How to Buy a Computer :: Essays Papers

The most effective method to Buy a Computer Despite the fact that PCs are an incredible mechanical deal, you can in any case get singed, and it's ideal to have an arrangement before getting one. Numerous PC customers commit these errors they, purchase a PC, at that point they get a few projects, at that point they figure out how to utilize the projects, at that point they find out about the PC itself. This is actually in reverse. I might want to make you through these four strides, in the right request; get familiar with somewhat about PCs, get familiar with somewhat about projects, select the sort of projects you need, and how to pick a PC. A PC is not the same as different machines since it needs a program to instruct it. A few organizations make PCs, while others compose programs. This implies if a specific sort of PC gets well known, more projects will be composed for it, and this will make the machine much progressively famous. In the long run one PC has become the norm. In reality this PC is the IBM clone. In turning into the business standard most projects are composed for IBM’s and you have a more prominent choice and decent variety to choose from. Another mainstream PC model is Macintosh. Up until now, no organization other than Apple makes this PC, for the most part since Apple keeps different organizations from doing as such. As you would expect, in light of the fact that just one organization constructs the Macintosh, it is more costly than the IBM clone. Then again, numerous Macintosh proprietors think that its simpler to learn and utilize. I will concentrate on IBM clone PCs since they are the norm. A PC needs to do numerous errands. It needs to acknowledge your sources of info, either from a console or a mouse, it needs to do some preparing, both rationale and math, under the course of a program, it needs to show its outcomes, it needs to keep some data briefly in its memory, and it needs to store data forever on plate drives. At the point when you search for a PC, you will need to see the size of the hard circle in gigabytes (at least 10 suggested), the size and nature of the showcase screen (17 inch suggested), the sort of processor (Pentium III suggested), the measure of memory (128 megabytes suggested), the clock speed (100 MHz suggested), and the modem for jumping on the Internet (56K suggested). The PC's clock keeps everything synchronized, and for the most part the quicker the clock, the quicker the PC can process data.

Freedom In The United States Essays - Freedom Of Expression

Opportunity In The United States Essays - Freedom Of Expression Opportunity in the United States No other majority rule society on the planet licenses individual opportunities to the level of the United States of America. Inside the most recent sixty years, American courts, particularly the Supreme Court, have built up a lot of lawful teachings that completely ensure all structures of the opportunity of articulation. With regards to assessing the degree to which we make the most of the chance to communicate our suppositions, a few citizenry might be blameworthy of damaging the limits of the First Amendment by freely affronting others through foulness or prejudice. Americans have built up an unmistakable aura toward the opportunity of articulation since the beginning. The First Amendment unmistakably voices an extraordinary American regard close to the opportunity of religion. It likewise keeps the administration from condensing the ability to speak freely, or of the press; or the privilege of the individuals serenely to amass and to request of the Government for a change of complaints. Since the early history of our nation, the security of essential opportunities has been absolutely critical to Americans. In Langston Hughes' sonnet, Opportunity, he stresses the battle to appreciate the opportunities that he knows are legitimately his. He mirrors the American want for opportunity now when he says, I don't need my opportunity when I'm dead. I can't live on tomorrow's bread. He perceives the requirement for opportunity completely without bargain or on the other hand dread. I think Langston Hughes catches the embodiment of the American outsiders' mission for opportunity in his sonnet, Opportunity's Plow. He precisely depicts American's as showing up with only dreams furthermore, building America with the expectations of finding more prominent opportunity or opportunity just because. He delineates how individuals all things considered cooperated for one reason: opportunity. I chose Ray Bradbury's Fahrenheit 451 as an imaginary case of the indecencies of oversight in a world that is turning out to be uneducated. In this book, the legislature persuades the open that book perusing is malicious in light of the fact that it spreads unsafe feelings and shakes individuals against the administration. Most by far of individuals acknowledge this control of articulation beyond a shadow of a doubt and are substance to see what's more, hear just the administration's purposeful publicity. I discovered this upsetting however practical. Bradbury's shrouded restriction to this type of oversight was clear all through the book lastly won in the end when his fundamental character opposed the act of consuming books. Among the numerous types of fights are pickets, strikes, open talks and rallies. As of late in New Jersey, in excess of a thousand network activists energized to draft a human spending that puts the requirements of poor people and impaired as a top need. Rallies are an viable methods for individuals to utilize their opportunities successfully to bring about change from the legislature. The right to speak freely of discourse is coneztly being tested with no guarantees prove in an ongoing legal dispute where a Gloucester County school area controlled audits of two R-evaluated films from a school paper. Prevalent Court Judge, Robert E. Francis decided that the understudy's privileges were abused under the state Constitution. I feel this is an incredible forward leap for understudies' privileges since it limits publication control of school papers by instructors and permits understudies to print what they feel is significant. A recently proposed charge (A-557) would forestall school authorities from controlling the substance of understudy distributions. Pundits of the charge feel that understudy writers might be excessively youthful to underezd the duties that accompany free discourse. This is an admirable sentiment; in any case, it would give a magnificent chance to them to learn about their First Amendment rights that ensures free discourse and opportunity of the press. In his initiation address to Monmouth College graduates, Educator Alan Dershowitz of Harvard Law School protected the expansive option to free discourse. He expressed, My message to you graduates is to attest your privileges, to utilize them mindfully and intensely, to restrict prejudice, to contradict sexism, to restrict homophobia and bias of all sorts and to do as such inside the soul of the First Amendment, not by making a special case to it. I concur that one should don't hesitate to talk straightforwardly as long as it doesn't legitimately or in a roundabout way lead to the mischief of others. One

Medications to Treat ADHD in Children and Adults

Medications to Treat ADHD in Children and Adults ADHD Treatment Print Medications to Treat ADHD in Children and Adults By Keath Low Keath Low, MA, is a therapist and clinical scientist with the Carolina Institute for Developmental Disabilities at the University of North Carolina. She specializes in treatment of ADD/ADHD. Learn about our editorial policy Keath Low Updated on August 10, 2019 ADHD Overview Symptoms Causes Diagnosis Treatment Living With In Children Paul Bradbury/OJO Images/Getty Images In addition to behavioral therapies, medications for your ADHD can be very helpful in reducing impulsiveness and hyperactivity  and increasing focus and attention. Lets gain an understanding of prescription medications people with ADHD can use to feel better and improve their symptoms. Stimulants Stimulant medications  are the most commonly prescribed medications for ADHD and have been found to be very effective in alleviating  ADHD symptoms. Stimulants  increase the level of the neurotransmitter dopamine and norepinephrine in the brain. This improves inattention, impulsivity, and hyperactivity in people with ADHD. While stimulants are the classic medication of choice for ADHD  and are FDA-approved for treatment in children, about 10 to 30 percent of children and adults do not tolerate stimulant therapy or do not respond to it, according to a 2009 study in CNS Drugs. Also, some people respond to one kind of stimulant and not another. Some common side effects of stimulants include decreased appetite, insomnia, dizziness, increased anxiety, and/or irritability. Mild stomach aches, nausea, blurry vision, and a slight increase in blood pressure and heart rate may occur. Understanding and anticipating these side effects is helpful, as they can affect your adherence or willingness to take the medication. If you do experience any side effects from your stimulant medications, please discuss them with your doctor. Also, be safe and dont stop or change the dosage of your medication without medical guidance. There are a number of forms of stimulants available, like shorter and longer-acting medications. Extended-release stimulants are those that provide longer-lasting, continuous level of medication. They dissolve slowly and release the drug over time. The older forms of immediate release require that medication be taken every 3 to 5 hours. Types of stimulant medications for ADHD include: Adderall (amphetamine; dextroamphetamine)Concerta or Daytrana (methylphenidate)Desoxyn (methamphetamine)Dexedrine or Dextrostat  or Zenzedi (dextroamphetamine)Focalin (dexmethylphenidate)Metadate CD, Methylin, Ritalin (methylphenidate)Vyvanse (lisdexamfetamine) Non-Stimulants The US Food and Drug Administration (FDA) approved a non-stimulant medication called Strattera (atomoxetine) for the treatment of ADHD in children, adolescents, and adults â€" its actually the first medication approved by the FDA for treating ADHD in adults. Strattera is a good option for people who cannot tolerate or take a stimulant medication for their ADHD. Its also a good option for people who are at risk for abuse or dependence on stimulant medications. Similar side effects are seen with Strattera, as with the stimulant medications, although they tend to be milder. These include loss of appetite, irritability, sleep disturbances, dizziness, abdominal pain, and fatigue. Other Medications Sometimes a person fails to respond to stimulants or Strattera for their ADHD or the side effects are intolerable. In these cases, a doctor may try another medication, like clonidine or guanfacine, which are FDA-approved in the US for treatment in children and adolescents. If a person can tolerate stimulants, clonidine or guanfacine may also be given in addition to a stimulant to increase its effects. Less commonly, a doctor may prescribe a medication like the antidepressant Bupropion to treat ADHD. Bupropion is  not FDA-approved for treating ADHD â€" meaning there is not enough scientific studies to back up its effectiveness and safety in treating ADHD. What This Means for You ADHD can be effectively treated with either behavioral therapies and/or medication. That being said, its important for individuals on medications for their ADHD to see their doctor on a regular basis. Be sure that your doctor or healthcare professional is experienced specifically with ADHD. For you, this means that youll be getting valuable input from a knowledgable source, who can better answer your questions about different treatment types. ADHD Discussion Guide Get our printable guide for your next doctors appointment to help you ask the right questions. Download PDF Medication benefits, side effects, and dosages need to be carefully monitored to ensure your safety and optimization of your health. If youre starting a new medication (or are already on medication) be sure to communicate any side effects, however minor, with your doctor as well. What to Know About ADHD Medication

Suicide And The College Life - 1918 Words

James Dykes SOC 201 Professor Bobys 28 October 2014 Suicide and the College Life Among the general population of young adults aged eighteen to twenty four, homicide and suicide are, respectively, the second and third leading causes of death. While no studies currently compare homicide and suicide rates on campuses, the risk of homicide is generally lower, and many campus professionals dedicated to suicide prevention and mental health promotion often refer to suicide as the second leading cause of death among college students (Suicide Prevention Resource Center, 2004). Available data suggests that suicide occurs at a rate between six point five and seven point five per one hundred thousand among college students, approximately half the rate†¦show more content†¦According to Durkheim there are four major types of suicide anomic, altruistic, egostic and fatalistic suicides. Anomic is when people feel lost and alone, altruistic is when there are social factors, egostic is where someone is or feels detached from society, and fatalistic is someone who kills th emselves before they are taken to jail usually death by cop. Most college students would fall into the anomic suicide they mostly feel lost or alone in a strange new place. The rate of suicide in college students can be linked to depression, sexual orientation, and the fear of failure. Depression in college students is one of the main factors of suicide Some of the triggers of college depression include being away from home, lack of a normal social support group, and a history of depression. According to the article, Suicide Ideation Among College Students Evidencing Subclinical Depression students who thought about suicide more often were more depressed. Almost half of students who have reported suicidal behavior never received psychiatric help. This shows that past attempts at suicide could lead to future attempts at suicide. Being away from home is another major factor in depression. Most people agree that for the first month away from home they are depressed about being in colle ge. People do not realize that when they go to college they are leaving behind most of their social

