China 1400’s

In the early 1400’s most people did not venture outside of their birthplace. Most did not live long lives. They died either from child birth, famine, or sickness. Their knowledge of Arts, medicine, work, and law was confined to the small village and the families that lived there. They would have traveled only a few miles to the next village to trade or shop for necessities. The bulk of their food intake would have been corn, wheat, sorghum, rice and barley. But not too far away in the same world there were missionaries, pilgrims, explorers, conquerors, seaman, caravan leaders and merchants.Explorers and conquerors made their way to villages and took people into their web of networks most against their will. In the beginning merchants were like lower class people. They were watched closely, and their activities were regulated. However as the world got bigger the merchants grew in power, wealth, and status. China was a power house in the early 1400’s. They were an advance d region and would have been best prepared for the emerging world market. They were trading silk, spices, tea, religion, and sickness. Sickness was a drawback/ disadvantage of having travelers, merchants and traders in your area.China had a fleet of ships that traveled to places such as Calicut, Thailand, and other countries. But in 1421 a emperor named Yongle stopped a voyages by the Ming Fleet, and in 1436 emperor Zhu Qizhen ordered the destruction of all shipbuilding plans. China became isolated from other countries and isolated from itself merchants and traders were not supported by the government and were not protected from pirates. The population almost tripled in size from the 1400’s to the 1600 to a staggering 160 million. The majority were poor and could not purchase from Chinese traders.

SAS Institute Case Analysis

1. Basic Business Model The business model of SAS is such that it in general it offers services coupled with software. Unlike typical firms in the industry it follows an annual software subscription model. Rather than sell its software, SAS leases to its customers – a strategy of immense importance in understanding the company’s relationship to its users. The fact that leases must be renewable annually creates a tremendous emphasis on customer satisfaction and quality in addition to stabilising its revenue. Furthermore, its products are made based on what customers require and its developmental process is almost wholly customer driven. There is also a strong focus on employee satisfaction leading to customer retention and loyalty which SAS believes is directly linked to customer satisfaction. As seen by the SAS Institute, the leasing strategy helps keep the company sharp by ensuring that technological advances are driven solely by customer needs. 2. Capabilities and Core Competencies to execute its Business Model SAS possesses many capabilities and competencies to help execute its business model effectively. These include flexibility from being a private company, an effective tacit leadership, unique corporate culture, strong brand, dedicated human capital and a considerable amount of financial resources which they efficiently allocate to certain projects whenever required. Being private, it is able to focus on the long term, continue to implement activities which have a strong focus on employee satisfaction and focus on slower but steady growth, something that would have most likely have not been possible had SAS been a public company. With a strong leadership spearheaded by CEO Jim Goodnight, coupled with a strong brand, SAS is able to recruit and retain the key talent it requires to execute its business model. Having a corporate culture which is egalitarian and based on mutual trust and respect also plays a significant role in retaining talent and keeping employees loyal and happy. With a dedicated human capital striving to continue the company’s growth, SAS does not only come up with innovative products which increase its revenue, it also saves more than $100million due to its low attrition rate. Key Success Factors The key factors are its unconventional management philosophies, customer driven developmental process and it being a private company. Unlike other software companies that focus on monetary benefits, SAS’s management philosophy is mainly employee centred with the provision of many intangible benefits. It also believes in a long term view of all issues and does not actively strive to reac h specified short term financial goals. These have led to a build up of a loyal and talented workforce and sustainable long term growth. Moreover, its products are built on customer needs and customer feedback is taken very seriously. Using the Voice of the Customer (VOC) approach, customer opinions and suggestions are compiled and used to guide the development process. Being a private company with no debt has allowed Goodnight to have a long term view of issues and also implement the abovementioned policies to provide employee satisfaction and consequently customer satisfaction as well. . Building of Capabilities and Core Competencies via People Management Practices With attraction and retention of talent central to the company’s continuing success, it has developed certain principles in its recruitment, compensation, employee benefits and outsourcing policies. It has a stringent recruitment process to ensure the cultural fit of its new hires and thereafter gives its employees as much autonomy as possible. It also actively promotes a work life balance and egalitarian culture with a promotion of non financial incentives, unlike other software firms thus creating a unique corporate culture, â€Å"One of cooperation, teamwork and mutual respect† . Moreover its flat organization structure, open door policy and informal work environment encourages communication at all levels of the organization.. This has also led to the development of a strong brand and increased employee satisfaction which not only enables the company to attract but also retain talent. As shown in the diagram above, this leads to increased customer satisfaction and thus increasing revenues. All in all, these practices have helped promote the building of its capabilities and competencies to a large extent ?Is the SAS Model perfectly in balance? With SAS focussed on long term growth and emphasizing non monetary benefits for its employees, this model has been almost perfect for them. It is not fair to say that the model is perfectly in balance as a firm’s model is largely determined by its capabilities and core competencies. A public company for instance would not enjoy the flexibility that SAS enjoys. It would not be able to provide such extensive employee benefits or focus on long term growth at the expense of short term profitability. No model can fit all organizations and be perfectly in balance and SAS is not different. For example, if its model is in balance, its attrition rate despite being low would be 0 and not 4%. 4. Difficulties in imitating SAS’s approach Being such a differentiated company compared to the rest of the industry in many aspects, it is difficult to duplicate SAS’s approach which is based heavily on intangible assets. â€Å"†¦intangible assets almost never create value by themselves. They need to be combined with other assets. † Hence, not only do these intangible assets such as SAS’s unique corporate culture take years to implement, it is also hard to imitate as the social complexity of a company's culture is so ambiguous that it is almost impossible to find out how it works and combines with each other. ?Why few firms have tried to implement many of its People Management Practices Big companies with strong brands such as IBM could follow its stringent recruitment process but would not be able to imitate its unique culture as easily. With most companies providing incentive compensations and stock options, it would not be easy to eliminate that and emphasize non-monetary incentives. This is especially so when public companies would have to go through its board just to provide employee benefits on a similar scale as SAS. It would also be unfeasible to bring outsourced functions back in-house as it would most certainly drive up labour costs and hence be blocked by a hard-nosed board. 5. Extent to which SAS is dependent on continuation of its CEO With a flat organization structure and having 27 direct reports, Goodnight also appears o be very much on top of all the details of the organization. Conversely, he appears to give his direct reports a clear direction of where SAS Institute is going on the product or technology front, and then let them run their own areas. Even though Goodnight is no longer directly involved with most decisions related to SAS’s work culture, his original vision has spawned a self-perp etuating culture, and â€Å"new† decision makers now share his vision, which governs the variety of philosophies, strategies, and practices adopted by the company since its inception. Even though the culture looks so strong that it would survive a change in leadership, the new CEO would not only have to possess business leadership ability but also shares the same values as Goodnight so that SAS does not deviate from its current approach to its business and management. Hence, with no formal succession planning and still being heavily involved in almost all aspects of the organization, the SAS institute approach to its business and management is heavily dependent on Goodnight’s continuation. . Theory of Human Motivation and Behaviour underlying SAS’s Management Approach Maslow’s Needs Hierarchy seems to underlie SAS’s approach to people management. 7. Barriers in implementing knowledge of how SAS manages its people Firstly, a barrier in trying to implement freedom and autonomy coupled with possessing employees with intrinsic motivation is not only the lack of talent but finding talent with the required characteristics. Secondly, extensive employee benefits such as a gym, day-care and the absence of commission-based pay for its account representatives would most likely not been possible if a company is public. Thirdly, a lack of explicit support and encouragement from top management would be another barrier as this is important for the promotion of an egalitarian culture based on trust and mutual respect on top of a family-friendly atmosphere. 8. Major Challenges SAS may face in the next 5 years and its Impact Due to the changing dynamics of the software industry and increasing global competition, the company has to expand its talent pool which is already in shortage. Hence, there might be a need for the company to come out with new ways to attract talent. Practices such as providing more career advancement opportunities would be important in retaining them. Another challenge would be to develop current staff to meet future needs whilst nurturing its talent to fulfil their potential. SAS might have to change its current unstructured approach where employees are free to come up with and develop their own projects and idea. A more structured approach to its job design could be considered to help nurture and develop staff. In general, SAS’s practices have been working for them and look to be able to continue to help them succeed. However, certain aspects could be improved in the future to overcome potential future people management problems such a new generation of workers demanding a different set of benefits than the one SAS currently offers. . Lessons drawn By paying extraordinary attention to its customers and employees, the company has differentiated itself from other companies in the competitive industry, and subsequently has created this â€Å"wheel of loyalty† which resulted in both employee and customer retention. For various HRM practices such as recruitment and selection, great care must be taken to ensure all practices are designed to fit t he company’s business model and culture and at the same time also highlights its strengths, to promote a competitive advantage. For instance, during recruitment, SAS took great care to hire people to ensure a cultural fit. In addition, its job design was such to fit into its philosophy of trust and autonomy between its employees. There should also be a strong relationship between management and employees to produce competitive advantage, hence SAS’s promotion of an egalitarian culture. ?Future of HRM in firms like SAS The future of HR should be one that is committed to working with line managers to improve SAS’s bottom line, create service value for customers and create workplace value for employees. Leadership and management training should be initiated for senior managers while knowledge sharing within the HR function would be vital for SAS to move forward and expand globally. HR should also become a champion for employees while working to increase employee contributions, specifically commitment and ability to deliver results, be an agent for continuous transformation, and cultivating a culture that will improve SAS’s capacity for change.

Behavioral Finance Heuristic and Judgment, a literature review Essay

Behavioral Finance Heuristic and Judgment, a literature review - Essay Example In subsequent studies, Fama (1998; with French 1992/1993/1996) and Malkiel (1995) showed empirical evidence proving these conclusions and the observation that in efficient markets, only those that arrive first can earn above average returns. This logic that consistently beating the market is impossible (returns are so low that most will go to trading fees and commissions) led to the creation of index funds that mimic market performance. On the other side are the behavioral finance academics who claim that capital markets are inefficient, citing observable market anomalies showing that stock price behavior is predictable, that investors are irrational, and that many can earn above average returns or beat the market (Shiller 1981/1990/2000). Barberis, Shleifer and Vishny (1998) claim that in the ongoing battle between rational and irrational traders in the market the irrational ones are dominating. The systematic errors that irrational investors make when they use public information to form expectations of future cash flows overwhelm the efforts of rational traders to undo the former's market dislocating effects. Daniel, Hirshleifer, and Subrahmanyam (1998) state that irrational traders' overconfidence in interpreting private information pushes up prices above rational fundamentals and increases market inefficiency. Behavioural finance studies are backed by empirical evidence showing market inefficiency caused by limits to arbitrage (Shleifer and Vishny 1997) and behavioral psychology, both individual (Shleifer 2000) and collective (Hirshleifer and Teoh 2003), as factors that explain inefficient market behaviour. One stock anomaly cited as proof of market inefficiency is the so-called January effect that can be stated simply as "stock prices tend to go up in January" (Gultekin and Gultekin 1983). Thaler (1987) and Shiller (1997) attributed this to psychological factors as investors are influenced by their own mental compartments. Fama (1998) claims that conclusions based on market anomalies discovered by behavioral finance are due to poorly done statistical work and amateurish techniques. He cited above average returns as the result of chance, that behavioral finance models are loaded with judgmental biases making it predictably easy to justify any hypothesis proposed, and that the efficient market hypothesis can explain all forms of market behaviour to date. Nevertheless, despite the voluminous literature on the topic, both efficient markets and behavioral finance proponents agree that their models have not managed to fully explain capital markets behavior. Sharpe, a 1990 Nobel Prize winner who supports both theories said that "as a practical matter it is prudent to assume the market is pretty close to efficient in terms of pricing and risk and return On the other hand, we have learned from cognitive psychology that ordinary human beings needalternatives

Consumer Decision Process Essay Example | Topics and Well Written Essays - 3000 words

Consumer Decision Process - Essay Example Consumer decision process is complex and is affected by several factors. In this paper the factors affecting consumer decision process are examined with the help of an actual purchase situation of a vacation and well supplanted with theoretical support. Grounding Theory There is a five step process in the consumer buying process: need recognition, information search, alternative evaluation, purchase decision, and post purchase evaluation. Consumers can go through three types of decision-making. The first is routine decision-making which is used when the purchase is simple, inexpensive, and familiar. Another is called limited decision-making. The consumer uses this type when decision-making involves a moderate search and purchasing effort. The final decision-making process is referred to as extensive and is used when the product is unfamiliar or very significant to consumers. Consumers may search for brand and outlets in combinations (Hawkins et.al, 1983). Most consumers are influenced by various groups in the decision-making buying process. Consumer choices are nested and interlocked across the assorted contexts of daily life (e.g., First and Dholakia 1982; Huffman, Ratneshwar, and Mick 2000).We examine these contexts in following paragraphs. Demographic Influences Demographic and economic descriptors of a market are often helpful but insufficient to explain what is purchased by consumers. They provide us with directional indicators of the total quantity purchased by variously categorized consumers but they are unable to pinpoint the specific choices of the consumers and what factors determined such choices. These factors can reveal little about the individual assortment of products purchased, brand choice, brand switching etc. Typical examples of such factors are agewise, income wise, region wise, brand wise sales or purchase data. Such data can provide broad leads for future marketing efforts. The marketing efforts however can only be truly guided by deeper analysis of other factors as discussed below. Motivation In consumer motivation there are essentially two views. First view holds the Freudian position that forces shaping people's behavior are largely unconscious. People may be unwilling, or unable to reveal or identify what is motivating them. In such cases identification of motivating factors becomes arduous. They have to be conjectured with the help of patterns of consumer behavior to given stimuli-often in controlled conditions. It has to be supplanted by additional efforts in indirect structured searching. Second view is attributed to the development of Maslow's need hierarchy. This view states that consumers are driven to satisfy certain needs at particular times and these needs can be arranged in a hierarchical pattern. According to Maslow's hierarchy of needs, there are five categories of needs viz. (1) physiological, (2) safety, (3) social, (4) esteem, and (5) self-actualization. They form a pyramid structure with the lowest and broadest

