futurists celebrated this death of Time and space2 and Constructivists like El Lissitzky extended the sculptural possibilities of the gallery space itself; exemplary in the hanging of his Prouns in Berlins 1923 Russian exhibition. This new approach to space in turn had a liberating effect on set design which concerned itself with deluding and involving its audience. Meyerholds productions presented to the spectator a new consciousness of space and making him participate in the action3. In the first performance of Famira Kafirel Exters scenography sought to construct its own environment by appealing to the spectators and inviting them to discover the autonomy of pure forms4. Contemporary set designers like Richard Wilson also manipulate space to the point of deception as shown in The life and Times of Joseph Stalin. This relates to Gregor Schneider and Richard Wilsons installation art which is interested in the relationship between appearance and construction and the function of architecture and the environment it creates. Gregor Schneiders Haus ur undermines its architectural foundations so that its occupant is aware that the space is false. Similarly, Richard Wilson illuminates the way in which self-contained spaces are taken for granted, most memorably in 20:50, a pool of oil, impossible to see through, and without any double reflections. In Elbow Room he employs a theatrical-style false perspective by giving the illusion that the floor runs through to the back wall of the gallery. Similar distortions of space are seen in Anish Kapoors The Healing of St Thomas (1989), Robert Gobers Drains (1990), Simon Ungers Post and Beam(1991), Arakawa/Madeline Ginss Reverse-Symmetry Transverse-Envelope Hall (1998) and in much of Dan Grahams work. Various movements at the beginning of the 20th century attempted to unify art and life which derived from Wagners ideal; the Gesamtkunstwerk. One of the initiators was Gropius, the head of the Bauhaus school, who asked fine artists to go into buildings, endow them with fairy tales and build in fantasy without regard to technical difficulty. 5 Likewise in the De Stijl movement, Van Doesberg insisted that the word Art no longer meant anything to them as it existed in the same domain as life. This concept recurred in 1957, with the forming of the Situationist International, led by Guy Debord who regarded art as inherent to everyday life rather than as an elite interest. This new ideal of art effected theatrical performance shown in the creation of The Moscow Art Theatre. Director Stanislavsky instigated Method acting and Naturalist theatre which abolished the lines between theatre and life, imagination and dreams. Simultaneously art became a spectacle, but without a stage a daily undertaking6 . In Oskar Schlemmers work, for example, he broke the narrow confines of the stage and extend the drama to include the building itself7 . Art as object to be addressed, had shifted to art as environment. It had become the product of an reaction between onlooker and stimuli. Lucy Lippard has famously termed this as ? the dematerialisation of the art object8. In 1967, Michael Frieds Art and Objectionhood implied that one could no longer straightforwardly perceive art as being somehow manifest in the objects before one. Experiencing Minimal art was, for Fried, an instance of theatre9 ; the meaning unfolded as a consequence of the spectators awareness of his or her relationship, psychological, physical and imaginative, to the object. .u848735ba34bcb69951042e01a9fabe04 , .u848735ba34bcb69951042e01a9fabe04 .postImageUrl , .u848735ba34bcb69951042e01a9fabe04 .centered-text-area { min-height: 80px; position: relative; } .u848735ba34bcb69951042e01a9fabe04 , .u848735ba34bcb69951042e01a9fabe04:hover , .u848735ba34bcb69951042e01a9fabe04:visited , .u848735ba34bcb69951042e01a9fabe04:active { border:0!important; } .u848735ba34bcb69951042e01a9fabe04 .clearfix:after { content: ""; display: table; clear: both; } .u848735ba34bcb69951042e01a9fabe04 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u848735ba34bcb69951042e01a9fabe04:active , .u848735ba34bcb69951042e01a9fabe04:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u848735ba34bcb69951042e01a9fabe04 .centered-text-area { width: 100%; position: relative ; } .u848735ba34bcb69951042e01a9fabe04 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u848735ba34bcb69951042e01a9fabe04 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u848735ba34bcb69951042e01a9fabe04 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u848735ba34bcb69951042e01a9fabe04:hover .ctaButton { background-color: #34495E!important; } .u848735ba34bcb69951042e01a9fabe04 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u848735ba34bcb69951042e01a9fabe04 .u848735ba34bcb69951042e01a9fabe04-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u848735ba34bcb69951042e01a9fabe04:after { content: ""; display: block; clear: both; } READ: Political Correctness: Essay PaperFredric Jameson named these experiences as material occasions for the viewing process10 In turn there was a growing sense that the viewer was important, and that arts meaning was actively produced in its reception or consumption as much as its production11 one which has always existed in the theatrical environment. . In the 1960s the Situationists created idea of psycho geography which studies ones passage through a number of different city