Good essays Essay Example for Free

Good essays Essay First, the author introduced and explained the parts of an essay. A typical essay usually contains introduction, body and conclusion. But good essays are more than just mere writing. Good essays, even though they are short perform different operations such as introducing the arguments, analyzing data, raising counter arguments, and concluding. The author also mentioned the background material which often appears at the beginning of an essay. It is usually between the introduction and first analytical section. There are also some cases when the background material appears near the beginning of the relevant section. On the other hand, it is also helpful to think about those questions that readers might ask other than the parts of an essay. First is the â€Å"what† question which demonstrated the truth of your claim. For your readers to answer this question, your evidences in your essay must be clear. Next most important question is â€Å"how†. Answering this question will add to the credibility and truthfulness of the essay. Lastly, answering the â€Å"why† question allows the reader to understand the essay is a larger context. It also explains the significance of the essay. Failing to answers this question will make the readers feel that the essay is unfinished. Meanwhile, structuring an essay is another important skill that a writer should have. It means examining your thesis and anticipating what the readers need to know. It is also predicting the sequence that will convince your reader to believe in your argument. The easiest way to do this is by mapping essay’s ideas in a narrative form. The first step in mapping an essay is stating your thesis. Developing a thesis Developing a thesis is not that easy. It is not a topic, nor a fact, nor an opinion. A good thesis cannot be answered by yes or no. A good thesis should tell the readers what you plan to argue and should telegraph how you plan to argue. There are several steps in constructing a thesis. First, you should analyze your primary source. Find out whether there are tensions, ambiguity controversy or complication in your primary sources. Once you already have a thesis in mind, write it down immediately. By doing this, you will be forced to think of it clearly, logically, and concisely. After you’re done with the thesis, you should keep it prominent in your introduction and anticipate any counter arguments. To be able to write a good thesis, a writer should know what a thesis is. A thesis is never a question but an argument. A question alone is not considered as a thesis. It should have a definable and arguable claim. A thesis should also be clear and specific as possible. Avoid general term and abstraction that will confuse the readers. It is not also a list. And the most important thing to remember is that it should never be vague, combative and confrontational. Beginning the Academic Essay There are steps to follow to begin an essay. Any writer should follow these steps because the beginning of an essay is very crucial. The first step is to introduce the essay. This part will tell the readers what the essay is about. Next step is to focus the essay. Aside from introducing the topic, the readers should know the central issue. Next, you should orient your readers. It means providing information and explanations which is necessary for their understanding. It is very important in the entire essay but most crucial in the beginning. The writer should also decide about the length and the order of the essay. It is very important to decide the length of the essay according to the complexity of the issue. There are also strategies on how to write an opening for an essay. First is the history-of –the –world or long distance opening. The goal of its long opening is to establish a context for the essay. The other one is the funnel opening which starts with a broad or general topic and will end with a more specific one.

Katherine Mansfield :: essays research papers fc

Katherine Mansfield Katherine Mansfield, who lived from 1888 to 1923, is considered to be one of the most remarkable short story writers of her time. Using her life experiences as an inspiration for her short stories, Mansfield sculpted her ideas into masterful pieces of literary work. Mansfield's life was full of interesting experiences that shaped her outlook upon life. The diversity of friends and acquaintances Katherine Mansfield had over her lifetime also had a great influence on her career. Even as a child, Mansfield made decisions about her life that would create a path for her career to start on. Katherine Mansfield was born Kathleen Mansfield Beauchamp to Harold and Annie Dyer Beauchamp on October 14, 1888. The Beauchamp family called New Zealand their home. "A Sea Voyage", written by the young Kathleen Beauchamp, won first-place at the Karori Village School, the grammar school she first attended (Nathan 1). This accomplishment encouraged young Beauchamp to continu e on writing. After attending grammar school, Kathleen went on to attend Miss Swainson's Secondary School. During this time, she is acquainted with Maata Mahupuka, a native Maori. Her interest in Mahupuka later grew into a brief love affair with him (Nathan 1). After graduating from secondary school, Miss Kathleen Mansfield Beauchamp left New Zealand. She decided this after thwarting the idea of a career in music. Beauchamp went on to attend London's Queens College and study literature. While in attendance at Queens College, Kathleen made a friend in Ida Baker. Ida Baker, like Beauchamp, was an avid writer. Kathleen gave the pen name "Lesley Moore" to Ida, after Beauchamp's brother Lesley (Sampson 308). In the spring of 1907, Miss Beauchamp held in garden party and invited many of her acquaintances from college. The party was a complete success until it was discovered that a cottager who lived on the property had been accidentally killed (Nathan 1). This event spawned to b ecome "The Garden Party", Beauchamp's first major work (Encarta). In 1909, Kathleen Beauchamp became acquainted with a man by the name of G. C. Bowden. After only a brief period they became engaged and married. The evening after their marriage, Kathleen left Bowden (Disc. Authors 1). Leaving Bowden, she ran away with her longtime friend Garnet Trowell. Trowell was from Wellington; she was a fairly well known cellist. While running away with Garnet Trowell, Kathleen had an affair with a man who ultimately impregnates her.