Narrative of the Life of Frederick Douglass, an American Slave Essay - 5

Narrative of the Life of Frederick Douglass, an American Slave - Essay Example The book is a detailed account of his life as a slave until he was emancipated. As with every other race story and accounts in the different literature books such as Handlin’s or even Daniel’s, the minority race (in this case the blacks) were always on the receiving end of every evil their white masters and even the rest of the white people subjected them to. Fredrick’s case is not different, in chapter 10 when he was working in Mr. Covey’s plantation, he was constantly thoroughly whipped and mercilessly for that matter until he ran away because he thought he was going to die after collapsing one day from the beating (Douglass 77). He is also abused by other white men when he goes to work in the shipyard and he has to leave there too. This is an indication of how one race considered them so superior over the other that even people on the same job category still treated the blacks as slaves and with disdain. The worst part is that even with evidence of physical abuse, the police and lawyers cannot come to the rescue of the blacks simpl y because even the system is wretched and corrupt with racism. Fredrick may have managed to get slavery abolished but that does not mean that other forms of modern-day slavery do not exist. Issues such as racism as explained by Fredrick are still in existence even to date with some white still feeling superior to the blacks and even people of law (such as police, lawyers, advocates, and some judges) still separates these two races to date. Even though the slavery may not be as intense as it used to be when Fredrick was growing up where even the food provided by the master was little and children were separated from their parents at a very tender age so that they cannot know love (Douglass 20), there is still the lack of complete freedom for the immigrants and people of minority race and ethnicity not only in the United States but in other nations of the world as well.

Aristotle and Kant on Ethical Theory and Practice Essay

Aristotle and Kant on Ethical Theory and Practice - Essay Example On the other hand, relativists believe that ethics is a human invention and that â€Å"all ethical standards are relative† hence there are â€Å"no permanent, universal, objective values or standards† (Mizzoni 11, 191). LeBar asserts that individual people create own moral standards and that these standards change from society to society throughout time and the world (185). This is what is often referred as cultural relativism. Kant is strong objectivists as he emphasises that ethical duties are absolute and categorical while Aristotle insists that human beings are rational and moral virtue is developed through habit. He is thus a relativist. I would argue in favour of Aristotle that ethical standards vary with contexts, individuals and societies. Consider such practices as polygamy, homosexuality, and female genital mutilation. Are these practices right or wrong? If we look at polygamy it is a norm in some communities especially African communities but not acceptable in western communities. Some individuals view homosexuality as right while others consider it wrong depending on their religious inclinations and personal values. For genital mutilation, it was often practiced by early communities but in modern communities it is considered wrong even though some communities still practice it. How are these actions to be judged? By which ethical standards? If we argue that ethical standards are universal and applicable to all regardless of their opinion or beliefs then it would mean all these practices are wrong but this is not the case; they are right in some societies and wrong in others. This supports Aristotle’s view that moral virtue is developed by habits (Moral Philosophy n.p). In this case, good habits form the bui lding blocks of good moral character and that man has power to control his own actions since he is rational. They then reflect on these actions and perfect them if they are good but in the process, they must have a good role model

Mother by amy tan Essay Example | Topics and Well Written Essays - 750 words

Mother by amy tan - Essay Example The use of English however must be put in context just like Amy Tan narrated when she was delivering a speech as well as communicating with her mother. In everyday communication where we converse with people close to us, there is really no standard of right and wrong English in academic standard. Grammars are not observed and proper syntax can be ignored. Probably the standard of propriety in the use of English language in this context is the degree of respectability and consideration to the person we are communicating with by not using offensive language that could hurt or offend the other person. It is different however when we go out of the comfort of our homes and social circles. Especially in school when we are graded and at work where part of our professionalism depends on how we communicate. There, the standard of proper English becomes stringent and the student and/or professional must be able to communicate it well in accordance to the proper use of the English language. The comfort of the mode of communicating intimate language at home should not be made an excuse for communicating poorly in academic and professional setting. Just like in the case of Amy Tan where she forced herself to learn good English to the point of being a writer, a student must also strive to improve his or her command of English. Understandably, this would not be easy especially if English is not the person’s mother tongue just like the case of Amy Tan’s mother. One must however not pass harshly to Amy Tan’s mother just because she cannot speak straight or proper English. Her inability to speak straight English does not reflect her aptitude. As what Amy Tan has said, she can read and comprehend complex text more than Amy Tan could. And as Amy Tan narrated beautifully at the end of her essay, her language ability â€Å"does not reveal her intent, her passion, her imagery, the rhythms of her

American Literature 17th-19th Century Essay Example | Topics and Well Written Essays - 500 words

American Literature 17th-19th Century - Essay Example Tom Paine’s in his literary work the â€Å"Rights of Man† described King George as a â€Å"royal brute.† In the first part of the book, Paine attacks the whole essence of monarchy. Unlike his colleague Burke, Paine insists that each society has the privilege to establish a solid foundation of their own government without the consistent oppression of a monarch. Paine attacks King George III from all angles as he considers King George to be an â€Å"unfit leader† in many aspects. First and foremost is the fact that he used the colonist’s tax money to fund his poor decisions as a King but also to pay for his son’s misfortunes. Paine elaborately describes this dilemma as he states, â€Å"The burden of the national debt consists not in its being so many millions, or so many hundred millions, but in the quantity of taxes collected every year to pay the interest. If this quantity continue the same, the burden of the national debt is the same to all intents and purposes, be the capital more or less† (Paine, 20). Clearly, he is irate at the fact that the colonists have to atone for the burden for the King’s self-pursuit interests. According to his perspective, the King wanted to "keep the rebels harassed, anxious, and poor, until the day when, by a natural and inevitable process, discontent and disappointment were converted into penitence and remorse† (Paine, 24). Paine’s point of emphasis continues to be the fact that government is for the living and not for the dead. Heredity power should be acquired through the choice of the people and is not heredity. Paine was one of the most prominent philosophers that dominated the philosophy scene in his era. One cannot ignore the fact that Paine was writing during an era where warfare plagued society. Clearly, Paine wanted to establish the fact the notion of commonwealth in this statement. In commonwealth, the notion a covenant is established. A covenant in

Ancient Religion Essay Example | Topics and Well Written Essays - 250 words - 2

Ancient Religion - Essay Example er could center on a single deity as the entity of his own worship and reverence, without assuming that his own deity was unique The Mesopotamians believed that the afterlife was a dreadful experience, where the dead eats dust and wore feathers as clothing, weeping in the realms of the Netherworld and Ereshkigal. They believed that everything was cyclic, and probably considered life and death as such as well.  The Greeks too believed in a life after death. A special place of bliss, the Elysian Fields, was reserved for the heroes. The souls damned for being evil were sent to everlasting punishment, in the underworld. The soul that was good, was sent to the dominion of the Blessed. The Greek god Hades is identified in Greek mythology as the king of the underworld. The Romans had a comparable belief system about the life after death, with Hades becoming identified as Pluto.  The Egyptians had a very optimistic view of the afterlife.Burying the dead was of religious concern in Egypt, The Egyptians believed that the vital life-force was composed of several psychical elements, of which the most important was the ka. The ka, a duplicate of the body, accompanied the body throughout life and, after death, departed from the body to take its place in the kingdom of the dead. The ka, however, could not exist without the body; every effort had to be made, therefore, to preserve the corpse.  Many religions practiced in modern times too believe in life after death.An afterlife concept that is found among Hindus and Buddhists is reincarnation, as developing humans’ life after life in the physical world that is, acquiring a superior grade of consciousness by means of successive reincarnations. This chain is conceived to lead toward an eventual liberation or ‘nirvana’.  

Synthesis Paper Term Example | Topics and Well Written Essays - 2500 words

Synthesis - Term Paper Example The thinking is that as a practicum, it is important to spend time doing things that have potentially large impact on the community and on the lives of poor people especially, and student achievement among those along the margins of poverty need to be understood in the context of larger family and social dynamics for interventions to have any chance of succeeding (Schoolwires, 2014). Title 1 refers to the program that is funded by the federal program and is of the biggest of its kind in the United States, with the goal of providing financial and related support to schools with large proportions of being at risk of not meeting academic standards due to poverty. In its original form, it achieved the force of law under the Elementary and Secondary School Act of 1965, and this was later revised in 1994 to tweak the overall goals of the program. In its current state under the No Child Left Behind, schools have to meet academic standards progress in achievement as reflected in yearly state testing in order for continued inclusion in the funding program. The annual money earmarked for the program is pegged at $14 billion, and in recent years as many as 56,000 different schools across America have tapped into the program funding (US Department of Education, 2015; Malburg, 2015). It is important to note that the Abilene Independent School District or AISD in general is a school district that naturally meets the standards for government support under the Title 1 program of the legislation on No Child Left Behind and earlier legislation that originated the idea of providing additional funding and support to school districts that have large numbers of students living in poverty or near the poverty line. This is because large numbers of residents in the school district are poor, and make substantially less than the average American worker on a