Middle School Science Fair Project Ideas

It can be really hard to come up with a middle school science fair project idea. Sometimes it helps to see what others have done or to read project ideas. Have you done a middle school science fair project or do you have a good idea for a good middle school project? Whats your project idea? Here are ideas shared by other readers: white fish When you leave a fish in the dark it will eventually turn white. Try it please. It really works! — kittycat60 Burn those old clothes In the 7th grade I did an experiment on which fabric burns the fastest. I cut up old clothes into equal pieces and let fire do the rest of the work. Got 1st place even while having a partner who did nothing. I thought it was a pretty fun experiment. — Dre bubble gum Test which bubble gum brand pops the biggest bubbles. — guest Rusty Nail I did a science experiment on which types of nails rust the fastest. Try a nail in vinegar, water, or Pepsi. — anonymoud crystal race I recorded how fast it took for crystals to grow using salt and sugar. I got fourth place, but the good thing was after they grew I got to eat the sugar crystals! (Do not eat the salt.) — Doodlebug1111 Ants be gone!!! Last year in 6th grade I did a science fair project with my friends and we did WHICH HOUSEHOLD PRODUCT REPELS ANTS BETTER LEMON JUICE, POWDER, OR CINNAMON? We got second place in the school. — Guest5 truth I did an experiment on what foods are the best to seal cracks. I tried common foods, like peanut butter, pudding, jello, and ice cream. I then let them dry and put water in the cup with the crack measured what food stopped the water best. Got an A somehow... so easy! —Guest 6666666666 caffeine - plants I watered 3 plants with caffeine and 3 with water. Record your results and make a graph to see which one dies faster. Its so easy!! I got an A — bqggrdxvv LED lights I did a science project on L.E.D lights and I got 1st place! Do L.E.D lights affect electricity usage? I took a normal light and measured the amps (you want the least amount of amps) and then I took the L.E.D light and measured the amps. It was pretty cool and I got 1st place and an A! — mustache Crayons Does the color of a crayon affect how long of a line it makes? (Editors note: If you use an entire crayon, this project could take a long time. One way to test this would be to mark equal, short distances on different colored crayons. Draw a line back and forth down a very large/long until you reach the mark on each color. Count the number of lines on the paper and see if they are the same for each crayon.) — Sonic EASY A! In 5th grade i did a project on which candies melt faster. All you have do is put different kind of candies (lollipop, Hershey, etc.) in hot boiling water and see which one melts the fastest. Also got 1st place! — chiii say hello Get an A t make a regular volcano but instead of baking soda use Mentos and pop. Watch your teachers be amazed. — shay Colored Fire I did an experiment on colored fire. I bought chemicals like copper sulfate, and lit it after spraying alcohol on it. (you can also use salt). it was really awsome and I won the science fair. it was an easy A — makhassak rockets We got a toilet paper roll and cut a rubber band on one side then taped the rubber band so it went diagonally across the top then set it aside and got 3 straws and cut one straw 2 inches long taped the ends of the straws toget her with the little one in the middle then u put the rubber band in the middle of the two straws so it is touching the baby straw and some of the big straw will be hanging out the bottom pull it and let go it will shoot a long way this is a good way to test elastic potential energy epa — hunger games sprouting beans I did a experiment where u try to find out if rubbing alcohol, baby oil, salt water, water, sugar water, or vinegar which one do plants grow best in? I got an A — 5052364 pH scale I did a project with my friends and get about 7 differents liquids like cola fanta lemon juice and you put different types of solid objects like chalk and see what dissolves fastest. Got a silver. — 2cool Microwave Power~ You can microwave a marshmallow at different temperatures and see what happens. Make a chart of what happened. Make sure to take pictures. This is not a research project. This is a Scientific Method Project. REMEMBER: DONT SET THE MICROWAVE TIMER HIGHER THAN 1 MIN! DO SECONDS AND ALSO HAVE AN ADULT SUPERVISE!! — 625 Salty water and eggs When I was in 6th grade I did an experiment. We were trying to know how much salt do you need for an egg to float. To be honest, thats the easiest project EVER! you just put 2 cups of water: one with NO salt an one FULL of salt you put the eggs inside and the one with salt floats. and thats all. EASY 100! — Miranda F. Planty Liquids y friends and I watered flowers with milk, lemonade, and coke for two weeks to see which would live the longest and die the fastest. got an A! —Guest Guest ME temperature i did this thing were I got a box of insulation and put a thermometer in there with a jar of cold water to see if it stayed cold (: try it ! — sydneyxguest easy My brother did this and got 2nd out of everybody in our school. He put a banana in a spot in the house that is room temp. A banana in the fridge, and a banana outside to see which decayed faster. —Guest anonomus mento pop explosion I bought 2 pops and shook them up. then I put 5 mentos in and when it started to go out I picked it up and it shot at my targets right on spot. — science beany bag it works really well. Take a rag and put black eyed beans in the rag and fold it up a week or two later they have sprouted and ready to grow beans!!!!!!! — Guest MENTOS! Get mint mentos candy and put in different sodas to see which soda goes the farthest (diet pepsi is the best) —Guest Volcano When I was in 5th grade I did a project and won first place. It was a volcano and I used lots of research, which held it up well and helped me with the winnings. I loved it when I did this because I actually won so hooray! — Kelsey Vandyne moon Which moon phase lasts longer? Look and see Im not gonna tell ya :D — tiara keep the cool I got 3 boxes and in each box i filled it with aluminum foil, cotton, and one without anything and put inside nothing then i put in a juice in each box to seen which one keeps it most cold. I competed with 75 other schools and got 2nd place —Guest Balloon Lung Question: How does ur lung work? Well all u have to do is get an empty bottle and a little cone and a balloon.Turn the cone upside down and put the balloon on the pointy edge.Then stick the cone with the balloon on the end in the bottle.Then ur done squeeze the bottle!!!!!!!! — HungerGames!!!!! Underwater Volcano Last year I did an underwater volcano. I won second place and got an A my teacher really liked the originality — lhern64 More Middle School Science Project Ideas

America in the 1950’s Free Essays

McCarthyism, which found its main thrust in the Alien Registration Act of 1940, made difficult for immigrants because of its stringent requirements that they declare their political beliefs. These statements were rigorous disclosures of the status of these immigrants—which included current employment status and previous political affiliations. McCarthyism was also responsible for the purging of the Motion Picture industry in Hollywood of persons suspected of being communist sympathizers or activists. We will write a custom essay sample on America in the 1950’s or any similar topic only for you Order Now In the government’s efforts to upset the position of the Communists in the United States, it succeeded in terrorizing many innocents. This was occasioned in many courts by the accepting even inconclusive evidence brought against citizens. People loss their jobs and became imprisoned on charges that were non-substantial and that in later years would be deemed unconstitutional or otherwise actionable. Mistrust was bred among immigrant colleagues and members of the motion picture or other industries (Davidson, 2002). Dynamic conservatism is described as a tendency within a population to struggle for the maintenance of the status quo. This status quo maintenance is found desirable for the sake of stability within a state. The phenomenon is considered dynamic, as it is based on an active attempt to fight against forces that seek to overthrow or change the established order. Dynamic conservatism is more than mere resistance to change, as it includes mechanisms that learn from situations and make targeted efforts at strengthening the forces within the organization (or state) that are concerned with preservation of the status quo. With regard to the activities of the 1950’s, dynamic conservatism refers to Eisenhower’s domestic policy that supported and strengthened the New Deal giving it more legitimacy. It involved scaling down of the budget and the removal of federal influence in certain aspects of the country’s running (Davidson, 2002). Politics of consensus represented a form of agreement within the governmental, economic, and societal bodies. It involves a widespread understanding that consultation among these actors will take place regarding issues that are of national importance. It sought to create a harmonization of the ideas and desires of the influential and representative bodies in the country (such as trade unions and political parties). The party in power creates a system by which it seeks out the input and suggestions of all the involved entities. This provokes consideration of all the interests that attach to certain political decisions and seeks to ensure the inclusion of these interests in the final solution. The politics of consensus, as is implied by the term â€Å"consensus† seeks to identify a solution that is created by all and accepted by all involved. Therefore, rather than decisions being representative of the triumph of one party or group over another, it would reflect the cooperation of all groups in the taking of a political or socio-economic decision. Before Dwight Eisenhower came to the presidency, Americans faced uncertainty in an economy that was recovering from the depression of the 1920’s and 1930’s while being in the middle of a war (World War II). Consumer confidence was low, as resources were scarce and tapped. However, recovery came during the Eisenhower administration, when the American society entered an era of consumerism in which the values and actions of the consumer played a dominant role in the country’s economics. The economy was growing vastly, and income levels were increasing. This created not just more money in families, but also more leisure among Americans. Consumer confidence was high, as was confidence in the state of the American economy. This led to increased spending, and the resultant materialism. From the president, Americans no longer required specific action but the assurance that such prosperity would continue, and the moderation that defined Eisenhower’s administration reflected the surface contentment of the American society (Davidson, 2002). While the exact beginning of the Civil Rights Movement is unclear, a major revolutionary marker was the Supreme Court decision that maintaining and mandating separate facilities for different races was inherently unequal. This occurred in the 1954 Brown vs. Board of Education case, which overturned the Plessy vs. Ferguson case over a half century earlier. This was followed hard upon by the Montgomery Bus Boycott in 1955, which took place in Alabama. It represented a more concerted effort on the part of black persons to garner the recognition of their rights to use the facilities provided by their country in an equal way. This event, which was triggered by the refusal of Rosa Parks to move to the back of a bus, led to an explosion of civil rights demonstrations in the South and around the country. The United States became interested in helping France to retain hold of its territory in Vietnam. The problem of communism was related to this, as the doctrine of communism containment heralded by Harry Truman targeted the communist stronghold region—South East Asia. This region was made up of many small communist countries, and their size made it more likely that they (rather than larger communist counterparts) should fall. The domino effect was considered by Eisenhower as how such a fall should occur. He proposed to target one country in that area, and expected the subsequent fall of the others. The initial communist party was begun by Ho Chi Minh in Vietnam, who sought independence from the Vichy French. Warlike relations only escalated when the Americans entered into the dispute in order to aid the French, and this assistance only increased upon the invasion of the South Korea by North Korea in 1950. McCarthyism enabled distrust among the ranks of many political, social, and economic entities in the United States. This distrust fueled not just underground activity and disgruntled feeling toward the United States government, but fierce sentiment against communism also has been considered as a factor in the assassination of later United States presidents and congressmen. It has therefore caused a lot of citizen distrust of the government. Dynamic conservatism. Dynamic conservatism has impacted such areas as civil rights movement, gay rights and women’s rights, as this tendency defines the actions of such groups that would have preferred that the minorities remain unrepresented and repressed. However, the Civil Rights movement of the 1950’s and 1960’s has led to an increased level of equality not just for African Americans, but also for other racial minority groups in the United States. It has been the fore-runner of such policies as affirmative action, which grants places within key organizations and key opportunities for minorities. Politics of consensus has been a method through which harmony has been restored somewhat to the political and social climate of the United States. This form of government has sought to create an open forum in which dialogues now take place regarding issues of great importance to many groups within the country. Consumerism allowed for the expansion of the United States economy, as it boosted consumer confidence, which increased spending and stimulated further economic growth. The involvement of the U.S. in Southeast Asia led to further involvement and was in the Korea and subsequently in Vietnam. This has had a negative impact on the image of presidents in the White House and upon the government as a whole, especially during the Vietnam War period. Anti-war sentiment regarding this was has continued very far beyond that period. This Southeast Asian involvement led to presidents’ refusal to run for a second term and indirectly contributed to Nixon’s resignation. Reference Davidson, J. W. (2002). Nation of nations. New York: McGraw-Hill.    How to cite America in the 1950’s, Essay examples