Business accounting Essay

M1: Analyse the cash flow problems a business might experience. For this task I will be writing to Alan Hall with an analysis of the problems in his cash flow statement. Dear Mr Hall,   I have made an analysis of your cash flow statement and am writing to you to inform you about all the problems I have identified Trends on the Net Cash Flow balances There are many trends within the cash flow statement such as the constant increase in advertising rates of  £175 up until September where it increases. It was wise to increase it more in Christmas, but this should’ve carried on into January as it is a new year and a time to sell off any stock that may have remained. The other problem I have identified within Alan halls cash flow statement is the Mortgage, which is fixed. This was wise to keep fixed as the business may not be able to afford any changes that may lead in an increase in cash outflow. I have identified a problem in thewages; the wages has increased twice In June. Both were increased in June, once by  £400 in the wages. The additional wages were increased by  £750, which makes a total of  £1050 increase in June which may be due to growth in employees. Most expenses are fixed such as rent, the expenses such as purchases and Advertisements are only rising immensely hence causing the closing balance to be negat ive despite the continuous rise in sales. The purchases are the main expenditure, which is huge area of concern, these needs to be looked into and controlled. The most common purchases are  £27,000 and the most expensive one  £44,000 hence needs to be looked into to find reasons why so changes can be made. There is a lump sum of  £9000 in the month of March, from a vehicle that was purchased. This lump sum causes the March closing balance to be a negative balance of  £ -2,645 causing the cash flow to have a bank overdraft. Negative Closing balances The closing balances were decent and positive until April where the closing balance became - £1,654. The reason for this may be the decrease in sales by  £2520 in March, despite there being an extra inflow from the bank and  savings of  £8000. The reason of there being a negative closing balance must be from the lump sum of  £9000 outflow, which was due to a vehicle purchase. The negative closing balance continues into the month of May despite there being a increase of  £6300 on sales, the negative closing balance remains due to the rise in purchases of  £4500. The negative closing balance becomes constant throughout the whole year and only gets higher despite the sales rising due to the expenses. The highest negative closing balance is in October of - £12730 despite there being high sales in September. The reason for this was again the increase in outflow of  £5760.