Big Data in Companies Essay Example for Free

Big Data in Companies Essay Big data (also spelled Big Data) is a general term used to describe the voluminous amount of unstructured and semi-structured data a company creates data that would take too much time and cost too much money to load into a relational database for analysis. Although Big data doesnt refer to any specific quantity, the term is often used when speaking about petabytes and exabytes of data. A primary goal for looking at big data is to discover repeatable business patterns. It’s generally accepted that unstructured data, most of it located in text files, accounts for at least 80% of an organization’s data. If left unmanaged, the sheer volume of unstructured data that’s generated each year within an enterprise can be costly in terms of storage. Unmanaged data can also pose a liability if information cannot be located in the event of a compliance audit or lawsuit. Big data analytics is often associated with cloud computing because the analysis of large data sets in real-time requires a framework like MapReduce to distribute the work among tens, hundreds or even thousands of computers. Big data is data that exceeds the processing capacity of conventional database systems. The data is too big, moves too fast, or doesn’t fit the strictures of your database architectures. To gain value from this data, you must choose an alternative way to process it. The hot IT buzzword of 2012, big data has become viable as cost-effective approaches have emerged to tame the volume, velocity and variability of massive data. Within this data lie valuable patterns and information, previously hidden because of the amount of work required to extract them. To leading corporations, such as Walmart or Google, this power has been in reach for some time, but at fantastic cost. Today’s commodity hardware, cloud architectures and open source software bring big data processing into the reach of the less well-resourced. Big data processing is eminently feasible for even the small garage startups, who can cheaply rent server time in the cloud. The value of big data to an organization falls into two categories: analytical use, and enabling new products. Big data analytics can reveal insights hidden previously by data too costly to process, such as peer influence among customers, revealed by analyzing shoppers’ transactions, social and geographical data. Being able to process every item of data in reasonable time removes the troublesome need for sampling and promotes an investigative approach to data, in contrast to the somewhat static nature of running predetermined reports. The past decade’s successful web startups are prime examples of big data used as an enabler of new products and services. For example, by combining a large number of signals from a user’s actions and those of their friends, Facebook has been able to craft a highly personalized user experience and create a new kind of advertising business. It’s no coincidence that the lion’s share of ideas and tools underpinning big data have emerged from Google, Yahoo, Amazon and Facebook. The emergence of big data into the enterprise brings with it a necessary counterpart: agility. Successfully exploiting the value in big data requires experimentation and exploration. Whether creating new products or looking for ways to gain competitive advantage, the job calls for curiosity and an entrepreneurial outlook. What does big data look like? As a catch-all term, â€Å"big data† can be pretty nebulous, in the same way that the term â€Å"cloud† covers diverse technologies. Input data to big data systems could be chatter from social networks, web server logs, traffic flow sensors, satellite imagery, broadcast audio streams, banking transactions, MP3s of rock music, the content of web pages, scans of government documents, GPS trails, telemetry from automobiles, financial market data, the list goes on. Are these all really the same thing? To clarify matters, the three Vs of volume, velocity and variety are commonly used to characterize different aspects of big data. They’re a helpful lens through which to view and understand the nature of the data and the software platforms available to exploit them. Most probably you will contend with each of the Vs to one degree or another. Volume The benefit gained from the ability to process large amounts of information is the main attraction of big data analytics. Having more data beats out having better models: simple bits of math can be unreasonably effective given large amounts of data. If you could run that forecast taking into account 300 factors rather than 6, could you predict demand better? This volume presents the most immediate challenge to conventional IT structures. It calls for scalable storage, and a distributed approach to querying. Many companies already have large amounts of archived data, perhaps in the form of logs, but not the capacity to process it. Assuming that the volumes of data are larger than those conventional relational database infrastructures can cope with, processing options break down broadly into a choice between massively parallel processing architectures — data warehouses or databases such as Greenplum — and Apache Hadoop-based solutions. This choice is often informed by the degree to which the one of the other â€Å"Vs† — variety — comes into play. Typically, data warehousing approaches involve predetermined schemas, suiting a regular and slowly evolving dataset. Apache Hadoop, on the other hand, places no conditions on the structure of the data it can process. At its core, Hadoop is a platform for distributing computing problems across a number of servers. First developed and released as open source by Yahoo, it implements the MapReduce approach pioneered by Google in compiling its search indexes. Hadoop’s MapReduce involves distributing a dataset among multiple servers and operating on the data: the â€Å"map† stage. The partial results are then recombined: the â€Å"reduce† stage. To store data, Hadoop utilizes its own distributed filesystem, HDFS, which makes data available to multiple computing nodes. A typical Hadoop usage pattern involves three stages: * loading data into HDFS, * MapReduce operations, and * retrieving results from HDFS. This process is by nature a batch operation, suited for analytical or non-interactive computing tasks. Because of this, Hadoop is not itself a database or data warehouse solution, but can act as an analytical adjunct to one. One of the most well-known Hadoop users is Facebook, whose model follows this pattern. A MySQL database stores the core data. This is then reflected into Hadoop, where computations occur, such as creating recommendations for you based on your friends’ interests. Facebook then transfers the results back into MySQL, for use in pages served to users. Velocity The importance of data’s velocity — the increasing rate at which data flows into an organization — has followed a similar pattern to that of volume. Problems previously restricted to segments of industry are now presenting themselves in a much broader setting. Specialized companies such as financial traders have long turned systems that cope with fast moving data to their advantage. Now it’s our turn. Why is that so? The Internet and mobile era means that the way we deliver and consume products and services is increasingly instrumented, generating a data flow back to the provider. Online retailers are able to compile large histories of customers’ every click and interaction: not just the final sales. Those who are able to quickly utilize that information, by recommending additional purchases, for instance, gain competitive advantage. The smartphone era increases again the rate of data inflow, as consumers carry with them a streaming source of geolocated imagery and audio data. It’s not just the velocity of the incoming data that’s the issue: it’s possible to stream fast-moving data into bulk storage for later batch processing, for example. The importance lies in the speed of the feedback loop, taking data from input through to decision. A commercial from IBM makes the point that you wouldn’t cross the road if all you had was a five-minute old snapshot of traffic location. There are times when you simply won’t be able to wait for a report to run or a Hadoop job to complete. Industry terminology for such fast-moving data tends to be either â€Å"streaming data,† or â€Å"complex event processing. This latter term was more established in product categories before streaming processing data gained more widespread relevance, and seems likely to diminish in favor of streaming. There are two main reasons to consider streaming processing. The first is when the input data are too fast to store in their entirety: in order to keep storage requirements practical some level of analysis must occur as the data streams in. At the extreme end of the scale, the Large Hadron Collider at CERN generates so much data that scientists must discard the overwhelming majority of it — hoping hard they’ve not thrown away anything useful. The second reason to consider streaming is where the application mandates immediate response to the data. Thanks to the rise of mobile applications and online gaming this is an increasingly common situation. Product categories for handling streaming data divide into established proprietary products such as IBM’s InfoSphere Streams, and the less-polished and still emergent open source frameworks originating in the web industry: Twitter’s Storm, and Yahoo S4. As mentioned above, it’s not just about input data. The velocity of a system’s outputs can matter too. The tighter the feedback loop, the greater the competitive advantage. The results might go directly into a product, such as Facebook’s recommendations, or into dashboards used to drive decision-making. It’s this need for speed, particularly on the web, that has driven the development of key-value stores and columnar databases, optimized for the fast retrieval of precomputed information. These databases form part of an umbrella category known as NoSQL, used when relational models aren’t the right fit. Microsoft SQL Server is a comprehensive information platform offering enterprise-ready technologies and tools that help businesses derive maximum value from information at the lowest TCO. SQL Server 2012 launches next year, offering a cloud-ready information platform delivering mission-critical confidence, breakthrough insight, and cloud on your terms; find out more at www. microsoft. com/sql. Variety Rarely does data present itself in a form perfectly ordered and ready for processing. A common theme in big data systems is that the source data is diverse, and doesn’t fall into neat relational structures. It could be text from social networks, image data, a raw feed directly from a sensor source. None of these things come ready for integration into an application. Even on the web, where computer-to-computer communication ought to bring some guarantees, the reality of data is messy. Different browsers send different data, users withhold information, they may be using differing software versions or vendors to communicate with you. And you can bet that if part of the process involves a human, there will be error and inconsistency. A common use of big data processing is to take unstructured data and extract ordered meaning, for consumption either by humans or as a structured input to an application. One such example is entity resolution, the process of determining exactly what a name refers to. Is this city London, England, or London, Texas? By the time your business logic gets to it, you don’t want to be guessing. The process of moving from source data to processed application data involves the loss of information. When you tidy up, you end up throwing stuff away. This underlines a principle of big data: when you can, keep everything. There may well be useful signals in the bits you throw away. If you lose the source data, there’s no going back. Despite the popularity and well understood nature of relational databases, it is not the case that they should always be the destination for data, even when tidied up. Certain data types suit certain classes of database better. For instance, documents encoded as XML are most versatile when stored in a dedicated XML store such as MarkLogic. Social network relations are graphs by nature, and graph databases such as Neo4J make operations on them simpler and more efficient. Even where there’s not a radical data type mismatch, a disadvantage of the relational database is the static nature of its schemas. In an agile, exploratory environment, the results of computations will evolve with the detection and extraction of more signals. Semi-structured NoSQL databases meet this need for flexibility: they provide enough structure to organize data, but do not require the exact schema of the data before storing it.

What do we learn about the role played by Curleys wife in of mice and men Essay Example for Free

What do we learn about the role played by Curleys wife in of mice and men Essay Curleys wife is a very interesting character. As the sole woman in the novel she could be said to represent her gender. However, few readers would regard her in a positive manner. Even before she appears in the novel, readers are given a negative impression of her as a sexual promiscuous character. Her role in the novel allows Steinbeck to develop hes central themes such as loneliness and dreams. In society women are terribly degraded by mens comments and actions. They are victims of prejudiced, which leads to loneliness. she got the eye goin all the time on everybody. I bet she gives the stable buck the eye. Curleys wife is never referred to anything but Curleys wife. This symbolises that she is thought of as hes property. None of the men speak very highly of her they all think in their words that she is Jail bait. This is realistic because even today we see this type of sexism occurring. Curleys wife walks the ranch as a temptress, she also hides a deep sense of loneliness behind the tramp, tart and bitch attitude she puts on. Her first outburst in crooks room shows her image. Satiday night. Everybody out doing sompin. Everbody! An what am i doin? Standin here talkin to a bunch of bindle stiffs, a nigger an a dum- dum and a lousy ol sheep, an likin it because they aint nobody else. For a young lady to be left home alone all day would send anyone in a deep state of depression. She is married to a man that gives her little attention and none of hes time. This is why I think she degrades herself. She shows little or no sign of respect for herself. She flirts with other men to keep herself entertained. Swell guy aint he? Spends all his time saying what hes gonna do to guys he dont like and he dont like no body. As a woman during the depression she has no choice but to marry someone who can support her. Society gives jobs and independence to men and women have no power. She is at the bottom of society. Her marriage to Curley is a disaster because he only cares about himself and he isnt interested in her at all. Curleys wife understands that all men think of her as an object, she uses her beauty to attract men so they will talk to her. She put her hands behind her back and leaned against the door frame so that her body was thrown forward. She needs friends and people to talk to, but everyone turns her away. Curley is jealous and treats her like his possession to be guarded, she feels frustrated. Whats the matter with me? Aint I got the right to talk to nobody? Desperate to satisfy her need for belonging and love, she turns to strangers such as Lennie, the only person that she feels she can talk to. She hints at her loneliness when she says, Seems like they aint none of them cares how i gotta live, Her aggravation and frustration about being lonely is being released, and she may be free from loneliness because she has finally released most of her feelings and emotions before her death. Loneliness is a large aspect of the novel. Different characters deal with it in different ways. When Curleys wife opens up to Lennie the readers sympathise with her. Well I aint told this to nobody before This shows her inner feelings of how desperate she is in wanting a friend. She is successful in getting a person like Lennie to talk to and trust in, but from all this she had been killed by the hands of the one she trusted. Curleys wife has a dream she wants something to call her own, she wants fame, fortune and admiration. When she is talking to Lennie, alone in the barn, she recounts her obviously well told stories of her offers of fame. Coulda been in the movies an had nice clothes. She is unhappy with her husband, and his constant stories of who hes going beat up next. This brings up a very important question in the readers minds. Why did she marry Curley? I ast her if she stole it, too an she says no, so I married Curley. This shows that Curleys wife is a very stubborn character she wants everything her own way, and doesnt care what she has to sacrifice. She seems to have a deep regret that she didnt take up either of the men on their offers. This dream is important to her because it decides weather or not shes going to try again and go on in life and be a success and full fill her dream of being an actress or that she stays where she is and becomes something else. She tells Lennie of her need for affection, and how she needs to be wanted. Curleys wife does not seem at all likely to achieve her dreams. Even if she wasnt murdered, she was stuck in a rut with Curley, a rut that would have gone round and round in until he left her for a new woman, or she finally built up the courage to leave him. The first description of Curleys wife is described very differently from how Steinbeck describes her at the end of the novel. Steinbecks first description is very sharp and harsh. She had full roughed lips and wide spaced eyes, heavily made up Steinbeck describes her to be a tart; he wants the readers to think that she looks like a prostitute. When Curleys wife is murdered hes description is changed. she was very pretty, simple and her face was sweet and young. This description was given after her death, there is a hidden meaning to why I think Steinbeck did this. He wants the readers to understand that the description that was given earlier in the novel was what everyone thought of her, it was like a mask she had on. Her real personality and her real self were only discovered before she died.