Organisation free essay sample

The subject matter of Organizational Behaviour is complex. Organizational Behaviour is not a homogeneous subject, but the result of a mingling of other disciplines such as psychology, sociology, politics, philosophy and economics. The fact that a subject called Organizational Behaviour exists in Business and Management courses is due to the need of those with managing people and systems at work to inform their thinking as they address the underlying social and behavioural issues that confront them. Since the study of Organizational Behaviour is composed of a blending of various social sciences, it will involve, to a certain extent, the approach of behavioural science – a collective term for the grouping of all the social sciences concerned with the study of people’s behaviour[1]. Three main disciplines are: Psychology:Study of human behaviour, traits of the individual (perception, attitudes and motives), and membership of small social groups. Sociology:Study of social behaviour, relationships among social groups and societies, and the maintenance of order (e. We will write a custom essay sample on Organisation or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page g. he relationship between the behaviour of leaders and followers). Anthropology:More concerned with the science of mankind and the study of human behaviour as a whole – cultural system: the beliefs, customs, ideas and values within a group or society. Organization There is also the problem of defining what is an ‘organization’. Morgan, G. (1986), Sage Publications (â€Å"†¦organizations are complex and paradoxical phenomena that can be understood in many ways. Many of our taken-for-granted ideas about organizations are metaphorical†¦For example, we frequently talk about organizations as if they were machines†¦Ã¢â‚¬  It is because the concept of organization is so difficult to understand that other metaphors, apart from machines, are used to understand its nature. Therefore organization is variously described as organisms, brains, cultures, etc. Machines (the mechanistic or classical view)Organizations can be designed as if they are machines giving relations between clearly defined parts. This can provide the basis for efficient operation in a routine, reliable and predictable way. Organizations viewed as machines function better in a stable and protected environment. Organisms (the organic view)In this regard the organization is considered as behaving like a living system. Biological mechanisms adapt to changes in their environment, so do organizations, as open systems, adapt to the changing external environment. Brains(the cybernetic view)Brains are inventive and rational. The challenge is to create organizations capable of intelligent change and therefore able to disperse brainlike capabilities. Cultures (a product of their dominant values)The collective interest and unity of an organization is built up through shared beliefs, habits and traditions. Handy (1993), Understanding Organisations (4th Edn), Penguin Business â€Å"†¦ anyone who has spent time with any variety of organizations, or worked in more than two or three, will have been struck by the differing atmospheres, the differing ways of doing things, the differing levels of energy, of individual freedom, of kinds of personality. For organizations are as different and varied as th e nations and societies of the world. They have differing cultures – sets of values and norms and beliefs – reflected in different structures and systems† Psychic Prisons (sources of stress)The way the organizations are designed and structured and the methods and procedures of work, etc are likely sources of stress to the workers. The above metaphors, though providing a broader view of the dynamics of organizational behaviour, are not fixed. An organization can be a mix of each, and predominantly a combination of two or three metaphors, which may change over a period of time. Whatever definition taken, an organization is a means to an end rather than an end in itself. Organizations in these circumstances are usually structured in a formal way that recognizes individual responsibilities and yet circumscribes them at the same time. The more junior the position held in the organization, the more restricted is the scope for decision-making. The higher the position the greater the freedom of discretion. There are organization theories that insist that people must be controlled if organization goals are to be achieved. There are also other theories, which suggest that individuals perform better if allowed freedom and responsibility, and therefore should be subject to fewer controls. A fuller definition of an organization could thus be: A work organization consists of a group (large or small) or groups of people who collaborate in a structured and relatively permanent way in order to achieve one or more goals, which they could not achieve by acting on their own. Such an organization is structured in a manner, which formally recognizes, and places, the tasks and roles that individuals are expected to fulfil. The operation of work organizations implies a considerable degree of control over individual members, especially those most junior in the task structure. The predominant values and standards of the members of an organization develop over time to form an organization culture, which is a preferred way of doing things. The particular form and culture adopted by an organization is considerably affected by technological and environmental factors[2] For an organization to be successful the importance of achieving productivity through the effective management of people, and their commitment to, and involvement with the organization has to be stressed. Some people may well have a set motivation to work, whatever the nature of the work environment. But work situations may also influence the individual’s orientation to work. It is through the process of management that the efforts of members of the organization are directed and guided towards the achievement of organizational goals. The Meaning of Organizational Behaviour (The behaviour of People) Organizational Behaviour is concerned with the study of the behaviour of people within an organizational setting. It involves the understanding, prediction and control of human behaviour. Common definitions of organizational behaviour (OB) are generally along the lines of: the study and understanding of individual and group behaviour, and patterns of structure in order to help improve organizational performance and effectiveness (Laurie J Mullins, page 14). There is a close relation between organizational behaviour and management theory and practice. Some writers seem to suggest that organizational behaviour and management are synonymous. But this is an over simplification. Organizational behaviour does not encompass the whole of management; it is more accurately described in the narrower interpretation of providing a behavioural approach to management. The Framework of Study The behaviour of people, however, cannot be studied in isolation. It is necessary to understand interrelationships with other variables, which together comprise the total organization. This will involve consideration of interactions among the formal structure, the tasks to be undertaken, the technology employed and methods of carrying out work, the process of management and the external environment. The study of organizational behaviour, hence embraces an understanding of: o The behaviour of people; o The process of management; o The organizational context in which the process of management takes place; o Organizational processes and the execution of work; and o Interactions with the external environment of which the organization is part. A number of interrelated dimensions such as the individual, the group, the organization and the environment (which collectively influence behaviour in work organizations) can be identified by the above variables. The Individual Individuals make up organizations. Hence individual is a central feature of organizational behaviour whether the individual is acting alone or in a group in response to expectations of the organization, or as a result of the influences of the external environment. Where the needs of the individual and the demands of the organization are incompatible, this can result in frustration and conflict. It is the task of management to provide a working environment, which permits the satisfaction of individual needs as well as the attainment of organizational goals. The Group Groups are found in all organizations. They are essential to the working and performance of the organizations. Such groups (commonly referred to as informal groups) arise from the social needs of people within the organization. Members of the groups influence each other and may develop their own hierarchies and leaders. Group pressures can have a major influence over the behavior and performance of individual members. An understanding of group structure and behaviour complements knowledge of individual behaviour and adds a further dimension to organizational behaviour. The Organization An organization is structured to establish relationships between individuals and groups, to provide order and systems and to direct the efforts of the organization into goal-seeking activities. It is through the formal structure that people carry out their organizational activities in order to achieve aims and objectives. Behaviour is affected by patterns of organization structure, technology, styles of leadership and systems of management through which organizational processes are planned, directed and controlled. The focus of attention, therefore, is on the impact of organization structure and design, and patterns of management, on the behaviour of people within the organization. The Environment The organization is part of the broader external environment. The external environment affects the organization through technological and scientific development, economic activity, social and cultural influences and governmental actions. The effects of the operation of the organization within its environment are reflected in terms of the management of opportunities and risks and the successful achievement of its aims and objectives. The increasing rate of change in environmental factors has highlighted the need to study the total organization and the processes by which the organization attempts to adapt to the external demands placed upon it. Organizational Behaviour and Management Theory and Practice As discussed in the previous page Organizational Behaviour also encompasses Management Theory. Management Theory is especially concerned with issues of goal setting, resource deployment, employee motivation, teamwork, eadership, control and coordination, and performance measurement. Like Organizational Behaviour, it is an eclectic subject, which draws on the social sciences for most of its material. The difference in emphasis between Organizational Behaviour and Management Theory is principally that the former is concerned with examining the behaviour of people at all levels in groups, whilst the latter is more focused on the control of people’s behaviour by their managers in the pursuit of organizational go als.