Starbucks Essay Example Pdf - Free Essay Example

Sample details Pages: 13 Words: 3790 Downloads: 10 Date added: 2017/06/26 Category Business Essay Type Case study Did you like this example? Recruitment at Starbucks Starbucks is a speciality coffee house which originated in Seattle. Today the organisation has over 15,000 outlets worldwide. It sells a range of hot and cold drinks, food items and accessories. Don’t waste time! Our writers will create an original "Starbucks Essay Example Pdf" essay for you Create order Its philosophy is to create an experience for the customer and a human connection. With the introduction of the Starbucks Card purchasing drinks, food etc. from the outlets has now been made a lot easier. Customers can top up their cards and use them as a method of payment. Starbucks products are also available from supermarkets. Some of the range includes packets of coffee, coffee makers, gift sets etc. Starbucks is constantly innovating its offer to keep up to date with competition from McDonalds, Cafe Nero, Costa Coffee etc. You are required to answer the following questions making reference to Starbucks. Task 1 à ¢Ã¢â€š ¬Ã¢â‚¬Å" Recruitment, Selection and Retention A Barista at Starbucks must have a number of personal characteristics and skills which will enable them to carry out their role. These skills and characteristics are likely to include friendliness, attention to detail, a commitment to providing customer service and an ability to work in a fast-paced environment. Pilbeam and Coridge indicate that successful resourcing is as much to do with good organisational fit as it is to do with HRM best practice, and therefore the first stage of recruitment should be to undertake a role or person specification in order to establish the skills and attributes necessary for the role. Phillips and Gully suggest that successful recruitment, selection and retention should also be aligned to the strategic objectives of the firm and therefore care and consideration should be given to the most suitable recruitment and selection methods in order to ensure they will attract the best potential candidates and also that the entire process will result i n long term employee retention. Bratton and Gold state that recruitment is the process of generating a pool of capable people to apply for employment to an organisation. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements. Accordingly, Torrington et al observe that there are a number of alternative recruitment and selection strategies including interview, assessment centre, and psychological testing. Each has its own advantages and disadvantages and therefore it is not uncommon for multiple approaches to be used in combination depending on the seniority of the role in question. However, before recruitment and selection can commence it is necessary to determine a suitable specification for the role. Thus the suggested specification for a Barista at Starbucks is given below:- Figure 1: Personal Specification Template for a Barista at Starbucks (Source, Author) Requirement Essential or Desirable? Qualifications / Education / Training: No essential qualifications required, food safety or food hygiene would be desirable Desirable Experience: Customer service, food handling, retail Essential Knowledge: Some retail knowledge would be desirable, along with a knowledge of various coffees Desirable Skills Competencies: attention to detail; ability to work in a high pressure environment, customer-centric Essential Personal Attributes: open friendly, keen to provide an exceptional customer experience Essential Other: Prepared to go the extra mile to offer exceptional service and use own initiative when necessary in order to promote the brand and concept Desirable The specification is not exhaustive and further attributes may be considered such as an ability to communicate in more than one language, especially if the location of the outlet is such that overseas tourists regularly visit (eg parts of London). The most cost-effective form of recruitment and selection process for Baristas would be CV and subsequent interview as managers in Starbucks at a local level have a clear idea of their local customer demographic and demand and thus potential applications who submit a CV can be easily screened for desirable and essential skills and attributes. The manager can then interview potential applications before making a decision on selection. An interview has further benefits as it allows the manager to identify the personal attributes and characteristics of the application in order to assess how the application would fit within the existing team, as much of the Starbucks ethos and working model requires a high level of teamwork. Potent ial questions which might be asked at interview for the Barista would include asking the application to describe their retail experiences to date and getting them to explain how these experiences have relevance at Starbucks. This would test for depth of experience and also organisational fit in terms of focus on the customer experience. Other technical questions might relate to Food safety and handling in order to ensure that the application understands the critical importance of this when delivering an exceptional customer experience. From a regulatory perspective the manager conducting the interview must be sure not to inadvertently discriminate against any potential applications during any stage of the recruitment and selection process. Therefore all applications must be asked identical questions and none should relate to issues of gender, age, race, ethnicity or sexual orientation. In short, Starbucks is proud of its heritage as an equal opportunities employer. During th e recruitment process potential applications