Huckleberry Finn Moral Development Changes

Huckleberry Finn Moral Development Changes Introduction Mark Twain’s novel The Adventures of Huckleberry Finn (2006a, pp.1-504), first published in 1884, starts out in a small fictional town of St. Petersburg in Missouri situated close to the Mississippi River, and is set a few decades before the outbreak of the American Civil War. The story is narrated by the protagonist, Huck, and follows his journey wherein he is faced with a number of moral choices, which subsequently lead him to question the morality and supposedly ‘civilised’ nature of society, outgrowing his own instincts of self-preservation and moral deviancy in the process. Using Kohlberg’s theory of moral development (1981, cited in Gibbs, 2003, pp.57-76), this essay will analyse how and why Huck begins to take responsibility for his own moral choices, rejecting the prescribed morality of some of the authority figures in his life and accepting that of others, thus demonstrating how life experiences of kindness and cruelty can affect the development of an individual’s mortality. Huck’s Initial Absence of Morality At the opening of the novel, the reader finds Huck feeling restricted after being placed in the guardianship of Widow Douglas and her sister, Miss Watson. This occurs after he has come into possession of a large sum of money as a result of his earlier adventures with friend, Tom Sawyer – who, of course, features alongside Huck in Twain’s earlier text, The Adventures of Tom Sawyer (2006b, pp.1-375) – and is placed under the widow’s guardianship by a judge who hopes she can â€Å"sivilize† him (Twain, 2006a, p.7) by teaching him the Christian faith. Huck is keen to demonstrate that her attempts have been unsuccessful, describing his desire to join up with Tom’s gang of thieves rather than being trapped in such a respectable household, feeling cramped and sweaty in the new clothes she makes him wear, and being frustrated at not being allowed to smoke, curse or slouch (Twain, 2006a, pp.7-9). He is dismissive of the morality contained within the religious teachings that the widow offers him, noting that he has no interest in the dead are they are â€Å"no good to anybody, being gone† (Twain, 2006a, p.9), and even goes so far as to tell the widow that he would prefer to go to Hell rather than Heaven, because he could â€Å"see no advantage in going where she was going† (Twain, 2006a, p.9). He is similarly pleased to hear that the widow believes Tom Sawyer will go to Hell (Twain, 2006a, p.10), as that means they will be together, showing his flippant approach to serious issues (Blair, 1973, p.138). He also demonstrates his tendency to lie (Twain, 2006a, p.53), steal (Twain, 2006a, p.32), and exhibit his prejudices, such as can be seen in his initial stereotyping of the black slave, Jim, who Huck repeatedly disregards as a simple â€Å"nigger† (Twain, 2006a, p.22). Huck’s morality at this point corresponds well with the ‘pre-conventional’ (otherwise known as the ‘pre-moral’) stage identified in Kohlberg’s theory of moral development (1981, cited in Gibbs, 2003, pp.57-76), wherein the individual’s behaviour is dictated by self-interest and self-preservation. His avoidance of further arguments with the widow regarding Heaven and Hell, for instance, is not a mark of respect for the woman trying to raise him as her son, but rather a recognition that pursuing his point would â€Å"only make trouble† for himself (Twain, 2006a, p.9). His response is dictated by the possibility of punishment or gain, rather than by a moral sense of ‘right’ and ‘wrong’ (Kohlberg, 1981, cited in Gibbs, 2003, pp.57-76). This is also demonstrated by Huck’s adherence to superstitious behaviour and beliefs, such as his worry that burning a spider will bring him bad luck, his use of horseshoes to frighten bad spirits, and the binding of his hair to ward off witches (Twain, 2006a, p.10). However, it is important to note the distinct lack of authority figures in Huck’s life that would have provided him with moral guidance and ensured his beliefs did not become confused during his early childhood. Bloom (2005, n.p.) supports this by stating that â€Å"Huck is an impoverished and uneducated orphan who [has to] raise himself in a corrupt and bigoted world†. Little information is supplied about Huck’s mother, but Huck reveals that he was regularly beaten by his father (Twain, 2006a, p.23) and thus reacts to Pap Finn’s unannounced return with fear and suspicion (Twain, 2006a, p.25), concerned that his father is after his fortune. Although Widow Douglas treats him with kindness, he is initially resistant to the love and lessons of morality she offers him. Altschuler (1989, p.31) notes that Huck’s early experiences are the reason why he cannot accept Widow Douglas as a substitute mother figure at this stage. Altschuler (1989, p.31) observes that his moral development would likely have been stunted during early childhood, as â€Å"motherless children have great difficulty developing into moral human beings†. Viewed in regard to child attachment theory (Bowlby, 1988, cited in Waters et al, 2005, pp.80-84), Huck’s comments regarding the non-importance of moral lessons given by those who are â€Å"[long] gone† (Twain, 2006a, p.9) and his subsequent trust issues are particularly pertinent, as they suggest Huck’s ability to form paternal attachments has become disorientated (Ainsworth et al., 1978, p.282). Huck’s ‘Bad’ Morality, Personal Sympathy and Dilemma of Conscience After being placed in the custody of his father and moved to an isolated cabin, Huck fakes his own death in elaborate fashion (Twain, 2006a, pp.35-36) before escaping down-river to Jackson’s Island. He appears to feel no remorse for doing so. It is here that Huck re-encounters Jim, the black slave of Miss Watson, who Huck discovers has also run away (Twain, 2006a, p.43). It is at this point that the protagonist is faced with the first of the series of moral questions which serve to define his character as the novel progresses. Huck initially agrees to help Jim escape to freedom, although he recognises that by keeping his promise to not inform the authorities, he would be thought of by others as a â€Å"low-down Abolitionist and despise[d]† (Twain, 2006a, p.44) – an idea which he is clearly affected by later, as he decides to betray his friend and turn him over to the authorities. It is anticipation of their arrival in ‘free’ country that sparks Huck’s intended betrayal – he realises that he will be considered an accomplice of Jim’s because, although he did not actually help Jim with his initial escape, he has remained silent since (Twain, 2006a, pp.79-80). As can be seen in the passage outlined below, Huck’s conscience is very much orientated towards a white, middle-classed conception of morality wherein the concepts of ownership, law and order are valued much more highly than a slave’s right to freedom: ‘Conscience says to me: ‘What had poor Miss Watson done to you, that you could see her nigger go off right under your eyes and never say one single word? What did that poor old woman do to you, that you could treat her so mean?’’ (Twain, 2006a, p.80). Huck is even more horrified to learn that Jim intends to free his family one way or the other, and is prepared to ‘steal’ them away in order to ensure their safety. He is unable to view Jim’s family as anything other than another man’s property, and feels compelled to turn him in as soon as he is able: ‘Here was this nigger which I had as good as helped to run away, coming right out flat-footed and saying he would steal his children—children that belonged to a man I didn’t even know; a man that hadn’t ever done me no harm My conscience got to stirring me up hotter than ever, until at last I says to it: ‘I’ll paddle ashore at first light, and tell.’’ (Twain, 2006a, p.81). In terms of moral development, this passage (and subsequent events) sees Huck entering into the second stage identified by Kohlberg (1981, cited in Gibbs, 2003, pp.57-76), which is known as the ‘conventional’ stage of morality. Although Huck has begun to accept some form of morality (i.e. by trying to determine what is the ‘right’ thing to do), he judges his actions only in relation to societys views and expectations, rather than relying on his own personal judgment. In rural Missouri during the period leading up to the American Civil War, slave ownership was widely accepted as a legitimate form of possession and was not subjected to critical pressure – subsequently, Huck views turning Jim in to the authorities as being the ‘right’ thing to do, despite the fact that Jim has shown him only friendship, and Miss Watson (and the ‘civilised’ society she represents) has mainly offered him criticism, chastisement and cruelty. According to Bennett (1974, p.127), this is a typical example of ‘bad’ morality, meaning the principles upon which a moral code is based have become somewhat skewed and require re-examination. One of the ways this can occur is when emphasis is placed in an individual’s mind upon what is legally, rather than morally, right (Kohlberg, 1981, cited in Gibbs, 2003, pp.57-76). However, Huck experiences a change of heart when he paddles away from Jim intending to turn him in, and Jim calls out that Huck is â€Å"de bes’ fren’ Jim’s ever had, en de only fren’ ole Jim’s got now† (Twain, 2006a, p.81). Huck loses his nerve, and lies to the authorities when asked the skin colour of his companion (Twain, 2006a, p.82). It is important to note here that some critics would argue that this does not constitute a sufficient moral shift, as Huck’s change of heart is not initiated by a realisation of the inhumanity of slavery, but rather his reluctance to betray a friend in his time of need – thus, the black struggle is reduced to a motif no more powerful than Huck’s imprisonment at the hands of his father which, although awful, cannot compare to the horror that was enslavement (Lester, 1999, p.201). Huck does begin to show a level of remorse for his pranks and jests as well though, as can be seen when Jim reprimands him for making him think that he dreamt up the fog that separated them briefly and made Jim so anxious. Jim tells Huck that: ‘My heart wuz mos’ broke bekase you wuz los’, en I didn’t k’yer no mo’ what become er me en de raf’. En when I wake up en fine you back agin’, all safe en soun’, de tears come en I could a got down on my knees en kiss’ yo’ foot I’s so thankful. En all you wuz thinkin ’bout wuz how you could make a fool uv ole Jim wid lie. Dat truck dah is trash; en trash is what people is dat puts dirt on de head er dey frens en makes em feel ashamed’ (Twain, 2006a, p.79). As Trilling (1960, p.195) notes, the sense of shame and humility that this sparks in Huck leads him to be compelled to apologise for his behaviour, stating that after â€Å"fifteen minutes [of] work[ing] [him]self up to go and humble [him]self to a black person [he] done it, and warn’t sorry for it afterward† (Twain, 2006a, p.79). Though, again, this passage has been criticised for portraying Jim as being something less than human (Lester, 1999, p.202), it does indicate that the distance between the two characters is closing in Huck’s mind. Huck’s Increased Morality in the Face of Hypocrisy, Cruelty and Deception Once separated from Jim in Kentucky, Huck is offered shelter with the aristocratic Grangerford family (Twain, 2006a, p.87) after confirming he has no connection with the Shepherdsons, a family who – despite attending the same church and subscribing to a religion that teaches â€Å"brotherly love† (Twain, 2006a, p.97) – have been locked into a blood feud with the Grangerfords for the last thirty years. The irony of a religious community that accepts feuding as part of everyday life and allows the carrying of guns in church is not lost on Huck who, despite his age, has begun to recognise the hypocrisies existing within the supposedly ‘civilised’ society (Tucker, 1990, p.17). After unwittingly helping Miss Sophia elope with a member of the Shepherdson family by passing a message hidden in a Bible, Huck witnesses the ambush and murder of various male members of the Grangerford family, including his young friend Buck (Twain, 2006a, pp.101-102), in an act of retaliation by the Shepherdsons. Huck is subsequently left questioning the validity of the community’s customs-based morality. According to Kohlberg (1981, cited in Gibbs, 2003, pp.57-76), this signals that Huck has entered into the final stage of moral development, which is known as the ‘post-conventional’ level. Here, an individual is able to examine the laws, traditions and customs of a community and evaluate whether or not these promote its general welfare (Kohlberg, 1981, cited in Gibbs, 2003, pp.57-76). Where laws and customs are not found to promote the ‘greatest good’ for the greatest number of people, they can be abandoned accordingly (Kohlberg, 1981, cited in Gibbs, 2003, pp.57-76). Subsequently, Huck shows increased sympathy for ‘outcasts’ like himself and Jim – who, after the murders of Grangerfords, he is reunited with (Twain, 2006a, p.102) – and behaves in a more charitable manner. When he and Jim come across the â€Å"Duke† and the â€Å"King† fleeing an angry mob (Twain, 2006a, pp.106-108), Huck decides to help them without any real hesitation or wariness (Carrington, 1976, p.76), although he comes to regret this later. The two men commit a number of money-making scams which Huck finds amusing at first, such as the Royal Nonesuch show swindles, but later, when they become caught up in an inheritance fraud in which the two crooks try and imitate the Wilks’ brothers, Huck has a change of heart and informs the niece of the deceased that the Duke and the King are, in fact, common criminals (Twain, 2006a, p.162). Despite the fact that he made his fortune through theft and mischief, he sees the error in the two criminal’s actions and wants to see justice done – a clear indication of his shifting morality. Another notable moral development comes in the form of Huck’s decision to rescue Jim from the Phelps’ farm, after learning that the Duke and the King have resold Jim into slavery and he is to be returned to his original home with Miss Watson (Twain, 2006a, pp.179-180). Despite Huck’s initial intention to write to Tom Sawyer and let him know Jim’s location, to thus allow Miss Watson to retrieve her ‘property’, this decision conflicts with Huck’s increasing sense of individual morality and responsibility. Although some of the worries he expresses are selfish, such as the shame he would experience if anyone knew he â€Å"helped a nigger to get his freedom† (Twain, 2006a, p.180), he is equally distressed that Jim has been condemned to live as a slave amongst strangers for â€Å"dirty† money (Twain, 2006a, p.180). Consequently, he tears up the letter, stating he is willing to go to Hell for his actions: ‘I took [the letter] up, and held it in my hand. I was a trembling, because I’d got to decide, forever, betwixt two things.†¦ I studied a minute, sort of holding my breath, and then says to myself: â€Å"All right, then, I’ll go to hell† – and tore it up’ (Twain, 2006a, p.182) Although this statement mirrors his earlier sentiments regarding going to Hell, this time there is no flippancy to his comment. As his conscience and sense of morality has developed, Huck has abandoned superstitions in favour of prayer and adherence to religious morals, and so the decision to go against the moral norms of civilised society and selflessly embrace his punishment for helping his friend represent a significant shift in his principles. Trites (2012, n.p.) argues that Huck’s recognition of Jim’s right to freedom demonstrates his whole-hearted rejection of the conventional morality of Southern racism, but Lester (1999, p.201) disputes this, arguing that Huck is only able to justify his fondness of Jim by stating â€Å"he was white inside† (Twain, 2006a, p.232), thus demonstrating Huck’s inability to â€Å"relinquish whiteness as a badge of superiority† (Lester, 1999, p.201). Huck enlists Tom’s help to set Jim free when, by pure coincidence, it turns out that Tom is the nephew of the Phelps’ and is expected to visit. The two boys undertake an elaborate ploy involving secret messages, a hidden tunnel, a rope ladder sent in Jims food, and other elements from adventure books Tom has read, including an anonymous note to the Phelps warning them of the whole scheme (Twain, 2006a, pp.202-210). It is later revealed that Jim is actually already free – a fact which Tom Sawyer was already in possession of, but failed to mention – as his owner died and freed him in her will (Twain, 2006a, p.243). Tom’s thoughtless and reckless behaviour is demonstrative of the self-serving ‘pre-morality’ which also defined Huck in the opening stage of the novel (Kohlberg, 1981, cited in Gibbs, 2003, pp.57-76). Huck, though, has evolved to the ‘post-conventional’ stage of morality (Kohlberg, 1981, cited in Gibbs, 2003, pp.57-76), wherein laws are valid only insofar as they are grounded in justice, and a commitment to justice carries with it an obligation to disobey unjust laws. He acted under the belief that he would be punished for his actions, with Jim’s best interests at heart, rather than his own. For many critics, the juxtaposition of these two characters’ attitudes serves as a â€Å"silent but eloquent comment† regarding the ability of a â€Å"sound heart† to correct a â€Å"deformed† conscience (Twain, 1985, cited in Hutchinson, 2001, p.xvii; Blair, 1973, p.343). Huck also demonstrates a sense of Christian compassion when, at last, the Duke and the King are captured by the wronged townsfolk and the two men are subsequently tarred, feathered and ridden out of town on a rail (Twain, 2006a, p.447). Instead feeling a sense of pleasure in this revenge, Huck instead feels pity and reflects on how cruel human beings can be to one another: ‘They had the king and the duke astraddle of a rail Well, it made me sick to see it; and I was sorry for them poor pitiful rascals, it seemed like I couldnt ever feel any hardness against them any more in the world. It was a dreadful thing to see. Human beings can be awful cruel to one another’ (Twain, 2006a, pp.447-448). Gone is the prankster who enjoyed the downfall of those who wronged him – Huck is, in contrast to his earlier character, compassionate and uninfluenced by the opinions of the other townsfolk. Kohlberg (1981, cited in Gibbs, 2003, pp.57-76) and other literary critics (Chadwick-Josua, 1998, p.116) would argue that Huck is no longer restricted by what society believes he ought to think, as he has completed all three stages of his moral development. Conclusion As has been demonstrated in the essay above, The Adventures of Huckleberry Finn (Twain 2006a, p.1-504) is a tale about how society tends to corrupt true morality, freedom and justice, and how individuals like Huck must follow their own conscience and establish their own principles based on a ‘post-conventional’ concept of morality. Though Huck undoubtedly undergoes a moral transformation, there is considerable debate over whether racial prejudice still exists at the end of the novel. However, despite this, Twain’s novel remains a prominent and frequently referred-to example of how an individual’s morality can develop in response to life experiences, even when that individual is hindered by a pre-existing sense of a ‘bad’ morality. In the end, Twain believes that a sound heart will win out against a deformed conscience and, after reading this text, it is not difficult to share in that hope. Bibliography Ainsworth, M.D., Blehar, M., Waters, E., Wall, S. (1978) Patterns of Attachment: A Psychological Study of the Strange Situation. New Jersey: Lawrence Erlbaum. Altschuler, M. (1989) ‘Motherless Child: Huck Finn and a Theory of Moral Development’, American Literary Realism 1870-1910, Vol. 22, No. 1, pp. 31-42 Bennett, J. (1974) ‘The Conscience of Huckleberry Finn’, Philosophy, Vol. 49, pp. 123–134. Blair, W. (1973) Mark Twain Huck Finn (Library Reprint Sales edition). Los Angeles: University of California Press. Bloom, H. (2005) Background to The Adventures of Huckleberry Finn, Blooms Literary Reference Online. [Online] Available from: http://www.fofweb.com/activelink2.asp?ItemID=WE54SID=5iPin=BGTAOHF3SingleRecord=True. [Accessed 13/10/2014] Bowlby, J. (1988) A Secure Base: Clinical Applications of Attachment Theory. Routledge. London. Carrington, G.C. (1976) The Dramatic Unity of Huckleberry Finn (Ohio State edition). Columbus: Ohio State University Press. Gibbs, J.C. (2003) ‘Kohlberg’s Theory: A Critique and New View’, in Moral Development and Reality: Beyond the Theories of Kohlberg and Hoffman. London: Sage Publications, pp.57-76. Hutchinson, S. (2001) ‘Introduction’, in Twain, M. (wtr.) Hutchinson, S. (ed.) Tom Sawyer Huckleberry Finn. London: Wordsworth Editions, pp.vii-xix. Kohlberg, L. (1981) Essays on Moral Development, Vol. I: The Philosophy of Moral Development. San Francisco: Harper Row. Lester, J. (1999) ‘Morality and The Adventures of Huckleberry Finn’, in Leonard, J.S., Tenney, T.A., Davis, T.M. (eds.) Satire or Evasion? Black Perspectives on Huckleberry Finn. USA: Duke University Press, pp.199-207. Trilling, L. (1960) The Greatness of Huckleberry Finn (2nd edition). New York: Vintage Books. Trites, R.S. (2012) ‘Irony and Moral Development in The Adventures of Huckleberry Finn’, in Baxter, K. (ed.) Critical Insights: Coming of Age. Salem: Salem Press [Online]. Available from: < http://www.literature.salempress.com/doi/full/10.3331/CIComing_Age_0011 > [Accessed 14/10/2014]. Tucker, N. (1990) The Child and the Book: A Psychological and Literary Exploration. Cambridge: Cambridge University Press. Twain, M. (2006a) The Adventures of Huckleberry Finn. USA: Gutenberg Press, pp.1-504 [Online]. Available from: http://www.gutenberg.org/ebooks/76> [Accessed 12/10/2014]. Twain, M. (2006b) The Adventures of Tom Sawyer. USA: Gutenberg Press, pp.1-375 [Online]. Available from: http://www.gutenberg.org/ebooks/74> [Accessed 12/10/2014]. Waters, E., Corcoran, D. Anafarta, M. (2005) ‘Attachment, Other Relationships, and the Theory that All Good Things Go Together’, Human Development, Vol. 48, pp.80–84