Music and Auto-tune free essay sample

It has become an indispensable tool In the production process. Erasing mistakes and adding effects that would be unheard of in music prior to the 21st century, with the exception of Cheers 1998 Believe, which laid the foundation to the trend In the flirts place[2]. To this end, the primary aim of the researchers is to flesh out the effects that Auto-Tune has had on the industry as an example of how computer software affects music, and in particular, the artists who make the music.To fully accept the importance of this study, one must acknowledge the fact that music has had a lengthy and mulattos history for as long as recorded music has existed. The Innovations and techniques introduced by new instruments and equipment meant that entire eras came and gone carrying these Innovations until new ones emerged. Now, to quote [1], The most important piece of musical equipment of the last 10 years is not an instrument or a physical object. We will write a custom essay sample on Music and Auto-tune or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It is whats known as a plug-in. Specialized piece of software made to be inserted into other, bigger pieces of audio software. Auto- Tune bends off-key notes Into pitch perfection. Auto-Tune broke ground by introducing a new form of innovation unlike the physical media that has changed music before. The importance therefore lies In what this new form of Innovation implies in the face of how music has traditionally existed until now, because a deferent form of innovation will bring about a different form of change. For this paper, the researchers will explore selected details surrounding Auto-rune.These details include the following: the mechanism that allows Auto-Tune the ability to tots the implication the addition of unique effects to music has on how the artists who actively make use of it are perceived. Emphasis will be placed on the artists, as ultimately, the paper will lead the reader from the basics of Auto-Tune to the discussion of the following: Auto-Tune lowers the value of musical artists, as the creative musical paradigm is shifted from ones talent to technology. II. Body Auto-Tunes most distinctive quality lies in its ability to correct mistakes in songs during production.It accomplishes this through the coming together of the principles of autocorrelation and pit ch shifting[3]. In the beginning, autocorrelation was used or surveying the earth for seismic research and finding oil. It uses sound waves from source upon which the reflections of the waves are recorded on a saxophone. It was then found that the surveying model was capable of detecting not Just oil, but also the pitch of sound[2]. Meanwhile, the method of changing pitch is the separation of the signal of the voice into minuscule parts, otherwise known as grains. Each grain possesses a period of the signal.Afterwards, the grains are released in a manner matching the desired pitch. Thereafter, autocorrelation and the method for pitch erection came together to create what is now known as Auto-Tune. The pitch correction technology of Auto-Tune provides artists the ability to correct any mistake in a song whether it be almost insignificant or when it completely misses the intended pitch[4]. Let us revisit the phrase Music Demands Perfection listen to radio station nowadays and the listener will be hard pressed to find even Just one off-key moment among the songs that receive regular airtime.It is this simple function that has made waves in the entire music industry, and it remains hotly abated between artists and producers alike on whether it should continue to be used in the industry [5]. Figure 1 . Number of Respondents Who Listen to Mainstream Music [pick] Figure 2. Awareness of Respondents on the Existence of Pitch Correction Technology n Music [pick] Figure 1 shows how many of the 30 respondents listened to mainstream music. Figure 2 shows the awareness of the respondents on the presence of pitch correction technology in music. This fugue adds on to the result of Figure 1 by showing the respondents awareness of the music industry different aspects. Furthermore, more exponents answered Yes to #2 than , showing that even respondents who dont regularly listen to mainstream music are aware of software like Auto-Tune being used in music, highlighting its prevalence in the industry. Live performances are not exempt from the corrective nature of Auto-Tune[6]. Even on X-Factor, an American Idol-issue competitive singing show, contestants vices are run through the box, as producers put it[5].This put the shows motives n question, especially given the competitive format; if singers are allowed to run their voices through the box, where is the competition? More than this though, it puts an artists own ability into question. It is understandable that a performer would Ant to the deliver the best performance they can toward their audience. However, exerting more effort and simply deliver perfect performances in tune tha nks to the software[7]. Nonetheless, its perks do not end there.Production costs are lowered by foregoing the need to repeatedly record songs. Since mistakes can be corrected using Auto-Tune, the artists do not have to redo a certain song more times than is convenient for them. An artist can pick from a list of sakes already recorded, and Just run the software on any mistakes found in the chosen piece[4]. This doesnt Just lower the monetary costs of production, but it saves the time and energy which can then be reallocated to other songs or work.This in turn leads to a higher turnout of material from an artist, increasing the potential profit the recording company intends to milk from him or her. Figure 3. Rank of the Factors Consisting the Benefits of Auto-Tune [pick] The data in Figure 3 ranks the perceived benefits of Auto-Tune according to the respondents opinions. The most consistently highest-ranked benefit was allowing for more creative options; pitch correction and good live performances received the lowest priority, with production efficiency trailing creative options.This data provides Insight on the preferred kind of benefits the respondents want Auto-Tune to give the industry. As can be seen from the result, Production Efficiency placed high among the list of benefits Auto-Tune provides, further cementing it as a trait in Auto-Tunes favor. Although efficiency is a preferred quality to possess in numerous situations, it is not without a negative side. This negative side is especially apparent in what was Just previously mentioned: a safety net is cast for an artist to become lax in their performance[7].But at this point the focus is that the talents of the artists are not p lace on priority anymore and instead the industry sticks to individuals they know are marketable and whom they know they are comfortable To directly quote [5], Artists in the pre-Auto-Tune era HAD to be good. There wasnt a record deal if you werent good. Talent is now being taken for granted in exchange for an industrialized approach to producing music[4]. Perhaps the most innovative part of Auto-Tune that has vastly influenced present- day music is the fact that the voice can be manipulated beyond the range of the artist[4].For instance, the artist T-Pain makes extensive use of Auto-Tune to add effects to his voice in almost all of his songs[7]. Effects such as the gerbil sound or more popularly known as the robotic voice[2] are some of the more popular distortion techniques that Auto-Tune allows its users. This quality gives Auto-Tune a unique twist in the industry other than being a cheating device artists use to release consistently perfect-sounding songs. Of course, even this unique twist will not sway its detractors[5]. Christina Agiler even wore a shirt bearing the words, Auto-Tune is for puppies.The mere fact that there are people convinced that odd distortions are supposedly normal for the human voice says plenty about how people see the images of their favorite artists nowadays. Figure 4. Public Opinion on Which Attribute Does Auto-Tune Most Affect an Artists Image [pick] According to the respondents, the perception of an artists talent is most affected by Auto-Tune. This shows what the respondents place importance on in the music they sites to, as the quality of the music being purely the result of an artists efforts is questioned.However, the reverse can also be true, in which the respondents may perceive unique effects such as robotic sounds as products of an artists normal voice and talents. Conclusion Auto-Tune has brought about a mixed bag of big changes in the music industry. Utilizing simple concepts, music production and the artistry of music have all taken a different meaning. Whereas talent and effort were valued in music in the past, technology has found another avenue with which to make things easier and unfortunately, rid it of its defining characteristics. Musical artist is no longer a title exclusive to talented individuals like it was in the past; companies can literally pick up a random person off the street and give the person a makeover to make him or her marketable, and simply run their voice through Auto-Tune to make them an artist. Limitations include lack of the main programming background of the program itself, as the source code itself is unavailable due to copyright law. More limitations of the research include the fact that none of the respondents are professionals in the USIA industry.Furthermore, as they are students from De La Sale University, none of them specialize in music academically, unlike if they were studying in College o f Saint Bindle. This limits the professional opinion in the data. However, the rationale for this choice was to measure the awareness of common people about Auto-Tune. In addition to this, a crucial point was overlooked in the creation of the survey the survey failed to ask the level of interest the respondents had in music. This prevented the knowledge of whether a respondent was a music enthusiast or not. E effect is that it was difficult to distinguish the results that come from a well- Jerked music enthusiast from the results of a casual listener. However, given the data that were able to be used and applied to the research, the results of the survey were deemed satisfactory by the researchers. Recommendations for the improvement of the research include input from noted professionals from the music industry, amateur and professional producers of music, and the like. It may be better to gather information from other locations and not be limited to De La Sale University students only.

The Balance Sheet essays

The Balance Sheet essays Although the balance sheet was first implemented just a couple of centuries ago, it has quckly developed and sophisticated to become nowadays a widely used and powerful tool in the hands of professional users, well known and popular even among the mass public. In spite of its prominence, or may be because of it, the balance sheet can not be easily and fully described in a few words, but still, if we leave aside its various functions and forms and any other subjective factors, we can state that the balance sheet is a summary of an enterprises' assets, liabilities and equity at a specific moment of time. To simplify this description even further we could say that the balance sheet shows an entity's possessions, obligations and others' debts to it. The "objective" point of view however is often too restrictive, and the most simple things many times prove to be rather complex... Among the thousand more complex definitions appended to the balance sheet one of my favorites is the definition given by .... according to which the balance sheet is a statement meant to communicate information about the financial position of an enterprise at a particular point in time, summarizing the information contained in accounting records in a clear and intelligible form, giving information about the financial state of an enterprise and indicating the relative liquidity of the assets, showing the liabilities of the enterprise (i.e. what the enterprise owes and when these amounts will fall due), able to assist the user in evaluating the financial position of the enterprise, being however only part of the data needed by users. Or to summarize this long description with which I completely agree, I could say that although the balance sheet is one of the most outstanding instruments in the hands of financial analysts, managers, investors and other users, its importance should not be over emphasized, it has to be viewed along with many other documents, and...

Health Promotion Practice Essay Example | Topics and Well Written Essays - 3250 words

Health Promotion Practice - Essay Example From the overweight children, 25% had been classed as obese and prone to chronic disease and disabilities. The likelihood of obesity having multiple predictors for illness is high. The escalation of Type 2 diabetes, heart disease and a variety of other co-morbidities before or during early adulthood is expected to interfere with the normal life of the obese child. Sleep apnoea, arthritis and other disorders of bones, joint disorders and cancer have also been associated with obesity. Low self-esteem is another significant problem and may require appropriate psychological approach. A shorter life expectancy is inevitable in addition. The issue having become a global one, it is really urgent that measures are taken to prevent overweight and obesity. A collaborative effort on a war footing needs to be undertaken to find a rational solution. Where previously the issue was descriptive of children from wealthy families, recent discovery has been made that economy and geography have little t o do with the obesity. With all this in mind, I opted to join MEND, a program working for reversing the child obesity issue on an international basis. Epidemiology The problem is caused by a â€Å"mathematical† difference in the intake of energy as calories and expenditure of energy. Increased intake could be more than the needed requirement for the bodily functions. This could cause obesity. Similarly if the expenditure of energy in the form of exercise is not possible, an accumulation of fat again occurs in the body. This accumulating fat causes obesity and overweight. Either the intake has to be reduced or the expenditure increased to balance the calories being utilized in the body. The obesity is measured as the BMI or body mass index in the project. This is the ratio of the weight in kilograms to the square of the height in metres. Overweight and obesity have been defined as leading health indicators by the Healthy People 2010. This programme intended to reduce the child hood obesity incidence by 5% in the US. The significance of the issue in Wales Wales has had its fair share of the problem following the recession. The Welsh Health Survey had indicated that 3% in children under 16 were classified as obese. (Brindley, 2010). Wales held a high position in the childhood obesity league, with nearly one in five children being classed as obese. As a possible result of the recession, more families were looking or switching to cheaper foods which tended to be more processed and contained high levels of salt, fat and sugar (Brindley). The number of adults classed as overweight or obese had been increasing gradually over the last ten years. These results were from the annual survey. Health experts in Wales were raising concerns over children’s long-term health should obesity continue to rise unchecked (Brindley). The significance of the issue in Wales had motivated the government to plan strategies for containing the problem. For all of these reasons, the UK government set up the MEND program to decrease the incidence of these problems and protect the children’s health so that they live a healthy life. Furthermore, it was in the financial interest of the government to fund these health promotion programs as preventive work with childhood obesity was far cheaper in the long run. Dealing with the costs of health care of obesity-related health conditions could be expected to show shocking skyrocketing figures. Health promotion included activities which were

Themes of tradition Essay Example | Topics and Well Written Essays - 1500 words

Themes of tradition - Essay Example As a result of these factors, there has been significant changes in the size, height, shape and design; both internal and external, of buildings. These changes have led to many architectural debates. Some architects argue that modern architectural designs are inspired by the traditional themes while others argue that today’s designs are original and are a result of improved technology and skills and knowledge taught in the schools today. Others argue that modern architecture is a combination of both traditional architectural and modern architectural themes. The progress of today’s architectural industry has become a debate to many and there is therefore the need to analyze how both the traditional and modern themes influence the buildings we see today. Traditional themes as depicted in architectural projects Traditional themes in architecture are based on three design values; traditional based design value, design value of restoration and preservation and the vernacular design value. Under the design value of restoration and preservation, architects believe that there is need to preserve the best of their structures and products for upcoming generations. They therefore work towards ensuring that even when a building is being redesigned; it is restored to its original design. Such architects hold on to three perspectives. The first one is the archeological perspective which holds that it is important to preserve buildings and products as part of our history. The artistic perspective holds on to the need to reserve something that is reckoned as beautiful and a masterpiece. The social perspective on the other hand is built on the need to hold on to familiarity and reassurance. The traditional based design value is based on the belief that traditional designs depict something good and functional. This value is based on three strategies; the first one is the revivalist strategy where an architect sticks to traditional forms of design. The contextualist strategy is where historical forms of design are used when the surroundings demand for such. The critical traditional strategy is based on the interpretation of traditional designs and applying them in modern architecture. Lastly, the vernacular design value is based on the belief that a simple and traditional design is more superior to the modern designs. This operates under four key concepts. The reinvigorating concept is calls for the use of traditional designs and themes in modern times whereas the reinventing concept is where architects go out in search of new archetypes. The extending concept implies the use of traditional designs in a more modern manner while the reinterpreting concept involves the use of modern and recent expressions of architecture. With these design aspects in mind, let us take a look at some of architectural projects that have traditional insights in them. Our study case shall be in Japan since it is one of the countries with a rich, traditional out view of architecture and it still builds on these views up to date. The first project is the Gender Equality Center (GEC). Fumihiko Maki, the architect behind this project, believes that an architect has to rely on his innate aesthetic preferences, ethical and traditional principles as he designs his buildings. In the designing of the center, Maki observed his traditional design values since the building reflects Japanese concepts of architecture. He