must be offered full opportunity to ask their own questions in order to ensure that they fully appreciate the nature of the role which they may be committing to. Task 2 à ¢Ã¢â€š ¬Ã¢â‚¬Å" Building Winning Teams One of the foremost scholars of team building, Meredith Belbin, identified that in order to function effectively an organisational team requires members with different skills and attributes. In her research she identified that there are nine alternative team roles as she described them (see Appendix for full details). Belbin observed that the most effective teams possessed at least 5 and ideally 7 of the roles, and that an individual member within a team was capable of fulfilling more than one role, but rarely more than two. Tuckman established that when people are first brought together in a team they experience various stages of team development, popularly referred to as forming, norming, storming and performing. This concept is reflected in Figure 2 overleaf. In short, the theory holds that as employee are brought together in a group they experience an evolutionary process whereby they come to understand and appreciate one anothers skills and strengths and then utilise the se complementary skills for the best advantage of the team as a whole. History has shown that Tuckmans theory has almost universal application, however, when used in combination with Belbins theory it becomes even more powerful as it becomes possible to identify in advance whether or not a group I likely to succeed based on the unique skills and attributes of each team member. For example, if there are too many plants within a group then it is likely that the group will be highly creative but the ideas will rarely be translated into action. Similarly, too many co-ordinations is likely to result in arguments as the co-ordinator role is known to be quite stubborn and even manipulative. When applying these theories and concepts to teams at Starbucks it can be observed that different skills are required for different parts of the operation. Holistic observation of a team working at Starbucks demonstrates the power of team working. Each person has a defined role which they foc us upon in order to ensure maximum efficiency and quality of output. For example in any Starbucks outlet one person focuses on taking orders and payments, another one or two (depending on the size of the outlet) focus on making the orders and a further team members is constantly ensuring that the outlet is clean and tidy and well stocked. It can be suggested that this requires a high level of group communication and co-ordination and also a high level of trust as those baristas making the coffee must take on trust the orders given to them by their colleagues. Similarly because two Baristas can work on the same order simultaneously there must be complete understanding and uniformity to the order production process such that they can interchange their roles at any point. Under Tuckmans model it is clear that a team in Starbucks is at the very least in the norming stage of the model and most probably at the performing stage. The concept of team work within organisations has g ained increasing prominence in recent years and with good reason as highly effective teams are more efficient and productive. Furthermore, Armstrong identifies the benefits of empowering team members within a role so that they feel more engaged with the organisation and therefore more committed to delivering the best possible experience for the customer or client. At Starbucks one means of achieving this would be to ensure that every team member is fully cross-functional and that they are given stretch performance targets which require them to work as a team. Full cross-functionality means that each team member has an appreciation for other roles and therefore they tend to be more considerate of outcomes. Moreover, a cross -functional team which has accountability for its own results will typically find more effective means of delivering a service in order to reach targets. Armstrong also discusses how increased responsibility and accountability increase engagement which in turn increases motivation. Some HRM scholars regard the relationship between engagement and motivation as symbiotic, but there is little doubt that engagement and motivation are strong indicators of a high performance team that is committed to exceed expectation and delivering exceptional service. Furthermore, research by Saunders demonstrates that highly engaged teams have lower levels of staff churn. This point is useful as it is closely correlated to the previously discussed matter of recruitment and retention, and thus if the right people are brought into the organisation and they are motivated to stay because they feel the business (for whatever reason) is a good fit for them, then there is reduced churn, increased engagement and greater productivity. In summation, engaged team members are more profitable for the business and thus it becomes a mutually beneficial relationship. Task 3 à ¢Ã¢â€š ¬Ã¢â‚¬Å" Leadership Motivation There is a vast amount of literature and research which embraces the topic of leadership; furthermore, leadership theories have experienced a considerable amount of transition over time as societal perceptions of leadership have changed. Leadership has been defined by Mcquire and Molbherg as the process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task. Theories of leadership range for discussions as to the traits of leaders their styles of leadership and transactional and transformational theories of leadership. One of the most popular theories used to explain leadership style is the Managerial Grid as developed by Blake and Mouton and shown in figure 3 below:- As can be