The Implicit Intimacy of Dickinsons Dashes Essay -- Emily Dickinson a

The Implicit Intimacy of Dickinson's Dashes The dash in Emily DickinsonÂ’s poetry, initially edited away as a sign of incompletion, has since come to be seen as crucial to the impact of her poems. Critics have examined the dash from a myriad of angles, viewing it as a rhetorical notation for oral performance, a technique for recreating the rhythm of a telegraph, or a subtraction sign in an underlying mathematical system.1 However, attempting to define DickinsonÂ’s intentions with the dash is clearly speculative given her varied dash-usage; in fact, one scholar illustrated the fallibility of one dash-interpretation by applying it to one of DickinsonÂ’s handwritten cake recipes (Franklin 120). Instead, I begin with the assumption that Ââ€Å"text† as an entity involving both the reading and writing of the material implies a readerÂ’s attempt to recreate the act of writing as well as the writerÂ’s attempt to guide the act of reading. I will focus on the former , given the difficulties surrounding the notion of authorial intention a.k.a. the Death of the Author. Using three familiar Dickinson poems—Ââ€Å"The Brain—is wider than the Sky,† Ââ€Å"The Soul selects her own Society,† and Ââ€Å"This was a Poet—It is that,†Ãƒâ€šÃ¢â‚¬â€I contend that readers can penetrate the double mystery of Emily DickinsonÂ’s reclusive life and lyrically dense poetry by enjoying a sense of intimacy not dependent upon the content of her poems. The source of this intimacy lies in her remarkable punctuation. DickinsonÂ’s unconventionally-positioned dashes form disjunctures and connections in the readerÂ’s understanding that create the impression of following Dickinson through the creative process towards intimacy with the poet herself. This implicit intimacy becomes clear ... ...ickinsonÂ’s highly personal notations. Ironically, what at first seems an idiosyncratic stylistic effect operates to create a deep sense of intimacy between the reader and the creative process of a highly reclusive individual. Far from distancing the reader, the dash actually provides a gateway between the act of reading and the poetÂ’s moment of creation, only possible if we view the text as a shifting co-creation of reader and poet. Works Cited: Edith Wylder, The Last Face: Emily Dickinson's Manuscripts (Albuquerque: University of New Mexico Press, 1971). Jerusha Hall McCormack, Ââ€Å"Domesticating Delphi: Emily Dickinson and the Electro-Magnetic Telegraph,† American Quarterly 55.4 (2003) 569-601. Michael Theune, Ââ€Å"Â’One and One are One’†¦and Two: An Inquiry into DickinsonÂ’s Use of Mathematical Signs,† The Emily Dickinson Journal 10.1 (2001) 99-116.

Corporate Social Responsibility (CSR), also known as Corporate Responsibility, and Corporate Citizenship :: Corporate Responsibility

Corporate Social Responsibility (CSR), also known as Corporate Responsibility, and Corporate Citizenship Because society is fundamentally based upon performance and profit, it is necessary to impart a sense of corporate social responsibility with regard to modern commerce. The ethical approaches of purpose, principle and consequence are integral components of business social performance; itemizing these contributions involves incorporating the interests of ethics and morality within the corporate structure. These are essential concepts that are often absent from a managerial standpoint. Corporate social responsibility should exist within every company's infrastructure; however, social integrity is not something that is often at the forefront of modern day business dealings. Ethics, business and society must work in tandem or there is no purpose for any of its existence. Unethical practices are what create a climate of contempt and distrust, leading to consumers harboring ill will. This is no way to run a business Ethics are a necessary and critical ingredient in any successful enterprise1. Establishing such ethical fortitude is not difficult if a moral and conscientious outlook is maintaned . Ethical concerns run rampant among various entities, posing questions along the way as to whether a particular practice is deemed morally acceptable. Ethics sometimes get in the way of resolving questions like: What is the ethical concern? Am I being true to myself? Why is this bothering me? Is it my problem? What do others think? Who else matters? 2 Establishing reasonable ethical guidelines, and therefore appropriate corporate social responsibility, must come from a management perspective. This the primary location where policy is derived. Utilizing the insightful perspectives of Beauchamp et al (1996), which include purpose, principle and consequence, there exist myriad ethical considerations in the daily world of business, with each one presenting yet another moral dilemma: Should the decision be made for company or personal gain? How many will reap the benefit of individualized attention at the expense of all others? Is there a time when an individual's interests supercede those of the masses? These are ethical questions posed each and everyday throughout the global business and social worlds; whether or not the right answers are acted upon is another matter entirely. "Ethical problems of personal and public decision making are not new. The need to undertake ethical reflection is part--indeed a central part--of what it means to be human" (Mitcham, 1996, p. 314). Ethical decision-making goes hand in hand with sound business judgment, yet this is not a concept always followed. The very purpose behind ethical behavior has some people stumped as to its true intention; while some believe it instills the foundation of good business, others contend that it brings out nothing

The Key to A Successful E-commerce Site Essay -- Consumerism Business

The Key to A Successful E-commerce Site Despite the rapid growth of E-commerce sites, 43 percent of the them fails, and the difference between the success and the failure is consumer experience, according to Ecommercetimes.com. The Dotcom Survival Guide reported there is still one resource left untapped that can save dotcoms from failure. It's the one resource that historically is most ignored in favor of ads, press, and flashy features yet it's the one resource that can lead dotcoms to survival. That resource is customers. Customers can provide the revenues needed to attain profitability. Customers can give the word-of-mouth marketing to drive traffic. Customers can give the feedback needed to continually improve the website. Customers are a dotcom's most important resource. To survive, dotcoms must improve their customer experience. WHAT IS CONSUMER EXPERIENCE? The customer experience is the combination of everything that the customer sees, clicks, reads, feels or interacts with on a site. Part of this is certainly the usability but so are other components: the site's business goals, its merchandising, the wording and messaging on the site, the use of graphics and color, the flow of pages in core processes, the choice of features to offer or not, and the dot-com's own team and its processes to create and refine the site. The customer experience includes everything from the home page, to the shopping and buying process, to the fulfillment of products. It is the key to a E-commerce site’s survival. WHAT IS THE PURPOSE OF A GOOD CONSUMER EXPERIENCE? The sites that generate the best customer experiences get more "sticky" traffic, higher revenues, and a stronger brand. In contrast, the sites with bad cust... ...ors have a good experience on a site, they'll return as loyal customers and encourage others to do the same. In other words, creating a good customer experience will create a good online brand. CONCLUSION The good customer experience is the key to an E-commerce site’s survive. Companies who learn how to create a good customer experience online will lead, indeed dominate, their respective markets. Good customer experience will help customers experience less frustration, more productivity, and more compassion from the industry; good customer experience will help E-tailers enjoy higher revenues, increase productivity, maintain strong brand, and encourage customer acquisition and retention. REFERENCES www.verticalnet.com www.ecommercetimes.com www.istrategy.com www.creativegood.com www.goodexpereince.com www.visualinsights.ocm