Human Resource Management Practices in Indian Companies

Human Resource Management Practices in Indian Companies Abstract Concepts associated with the resource-based view of the organization are increasingly finding their way into the strategic HRM debate. Human Resource consists of all the individual employees who contribute to the operations of an organization, whether they are employed fulltime, part-time, on a temporary or permanent basis. Human resource Management is more concerned with the people aspect in management. Since management involves getting activities completed well with the help of other people and every organization is made up of people, acquiring their services, developing their skills, motivating them to high levels of performance, and ensuring that they continue to maintain their commitments to the organization are essential to achieving organization are essential to achieving organizational objectives. This study examines how a developing country, and in particular, some selected Indian companies, construe Human Resource Management and whether it is used as a strategy in managing their organizations. It reflects on how organizations in India are influenced by variables that are different from those of their Western counterpart. In the process, this study analyses the meaning of Human Resource Management, the important of corporate culture and corporate strategy in shaping the organization. A questionnaire analysis of selected Indian companies was carried out, enlightening patterns of similarity and differences arising in its organizations. Following analysis, it was found that India. Is still on the verge of change and is still not capable of fully motivating its people. The process of liberalization and globalization necessitates for focus on the big population and means to utilize it to its fullest potential. Therefore, unless development agencies, government and non-government organizations are involved to penetrate the human resource development strategies, its real benefits will not build up. Consequently, the execution of human resource management requires an insight in to the understanding of its importance to Indian organizations. Hence, the evolution of Indian approach to human resource management will depend on an increase in the applicability of the American, European and Japanese approach to human resource management implemented in these organizations. Acknowledgement Chapter 1: Introduction 1. Introduction 1.1 Main Theme of The Topic The birth of the â€Å"Strategic Human Resource Management† (Strategic HRM) possibly took place less than 20 years ago with an article titled â€Å"Human Resources Management: A Strategic Perspective† (Devanna, Fombrum, Tichy 1981). In such a short time, however, an explosion has occurred in writing and research on Strategic HRM. In 1996 both Academy of Management Journal and Industrial Relations devote special issues to the topic of HRM practices and firm performance and in 1997 International Journal of Human Resource Management presented a special issue on Strategic HRM and firm performance. ‘The almost exponential growth of interest in understanding the strategic role that HRM can play in firm performance implies a mindset of â€Å"more, more, more† with regard to research on Strategic HRM. However, before we observe the basic call for more, more, more, perhaps we need to step back and reflect on where we’ve been, where we are, and where we need to be. Human Resource Management (HRM) is a term that, throughout the 1980’s and into the 1990’s has become more and more known to managers and management students. But a decade of getting used to has done too little to clarify exactly what HRM is, where it differs from traditional Personnel Management, and how important it will be for the future. The growth of HRM as a body of management thought in the 1980’s can be connected to a combination of socio-economic factors, in particular, changes in international contest, the reform of industrial sectors and organizations, and the rise of a improved confidence in the power of managers to manage. Under these conditions the contribution of human resources to the success of organizations has been emphasize through the champion of doctrines of ‘brilliance’, ‘quality’, ‘innovation’ and ‘entrepreneurship’. These developments placed the management of people firmly on the agenda and created the conditions for the emergence of a new-style theory of Personnel Management, bearing the brand HRM. Perhaps, there is an clear uncertainty that HRM can, or ever could, live up to the wider claims of its power to so totally transform the employment relationship that some of the intrinsic problems of managing a unstable set of employee issues can be resolved more satisfactorily than by approaches that have grown out of the historical development of Personnel Management. In large part such a reaction can be explained in terms of the gulf that appears to be between Personnel Management ‘on the ground’ and the rather more theoretical ‘strategic’ nature of a great deal of the discussion surrounding Human Resource Management. For Managers, already worn out by the ‘waves of change’, coping with technical innovation and economic shifts, there is a need to develop the contest necessary to manage their working futures (Morgan, 1988). Not only do they need to understand the nature of these changes, but they need also to make on an international perspective in order to manage in different cultures and with different customs. For many years there has been a general interest in the different production systems and management strategies adopted in Japan, the USA and Europe. Increasingly now attention is also focused on the people management systems, attempting to explain the differences in management technique and policies (Mansfield and Poole, 1981; Jacobs et al., 1987). There is therefore a need to understand how different cultures undertake Human Resource Management for what Doeringer (1981) calls ‘pragmatic’ reasons. That is, because there are lessons to be learned from other cultures and we need to control for cultural influences when examining solutions. To this can be added the further realistic and critical reasons that managers must now carry out their skills and technique in multicultural context, and achieve objectives internationally. In advanced economies like the United Kingdom and the USA companies, confronted by the Japanese competition and employment strategies coupled with recession and search for excellence have tended to change from Personnel to Human Resource Management or better still strategic Human resource Management. However, there are questions regarding the extent to which this has happened in the developing countries. In answering this question, one must consider the fact that Human Resource Management methods in developing countries will be highly influenced by psycho-economic variables which are considerably different from western countries. Workers are not forced enough and there is not enough stress put on their training, development, participation and the like. Resources are usually directed to serve the ruling best, then to be unfocused towards finding means and methods for better education, health, and safety for the work force. Women in most developing countries are still treated improperly and there is a lot of power distance between the employer and employee. But the future of Human Resource in developing countries is not miserable, as countries like India have started reallocating their resources towards this department and structures and systems are being set up to facilitate this. The biggest challenge for the developing world is therefore, to convert its vast human resource into chance and take them along in their march into the future. 1.2 Aims and objectives; Aims To critically evaluate strategic Human Resource Management practices In Indian Companies. Objectives: Critically assess and evaluate theories, concepts and models of SHRM given in the literature. To examine the nature of the context of HRM, the problematical nature of organizations in a developing country (like India). To examine the background to the growth of interest in India to HRM and the extent of HRM practice among Indian employers. To analyze the nature of the context of HRM, the problematical nature of organizations in a developing country (like India). Chapter 2: Research Methodology Research Design and Methodology As I have used a survey-questionnaire approach to gather data. The study is based on two stage sampling design. In the first step, Indian organizations were chosen randomly from the national capital region of India. In the second step, the organizations, top, middle and senior level managers in HR or who were line managers were randomly selected to fill in the questionnaires. From this sample of 40 managers a total of 12 questionnaires were filled in. A total of 28 questionnaires returned were either incomplete or the managers refused to oblige. The scope of the study has been limited to managers from the industries in the national capital region of India. The organizations from which the managers responded spanned the multinational companies. Research instruments Human Role Assessment Survey Questionnaire (Conner and Ulrich, 1996) was administered on the sample. Participants were asked to refer to the HR professionals in their business entity and rate the current quality of each activity. This study discusses the methodology and the approach that the researcher followed for the completion of this study. In order for the aims of the project to be fulfilled it is necessary to acquire knowledge of the practices of Human Resource Management within Indian Companies. The research was done with a phenomenological approach. It is so called because it is based on the way people experience social phenomena in the world that they live. This method has its own merits and demerits. On one hand it facilitate the understanding of how and why, it make possible for the researcher to be alive to the changes that occur during the research process, and this method is good for understanding social processes. On the other hand there are certain limitations such as, data collection can be time consuming, data analysis is difficult, and the research has to live with the hesitation that clear patterns may not emerge (Saunders, Lewis Thornhill, 1997). The snapshot view was taken for the companies being analyzed through questionnaires and the literature looked into the development of the HRM techniques through time in the developing countries with special emphasis on India. In order to talk to the objectives of the research, secondary information was collected from books, journals, magazines and newspapers, etc. the research tries to consider the performing areas upon which any form of strategic HRM depends, it describes the current state of the Human Resource Management and Personnel Management in India and tries to evaluate its level of operation to determine whether it is a strategic tool for shaping corporate strategy. This study is thus, descriptive as well as exploratory and concentrates more on qualitative approach. Basically there are two types of research methods, quantitative and qualitative. Quantitative research uses technique based on the principles of physical sciences. Statistical methods are used then to test fixed theory. Quantitative research is also prepared to provide a linear progress from problem to solution. According to Smith (1988) the scientist spends time observing the actions and groups of people. Thus the researchers simply observe without making and value judgments after which the researcher explains the observed behavior. The qualitative data is based on meanings expressed through word. . It results in collection of non-standardized data that requires classification, and is analyzed through the use of conceptualization. Quantitative research then goes from observation to theory, then to testing. However, according to motley (1986) this order is often violated and studies are attacked because they do not follow the conventional chain of events. He goes on further to criticize studies for lacking a strong theoretical basis from which to operate. Yet, quantitative researchers fail to realize the position they put themselves in when they do this. Quantitative research however comes with advantages and disadvantages. Its main advantage is that it gives out quantifiable data, which needs to be generalized sometimes. Also, its greater weakness is that it does not account for human behavior, which is not quantifiable, but significant to find the objectives of the research. In compare, qualitative methods are entirely different, reluctant to more on analysis and are less prone to try and measure every aspect of the study. Qualitative research tends to produce rich intense data, relating to small numbers of people, as opposed to vast standardized data relating to large numbers. Qualitative studies are mainly about people’s subjective interpretations of complex situations. Burrell and Morgan (1979) call this the â€Å"interpretive paradigm†. There is little need to quantifying every detail in qualitative research because it’s not worried about prediction and control (Lindlof, 1995). Nonetheless, this does not mean that qualitative research is not practical. It includes the understanding of the researcher and the subjects of the research. Researchers using the qualitative approach make systematic observations and work to say something meaningful about their chosen topic doing it in a particular way (Buttny, 1993). However, it’s arguable that qualitative methods are more effective when trying to research relationships between people in organizations (Walker, 1985 p.3) There was a limitation as qualitative data analysis is very monotonous and conclusion from such data is subject to debate and might be unfair by individual’s viewpoint (Gill and Johnson, 1997). Questionnaires (appendix 1) were used for collecting the primary data from the companies. The company were selected in India random and questionnaires were sent to them to identify the extent to which Human Resource Management is practiced and its perceived usefulness in improving the efficiency of organizations. Despite, their difference research approaches qualitative and quantitative research seen to share similar characteristics. Both of them use a structure which allows researchers to make performance. Furthermore, they both use interpretation to observe initial results of a course of research. However, qualitative differs greatly in relation to data gathering. Nevertheless, the analysis of qualitative data is highly personalized. Obviously the analysis of the researcher is extremely likely personalized. Obviously the analysis of the researcher is extremely likely to affect the outcome of the researcher. This raises the question of validity and reliability in qualitative research. The basis for these differences lies in the purpose of the research. Quantitative research is intended to be in charge of the topic being studied enabling the researcher to know the content of his or her data before it is even collected. Researchers undergoing qualitative approach of research do not worry with every measurable detail. â€Å"Fundamentally, qualitative researchers seek to preserve the form and content of human behavior and analyze its qualities, rather than subject it to mathematical or formal transformation’s (Lindlof, 1995). Basically, qualitative researchers strive for an agreement on phenomenon. According to Kaplan and Maxwell (1994) the goal for understanding a phenomenon from the point of view of the participants is largely lost when textual data is quantified. Thus its come be seen that qualitative methods rise above most of the shortcomings of quantitative methods. Qualitative research