quarters in order to observe their varying effect. The audiences viewing experience could no longer be overlooked by the artist. So John Cages Happening (New York, 1952) involved a number of participants artists, musicians, poets and dancers ? doing what they do12 in front of an audience that was spread among four differently orientated blocks of seats. The audience were left to construct their own path through the various elements bombarding them and construct the meaning of what was going on before them. Written in 1952, 433 his silent piece13 equally depends on its audience; as they create the sound to be heard. Claes Oldenburg was also involved in early Happenings, followed by Jim Dines 1960 Car Crash performance and the work of Allan Kaprow. Today we see a similar engagement with audience reaction in the work of Mike Kelly. Take Activity Projective Reconstruction no. 1 (A Domestic Scene) which is concerned with the way in which society finds it hard to tolerate or come to terms with unorthodox views and lifestyles. This theatrical pedigree recalls Kurt Schwitters Merzbau and Johannes Baaders Das Grosse Plasto-Dio-Dada-Drama ? Deutschlands Grosse und Untergang, from the 1920s. The spectator temporally experiences being in the space and so the art work depends on the impulses of the social encounter. Exemplary in this respect is Mary Kellys Post-Partum Document, which examines the relationship between the artist and her son during the first five years of his life. Additionally, Vito Acconci used the gallery as a place where the art actually occurred By making choice, then, I was shifting my concentration from art-doing to art-experiencing. This is seen in Bill Violas description of his Room for St. John of the Cross (1983) or The Sleep Reason (1988): We all get dreams like this every once in a while throughout life. What is interesting is that their vividness is not really about visual clarity or detail-it is a fidelity of experience, of being. The total sensation of what it is like to really be there fills our body These are the real images. 14 Installation arts skirmishing with a sense of theatre and life led to the belief by many such as John Cage that it is what were really living in; art had grown out of its own ideal realm into that larger dream world of reality15 . During the 1960s this idea led to the development in installation and performance was the wish to address economic and political realities through an unsettling of the certainties of the art world16 as they are addressed in the theatre. For example Robert Smithsons Partially Buried Woodshed and Texas Overflow are metaphors for the kind of mental deliberations demanded by the fragmented world. Joseph Kosuth uses installation art to deliberate upon the complexities of representation in our culture. It is above all, the narration and performance that links installation art and theatre. In recent years Mike Nelson has become known as a maker of the observed17 he brings to life narratives by taking his spectator on a extensive journey. In the same way Paul Carter creates alternative realities, which take the viewer from the bedroom to the ends of the universe and beyond18 . The line between performance art and installation is smudged by Joseph Beuys to Matthew Barney (Field Dressing or Transsexuals, 1991), to Gail Pickering (Pradal, 2004). .ue7d523639b5e2f53ad496ff39052d733 , .ue7d523639b5e2f53ad496ff39052d733 .postImageUrl , .ue7d523639b5e2f53ad496ff39052d733 .centered-text-area { min-height: 80px; position: relative; } .ue7d523639b5e2f53ad496ff39052d733 , .ue7d523639b5e2f53ad496ff39052d733:hover , .ue7d523639b5e2f53ad496ff39052d733:visited , .ue7d523639b5e2f53ad496ff39052d733:active { border:0!important; } .ue7d523639b5e2f53ad496ff39052d733 .clearfix:after { content: ""; display: table; clear: both; } .ue7d523639b5e2f53ad496ff39052d733 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ue7d523639b5e2f53ad496ff39052d733:active , .ue7d523639b5e2f53ad496ff39052d733:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ue7d523639b5e2f53ad496ff39052d733 .centered-text-area { width: 100%; position: relative ; } .ue7d523639b5e2f53ad496ff39052d733 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ue7d523639b5e2f53ad496ff39052d733 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ue7d523639b5e2f53ad496ff39052d733 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ue7d523639b5e2f53ad496ff39052d733:hover .ctaButton { background-color: #34495E!important; } .ue7d523639b5e2f53ad496ff39052d733 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ue7d523639b5e2f53ad496ff39052d733 .ue7d523639b5e2f53ad496ff39052d733-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ue7d523639b5e2f53ad496ff39052d733:after { content: ""; display: block; clear: both; } READ: The Philosophy Of Truth Making You Free EssayThe collective quality of theatre has merged into performance groups, providing a supportive and stimulating basis. Station House Opera combined theatre and art in The Bastille Dames of 1989, whilst the Danish group, Hotel Pro-Forma, composed of artists, musicians, architects and scientists, produces works that combine installation and performance (Facte Arte Fact, 1991). Richard Wilson too sometimes works with Anne Bean and Paul Burwell, of The Bow Gameelan Ensemble, who use industrial detritus as instruments to produce sounds and as a source of carnivalesque spectacle.