Hrm Practices in Rmg Sector Essay

Acknowledgement: At the very beginning I express gratitude to my honorable course instructor Kazi Tareq ullah for his splendid suggestion, fantastic guidance, necessary recommendation, positive reinforcement, effective discipline, justice & fairness, recognition & rewards. His motivation power is also enormous for which I engaged my best efforts to prepare such a report of findings. I am proud to state that I got such a course instructor who was very much friendly with me. So, all thanks go to him as he extended hand for me wherever I needed. In fact, he made the course interesting to me and I can say proudly that I know something about different areas of business communication and organization analysis. I would like to thank to my classmates whose inspiration and co-operation helped me a lot during conducting the internship. Executive summery: In keeping with the vision and philosophy to be a truly strategic business partner to customers windy has made every effort to be involved at all levels of the business process. The in-house Design & Product Development team is backed with a dedicated sampling facility for fabrics and garments allowing windy to assist customers in their product development process and ensure a relevant and timely product for the market. Windy is set to be an integral partner providing a wide range of support and services across the entire supply chain. Windy’s 100% export oriented garment factories have a current annual production capacity of 5 million garments with a projected target of 15 million high quality garments. These combine the best of the indigenous features of Bangladesh such as easy availability of low cost skilled labor with focused investment in modern technology and qualified professionals. With strong focus on differentiated, innovative and value added products, the company has strengthened its design team and expanded its product development activities. With the trend–right products, it has been able to increase business substantially with the fashion forward customers. The company participated in international fair in many countries was highly appreciated by the customers which enhanced its reputation and increased its visibility in the international market. In the backdrop of quota elimination, uncertainties in the global market scenario, the company’s aggressive marketing team has been able to establish itself firmly to the customers as an important partner in the supply chain. Windy has invested in modern machinery and coupled this with superior technical expertise to ensure excellent quality in each of the 10,000 dress and casual shirts, 3,000 knit tops and 2,000 jeans and woven bottoms produced daily. The windy formula for success is to maximize the inexpensive skilled labor with management from a high tech perspective. Industrial engineering and work-study play and important role with software such as GSD & FMS used for data driven production management to maximize efficiency. The organization is managed by a group of top tier professionals specifically hired for their expertise in the various aspects of the garment production process. Regular training updates and technical inputs from visiting professionals and consultants equip all windy employees to excel in their areas and ensure top-notch product quality, value and service are received by business partners. In-spite these excellent facilities in fact, the company is facing tremendous problem in customer service. The Company can’t maintain its delivery schedule as required by the customers in most of the orders. In the bottom line, I do believe that the company has ample opportunities to upgrade itself by using all its resources, maintaining qualities, delivering goods to the customers in time and giving continuous effort to the overall customer service. We should always remember –â€Å" Continuous Improvement is the Road To Survival And Growth†. Contents – Introducton. 1.1-Introduction 1.2-Origin of the report 1.3-Rational of the study 1.4-Objectives of the report 1.5 –Methodology of the study 1.6-Limitation of the study -Background of the windy apparels ltd. 2.1-Introduction 2.2-Back ground 2.3-Management and organigation 2.4-Organigation chart -Human resource planning and policies of windy apparels ltd. 3.1-Planning and policies 3.2-Planning and policies figure -Job analysis of windy apparels ltd. 4.1-Job analysis 4.2-Job analysis method 4.3-Job analysis figure Recruitment and selection process of windy apparels ltd. 5.1-Recruitment 5.2-Constraints of recruiting efforts 5.3-Recruiting sources 5.4-The selection process 5.5-The selection process figure 5.6-Interview appraisal form 5.7-Reference verification check list Training and development of windy apparels ltd. 6.1-Training and development 6.2-Traning figure 6.3-Training approaches Performance appraisals of windy apparels ltd. 7.1-Performance appraisal 7.2-The appraisal process figure 7.3-Performance rating Compensasion of windy apparels ltd. 8.1-Compensasion 8.2-Types of Employees Reward 8.3-Service and Benefit 8.4-Safety and health program Disciplinary Action of windy apparels ltd. 9.1-Disciplinary action 9.2-Factors to consider when discipline 9.3-Funetion of disciplinary action -Conclusion and Recommendation 10.1-Conclution 10.2-Recommendation Referance Questioners- 1.1-Introduction: Administration is one of the important departments in the company to implement the policies rules and regulation. Administration department will manage the whole work process with the polices build up by the management of the company People working in the company are the greatest resource .Human resource department ensure the maximum benefit of the human working in the company and also ensure the maximum productivity by motivation. So in the company human resource department has a huge volume of influence to build up a better environment to work and maximize the productivity and company’s goodwill. 1.2- Origin of the report: This report originated as an academic requirement of BBA Program of Uttara University. After completion of the program period a student must submit the report on the assigned topic to the supervisor and to the department. I was assigned to project course on â€Å"HRM Practices in RMG Sector† for completing the program. 1.3-Rationale of the study: Theoretical knowledge is not enough for a student. It is essential for a student to acquire practical knowledge. This report is prepared for showing the windy apparels ltd and overall RMG sector. . According to fulfill the requirement the researcher has chosen to work on â€Å"HRM practices to RMG sector†. Therefore, this studies report is the outcome of an academic need as well as practical knowledge and the outmost and enthusiastic intention of the researcher under the proper and in-depth guidance of a highly experienced dedicated guide. 1.4-Objective of the report ⠝â€" This report is prepared primarily for the partial fulfillment of the BBA course requirement. ⠝â€" TO examine the RMG sector in windy apparels ltd. ⠝â€" To identify the main problems in RMG sector of windy apparels ltd and also its solution. ⠝â€" TO increase job satisfaction is essential for proper performance and good-labor management relation. ⠝â€" To make all organization programs an effective, HRM acts restlessly. ⠝â€" Finally to recommend some effective measures in improving the total system. 1.5-Methodology of the study: o Primary Sources ââ€" ª Face to face discussion with the HR.Manager of windy apparels ltd. Before sitting with him I have prepared a questionnaire ââ€" ª Direct observation ââ€" ª Other expert opinion o Secondary Sources ââ€" ª Yearly publication of windy apparels ltd ââ€" ª Relevant papers of financial statement ââ€" ª Some related information form the Internet ââ€" ª Other relevant books. 1.6-Limitation of the study In spite of my best effort , this study is not free from the following limitations: †¢ The time stipulated for the internship program †¢ Relevant papers and documents were not available sufficiently †¢ The authority has some policy for not disclosing some secret data and information which could be very much essential †¢ I am also less experienced in this regard. 2.1-Introduction: Established in 1999 the Windy group has expanded dramatically over the past 10 years and is today the largest and most diversified industrial conglomerate in Bangladesh. Employing 2,000 people including 50 qualified professionals and dealing in a wide of consumer and industrial products for domestics and global markets, Windy has fast become one of the leading foreign exchange earners in the country’s private sector. Textiles & Garments is the largest and fastest growing division of the Windy Group and presently accounts for half the Group’s business turnover and profit. The Group’s major investment continues to be concentrated in this Division. Among the variety of business, Windy Apparels Ltd ready-made garments manufacturing industry, which started its commercial production in March 1999 under the name of windy Apparels Ltd. Windy Apparels has successfully come a long way and proved its strength as a leading specialist in the industry for men’s high quality dress & casual Shirts and ladies blouses, trousers & dress. Since inception, the company has been growing steady. 2.2 – Background of the windy Apparels Ltd Windy Apparels Ltd is a situated in Rajendrapur, Gazipur, Dhaka. If has been established in 2002. There are 4300 employees work here. It contributes large portion of foreign currency exporting by ready made garments. Its total area is 38200 square feet and provides a good working environment. 2.3- Management & Organization: The over all management of the company will be vested with the Board 4f Directors. The Board of Directors will be formulated company’s policies & guide lines for its day to day business operations . The Managing Director will be the executive head who will look after the business affairs and other logistic supports of the economy. However Managing Director will be assisted by the managerial and technical personnel who will be the directors of the company. 2.4- ORGANIZATION CHART: 3.3 Vision windy apperals ltd. shall endeavor to excel in every aspect of their operation and thereby provide quality products and services to their customers. The organization will have a challenging and satisfying working environment so that the talents and potential of their human resource is given the full opportunity to blossom & grow. windy apperals ltd shall maintain a high degree of integrity in their business conduct and this characteristic will prevail in their dealings with their customers, their suppliers, their contractors, their financiers, their employees & indeed their entire society. 3.4 Mission Customer Policy: To always focus on the customer; because the customer’s satisfaction is their inspiration. Business Policy: To conduct the business with high integrity. Employee Policy: To nurture the best human resource through training & motivation. Quality Policy: To consistently developed high quality product to keep their standard above others. Environment Policy: To address environmental issues aptly & carry on their activities in line. Future Policy: To endeavor innovation to excel in every aspect of their operation. [pic] 3.1 Human Resources and Management Management and human resources management are one and the same. They should never be separated, Management is personnel administration. Management has the three jobs, two of which are directly related to personnel managing workers and work management is the process of efficiently getting things done with and through other people. HRD deals with the design of formal systems in an organization to ensure the effective and efficient use of human talents to accomplish organizational goals. There are many definitions about human resource management (HRM). One of the well known definitions offered by Michael Jucious (1984). He defined human resources management â€Å"Personnel management as the field of management which involves elements organizing, directing and controlling the function of processing, developing, maintaining and motivating a labor force†. It is process of acquiring, retaining, terminating, developing and properly using the human resource in an organization. Human resource management can be defined as a process of procuring, developing and maintaining competent human resource in the organization so that goals of an organization are achieved in an effective and efficient manner. Human resource management is â€Å"The policies and practices involved in carrying out the â€Å"People† or human resource aspects of a management position, including recruiting, screening, training, rewarding and appraising†. 3.2 Duties of HRD o Acquisition functions of HRD. o Developing functions of HRD. o Motivating functions of HRD. o Maintaining function of HRD. 3.3 Functions of HRM HR managers are performing a variety of functions. The functional areas of HR Management are changing as the time goes on. The main HRM functions include: 3.1- Human Resource Planning and Policies: Whenever windy apparels ltd is in the process of determining its human resources needs, it is engaged in a process we called human resource planning. Human resource planning is one of the most important elements in successful organization ensures that it has the right number and kinds of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall strategic objectives. Human resource planning, then, ultimately translates the organization’s overall goals into the number and types of workers needed to meet those goals. Without clear-cut planning, and a direct linkage to the organization’s strategic direction, estimation of an organization’s human resource needs is reduced to mere guesswork. This means that human resource planning cannot exist in isolation. It must be linked to the organization’s overall strategy. The strategic planning process of windy apparels ltd is both long and continuous. At the beginning of the process, the organization’s main emphasis is to determine what business it is in the is commonly referred to as developing the mission statement. The mission of windy apparels ltd is to play a great role in economic development of the country. After reaching agreement on what business the company is in and who its consumers are senior management then begins to set strategic goals. During this phase, these managers define objectives for the company for the next five to twenty years. These objectives are broad statements that establish targets the organization will achieve. The goals of the windy apparels ltd is to contribute 5 % of total foreign exchange by exporting Ready Made Garments. After these goals are set, the windy apparels ltd begins the corporate assessment. During this phase, a company begins to analyze its goals, it current strategies, its external environment, its strengths and weaknesses, and its opportunities and threats, in terms of whether or not they can be achieved with the current organization resources. Commonly referred to as a â€Å"gap or SWOT ANALYSIS,† the company begins to look at what skills, knowledge, and abilities are available internally, and where shortages in terms of people skills or equipment may exist. The company must determine what jobs need to be done, and how many and what types of workers will be required. In management terminology, we call this organizing. Thus establishing the structure of the organization assists in determining the skill, knowledge, and abilities required of jobholders. 3.2-The strategic direction of Human Resource Linkage of windy apparels ltd is shown in the following figure mission Determining what business the organization will be in Objectives and goals Setting goals and objectives StrategyDetermining how goals and Objectives will be attained StructureDetermining what jobs need To be done and by whom PeopleMatching skills, knowledge, And abilities to required jobs 4.1- Job Analysis: Job analysis is a systematic exploration of the activities within a job. It is a technical procedure used to define the duties, responsibilities, and accountabilities of a job. A job analysis involves identifying and describing what is happening on a job.. accurately and precisely identifying the required tasks, the knowledge, and skills necessary for performing them and the conditions under which they must be performed. 4.2- Job Analysis Method: The basic methods that HRM can use to determine job elements and the essential knowledge, skills, and abilities for successful performance include the following: Observation Method: Using the observation method, a job analyst watches employees directly or reviews films of workers on the job. Although the observation method provides firsthand information, workers often do not function most efficiently when they are being watched, and thus distortions in the job analysis can occur. This method also requires that the entire range of activities be observable. This is possible with some jobs, but impossible for many for example, most managerial jobs. Individual Interview Method: Using the individual interview method, a team of job incumbents is selected and extensively interviewed. The results of these interviews are combined into a single job analysis. This method is effective for assessing what a job entails, and involving employees in the job analysis is essential. Group Interview Method: The group interview method is similar to the individual interview method except that a number of job incumbents are interviewed simultaneously. Accuracy is increased in assessing jobs, but group dynamics may hinder its effectiveness. Structured Questionnaire Method: Under the structured questionnaire method, workers are sent a specifically designed questionnaire in which they check or rate items they perform on their job from a long list of possible task items. This technique is excellent for gathering information about jobs. However, exceptions to a job may be overlooked, and there is often no opportunity to ask follows up questions or to clarity the information received. Technical Conference Method: The technical conference method uses supervisors with extensive knowledge of the job. Here, specific job characteristics are obtained from the experts. Although a good data gathering Method, it often overlooks the incumbent workers’ perceptions about what they do on their job. Diary Method: The diary method requires job incumbents to record their daily activities. The diary method id the most time consuming of the job analysis methods and may have to extend over long periods of time- all adding to its cost. These six methods are not meant to be viewed as mutually exclusive; no one method is universally superior. Even obtaining job information from the incumbents can create a problem, especially if these individuals describe what they think should be doing rather than what they actually do. Windy Apparels Ltd uses the individual interview method because it is an extensively interview method. When it involves in conducting the job analysis it follows the below items: 1. Understanding the purpose of conduction the job analysis: Before embarking on a job analysis, one must understand the nature and purpose of conducting the investigation. Recognize that job analyses serve a vital purpose in such HRM activities as recruiting, training, setting performance standards, evaluating performance, and compensation. In fact, nearly every activity in HRM revolves around the job analysis. 