strives to bring depth to a phenomenon that quantitative methods lack. Collection of Data Secondary Data In order to address the objectives of the research, secondary data was collected from books, journals, magazines, newspapers, embassies etc. Secondary data is information which has been collected, collated and analyzed by others for other purposes, while primary data is information collected as part of a particular research because it is considered relevant to the study and research problem (Ghauri et al, 1995:54-57, Riley et al 2000:107). In addition, the following secondary sources that can also be important for any kind of research including the researcher’s study can also come in the form of: Central and local government studies and reports, census reports, State budgets, rules on international trade regarding imports and exports, and policies on the foreign direct investment. Studies and reports of institutions and departments such as the central bureau of statistics, universities, telecommunications departments, marketing and other research institutes, chambers of commerce and foreign missions such as embassies, trade centers and consulates. Academic as well as organizational journals and newsletters pertinent to the problem area. In many countries, different branch organizations publish journals on statistics regarding their own industry, the development of a particular discipline or problem area. Textbooks and other published material directly or indirectly related to the problem area. And lastly, theses and reports written by other students in our own university and in other schools and universities are the best guide line for the student. Many schools keep an up-to-date record of all these written in different disciplines. This is perhaps the most important secondary source at the earlier stages of our research process. They provide us with insight not only into our problem area, but also into the other sources mentioned above. The reason for using secondary data is because it’s very advantageous in terms of saving time and money. It also not only helps me to prepare and understand the research problem better, but it also extends the base for which scientific conclusions can be drawn. Another advantage of consulting secondary data is that it suggests suitable methods or data to handle a particular research problem. According to Churchill (1987:181) ‘Do not bypass secondary data. Begin with secondary data, and only when the secondary data exhausted or show retreating returns, proceeds to primary data.† In addition to secondary data, primary data is equally essential for more insight into the company being researched on. There are several choices regarding the means of collecting primary data. Usually, this includes observations which entails listening and watching other people’s behavior in a way that allows some type of analytical interpretation used to collect first-hand information in a natural setting to interpret and understand the observed behavior or situation more accurately; surveys (questionnaires) and interviews which are the most popular data collection method in business studies. Primary Data The researcher also collected primary data in addition to the secondary data in forms of case studies, unstructured interviews, and participant observation with few respondents. Other includes observations, surveys (questionnaires) and interviews by mail, phone, and personal contact. Surveys and questionnaires are the most popular data collection method in business studies. The most valid research method for the major part of the study was considered to be the interview. Interviews can be differentiated according to the level of structure and standardization adopted: a structured interview being one where a predetermined and standardized or a formal set of questions is adhered to, an unstructured interview does not follow any prearranged process; a semi-structured interview will normally contain an element of both. The advantage of a semi-structured interview is that it enables a disciplined approach to be taken without constraining or inhibiting the responses by the rigidity imposed by a totally structured interview (Elliott and Christopher 1973). Chisnall (1986) stressed that the interaction between the interviewer and the respondent contributes greatly to the success of the interviewer. ‘The intellectual atmosphere of an interview is at least as important as the mechanics of the interview processes. However with this study, the researchers also focused on using questionnaires which are said to be descriptive and analytical as my form of primary data to gain information related to India , initially in Indian organization to identify the extent of which Human Resource Management is practiced and its perceived usefulness in improving the efficiency of Keane and other related organizations. An experience survey approach which is a qualitative information collection technique used in marketing was is a qualitative information collection technique used in marketing was in attempts to tap the knowledge and experience survey approach which is a qualitative information collection technique used in marketing was used in attempts to tap the knowledge and experience of those familiar with the general subject being investigated in addition to identifying the current phenomena. Surveys involve questions of some sort and are important for collecting people’s opinions and needs. It also helped the researcher acquire information quickly with relatively minimal expense and effort from a relatively large number of respondents. The qualitative research is often focused on social process. It is thus common in social and behavioral sciences and those who want to understand human behaviors and functions suitable for studying organizations, groups and individuals (Strauss and Corbin, 1990). Furthermore, descriptive surveys are often used to obtain consumer attitudes towards a certain product and to ascertain views and opinion of employees in an organization (Reeves and Harper, 1981). These surveys will thus help researchers understand the behavior of employees in regards to motivation, job satisfaction and grievances in relation to how human resource management is acknowledged in their company and their view towards HRM practices in India generally. However, in addition to helping the researcher with their study, surveys also help these various organizations understand the expectations and requirements of their customers as well as employees, develop service or product based on the standards as well as employees, develop service or product based on the standards of their required findings: determine how well the organization are satisfying requirements both within the company and outside and finally establish goals and access how well to meet these goals. Special care was taken for designing the questionnaire: questionnaire focus, questionnaire phraseology, the form of response, and question sequencing and overall presentation. Questionnaire were designed in order to gain an in depth knowledge of Human Resource activities in organizations and for a remedy of reality. There are factors which have limited to be unaware about the real meaning of Human resource Management and so most were not very co-operative, as they thought that allowing this type of research would identify some of their weaknesses, which would in turn threaten their competitiveness. The results of the questionnaire survey will be analyzed in depth, but it is important to first point some of the methodological problems that were faced during the course of this study. However, it is safe to note that the greatest drawback under the exploratory study lies where the findings may seem credible enough to be released incorrectly as conclusions. Further downside includes the tendency to extend the exploratory phase, and inadequate representation of diversity. A few problems arose during this research due to time and distance limit. As all the questionnaires were sent to various parts of India, the time was too short and limited for data gathering, the result of which led to the waiting for more replies from such companies. The distance makes it difficult to keep in touch with the companies in order to get a response, in terms of phone calls, which would be very expensive, and the postal questionnaires are very time consuming. Similarly, there were many companies which did not respond to the questionnaires, probably since they did not see Human Resource Management as an integral issue in organizational building and strategy. Thus was quite discouraging for study being carried out. Another probable reason could have been that the companies did not bother posting the questionnaire back at their own expense, or they might not have been able to understand the purpose of the study clearly just by looking at the questionnaire and thus they did not feel like responding. In order to minimize problems of this sort, it is important for the leaders of developing countries, like India, to become more involved and encourages managers of companies to contribute to the betterment of the Human Resource Management by actively participating in the studies like this. This is important as the research is not only academically viable but also potentially useful to them. It may also be necessary to extend the time allotted for this type of study. At the time of writing up this study, there was in fact a response from only companies, and thus the results from these companies can only be analyzed. The companies that responded were from small size, thus the result of this study may possibly be gender, at the companies were selected at random. Chapter 3: Literature Review Background Theory Literature Review Background Theory 3.1 Introduction Nowadays, it is a common belief in both the business and the academic world that â€Å"the human resources of an organization can be a source of competitive advantage†, provided that the policies for managing people are integrated with strategic business planning and organizational culture (Beer, Spector, Lawrence, Quinn, Mills, Walton, 1985).There is a incredible pressure to an organization to perform their duties properly with the rate of the rapid changes taking place. Accordingly organization change such as association, new ways of handing over works, high changing rate in workforce and employee’s capabilities and priorities is observe in the past. Human resource management has become a invasive and influential approach to the management of employment in a wide range of market economies. As a result, the analysis and evaluation of HRM have become major themes in academic, policy and practitioner literatures. Good human resource management entails recruiting and hiring the best employees and getting the most out of them through effective training and supervision. Human resource management helps in identifying key skills sets, knowledge and valued required in the employee. Through manpower planning the management determines its human resource needs and implements plans to address them. Any assessment of the emergence of Human Resource Management has, at least, to take account of this changing context of employment and provide some explanations as to the relationships that exits between the contribution HRM has made to some of these changes on the one hand and, on the other hand, the impact that such changes have had on the theory and practice of HRM itself. (Beardwell and Holden, 1994: 5). An analysis of data relating to the question of a link between Strategic Human Resource Management (SHRM) and performance reveals there is uncertainty as to the direction of the link. Can better performing organizations attribute their good performance to the quality of their HRM or is the standard of their performance due to other factors? The quality of HRM might be an outcome of performance rather than a contributing factor to that performance. There are questions about the meaning of a strategic approach to HRM. What makes an organization’s approach to HRM ‘strategic’ and is there a satisfactory method of differentiating between an approach to HRM that might be considered strategic or one that is not seen to be strategic? As organization restructure, human resources tend to decrease in quantities but increase in quality and in their value to organizational effectiveness. Investing in the development of these valued resources make sense. Most of the companies in developing countries invest in new technology, new machinery, new plant to increase productivity because better models have been developed but we need to develop our own ‘better models’ in human resource area A strategy is a course of action. It shows how the enterprise will move from the business it is now to the business it wants to be in, given its opportunities and threats and its internal strength and weaknesses. Strategic human resource management means formulating and executing HR systems that produce the employee competencies and behaviors the company requires to achieve its strategic aims. The high-performance work system is designed to maximize the overall quality of human capital throughout the organization, and provides a set of benchmarks against which today’s HR manager can compare the structure, content, and efficiency and effectiveness of his or her HR system. Increased in international competition due to newly emerging multinationals and divisional organization has given new scope of management particularly Human Resource Management .India has also woken up to the reality that human resources management is key factor for the better performance of an organization . Its is an ultimate goal an ambition to organization to perform their duty perfectly can only seen in developed countries like UK and USA . The organizational change and development have become a part of working life. 3.2 Meaning of Human Resource Management HR include all the individual employees who contribute to the operations of an organization in any means of form either temporary or permanent basis. (Thompson and Mabey ,1994) It process of getting work done with help of people in efficient manner . It includes planning ,organizing, leading and controlling to make work done till the end task. To manage an organization the common factor taken in consider are goal, limited resource and people. The basic infrastructure of any business is the human capital. Human resource management, therefore, is one of the most important and recognized functions in the industry today. There is more pressure on HR to deliver, develop, and retain employees recognizing the importance of human capital. In today’s world of technological advancement, human resource is the only factors, which differentiate the true potential of an organization. Human resource management is the process of coordinating an organization’s human resources, or employees to meet organizational goals. Some of the challenges today in human resource management are maintaining a diverse workforce, dealing with major technological changes, keeping up the government regulations, and handling corporate restructuring, and downsizing, Human resource professional deals with areas such as: Employee recruitment and selection Performance evaluation Compensation and benefits Professional development Safety and health Forecasting labor relations The smooth version of HRM emphasizes the importance of high commitment, workplace learning and enlightened leadership. Most normative HRM models, whether US or British, assert that the organization’s Human Resource are valued assets, not a variable cost, and emphasize the commitment of employees as a source of competitive advantage (Legge, 1989) By contrast, the difficult version of HRM emphasizes the calculative, quantitative and strategic management aspects of managing the workforce in a balanced way (Store