seen in the figure, the Managerial Grid examines the prevailing managerial technique of leaders within an organisation in order to identify their preferred style. In ideal circumstances Blake and Mouton believe that a manager and leader should adopt a team style which is participative and empowering and allows the employees of the organisation to make their own decisions within the remit of the organisations objectives. It can be suggested that the concepts of the Managerial Grid share some parallels with the discussions as to transformational and transactional leadership whereby Burns argues that in the longer term transformation leadership is far more effective because it empowers employees to deliver the best possible performance as they have accountability for their own daily working lives. It is evident that there are close linkages between leadership and motivation insofar as good leaders motivate their employees and team members to succeed through a combination of techniques such as engagement, empowerment and delegation of power. Armstrong and Cheese et al believe that the use of these techniques in conjunction with other factors such as employee voice ensure that individual employees align their p ersonal aims and objectives with those of the organisation and therefore voluntarily strive to ensure that the service provided by the organisation is a success. It should also be acknowledge that several scholars perceive there is a difference between a manager and a leader within an organisation. The distinction is subtle and relates to the fact that managers generally focus on day to day operational tasks and leaders tend to occupy a more strategic role. However the distinction is certainly not clear cut and considerable debate still centres on this division of roles. Furthermore a leader can also be a manager by dint of their role within the organisation, and thus leadership tends to be regarded as a personality trait as opposed to an organisational position. In short, a leader tends to be more effective at motivating and inspiring employees because of their ability to engage them and encourage them to strive for enhanced performance. In times of change and developme nt, and also in times of difficult circumstances such as recession, leadership and talent management skills are highly valued. In application to Starbucks it should be observed that in times of recession when consumers tend to cut back on luxuries such as coffee from coffee shops, Starbucks must strive to offer improved service to customers in order to retain them. The managers (and ideally leaders) of Starbucks must also continually strive to motivate Baristas to deliver exceptional service even when customers become more demanding. This concept is closely correlated with that change management and goal setting whereby engaging Baristas with the process can ensure that they feel empowered to respond to the challenge and that they have responsibility for it. At a local level this may mean running small promotions which would suit the customer demographic in order to attract and retain more customers. Furthermore, if Starbucks wish to retain their employees it is prudent to con tinue to invest in training and development in order to ensure that they are highly skilled and capable of responding rapidly to changes in customer demand. This might include job exchanges with Baristas from other retail outlets in order to share best practice, or creating a forum where Baristas can put forward their suggestions for improvement. Although these are relatively small steps they can help individual Baristas to progress within Starbucks and this ensures that Starbucks generates a reputation as an employer of choice which fosters home grown talent and treats employees with fairness and respect. Research into the prevailing management style at Starbucks reveals that they have a relatively flat hierarchy which ensures that it is easy to disseminate information widely and effectively within the organisation. Starbucks has a clear mission to inspire and nurture the human spirit à ¢Ã¢â€š ¬Ã¢â‚¬Å" one person, one cup and one neighbourhood at a time and this is fully evidenced in their training policies and ethos. The structure and leadership style of Starbucks also ensures that the business can be responsive to customer needs because the baristas are in direct contact with customers every single day and also have the necessary mechanisms to ensure that they can provide valid and timely feedback to their managers in order to improve the customer experience. Task 4 à ¢Ã¢â€š ¬Ã¢â‚¬Å" Work and Development Needs and Performance Management Armstrong defines performance management as a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved. It is important to observe that from a HRM perspective performance management is not solely concerned with disciplinary procedures, but rather it is concerned with ensuring that each and every employee has the necessary support to achieve their objectives and potential. Thus, performance management is often closely correlated with learning and development as in order to achieve to their maximum potential employees must continue to expand their skills and to develop their capabilities. Furthermore, scholars such as Benson et al have observed a link between training and development and employee retention, which as previously identifie d, helps to ensure increased engagement and reduced employee churn. However in order to monitor and improve employee performance it is first necessary to set suitable objectives and targets and to apply metrics and benchmarks to these objectives and targets in order to objectively assess employee performance and development. At Starbucks there are two core elements which form the basis