2. Understanding the role of jobs and values in the organization: Every job in the organization should have a purpose. Before conducting the analysis, one must understand the linkage that the job has to the strategic direction of the organization. In essence, one must answer why the job is needed. If an answer cannot be determined, then may be the job is not needed. 3. Benchmark positions: In a large organization, it would be impossible to evaluate every job at one time. Accordingly, by involving employees and seeking their input, selected jobs can be chosen based ob how well they represent other, similar jobs in the organization. This information then will be used as a starting point in later analysis of the other positions. 4. Determine how you want to collect the job analysis information: Proper planning at this stage permits one to collect the data desired in the most effective and efficient manner. This means developing a process for collecting the data. Several combined methods like structured questionnaires, group interviews, and technical conferences- should be used. Select the ones, however, that best meet your job analyses goals and timetables. 5. Seek clarification, wherever necessary: Some of the information collected may not be entirely understood by the job analyst. Accordingly, when this occurs, one must seek clarification from those who possess the critical information. This may include the employee and the supervisor. Failure to understand and comprehend the information will make the next step in the job analysis process- writing the job description- more difficult. 6. Develop the first draft of the job description: Although there is no specific format that all job descriptions follow, most include certain elements. Specifically, a job description contains the title, a summary sentence of the job’s main activities, the level of authority and accountability of the position, performance requirements, and working conditions. 7 Review draft with the job supervisor: Ultimately, the supervisor of the position being analyzed should approve the job description. Review comments from the supervisor can assist in determining a final job description document. When the description is an accurate reflection, the supervisor should sign off, or approve the document. 4.3- The steps of job analysis are shown in the following figure: Understanding the purpose Of the job analysis Review draft With supervisor Understanding the role of Jons in the Develop draft Benchmark position Seek clarification Determine how to collect job analysis information 5.1- Recruitment: After organizations have established their strategic direction and developed a corresponding employment plan, the organization must turn its attention to getting the right people. The jobs that have been identified and their associated skills point to very specific types of employees that are require. But these employees don’t just magically appear-nor do the frequently come knocking on the organization’s door. Instead, the company must embark on an employment process of finding and hiring qualified people. That process starts when the organization notifies the â€Å"public† that openings exist. The organization wants to get its information out such that a large number of potentially qualified applicants respond. Then, after several interactions with the most promising of these candidates will best demonstrate the skills, knowledge, and abilities to successfully perform the job. So Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies. 5.2- Constraints of Recruiting Efforts: While the ideal recruitment effort will bring in a satisfactory number of qualified applicants who will take the job if it is offered, the realities cannot be ignored. For example, the pool of qualified applicants may not include the â€Å"best† candidates; or the â€Å"best† candidate may not want to be employed by the organization. These and other constraints on recruiting efforts limit human resource recruiters’ freedom to recruit and select a candidate of their choice. However, we can narrow our focus by suggesting five specific constraints. 1. Image of the organization: We noted that the prospective candidate may not be interested in pursuing job opportunities in the particular organization. The image of the organization, therefore, should be considered a potential constraint. If that image is perceived to be low, the likelihood of attracting a large number of applicants is reduced. 2. Attractiveness of the job: If the position to be filled is an unattractive job, recruiting a large and qualified pool of applicants will be difficult. In recent years, for instance, many employers have been complaining about the difficulty of finding suitably qualified individuals for manual labor positions. In a job market where unemployment rates are low, and where a wide range of opportunities exists creating competition for these workers, a shortage results. 3. Internal organizational Policies: Internal organizational policies, such as â€Å"promote from within wherever possible,† may give priority to individuals inside the oth er than the lowest level entry positions, will be filled from within the ranks. Although this is promising once one is hired, it may reduce the number of applications. 4. Government Influence: The government’s influence in the recruiting process should not be overlooked. An employer can no longer seek out preferred individuals based  on non-job-related factors such as physical appearance, sex, or religious background. 5. Recruiting Costs: The last constraint, but certainly not lowest in priority, is one that centers on recruiting costs. Recruiting efforts by an organization are expensive. Sometimes continuing a search for long periods of time is not possible because of budget restrictions. 5.3- Recruiting Sources: Recruiting is more likely to achieve its objectives if recruiting sources reflect the type of position to be filled. Certain recruiting sources are more effective than others for filling certain types of jobs. a) The Internal Search: Windy apparels ltd will attempt to develop their own employees for positions beyond the lowest level. These can occur through an internal search of current employees, who have bid for the job, been identified through the organization’s human resource management system, or even been by a fellow employee. The advantages of such searches-a â€Å"promote from within wherever possible† policy- are: †¢ It is good public relations. †¢ It builds morale. †¢ It encourages good individual who are ambitious. †¢ It improves the probability of a good selection, since information on the individual’s performance is readily available. †¢ It is less costly than going outside to recruit. †¢ Those chosen internally already know the organization. †¢ When carefully planned, promoting from within can also act as a training device for developing middle- and top level managers. B) Employee Referrals/Recommendations: Sometimes windy apparels ltd recruits individuals who will perform effectively on the job is a recommendation from a current employee. Because employees rarely recommend someone unless they believe that the individual can perform adequately. Such a recommendation reflects on the recommender, and even someone’s reputation is at stake. Employee referrals also may have acquired more accurate information about their potential jobs. C) The external searches: Besides these windy apparels ltd is looking employees by the external searches for recruitment. These are discussed below 1. Advertisements: Windy apparels ltd gives advertisement various types of newspaper and wallpapers for employees it needs because it is large medium by which the news can reach maximum people. Besides these, windy apparels ltd sometimes recruits employees from various Schools, Colleges, and Universities, Professional Organizations, Cyberspace recruiting a unsolicited applicants. 5.4-The Selection Process: Selection activities typically follow a standard pattern, beginning with an initial screening interview and concluding with the employment decision. The selection process typically consists of eight steps: 1. Initial screening interview 2. Completing the4 application form, 3. Employment tests 4. Comprehensive interview, 5. Background investigation, 6. A conditional job offer, 7. Medical or physical examination and 8. The permanent job offer. Each step represents a decision point requiring some affirmative feedback for the process to continue. Each step in the process seeks to expand the organization’s knowledge about the applicant’s background, abilities and motivation and it increases the information from which decision makers will make their predictions and final choice. 5.5- The Selection Process in the following figure: Failed to meet minimum qualifications Passed Failed to complete application or failed job specifications Failed test impress interviewer Passed Passed Failed to impress interviewer Problems uncounted Passed Unfit to do essential Elements of job Able to perform Essential elements of job The Windy apparels ltd firstly prepare to initiate a primarily review of potentially acceptable candidates by two steps as (i) the screening of inquires and (ii) The provision of screening interviews. After completing the initiate screening applicants are asked to complete the organization’s application form. It required information about candidates present/ permanent address, candidates profile, job performance etc. When the candidate passes it, he is then given for employment test. In this point candidates are shown on intelligence, aptitude, ability and interest test  to provide major input to the selection process. After that candidates are given comprehensive interview. This interview is designed to probe areas such as assessing one’s motivation, ability to work under pressure, and ability to fit in with the organization. The next step in to undertake background investigation of the applicants who appear to offer potential as employees. This includes contacting former employers to confirm the candidates work record and to obtain their appraisal of his/her performance, other job related and personal performances, verifying educational qualification shown on application. If the candidates passes this, it is typically customary for a conditional job offer to be made. The conditional job offer implies is that if everything is okay- passing a certain medical, physical or substance abuse test. The next to last is the selection process may consist of having applicant may taka a medical/physical examination. Because a candidates has to perform a variety of activities that require a certain physical condition. Those individuals who perform successfully in the proceeding steps are now considered to be eligible to receive the employment offer. The procedures of selections process of windy apparels ltd are shown in the following- 5.6- Windy Apparels Ltd. Rajendrapur, Sreepur Gazipur.. Windy Apparels Ltd. Rajendrapur, Sreepur Gazipur. 3.7 Selection Procedures of EXIM Bank The selection process in Exim is not different from what is practiced in most organization starts with initial screening of CV’s goes on to written test and then a final interview before selecting the person. Selection decision can result in one of the four possible out comes. Two of these outcomes are right decision and two are wrong decision. | |Decision | | |Accept |Reject | |Letter of job performance |Successful |Correct decision |Reject error | | |Unsuccessful |Accept error |Correct decision | The current selection process in EXIM bank is described below: ââ€" ª Initial Screening: The process starts with initial screening choosing from the CV’s that fulfill the specific requirements. After a vacancy is announced and CV’s are already collected from different source, the Bank starts the initial screening process .then called for written test. ââ€" ª Termination: If any employee are out of the job in some cases is called termination. There are certain circumstances where-even through complaint is within jurisdiction the company can dismiss him without considering its merits. This is some time called early termination. ââ€" ª Termination Process of windy apperals Ltd.: The company any terminate the service of permanent employee by giving him/her notice in writing or salary in lieu therefore the period on under. 120 Days notice in case of subordinate staff or salary in lieu thereof. 90 Days notice for all other grades or salaries in lieu thereof. have during probation the Management may terminate the employee at any time without notice. The authority to terminate an employee of the grades from junior officer to Executive Vice President Lies with the Managing Director while that of Senior Executive Vice President and above can only be exercised by the Board of Directors. ââ€" ª Dismissal: An employee will be dismissed from the company service if he or she is guilty of misconduct or whatsoever according to the report of the enquiry committee the concerned dismissed employee will get only the own contribution of his/her provident fund. ââ€" ª Discharge on medical Ground: If an employee is incapable to continue his/her service for continues ill health mental abnormality and disorder, then the management discharge him/her from service on medical ground. He/She may be paid a ex-gratuity with other benefit with the approval of the Managing Director. 6.1 – Training and Development : Training is a learning experience in that it seeks a relatively permanent change in an individual that will improve the ability to perform on the job. We typically say training can involve the changing of skills, knowledge, attitudes, or behavior. It may mean changing what employees know, how they work, their attitudes to ward their work, or their interaction with their coworkers or supervisor. For our purposes, we will differentiate between employee training and employee development for one particular reason. Although both are similar in the methods used to affect learning, their time frames differ. Training is more present day oriented; its focus is on individual’s current jobs, enhancing those specific skills and abilities to immediately perform their jobs. 6.2- The training needs are shown in the following figure: 6.3- Training Approaches: The most widely used training methods take place on the job. The popularity of these methods can be attributed to their simplicity and the impression that they are less costly to operate. On the job training: Places the employees in actual work situations and makes them appear to be immediately productive. It is learning by doing, for jobs that either are difficult to simulate or can be learned quickly by watching and doing, on-the-job training makes sense. Off the Job Training: Off the job training covers a number of techniques classroom lectures, films, demonstrations, case studies and other simulation exercises, and programmed instruction. The facilities needed for each technique vary from a small, makeshift classroom to an elaborate development center with large lecture halls, supplemented by small conference rooms with sophisticated instruction technology equipment. 6.4- Career Development: 1. The responsibility for managing a career belongs to the individual. The organization’s role is to provide assistance and information to the employee, but is not responsible for growing an employee’s career. 2. A career is a sequence of positions occupied by a person during a course of a lifetime. 3. Career development from an organizational standpoint involves tracking career paths and developing career ladders. From an individual perspective, career development focuses on assisting individuals in identifying their major career goals and to determining what they need to do to achieve these goals. 4. The main distinction between career development and employee development lies in their time frames. Career development focuses on the long-range career effectiveness and success of organisational  personnel. Employee development focuses on more of the immediate and intermediate time frames 5. Career development is valuable to an organization t; because it (1) ensures needed talent will be avail- able; (2) improves the organization’s ability Jo attract and retain high-talent employees; (3) ensures that minorities and women get opportunities for growth and development; (4) reduces employee frustration; (5) enhances cultural diversity; (6) assists in implementing quality; and (7) promotes organization: goodwill. 6. The five stages in a career are exploration, establishment, mid-career, late-career, and decline. 