Human Resource Management Practices in Indian Companies Human Resource Management Practices in Indian Companies Abstract Concepts associated with the resource-based view of the organization are increasingly finding their way into the strategic HRM debate. Human Resource consists of all the individual employees who contribute to the operations of an organization, whether they are employed fulltime, part-time, on a temporary or permanent basis. Human resource Management is more concerned with the people aspect in management. Since management involves getting activities completed well with the help of other people and every organization is made up of people, acquiring their services, developing their skills, motivating them to high levels of performance, and ensuring that they continue to maintain their commitments to the organization are essential to achieving organization are essential to achieving organizational objectives. This study examines how a developing country, and in particular, some selected Indian companies, construe Human Resource Management and whether it is used as a strategy in managing their organizations. It reflects on how organizations in India are influenced by variables that are different from those of their Western counterpart. In the process, this study analyses the meaning of Human Resource Management, the important of corporate culture and corporate strategy in shaping the organization. A questionnaire analysis of selected Indian companies was carried out, enlightening patterns of similarity and differences arising in its organizations. Following analysis, it was found that India. Is still on the verge of change and is still not capable of fully motivating its people. The process of liberalization and globalization necessitates for focus on the big population and means to utilize it to its fullest potential. Therefore, unless development agencies, government and non-government organizations are involved to penetrate the human resource development strategies, its real benefits will not build up. Consequently, the execution of human resource management requires an insight in to the understanding of its importance to Indian organizations. Hence, the evolution of Indian approach to human resource management will depend on an increase in the applicability of the American, European and Japanese approach to human resource management implemented in these organizations. Acknowledgement Chapter 1: Introduction 1. Introduction 1.1 Main Theme of The Topic The birth of the â€Å"Strategic Human Resource Management† (Strategic HRM) possibly took place less than 20 years ago with an article titled â€Å"Human Resources Management: A Strategic Perspective† (Devanna, Fombrum, Tichy 1981). In such a short time, however, an explosion has occurred in writing and research on Strategic HRM. In 1996 both Academy of Management Journal and Industrial Relations devote special issues to the topic of HRM practices and firm performance and in 1997 International Journal of Human Resource Management presented a special issue on Strategic HRM and firm performance. ‘The almost exponential growth of interest in understanding the strategic role that HRM can play in firm performance implies a mindset of â€Å"more, more, more† with regard to research on Strategic HRM. However, before we observe the basic call for more, more, more, perhaps we need to step back and reflect on where we’ve been, where we are, and where we need to be. Human Resource Management (HRM) is a term that, throughout the 1980’s and into the 1990’s has become more and more known to managers and management students. But a decade of getting used to has done too little to clarify exactly what HRM is, where it differs from traditional Personnel Management, and how important it will be for the future. The growth of HRM as a body of management thought in the 1980’s can be connected to a combination of socio-economic factors, in particular, changes in international contest, the reform of industrial sectors and organizations, and the rise of a improved confidence in the power of managers to manage. Under these conditions the contribution of human resources to the success of organizations has been emphasize through the champion of doctrines of ‘brilliance’, ‘quality’, ‘innovation’ and ‘entrepreneurship’. These developments placed the management of people firmly on the agenda and created the conditions for the emergence of a new-style theory of Personnel Management, bearing the brand HRM. Perhaps, there is an clear uncertainty that HRM can, or ever could, live up to the wider claims of its power to so totally transform the employment relationship that some of the intrinsic problems of managing a unstable set of employee issues can be resolved more satisfactorily than by approaches that have grown out of the historical development of Personnel Management. In large part such a reaction can be explained in terms of the gulf that appears to be between Personnel Management ‘on the ground’ and the rather more theoretical ‘strategic’ nature of a great deal of the discussion surrounding Human Resource Management. For Managers, already worn out by the ‘waves of change’, coping with technical innovation and economic shifts, there is a need to develop the contest necessary to manage their working futures (Morgan, 1988). Not only do they need to understand the nature of these changes, but they need also to make on an international perspective in order to manage in different cultures and with different customs. For many years there has been a general interest in the different production systems and management strategies adopted in Japan, the USA and Europe. Increasingly now attention is also focused on the people management systems, attempting to explain the differences in management technique and policies (Mansfield and Poole, 1981; Jacobs et al., 1987). There is therefore a need to understand how different cultures undertake Human Resource Management for what Doeringer (1981) calls ‘pragmatic’ reasons. That is, because there are lessons to be learned from other cultures and we need to control for cultural influences when examining solutions. To this can be added the further realistic and critical reasons that managers must now carry out their skills and technique in multicultural context, and achieve objectives internationally. In advanced economies like the United Kingdom and the USA companies, confronted by the Japanese competition and employment strategies coupled with recession and search for excellence have tended to change from Personnel to Human Resource Management or better still strategic Human resource Management. However, there are questions regarding the extent to which this has happened in the developing countries. In answering this question, one must consider the fact that Human Resource Management methods in developing countries will be highly influenced by psycho-economic variables which are considerably different from western countries. Workers are not forced enough and there is not enough stress put on their training, development, participation and the like. Resources are usually directed to serve the ruling best, then to be unfocused towards finding means and methods for better education, health, and safety for the work force. Women in most developing countries are still treated improperly and there is a lot of power distance between the employer and employee. But the future of Human Resource in developing countries is not miserable, as countries like India have started reallocating their resources towards this department and structures and systems are being set up to facilitate this. The biggest challenge for the developing world is therefore, to convert its vast human resource into chance and take them along in their march into the future. 1.2 Aims and objectives; Aims To critically evaluate strategic Human Resource Management practices In Indian Companies. Objectives: Critically assess and evaluate theories, concepts and models of SHRM given in the literature. To examine the nature of the context of HRM, the problematical nature of organizations in a developing country (like India). To examine the background to the growth of interest in India to HRM and the extent of HRM practice among Indian employers. To analyze the nature of the context of HRM, the problematical nature of organizations in a developing country (like India). Chapter 2: Research Methodology Research Design and Methodology As I have used a survey-questionnaire approach to gather data. The study is based on two stage sampling design. In the first step, Indian organizations were chosen randomly from the national capital region of India. In the second step, the organizations, top, middle and senior level managers in HR or who were line managers were randomly selected to fill in the questionnaires. From this sample of 40 managers a total of 12 questionnaires were filled in. A total of 28 questionnaires returned were either incomplete or the managers refused to oblige. The scope of the study has been limited to managers from the industries in the national capital region of India. The organizations from which the managers responded spanned the multinational companies. Research instruments Human Role Assessment Survey Questionnaire (Conner and Ulrich, 1996) was administered on the sample. Participants were asked to refer to the HR professionals in their business entity and rate the current quality of each activity. This study discusses the methodology and the approach that the researcher followed for the completion of this study. In order for the aims of the project to be fulfilled it is necessary to acquire knowledge of the practices of Human Resource Management within Indian Companies. The research was done with a phenomenological approach. It is so called because it is based on the way people experience social phenomena in the world that they live. This method has its own merits and demerits. On one hand it facilitate the understanding of how and why, it make possible for the researcher to be alive to the changes that occur during the research process, and this method is good for understanding social processes. On the other hand there are certain limitations such as, data collection can be time consuming, data analysis is difficult, and the research has to live with the hesitation that clear patterns may not emerge (Saunders, Lewis Thornhill, 1997). The snapshot view was taken for the companies being analyzed through questionnaires and the literature looked into the development of the HRM techniques through time in the developing countries with special emphasis on India. In order to talk to the objectives of the research, secondary information was collected from books, journals, magazines and newspapers, etc. the research tries to consider the performing areas upon which any form of strategic HRM depends, it describes the current state of the Human Resource Management and Personnel Management in India and tries to evaluate its level of operation to determine whether it is a strategic tool for shaping corporate strategy. This study is thus, descriptive as well as exploratory and concentrates more on qualitative approach. Basically there are two types of research methods, quantitative and qualitative. Quantitative research uses technique based on the principles of physical sciences. Statistical methods are used then to test fixed theory. Quantitative research is also prepared to provide a linear progress from problem to solution. According to Smith (1988) the scientist spends time observing the actions and groups of people. Thus the researchers simply observe without making and value judgments after which the researcher explains the observed behavior. The qualitative data is based on meanings expressed through word. . It results in collection of non-standardized data that requires classification, and is analyzed through the use of conceptualization. Quantitative research then goes from observation to theory, then to testing. However, according to motley (1986) this order is often violated and studies are attacked because they do not follow the conventional chain of events. He goes on further to criticize studies for lacking a strong theoretical basis from which to operate. Yet, quantitative researchers fail to realize the position they put themselves in when they do this. Quantitative research however comes with advantages and disadvantages. Its main advantage is that it gives out quantifiable data, which needs to be generalized sometimes. Also, its greater weakness is that it does not account for human behavior, which is not quantifiable, but significant to find the objectives of the research. In compare, qualitative methods are entirely different, reluctant to more on analysis and are less prone to try and measure every aspect of the study. Qualitative research tends to produce rich intense data, relating to small numbers of people, as opposed to vast standardized data relating to large numbers. Qualitative studies are mainly about people’s subjective interpretations of complex situations. Burrell and Morgan (1979) call this the â€Å"interpretive paradigm†. There is little need to quantifying every detail in qualitative research because it’s not worried about prediction and control (Lindlof, 1995). Nonetheless, this does not mean that qualitative research is not practical. It includes the understanding of the researcher and the subjects of the research. Researchers using the qualitative approach make systematic observations and work to say something meaningful about their chosen topic doing it in a particular way (Buttny, 1993). However, it’s arguable that qualitative methods are more effective when trying to research relationships between people in organizations (Walker, 1985 p.3) There was a limitation as qualitative data analysis is very monotonous and conclusion from such data is subject to debate and might be unfair by individual’s viewpoint (Gill and Johnson, 1997). Questionnaires (appendix 1) were used for collecting the primary data from the companies. The company were selected in India random and questionnaires were sent to them to identify the extent to which Human Resource Management is practiced and its perceived usefulness in improving the efficiency of organizations. Despite, their difference research approaches qualitative and quantitative research seen to share similar characteristics. Both of them use a structure which allows researchers to make performance. Furthermore, they both use interpretation to observe initial results of a course of research. However, qualitative differs greatly in relation to data gathering. Nevertheless, the analysis of qualitative data is highly personalized. Obviously the analysis of the researcher is extremely likely personalized. Obviously the analysis of the researcher is extremely likely to affect the outcome of the researcher. This raises the question of validity and reliability in qualitative research. The basis for these differences lies in the purpose of the research. Quantitative research is intended to be in charge of the topic being studied enabling the researcher to know the content of his or her data before it is even collected. Researchers undergoing qualitative approach of research do not worry with every measurable detail. â€Å"Fundamentally, qualitative researchers seek to preserve the form and content of human behavior and analyze its qualities, rather than subject it to mathematical or formal transformation’s (Lindlof, 1995). Basically, qualitative researchers strive for an agreement on phenomenon. According to Kaplan and Maxwell (1994) the goal for understanding a phenomenon from the point of view of the participants is largely lost when textual data is quantified. Thus its come be seen that qualitative methods rise above most of the shortcomings of quantitative methods. Qualitative research