of employee performance; these are technical capability that is to say the ability to consistently produce a high quality cup of coffee, and secondly the ability to interact with other stakeholders including team colleagues and customers. The former can be objectively assessed by observation against agreed performance metrics such as speed of production and consistency of taste. This has benefit to individual employees and Starbucks as a whole because it ensures consistency of service and product quality across the network of franchises meaning that the reputation of Starbucks is maintained a nd also that Baristas are employable across a range of franchises that they may be prepared to travel to, thus increasing their value to the company. The second performance metric to assess is more intangible and pertains to perceived service level and customer and colleague interaction. In terms of colleague interaction this can be assessed through a variety of measures such as 360 degree feedback, line manager observation and self-reflection during a performance review. Research has shown that generally speaking individual employees are reasonably self-aware of their skills and capabilities and it is rare that a performance review highlights anything that the employee was not at least already aware of at some level. However the benefit of performance review is that it can demonstrate to individual employees specific areas where they could improve or would benefit from training to enhance their skills set. For example a food safety certificate to help ensure that an indivi dual franchise was fully compliant with legislation, or perhaps rudimentary book-keeping skills to help ensure that the cash is managed accurately in each store. In terms of assessing Barista performance when interacting with customers this can be achieved through feedback forms and customer incentives. For example it is becoming increasingly common that receipts from retailers encourage customers to provide feedback about their service online. This has the dual benefit of helping the organisation to become more engaged with customers and response more rapidly to customer feedback. It can also be used to gather individual barista feedback if specific questions in the feedback questionnaire relate to performance and service such as speed and friendliness and helpfulness of the Barista. The information gathered from feedback surveys can be fed back to each barista in regular performance reviews in order to help them identify areas of development and subsequently improve perfo rmance. As noted at the outset of this section, performance management techniques should not be designed with the sole intention of discipline employees, although it is almost inevitable that at some stage a form of discipline may be required for certain employee. However, best practice makes it clear that regular performance reviews can help to forestall any such issues as if they are held regularly and reasonably frequently it should be possible to forestall any problems before they become issues of concern. Finally it is necessary to consider how Starbucks applies principles of delegation in order to motivate Baristas. As discussed previously in this review, Starbucks encourages team working and the creation of stretch targets to help Baristas develop and to take responsibility for their own areas of production. This approach is closely linked to effective performance management because empowering Baristas to set and achieve their own targets helps to motivate them to ac hieve as they feel in control of their targets and daily responsibilities. Targets can be used to monitor and evaluate Barista performance and at each performance review they can be revised as necessary in order to help the Barista improve. For example in the early days of a baristas employment this could be to improve the speed of production and to obtain a certain customer service rating. In due course this could progress to internal training courses in advanced customer service management and customer experience. This holistic process also helps Baristas to appreciate that they are valued and therefore this leads to them becoming more engaged and motivated and delivering improved performance. References Armstrong, M. (2009) A Handbook of Human Resource Management Practice (11th Edition) à ¢Ã¢â€š ¬Ã¢â‚¬Å" Kogan Page, London Beardwell, J. Claydon, T. (2007) Human Resource Management: A Contemporary Approach (5th Edition) à ¢Ã¢â€š ¬Ã¢â‚¬Å" Pearson Education, London Belbin, R.M. (2010) Management teams: why they succeed or fail. 3rd ed. London: Butterworth-Heinemann. Benson, G. S., Finegold, D., Mohrman, S. A. (2004) You paid for the skills, now keep them: Tuition-reimbursement and voluntary turnover. Academy of Management Journal, 47(3): 315à ¢Ã¢â€š ¬Ã¢â‚¬Å"331. Blake, R.; Mouton, J. (1985). The Managerial Grid III: The Key to Leadership Excellence. Houston: Gulf Publishing Co. Bloisi, W. 2007. Management and organisational behaviour. 2nd ed. Maidenhead: McGraw-Hill. Boddy, D (2008) Management: An Introduction (4th Edition) à ¢Ã¢â€š ¬Ã¢â‚¬Å" Prentice Hall, London Bratton, J. Gold (2007). Work and organizational behaviour. 2nd ed. Basingstoke: Palgrave Macm illan. Burns, J. M. (1978). Leadership. New York: Harper and Row Publishers Inc.. Cheese, P., Thomas, R.J. and Craig, E. (2008) The talent powered organization: strategies for globalization, talent management and high performance. London: Kogan Page. Foti, R.J., Hauenstein, N.M.A. (2007). Pattern and variable approaches in leadership emergence and effectiveness. Journal of Applied Psychology, 92, 347-355. Govaerts, Natalie, et al. (2010) Influence of learning and working climate on the retention of talented employees, Journal of Workplace Learning 23:1. Harrison R (2009) Learning and Development, London, CIPD Hoque, K Noon, M (2004) Equal Opportunities Policy and Practice in Britain in Work, Employment Society vol.18 no.3 pp.481-506 Huczynski A, Buchanan D (2003) Organisational Behaviour: An Introductory Text à ¢Ã¢â€š ¬Ã¢â‚¬Å" Pearson Higher Education, London Mcquire, D., Molbherg J. K., (2011) Human Resource Development Theory Practice London: Sage. Murphy, N. (2009) Talent managements role in a time of recession. IRS Employment Review. No 927, 13 August. 