7. The Holland Vocational Preferences are realistic, investigative, artistic, social, enterprising, and conventional. 8. Typology focuses on personality dimensions including extroversion-introversion; sensing-intuition; thinking-feeling: and judgirig- perceiving These four â€Å"pairs† can be combined into i(i different combination profiles. With this information, personality of jobs can be matched to personality of individuals. Some suggestions for managing your career include; U.) Select your first job judiciously; (2) do good work; (3) present the right image; (4) learn the power structure; (5) gain control of organizational resources; (6) stay visible; (7) don’t stay too long in your first job; (8) find a mentor; (9) support your boss; OO) stay mobile; (11) think laterally; (12) think of your career in terms of skills you’re acquiring and continue upgradiiu and 03) work harder than ever a developing a network. 3.9 Management Development of windy apperals ltd a. On the Job Development: †¢ Coaching. †¢ Under Study. b. Off the Job Development: †¢ Committee Assignment. †¢ Job Rotation. †¢ Sensitivity Training. †¢ Transactional Analysis. †¢ Training within the company. †¢ Training outside the company. †¢ Lecture Courses. †¢ Simulation Exercise. c. Workers Development: †¢ Coaching. †¢ Under Study. †¢ Committee Assignment. 3.10 Motivation Function of HRD of windy apperals Ltd. Motivation is the willingness to do something and is conditioned by their actions ability to satisfy same need for the individual windy apperals Ltd. Motivation process of windy apperals Ltd. †¢ Unsatisfied Need †¢ Tension †¢ Dives †¢ Search Behavior †¢ Goat Achievement †¢ Need Satisfaction †¢ Of Tension †¢ Job Design. †¢ Performance Evaluation †¢ Rewards †¢ Job Evaluation †¢ Compensation / Benefit †¢ Discipline 7.1-Performance Appraisals: Performance evolutions are an integral part of most organizations. Properly developed and implemented, the performance appraisal process can help an organization achieve its goals by developing productive employees. Although there are many types of performance evalution systems, each with its own advantages and disadvantages, we must be aware of the legal implications that arise. EEO laws require organizations to have HRM practices that are bias free. For HRM, this means that performance evalutions must be objective and job related. That is, they must be reliable and valid! Furthermore, under the Americans with Disabilities Act, performance appraisals must also be able to measure reasonable performance success. To assist in these matters, two factors arise: (i) The performance appraisal must be conducted according to some established intervals; and (ii) appraisers must be trained in the process. 7.2- The Appraisal Process is shown in the following figure: 8.1-Compensasion: 1. Rewards are the final link in the motivation model. After the effort has been expended, successful performance happens, and organizational goals are achieved, individuals are now ready to have their particular goals met. These goals, or rewards, can come in a variety of types. 2. Rewards can be classified as (1) intrinsic or extrinsic, (2) financial or non financial, or (3) performance-based or membership-based. 3. Some rewards are membership-based because one receives them for simply belonging to the organization. Employee benefits are an example of membership-based rewards, in that -every employee gels them irrespective of performance levels. 4. Compensation administration seeks to design a cost-effective pay structure that will not only attract, motivate, and retain competent employees, but also be perceived as fair by these employees. 5. Job evaluation systematically determines the value of each job in relation to all jobs within the organization. The four basic approaches to job evaluations are: (1) the ordering method, (2) the classification method, (3) the factor comparison method, and (4) the point method. 6. The final wage structure evokes from job evaluation input, wage survey data, and the creation of wage grades. 7.Competency-based compensation views employees as a competitive advantage; †¢! the organization. Compensation systems are established in terms of the knowledge and skills employees possess, and the behaviors that they demonstrate. Possession of these three factors is evaluated and compensated according to a broad-banded salary range established by the organization. 8. Executive compensation is higher than that of rank-and-file personnel and also includes other financial and non financial benefits not otherwise available to operative employees. This is done to attract, retain, and motivate executives to higher performance levels. 9. The balance sheet approach to international compensation -takes into account base pay, differentials, incentives, and assistance programs. Most of the types of employee rewords Garments Companies pay system do not follow the Human resources practice. The is no actual pay scale at level. The Windy apparels limited pay workers at Tk. 1650. The other employees are paid its manual system or contractual basis. Sometimes the worker is paid on production basis. The more the production the more compensation is paid. 8.3- Services and benefits: When an organization is designing its overall compensation program, one of the critical areas of concern is what benefits should be provided. Today’s workers expect more than just an hourly wage or a salary from their employer they want additional considerations that will enrich their lives. These considerations in an employment setting are call called employee benefits. Windy Apparels give some opportunities to the employees. There is PF social security, can unemployment compensation if gives only- i) Health insurance ii) Disability benefit iii) Bonus it gives twice yearly bonus to celebrate festival. This are discussed bellow: . [pic] Disability benefit: Programs are designed to ensure income replacement for employees in the event of a temporary or permanent disability arising from an injury or extended illness (typically originating off the job). iii) Bonus: It gives twice yearly bonus to celebrate festival. iv) Profit sharing bonus: Windy Apparels gives sometimes employees profit sharing bonus. When it earns a certain amount of profit it gives there a certain portion of profit which encourages employees to work more effectively. 8.4- Safety and health program: †¢ Involve management and employees in the development of a safety and health plan. If neither group can see the usefulness, and the benefit at /such a plan, even the best plan will fail. †¢ Hold someone accountable for implementing the plan. Plans do not work by themselves. They need someone to champion the cause. This person must be given the resources to put the plan in place, but also must be Aicld accountable for what it’s intended to accomplish. †¢ Determine the Safety and Health Requirements for Your Work Site. Just as each individual is different, so, too, is each workplace. Understanding the specific needs of the facility will aid in determining what safety and requirement will be necessary. †¢ Assess what workplace hazards exist in the facility. Identify the potent! a. health and safety problems that may exist on the job. By understanding what exists, preventive measures can be determined. †¢ Correct hazards that exist. If certain hazards were identified in the investigation in the assessment, fix or eliminate them. This may mean decreasing the effect of the hazard, or controlling it through other means (protective clothing). †¢ Train employees in safety end health techniques. Make safety and health training mandatory for all employees. Employees should be instructed how to do their jobs in the safest manner, and understand that any pro ‘tective eqir merit provided must be used. †¢ Develop the mind-set in employees that the organization is to be kept has and free. Often employees are the first to witness problems. Establish i means for them to report their findings, including having emergency pr3 educes in place, if necessary. Ensuring that preventive maintenance a impend follows a recommended schedule can also prevent the breakdowns from becoming a hazard. †¢ Continuously update and refine the safety and health program. Once the program has b een implemented, it must continuously be evaluated, am necessary changes must be made. Documenting the progress of the pro gram is necessary for use in this analysis. 9.1- Disciplinary action: The term discipline refers to a condition in the organization where employers conduct themselves in accordance with the organizations rules and standards of acceptable behavior. For the most part employees discipline themselves by conforming to what is considered proper behavior because they believe it is the reasonable thing to do. Once they are made aware of what is expected of them, and assuming they find these standards or rules to be reasonable, the seek to meet those expectations. 9.2- Factors to consider when discipline: †¢ Seriousness of problem †¢ Duration of the problem †¢ Frequents and nature of the problem †¢ Extenuating factors †¢ Degree of socialization †¢ History of the organizations discipline practices †¢ Management Backing 9.3- Function of Disciplinary Actions: Written verbal Warning: The mildest form of discipline is the written verbal warning. Yes, the term is correct. A written verbal warning is a temporary record of a reprimand that is then placed in the manager’s file on the employee. This written verbal warning should state the purpose, date, and outcome of the interview with the employee. Written Warning: The second step in the progressive discipline process is the written warning. In effect, it is the first formal stage of the disciplinary procedure. This is because the written warning becomes part of the employee’s official personnel file. This is achieved by not only giving the warning to the employee but sending a copy to HRM to be inserted in the employees permanent record. Suspension: A suspension or layoff would be the next disciplinary step, usually taken only if the prior steps have been implemented without the desired outcome. Exceptions-where suspension is given without any prior verbal or written warning occasionally occur if the infraction is of a serious nature. A suspension may be for one day or several weeks; disciplinary layoffs in excess of a month are rare. Employee welfare and benefit policy: ââ€" ¡ Gratuity: All regular employees who have experience of at least 7 Years are entitled to gratuity. As per service rules, an eligible employee gets a gratuity an amount equal to his/her two month’s basic pay for each year service ââ€" ¡ Provident fund: Each member contributes to the provident fund a sum equal to 10% of the basic salary payable to him / her per month and such percentage is deducted by the company from the salary of employee at the time of payment there of. The company contributes to the fund a monthly sum equal to 10% of the basic pay of each employee. ââ€" ¡ Group Insurance Policy: windy apperals Ltd. Have a fund named Employees Social Security Superannuation Fund that provides insurance to the employee on his/her family in case of death, disability or disease. Besides, there is another group insurance type arrangement her to take care of the employees house building investment. There is another fund called Employees House Building Investment Safety Scheme. ââ€" ¡ Other Benefits: As per the service rules an employee after fulfilling same criteria can enjoy car facilities from the company Car taking investment facilities from the bank whereas top SOWT Analysis of Human Resource Division of windy apparels Limited 5.1 Strengths Open HR Manual Empowered Work Force: Information Technology: Employee Evaluation: 5.2 Weaknesses Job Description HR Accounting Compensation and Benefits 6.3 Opportunities Management Information System. Human Resources Information System: Research and Development: Salary Survey Training andDevelopmen 5.4 Threats Comp and etitive Salary Turnover and Comp Turnover and etitive Salary Turnover and etitive Salary Turnover: New/Multinational Companies/ My Position & Duties I was assigned for my doing Internship in windy apperals ltd limited for the period of 120 days starting from 1STOCT, 2010 to 31st JAN, 2011,Rajendrapur Branch. In internship period I had no specific place. So I had no fixed duties in the organization. I worked under a Manager of Rajendrapur branch and I observed his different types of activities. The working environment place of windy apperals Limited is very much friendly. Every personnel of the HR Division was very much busy but they always tried to help me from their experience. In this organization there are three HRD functions. Those are Acquisition function of HDR, Motivation Function of HRD, Maintenance function of HRD. Human Resource Planning is the process by which an organization ensures that it has the right number and kinds of people, at right place, at right time capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. Windy apperals ltd. works for the development of its executives or potential executives in order to enable them to be more effective in performing the various functions of activities. Findings of the Study †¢ The HRD system of windy apperals Ltd is not skilled enough and does not follow latest technology. †¢ In HR Division, there is the huge lack of development activity. The employee joining windy apperals should be taken under a cordial orientation program which is absent. †¢ Proper training is very important issue for the employees of Financials organization. In windy apperals proper training need requirement is not justified rather done by the employee’s personal interest. †¢ Employee’s code of conduct or service manual is governed solely by the service quality unit. But there should be a coordination of HRD to measure the perfect evaluation of the employees’ performance. 10.1 Recommendation: From the above discussion we can recommend the following things †¢ Establishment and Enforcement of Garment Policy. †¢ Govt. should ease its regulation towards RMG sector. †¢ Fiscal financial incentives such as decrease in bank interest rate. †¢ Tax rate should be reduced in this sector. †¢ Derestriction Of foreign remittance flows that financed this sector. 10.2 Conclusion: HRM is the assenical for the RMG sector. It’s the following for hole industry. Administration is one of the important departments in the company to implement the policies, rules and regulation It’s the controlling for RMG sector. Reference: 1. www.hrm sector.com 2. Data collect from RMG financial statement. 3. Daily Star 4. Financial Express 5. New Age Business Questionnaires for Customers Instruction (Request to respondents) âž ¢ Please supply the truth information âž ¢ Please try to answer all the question âž ¢ Please tick the create answar 1. Do you think that WINDY APPARELS LIMITED is the largest garments manufacturer in Bangladesh? †¢ Yes †¢ No 2. Do you think that the reputation of windy apparels ltd is good in the world market? †¢ Yes †¢ No 3. Do you think that windy apparels ltd is more reliable than others in Bangladesh? †¢ Yes †¢ No 4. Do you think that the top management of windy apparels ltd is very sincere for any recovery of service? †¢ Yes †¢ No 5. Are you pleased with their management? †¢ yes †¢ No 6. Are you pleased with their working procedures? †¢ Yes †¢ No 7. Are you pleased with their hospitability? †¢ Yes †¢ No 8. Are you pleased with their sample development proceedings? †¢ Yes †¢ No 9. Are they offering you any design, which is developed in their own research center? †¢ Yes †¢ No 10. Are you interested to their design offered? †¢ Yes †¢ No 11. Are you satisfied with their product quality? †¢ Yes †¢ No 12. Do you think that their production capacity is sufficient? †¢ Yes †¢ No 13. Are you satisfied with their Compliance department? †¢ Yes †¢ No 14. Do you think that factory-working environment is international standard? †¢ Yes †¢ No 15. Is their technology updated? †¢ Yes †¢ No 16. Are you happy with the existing training programs of windy apparels ltd? †¢ Yes †¢ No 17.Do you enjoy working in this section? †¢ Yes †¢ No 18.In which area of operation of windy apparels ltd. you are responsible for? †¢ Production †¢ Quality Assurance †¢ HR/Admin 19. What do you think what could be done to minimize these problems? †¢ Training †¢ Motivation †¢ Monitoring 20.Do you think training can help you to improve your performance? †¢ Yes †¢ No [pic] ———————– Manger commercial Trainee Junior Executive Executive Assistant Manager Manager Manger Accounts Executive Commercial Commercial Manager Executive Marketing Assistant Manager Marketing Manager Maintenance Personnel Production Personnel Production Manager Finance Director Operative Director Managing Directors Carrier opportunity A leading Garment invites application from committed, bright, energetic candidates for the following positions. Name of Post: (1) Production Manager Candidates Eligibility: 6 to 10 years experience in a reputed garment factory in production, Highly experience, highly professional, possessing good health and prepare to work under pressure should only apply for the post. Good communication in English and good computer knowledge. (2). Quality Assurance Manager/ Sample Manager: Sample Manager will have to ensure all samples are related to job. Technical knowledge regarding Pattern and sewing operation. Application with cv, 2 recent passport size photographs and photocopies of all experience certificates is to be sent to the following address on of before April 30, 2008. Abobi Fashion Ltd. Road-30, Hemayetpur, Dhaka Reject Applicant Permanent job offer Medical, physical examination, if required conditional job offer Background information required Initial screening Complete application Employment test Comprehensive interview Conditional job offer Chairman Establish performance standard with employees Mutually set reasonable goals Measure actual performance Measure actual performance Compare actual performance with standard Discuss the appraisal with employee If necessary, initiate corrective action