strives to bring depth to a phenomenon that quantitative methods lack. Collection of Data Secondary Data In order to address the objectives of the research, secondary data was collected from books, journals, magazines, newspapers, embassies etc. Secondary data is information which has been collected, collated and analyzed by others for other purposes, while primary data is information collected as part of a particular research because it is considered relevant to the study and research problem (Ghauri et al, 1995:54-57, Riley et al 2000:107). In addition, the following secondary sources that can also be important for any kind of research including the researcher’s study can also come in the form of: Central and local government studies and reports, census reports, State budgets, rules on international trade regarding imports and exports, and policies on the foreign direct investment. Studies and reports of institutions and departments such as the central bureau of statistics, universities, telecommunications departments, marketing and other research institutes, chambers of commerce and foreign missions such as embassies, trade centers and consulates. Academic as well as organizational journals and newsletters pertinent to the problem area. In many countries, different branch organizations publish journals on statistics regarding their own industry, the development of a particular discipline or problem area. Textbooks and other published material directly or indirectly related to the problem area. And lastly, theses and reports written by other students in our own university and in other schools and universities are the best guide line for the student. Many schools keep an up-to-date record of all these written in different disciplines. This is perhaps the most important secondary source at the earlier stages of our research process. They provide us with insight not only into our problem area, but also into the other sources mentioned above. The reason for using secondary data is because it’s very advantageous in terms of saving time and money. It also not only helps me to prepare and understand the research problem better, but it also extends the base for which scientific conclusions can be drawn. Another advantage of consulting secondary data is that it suggests suitable methods or data to handle a particular research problem. According to Churchill (1987:181) ‘Do not bypass secondary data. Begin with secondary data, and only when the secondary data exhausted or show retreating returns, proceeds to primary data.† In addition to secondary data, primary data is equally essential for more insight into the company being researched on. There are several choices regarding the means of collecting primary data. Usually, this includes observations which entails listening and watching other people’s behavior in a way that allows some type of analytical interpretation used to collect first-hand information in a natural setting to interpret and understand the observed behavior or situation more accurately; surveys (questionnaires) and interviews which are the most popular data collection method in business studies. Primary Data The researcher also collected primary data in addition to the secondary data in forms of case studies, unstructured interviews, and participant observation with few respondents. Other includes observations, surveys (questionnaires) and interviews by mail, phone, and personal contact. Surveys and questionnaires are the most popular data collection method in business studies. The most valid research method for the major part of the study was considered to be the interview. Interviews can be differentiated according to the level of structure and standardization adopted: a structured interview being one where a predetermined and standardized or a formal set of questions is adhered to, an unstructured interview does not follow any prearranged process; a semi-structured interview will normally contain an element of both. The advantage of a semi-structured interview is that it enables a disciplined approach to be taken without constraining or inhibiting the responses by the rigidity imposed by a totally structured interview (Elliott and Christopher 1973). Chisnall (1986) stressed that the interaction between the interviewer and the respondent contributes greatly to the success of the interviewer. ‘The intellectual atmosphere of an interview is at least as important as the mechanics of the interview processes. However with this study, the researchers also focused on using questionnaires which are said to be descriptive and analytical as my form of primary data to gain information related to India , initially in Indian organization to identify the extent of which Human Resource Management is practiced and its perceived usefulness in improving the efficiency of Keane and other related organizations. An experience survey approach which is a qualitative information collection technique used in marketing was is a qualitative information collection technique used in marketing was in attempts to tap the knowledge and experience survey approach which is a qualitative information collection technique used in marketing was used in attempts to tap the knowledge and experience of those familiar with the general subject being investigated in addition to identifying the current phenomena. Surveys involve questions of some sort and are important for collecting people’s opinions and needs. It also helped the researcher acquire information quickly with relatively minimal expense and effort from a relatively large number of respondents. The qualitative research is often focused on social process. It is thus common in social and behavioral sciences and those who want to understand human behaviors and functions suitable for studying organizations, groups and individuals (Strauss and Corbin, 1990). Furthermore, descriptive surveys are often used to obtain consumer attitudes towards a certain product and to ascertain views and opinion of employees in an organization (Reeves and Harper, 1981). These surveys will thus help researchers understand the behavior of employees in regards to motivation, job satisfaction and grievances in relation to how human resource management is acknowledged in their company and their view towards HRM practices in India generally. However, in addition to helping the researcher with their study, surveys also help these various organizations understand the expectations and requirements of their customers as well as employees, develop service or product based on the standards as well as employees, develop service or product based on the standards of their required findings: determine how well the organization are satisfying requirements both within the company and outside and finally establish goals and access how well to meet these goals. Special care was taken for designing the questionnaire: questionnaire focus, questionnaire phraseology, the form of response, and question sequencing and overall presentation. Questionnaire were designed in order to gain an in depth knowledge of Human Resource activities in organizations and for a remedy of reality. There are factors which have limited to be unaware about the real meaning of Human resource Management and so most were not very co-operative, as they thought that allowing this type of research would identify some of their weaknesses, which would in turn threaten their competitiveness. The results of the questionnaire survey will be analyzed in depth, but it is important to first point some of the methodological problems that were faced during the course of this study. However, it is safe to note that the greatest drawback under the exploratory study lies where the findings may seem credible enough to be released incorrectly as conclusions. Further downside includes the tendency to extend the exploratory phase, and inadequate representation of diversity. A few problems arose during this research due to time and distance limit. As all the questionnaires were sent to various parts of India, the time was too short and limited for data gathering, the result of which led to the waiting for more replies from such companies. The distance makes it difficult to keep in touch with the companies in order to get a response, in terms of phone calls, which would be very expensive, and the postal questionnaires are very time consuming. Similarly, there were many companies which did not respond to the questionnaires, probably since they did not see Human Resource Management as an integral issue in organizational building and strategy. Thus was quite discouraging for study being carried out. Another probable reason could have been that the companies did not bother posting the questionnaire back at their own expense, or they might not have been able to understand the purpose of the study clearly just by looking at the questionnaire and thus they did not feel like responding. In order to minimize problems of this sort, it is important for the leaders of developing countries, like India, to become more involved and encourages managers of companies to contribute to the betterment of the Human Resource Management by actively participating in the studies like this. This is important as the research is not only academically viable but also potentially useful to them. It may also be necessary to extend the time allotted for this type of study. At the time of writing up this study, there was in fact a response from only companies, and thus the results from these companies can only be analyzed. The companies that responded were from small size, thus the result of this study may possibly be gender, at the companies were selected at random. Chapter 3: Literature Review Background Theory Literature Review Background Theory 3.1 Introduction Nowadays, it is a common belief in both the business and the academic world that â€Å"the human resources of an organization can be a source of competitive advantage†, provided that the policies for managing people are integrated with strategic business planning and organizational culture (Beer, Spector, Lawrence, Quinn, Mills, Walton, 1985).There is a incredible pressure to an organization to perform their duties properly with the rate of the rapid changes taking place. Accordingly organization change such as association, new ways of handing over works, high changing rate in workforce and employee’s capabilities and priorities is observe in the past. Human resource management has become a invasive and influential approach to the management of employment in a wide range of market economies. As a result, the analysis and evaluation of HRM have become major themes in academic, policy and practitioner literatures. Good human resource management entails recruiting and hiring the best employees and getting the most out of them through effective training and supervision. Human resource management helps in identifying key skills sets, knowledge and valued required in the employee. Through manpower planning the management determines its human resource needs and implements plans to address them. Any assessment of the emergence of Human Resource Management has, at least, to take account of this changing context of employment and provide some explanations as to the relationships that exits between the contribution HRM has made to some of these changes on the one hand and, on the other hand, the impact that such changes have had on the theory and practice of HRM itself. (Beardwell and Holden, 1994: 5). An analysis of data relating to the question of a link between Strategic Human Resource Management (SHRM) and performance reveals there is uncertainty as to the direction of the link. Can better performing organizations attribute their good performance to the quality of their HRM or is the standard of their performance due to other factors? The quality of HRM might be an outcome of performance rather than a contributing factor to that performance. There are questions about the meaning of a strategic approach to HRM. What makes an organization’s approach to HRM ‘strategic’ and is there a satisfactory method of differentiating between an approach to HRM that might be considered strategic or one that is not seen to be strategic? As organization restructure, human resources tend to decrease in quantities but increase in quality and in their value to organizational effectiveness. Investing in the development of these valued resources make sense. Most of the companies in developing countries invest in new technology, new machinery, new plant to increase productivity because better models have been developed but we need to develop our own ‘better models’ in human resource area A strategy is a course of action. It shows how the enterprise will move from the business it is now to the business it wants to be in, given its opportunities and threats and its internal strength and weaknesses. Strategic human resource management means formulating and executing HR systems that produce the employee competencies and behaviors the company requires to achieve its strategic aims. The high-performance work system is designed to maximize the overall quality of human capital throughout the organization, and provides a set of benchmarks against which today’s HR manager can compare the structure, content, and efficiency and effectiveness of his or her HR system. Increased in international competition due to newly emerging multinationals and divisional organization has given new scope of management particularly Human Resource Management .India has also woken up to the reality that human resources management is key factor for the better performance of an organization . Its is an ultimate goal an ambition to organization to perform their duty perfectly can only seen in developed countries like UK and USA . The organizational change and development have become a part of working life. 3.2 Meaning of Human Resource Management HR include all the individual employees who contribute to the operations of an organization in any means of form either temporary or permanent basis. (Thompson and Mabey ,1994) It process of getting work done with help of people in efficient manner . It includes planning ,organizing, leading and controlling to make work done till the end task. To manage an organization the common factor taken in consider are goal, limited resource and people. The basic infrastructure of any business is the human capital. Human resource management, therefore, is one of the most important and recognized functions in the industry today. There is more pressure on HR to deliver, develop, and retain employees recognizing the importance of human capital. In today’s world of technological advancement, human resource is the only factors, which differentiate the true potential of an organization. Human resource management is the process of coordinating an organization’s human resources, or employees to meet organizational goals. Some of the challenges today in human resource management are maintaining a diverse workforce, dealing with major technological changes, keeping up the government regulations, and handling corporate restructuring, and downsizing, Human resource professional deals with areas such as: Employee recruitment and selection Performance evaluation Compensation and benefits Professional development Safety and health Forecasting labor relations The smooth version of HRM emphasizes the importance of high commitment, workplace learning and enlightened leadership. Most normative HRM models, whether US or British, assert that the organization’s Human Resource are valued assets, not a variable cost, and emphasize the commitment of employees as a source of competitive advantage (Legge, 1989) By contrast, the difficult version of HRM emphasizes the calculative, quantitative and strategic management aspects of managing the workforce in a balanced way (Store