5pp. Phillips and Gully (2009) Strategic Staffing Pearson Education, Upper Saddle River, New Jersey, pp12-35 Pilbeam, S. Corbridge, M. (2010) People Resourcing: Contemporary HRM in practice. 4th ed. London: Prentice Hall International. Ch 2 Saunders, M.N.K., (2011) Trust and strategic change: an organisational justice perspective in R Searle and D Skinner (eds) Trust and Human Resource Management. Cheltenham: Edward Elgar. Starbucks (2012) Search and Apply [online] available at https://careers.starbucks.co.uk/job-search-and-apply retrieved 3rd Feb 2012 Starbucks (2012) Mission Statement [online] available at https://starbucks.co.uk/about-us/company-information/mission-statement retrieved 3rd Feb 2012 Torrington, D. Hall, L. Taylor S (2007) Human Resource Management (7th Edition) à ¢Ã¢â€š ¬Ã¢â‚¬Å" Prentice Hall, London Zaccaro, S. J., Gulick, L.M.V. Khare, V.P. (2008). Personality and leadership. In C. J. Hoyt, G. R. Goethals D. R. Forsyth (Eds.), Leadership at the crossroads (Vol 1) (pp. 13-29). Westport, CT: Praege

Effective Communication in a Diverse Workplace - 2594 Words

INTERNATIONAL JOURNAL OF ENHANCED RESEARCH IN MANAGEMENT COMPUTER APPLICATIONS VOL. 2 ISSUE 2, FEB.-2013 ISSN NO: 2319-7471 Effective Communication in a Diverse Workplace Ritu Rana Programme Associate, Indian Institute of Foreign Trade, New Delhi, India riturana2222@gmail.com Abstract: Due to globalization, today’s work environment has become diverse as people from different cultures, religions and backgrounds have come together. They bring with them, diverse skills, knowledge and expertise. They have their own views, ideas, perceptions and opinions which are totally different from one anothers as they all come from different walks of life. To succeed in a multicultural society, an organization must value the differences of its†¦show more content†¦Poor communication is one of the top reasons why organizations fail or dont realize their potential. And while most organizations have more communication tools than ever before the question remains, Why are we having such a hard time communicating? Good communication practices help people at all levels in the organization improve their understanding of, and response to, the organizations and each othe rs needs. It helps people make effective decisions that are aligned with the organizations goals and objectives. And, it can motivate performance by linking individual and team efforts with the bigger picture and by recognizing desired behaviors and effort throughout the organization. When employees are poorly informed or communication is neglected, people become cynical and lose their trust and respect for the organization and its leaders. As a result, they may consciously or subconsciously undermine the success of the organization. At best, they will simply be hindered from reaching their potential or performing in the best interests of the organization. How often have you heard people say: There was a communication break-down, The problem was due to a mix up in communication, One hand just didnt know what the other hand was doing, and It was a case of poor communication. How often have you heard managers speak with frustration about good initiatives in their organizations that fa iled because employees were cynical and skeptical of theShow MoreRelated Effective Communication Skills in a Diverse Workplace Essay2413 Words   |  10 Pagesessay will be on effective communication skills in a diverse workplace, we’re going to find out the barriers of communication between different cultures, how important is diversity to all corporation/organization and how to improve our communication style/skills and how to become better listeners in order to avoid any lack of communication in the near future interactions. Anybody in a work environment having a good understanding of effective communication skills in a diverse workplace entails willRead MoreDiversity Within The Workplace And How Communication Is The Driving Force Behind It Essay1463 Words   |  6 PagesDiversity in the workplace and how communication is the driving force behind it. Workplace diversity can be described as â€Å"all the differences in age, gender, sexual orientation, education, cultural background, religion, and life experience† (Okora Washington, 2012, as cited in Mulkeen, 2008). Another functional definition of diversity is being cultural, racial, or sex-based. An organization’s definition and viewpoint concerning diversity guides the strength of its employees to connect and communicateRead MoreWhy A Diverse Workplace Matters?1093 Words   |  5 Pagessearch by various scholars has found that a diverse workplace, if managed properly, can do wonders for the success of an organization. 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Hiv / Aids And The United States - 1559 Words

Although HIV/AIDS affect people worldwide some areas of the United States are more drastically affected by it. The United States is the third country with the largest population having HIV/AIDS. In the U.S. alone there is more than one million individuals living with this disease. However HIV/AIDS is more prominent in the southern half of the United States, but more specifically in urban areas where people of color are more prone to live in. HIV/AIDS affects people of color living in these areas differently do to social, economic, and demographic factors such as stigma, discrimination, income, education, and geographic region. All of these different factors dictate why there are only eleven states in the southern half of the United States†¦show more content†¦HIV broken down stands for Human Immunodeficiency Virus. The H stands for human, which means that this virus can only affect humans, the I stands for immunodeficiency and this means that HIV weakens the immune system, the V stands for virus which means that it can only reproduce itself by taking over cells within the body of an individual. HIV is similar to other viruses (like the flu) the only difference is that the body can fight the flu off but it cannot fight HIV off. â€Å"HIV can hide for long periods of time in the cells of your body and that it attacks a key part of your immune system – your T-cells or CD4 cells. Your body has to have these cells to fight infections and disease, but HIV invades them, uses them to make more copies of itself, and then destroys them.†(What is HIV/AIDS?) Once HIV enters the body it will never leave it, the only thing that an individual can do is neutralize it by keeping it from taking over all of the cells through medication. HIV then progresses to AIDS this however doesn’t mean that if a person has HIV they will get AIDS; if they treat early on they can prevent it from turning into AIDS. HIV can be transmitted through various ways and it affects different groups of people differently. HIV can be

American Dream Myth Of Individual Opportunity Essay Example For Students

American Dream: Myth Of Individual Opportunity Essay The American Dream is different for everyone, though it is most commonly associated with success, freedom, and happiness. The concept of the American Dream seems to have dwindled from where it was in the past few generations. It has gone from success, freedom, and happiness to having lots of money and the nicest possessions. In todayë ­ © society we all hope and strive for this dream, but how many actually achieve the American Dream? Is it a reasonable goal that Americans should strive for, or is it a myth that only leads to self-destruction? Having a lot of money, a good job, and expensive possessions are all characteristics of this American Dream. Even though, many Americans seek to achieve all of these material possessions, how many can say that they are truly happy, once they reach this goal? There is no standardized description of being rich. Some people see money as the only way of measuring how prosperous one is, but is money the only way to achieve the American Dream? One can only have so much money. Even the richest of the rich arenë ­ ª satisfied with what they have, yet they strive to make more and more money in order to live up to their dream. No mater how rich or how much one owns there are always bigger and better things. In the story ë ° ¨agged Dick,?Horatio Alger writes about a young manë ­ © progress from poor background that searches for wealth. In this story Dick has gone from rags to riches, immediately after his success he wants to move to a ë ±Å icer quarter of the city?312. But will this move satisfy his wants? Even though Dick is moving to a better part of town, there will always be a place thatë ­ © even better than his. Another characteristic of the American Dream is to have a high paying job with health benefits and stock options. In todayë ­ © high tech society we are seeing more and more people advancing to higher positions because of the never-ending advances in technology. Standards in the workforce will never be reached because there is always something new to be learned. There is always a competitor waiting to take your place, so one must always stay one step ahead in order to live up to todayë ­ © fast paced society. Based on my experiences of work, I try very hard to keep up with my job, attending training classes, subscribing to technical magazines, and studying for technical certifications to further advance my knowledge, even after all my training there is still much to be learned. This constant struggle of improving job status leaves one with little time to enjoy his or her success. It has been said that Americans are no longer trying to keep up with the Joneses, but instead looking at celebrities, and envisioning themselves with the same expensive possessions. Americans today do in fact look at celebrities and long for their lavish lifestyles, but also still do  try and keep up with the Joneses. Ever look at your neighborë ­ © new car and want one of your own? It is very common to see your neighbor pull in their driveway with a new Mercedes, then look at your car and think of going and getting a nice new car that is comparable to the Mercedes. We as Americans are never satisfied with what we have. The American Dream is still alive, though it is not what it used to be. One can be successful, have freedom, and be happy. But are they fulfilling their version of the American Dream? Keeping up with the Joneses is still a part of our everyday lives. Some of us may take it to further extremes than others, but there will always be the desire to have something better than everyone else. Society today tells us that we should have the best of everything if we donë ­ ª, we are of a lower class of people. We are sucked in by these beliefs because we as Americans do not want to be shown up, and want to be part of the higher class. Americans are always demanding more, while in poverty-stricken countries people are just thankful for what they do have. Maybe we as Americans should just be thankful for the opportunities that this great country has to offer and live our OWN dreams.